Based on an interview with Dieter Vandeweyer, Sourcing & Engagement Coordinator at DHL Aviation
Twegos, objective method for measuring motivation and match on values
“The first contact with Twegos came about two years ago via Aviato, the employment agency of Brussels Airport,” explains Dieter Vandeweyer, Sourcing & Engagement Coordinator at DHL Aviation. “The introduction to Twegos was very positive and we worked intensively together over the past two years. We had been looking for an objective instrument for a long time to measure the DHL mindset, the motivation and the fit of our blue-collar profiles. A good DHL mindset is particularly important in functions such as loader-sorters, which involve heavy physical labor and a lot of night work.”DHL Aviation already worked with Start People for the selection of temporary workers, but also 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, more specifically to assure a longer retention based on a better fit with the values of DHL Aviation.
“About two years ago, we applied the Twegos method 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
If we look at the results of applying the Twegos method, the first observation is that candidates with a higher fit with the values of DHL Aviation will also work longer at DHL Aviation, and 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) that is applied.
“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, because the cut-off is based on a thorough data analysis,” explains Arend Van Itterbeek, one of the founders of Twegos. “In addition, in combination with Twegos, you can increase the retention rate even further by organizing individual interviews with the new employees when statistically there is a higher risk for candidates to drop out – after 10, 18, 54 and 72 days – in order to find out about their commitment and motivation.”
A second important observation is that, after 90 days on the job, there is a retention improvement of up to 22% among candidates who showed a better fit with the values of DHL Aviation. And it is expected that this will increase as the group of blue-collar workers becomes more homogeneous from a value and culture 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. With an extension of the supervision period, we can observe them longer and we already avoid two moments when we have to deal with quite a few dropouts, i.e. after 10 and 18 days on the job.”
The collaboration with Twegos is already a success for DHL Aviation. With Twegos, DHL Aviation not only found an objective method to measure the motivation and value fit of its workers, but also an instrument that helps them to keep workers with the right mindset longer in the company and to get more certainty about candidates in the selection procedure.