CSA Intervention vs.
Behavioral Hiring for Retention
When I read the CSA guidelines I was struck by two words used repeatedly throughout the document. Those two words are "behavior" and "intervention." 
As everyone now knows, the goal of CSA is to identify drivers with poor behavior and to either transform them into acceptable drivers or direct them to the nearest exit ramp leading out of the industry. A carrier with an abundance of drivers exhibiting poor driving behavior will find themselves subjected to an "intervention."  
What isn't entirely clear is just what an "intervention" entails. One thing you can be sure of, it will be a costly and time-consuming disruption of your business with no guarantee of improvement.
No doubt the motives of this program are noble. However, is it realistic to expect an outside group to intervene to change driver behavior, or does it make more sense to hire drivers with the right behaviors from the start? And what do we mean by behaviors anyway?
JOBehaviors assesses your applicants with nearly 500 behaviors generated from successful drivers who love what they do for a living.
Hiring drivers (regardless of the their experience) who hold the above behaviors important is the first, and arguably best, way to avoid a costly CSA intervention. It also happens to make good business sense. The profitability of your company is tied directly to the drivers you hire. It affects everything from recruiting costs, training, fuel consumption, customer retention, accidents and more.
Improved selection leads directly to improved capacity, reduced accidents, better customer care and...increased profit! It's also key to avoiding a costly and disruptive CSA intervention.
Pre-employment test for truck drivers, JOBehaviors
Pre-employment test for truck drivers, JOBehaviors
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Mark Tinney
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