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PBSA Journal PAGE 13 MAY/JUNE 2023 Except where otherwise indicated, articles are copyright © by PBSA 2023. All rights reserved. Continued on page 14 CRAs can work with employers to develop multiple adjudication approaches for applicants, pool those applicants and create the right onboarding and post-hire practices using data and solutions to identify and mitigate risk. Unlocking the Full Potential of Recruiting and Retention: How Background Screening Companies Are Evolving Beyond Data Provision By Gerard Baker F or decades, consumer reporting agencies (CRAs) have provided critical data to employers looking to hire qualified drivers. These reports have helped companies make more informed hiring decisions by aggregating criminal and motor vehicle records (MVRs), employment history and education verification – among other data. However, as the job market becomes increasingly competitive, these companies must evolve to meet the changing needs of their clients. To help clients expand their applicant pools while effectively managing risk to retain employees, new approaches are needed for both pre-hire and post-hire practices. The Current State When it comes to traditional pre-hire processes, most companies will review and typically score an applicant's driving history via an MVR and check that their license is valid and meets the employer's safety policy for hiring. An applicant either passes the established criteria or fails to do so. But given the explosion of opportunities available to applicants with qualified driving history in the gig economy (such as Uber, Lyft and Instacart), last mile delivery (how many Amazon, FedEx and UPS vehicles did you see out on the road just today?) and virtually every other home delivery service, it's no wonder the already critical driver shortage has worsened. According to Manpower Group, as many as 69% of employers struggle to fill open driver positions due to talent shortages. Moreover, finding and hiring a qualified driver is a costly endeavor, with companies reportedly spending between $7,500 to $28,000 on finding and onboarding a new driver. Retaining existing drivers is, therefore, more cost-effective than hiring new ones. Retention Starts at Pre-Hire This current state has prompted background screening companies to evolve beyond just providing data, offering more holistic solutions that help companies with hiring, training and overall retention. CRAs can work with employers to develop multiple adjudication approaches for applicants, pool those applicants and create the right onboarding and post-hire practices using data and solutions to identify and mitigate risk. To start, forward-thinking employers realize they can expand their pool of applicants without compromising their risk tolerances. An otherwise qualified applicant with less than perfect driving history can still qualify with a focus on onboarding and ongoing training that's targeted to fill any safety gaps, as well as ongoing visibility into infractions and suspensions once the applicant is hired. Utilize Post-Hire Data and Tools to Mitigate Risk By continuously monitoring certain data sets in conjunction with one another, companies can gain a more complete (and accurate) picture of their employees' ongoing risk. For example, MVR, CSA and telematics data can be used together to assess driver risk more accurately. Many companies also have systems in place for receiving alerts on any license suspensions or revocations, as these can also be indicators of high-risk drivers. With access to these actionable data points and continuous visibility, companies can then invest in employees post-hire through ongoing and targeted training opportunities – working to mitigate risk and increase retention. Prioritize Frequent Training Frequent, proactive training is critical to keep safe driving techniques top of mind and reinforce a company's ongoing dedication to their team's safety. It's also a proven method to reduce crashes and violations. Companies that PBSA is pleased to share this article featuring an industry expert who was a presenter at our 2023 Mid-Year Conference!

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