Retention rate with loaders-sorters at DHL Aviation: up with 22% thanks to Twegos ValueFit

“The first contact with Twegos was about two years ago via Aviato, the employment agency of Brussels Airport,” says Dieter Vandeweyer, Sourcing & Engagement Coordinator at DHL Aviation. “The introduction to Twegos was very positive and we worked together intensely on retention ever since. We had been looking for an objective instrument to measure the DHL mindset, the motivation of our blue-collar profiles. A good DHL mindset is particularly important for loader-sorters. These functions involve heavy physical labor and a lot of night work.”

DHL Aviation already worked with Start People for the selection of temporary workers and to minimize the turnover of employees and for onboarding processes. Start People also works with Twegos for a number of its customers.

Twegos mainly worked on blue-collar profiles to assure a longer retention. “About two years ago, we applied the Twegos method to measure motivation and value fit to the candidates for the position of loader-sorter. At the same time, we also applied the standard selection procedure. The collaboration with Twegos certainly gave us a lot of insights in the field of retention,” says Vandeweyer.

Retention amongst high fits is considerably higher

The first clear result is that candidates with a higher fit with the values of DHL Aviation will also work longer at DHL Aviation. This is independent of the cut-off level (this is the minimum Twegos fit score with the DHL profile that candidates must achieve in order not to be excluded from the procedure) we apply. “We would like to maintain a cut-off level of 50% or higher for this group” explains Vandeweyer. “Using a cut-off is a reliable way to increase the retention rate immediately. It is based on a thorough data analysis,” explains Arend Van Itterbeek, one of the founders of Twegos.

Focus on crucial moments

“You can increase the retention rate even further by organizing interviews with new employees on crucial moments. For example, at times when statistically there is a higher risk for candidates to drop out (after 10, 18, 54 and 72 days) you can discuss their commitment and motivation,” Arend continues. After 90 days on the job, retention improves with up to 22% among candidates who showed a better value fit. And we expect that this will increase as the group of blue-collar workers becomes more homogeneous from a value perspective.

In the light of these results, we have extended the onboarding period to three weeks,” says Vandeweyer. “Traditionally, many loader-sorters drop out after 2 weeks. If we extend the supervision period, we observe them longer and avoid two moments when there are dropouts. 10 and 18 days on the job are such crucial times .”

With Twegos ValueFit, DHL Aviation found an objective method to measure the motivation and value fit of its workers. ValueFit enables them to keep workers with the right mindset in the company longer. If you would like to upgrade your recruitment process to increase retention, take a look at what we can do for you or contact us. We are happy to help.

Based on an interview with Dieter Vandeweyer, Sourcing & Engagement Coordinator at DHL Aviation.