The Challenge
A leading transportation company struggled with high turnover among CDL drivers. Many new hires left within six months, leading to repeated hiring cycles, disrupted operations, and increased strain on staff.
The Solution
To improve early-stage screening, two assessments were administered at the start of the application to decide who would be interviewed.
Personality Assessment: Evaluates traits tied to long-haul driving success — self-sufficiency, organization, and steady work pace.
Work Ethic Assessment: Pinpoints reliability and trustworthiness — key for roles with minimal supervision and tight schedules.
By building benchmark profiles of their most reliable drivers, the company filtered and prioritized applicants who met technical and job-fit requirements.
“Hiring drivers used to feel like a gamble. We’d get someone qualified on paper, but they wouldn’t last. With Prevue, we finally had a way to see who was truly a good fit. It’s helped us reduce churn and build a stronger team.”
The Results
Turnover cut nearly in half
Dropped from 40% to 22% in the first 6 months, as new hires proved to be a stronger fit for the role.
25% faster time-to-fill
Hiring managers felt more confident advancing candidates, speeding up the decision-making.
Fewer poor-fit interviews
Recruiters spent less time screening unqualified candidates, allowing more focus on retention.
40% decrease in tardiness
By assessing work ethic, the company hired more reliable drivers, resulting in fewer late arrivals.