Improving Driver Selection. Rollout of the Republic Drivers Personnel Report (DVR) The Executive Group. We HIRE for… Experience Skill level Personal chemistry. We FIRE for… Attitude Behavior Interpersonal skills Performance. Why we Hire Why we Fire.
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Rollout of the
Republic Drivers Personnel Report (DVR)
The Executive Group
1 = Lowest 5 = Highest
14 people who quit or terminated were rated:
1 on REHIRE Score
9 on TOTAL REVIEW ScoreRepublic Drivers Validation Study
Correlation Between REHIRE Score and TOTAL REVIEW Score was .90
N = 91
Using a cut off score of 30.5 the TOTAL REVIEW Score would correctly identify all but 2 of the drivers whose REHIRE scores were high * or low *.
How many performance factors fall outside the desirable ranges?
For those that do, are they necessary for being a successful driver?Performance Factors Sales
Self-Control 4.0 and above recommended
Workplace Coping Skills 4.5 and above recommended
Other factors use the graphs provided here for guidelines.
Scores in the generally most desirable range for Drivers fall in the shaded areas.
Comments: Total review Score 45 Rehire Score 5
Scores outside the shaded areas may indicate a mismatch for a Driver.
Comments: Total Review Score 29, Rehire Score 1.
Hired and subsequently left the company. Rehired then tested with the Personnel Report. Productive but hard on the equipment, poor customer service and tried to unite the other drivers against the supervisor.
How many areas of potential concern does your candidate have?
Will these areas be critical for the position you are considering?
Several good drivers had low scores on Factor B this should not count as an Area of Potential Concern for DriversAreas of Potential Concern
Low reasoning (B-)
Low frustration tolerance (C-)
Low energy (F-)
Unconventional attitudes (G-)
Suspiciousness (L+)Areas of Potential Concern
Highlight any areas that raise concern for you to investigatefurther.
Formulate questions to probe deeper into these problem areas to confirm job fit.Work-Related Personality
It is NOT pass fail and by NO means is the sole determinant to hire or not hire.
Set the tone and establish a positive mindset for your candidate.
Inform your candidate their results are considered with all their other qualifications.Prepare Your Candidate
The assessment results are only one criteria used to make selection decisions at our Company.
You will be considered based on the extent to which your entire set of qualifications and experience match the position’s requirements.Sample Dialogue
Fill out this section
Share this report only with those who have a need to know the results.
Store the report in a special file established as a location for these reports.Policy Guidelines
Test results should NOT be used to make hire / don’t hire decisions.
Assessment data should have a weighted value of no more than 25% of the selection decision.Integrate Assessment Data
Another piece to the puzzle
Use a Balanced Scorecard Approach