Safety research reveals that a driver’s behavioral style and attitudes are stronger indicators of safe driving than the amount of safety training they’ve received. A study in 1993 by Behavioral-Values Research Associates (BVRA) demonstrated significant differences in behavior and attitudes between workers who experienced injuries and those who didn’t.
Trucking companies that use this information to pre-screen driver applicants have seen a considerable reduction in accident rates, associated costs, workers’ compensation claims, and have improved driver retention.
A behavioral assessment, such as a DISC assessment, evaluates a driver’s typical behavior across four key areas: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). The ‘D’ factor reflects how drivers approach problems and challenges. The ‘I’ factor examines their interactions and influence with others. The ‘S’ factor looks at their response to the pace of their working environment. The ‘C’ factor considers how they respond to rules and regulations.
A DISC assessment presents the applicant’s ranking in each factor, ranging from 0% to 100%. Scores above 50% are considered high, while those below 50% are low. The more extreme the score, the more pronounced the behavior. In this article, we focus on the ‘I’ factor and why a lower score can be beneficial.
The BVRA study highlighted differences in the D, S, and C styles between injured and non-injured workers. While the ‘I’ factor didn’t show a marked difference, trucking companies may benefit from hiring drivers with a low ‘I’ style. Drivers who score high in Influence tend to be talkative, sociable, friendly, and outgoing. This can lead to distractions, particularly when interacting with others. They may become bored during long hauls without social interaction and could take extended breaks if engaged in conversation.
Drivers with a low ‘I’ factor are generally introverted and avoid excessive interaction. They are content with long drives that minimize contact with others and can maintain better focus on driving.
However, some trucking companies require drivers to interact with customers. In these cases, a moderately high ‘I’ factor might be desirable. The key is to find drivers who are friendly and can communicate well without being overly talkative or easily distracted.
If customer interaction is important for your drivers, consider applicants with an ‘I’ ranking slightly above the midline. Otherwise, prioritizing applicants with a low ‘I’ behavioral style is preferable.