The Client
Parts Depot, Inc. is a leading aftermarket supplier of automotive parts and accessories to the commercial and retail trade.
The company has 800 employees in 50 locations in Florida, North Carolina, South Carolina, Tennessee and Virginia and occupies spaces of 4,000 square feet in freestanding locations.The company is headquartered in Roanoke, Virginia.
The Solution
Hay Aptitude Test Battery: Parts Depot uses the Hay Aptitude Tests to measure the reading, writing and comprehension skills of potential drivers. Because they deal with part numbers, delivery addresses and instructions, it’s critical that employees have competent literacy skills because even the slightest mistake with letters or numbers can have a serious impact on a company’s reputation or internal processes.
The Hay Aptitude Tests help recruiters identify individuals who will perform well in warehouse and delivery positions which require intense work with names and numbers. Aligning the right candidates with these core positions helps improve their efficiency and profitability.
The Hay tests include:
- Warm-Up Test—A one-minute exercise that can reduce test-taking anxiety.
- Number Perception Test—A four-minute test that assesses numerical character recognition and short-term memory retention.
- Name Finding Test—A four-minute test that measures alphabetical character recognition and short-term memory retention.
- Number Series Completion Test—A four-minute test that evaluates ability to recognize, comprehend and make inferences from numerical relationships.
Wonderlic Personnel Test (WPT): Parts Depot uses the WPT to rate the skills of potential management candidates.
The 50-question, 12-minute timed test, which has been used by thousands of organizations since 1937, measures a candidate’s ability to learn a specific job, solve problems, understand instructions and apply knowledge to new situations.
This test provides Parts Depot with objective information about candidates, which they use to shape interview questions and make more informed decisions.
When Drivers Can’t Read
When hiring drivers, some people might think a license, a drug test, and a clean driving record are all they need to see to make an informed choice. But you would be surprised how many licensed drivers don’t know how to read, says Mary Olson, Human Resource Manager for Parts Depot. “When you look for drivers you may not be thinking about whether they can read and write, but to do the job they have to be able to decipher sticker numbers, delivery addresses, and directions. If they can’t read they can’t make the delivery.”
Seven years ago, the automotive parts supplier wasn’t testing drivers’ literacy. They relied on drug testing and DMV records to evaluate potential delivery candidates. As a result, turnover was high because the wrong people were being hired for the job and leaving—or worse they were staying on the payroll and making delivery mistakes because they didn’t have the skills for the job, she says. “We needed a better screening process.”
So they turned to Wonderlic. After considering all the measurement tools available, they selected the Hay Aptitude Tests, which measure whether a candidate can read, write, and identify names and numbers through a series of four-minute comprehension assessments. The whole series takes less than 15 minutes to complete and gives recruiters immediate information about applicant abilities.
Now whenever someone applies for a driver position with the warehouse, they complete the series of tests as part of the application process, which also includes the drug test and DMV search. Olson uses their test results to shape the rest of the interview.
“The Hay test is a guide for us,” Olson says. “If a candidate can’t read or does poorly on a section of the test we have to pay attention to that.” She doesn’t automatically eliminate candidates based on test results but if someone gets a low score it’s an indicator that they probably aren’t right for the job. “The Hay tests help us be sure people can read and write which is critical in the warehouse,” she says. “We need to know that our people can pick the right parts and deliver them to the right customers.”
Parts Depot also decided to add a Wonderlic tool to their management selection process. They chose the Wonderlic Personnel Test, which is a 12-minute, 50-question assessment that measures a candidate’s ability to learn a specific job, solve problems, understand instructions and apply knowledge to new situations. When they selected the WPT, Wonderlic consultants helped Olson determine a score range that candidates should achieve to prove they are suitable for management positions. Like the Hay tests, a WPT score doesn’t eliminate candidates but it helps Olson identify potential problem areas that can be addressed in the interview phases.
Since implementing the tests, turnover at Parts Depot is down and Olson feels the new, more detailed screening process, helps her make better decisions, which impacts customer service. “These are reliable tests that help us to hire the right people,” she says. “We consider Wonderlic an important part of the company.”
