Optimize Hire pre-employment tests evaluate candidates on traits proven by decades of research to predict success at work. Below, we outline the best and worst predictors of job performance based on the research of the top industrial and organizational psychologists in the world. Sometimes people are surprised by these findings and it’s common for companies to use bad predictors to evaluate candidates. If this is you, consider re-evaluating your process and <A href="http://optimizehire.com">adopt a strategy to screen candidates based on data-driven solutions</A>.<BR/></P><P class="" style="white-space:pre-wrap;"><STRONG>Best Predictors of Job Performance</STRONG></P><UL data-rte-list="default"><LI><P class="" style="white-space:pre-wrap;">Cognitive ability</P></LI></UL><P style="margin-left:40px;white-space:pre-wrap;" class=""><A href="https://static1.squarespace.com/static/5b100920b105987b3e97fd32/t/5b36404a6d2a73fcad279e22/1530282064466/Schmidt+and+Hunter+article.pdf">Cognitive ability is consistently the best predictor of job performance</A> across all job types, levels and industries. Cognitive ability covers a wide variety of aptitudes including spatial reasoning, logical reasoning, verbal skills, computational skills, and analytical skills. A relatively short cognitive ability test can accurately predict aggregate employee success for most jobs, but a longer version may be more helpful for higher level hires. <BR/></P></DIV></DIV><DIV class="sqs-block image-block sqs-block-image sqs-col-6 span-6 float float-right sqs-text-ready" data-block-type="5" id="block-yui_3_17_2_1_1546627226447_30611"><DIV class="sqs-block-content" id="yui_3_17_2_1_1567697150714_121"> <DIV class="image-block-outer-wrapper layout-caption-below design-layout-inline combination-animation-none individual-animation-none individual-text-animation-none sqs-narrow-width" id="yui_3_17_2_1_1567697150714_120"> <DIV class="intrinsic" style="max-width:1024.0px;" id="yui_3_17_2_1_1567697150714_119"> <DIV style="padding-bottom: 56.25%; overflow: hidden;" class="image-block-wrapper has-aspect-ratio" data-animation-tier="1" data-description="" id="yui_3_17_2_1_1567697150714_118"> <IMG class="thumb-image loaded" data-src="https://images.squarespace-cdn.com/content/v1/5b100920b105987b3e97fd32/1546627876729-VB7RLNWND1Z7TB47DVE2/ke17ZwdGBToddI8pDm48kKG6OoQUcDwE6Xrn0CktdYIUqsxRUqqbr1mOJYKfIPR7LoDQ9mXPOjoJoqy81S2I8N_N4V1vUb5AoIIIbLZhVYxCRW4BPu10St3TBAUQYVKc7wdBxA2FfWIL_oInLxCuGYBExGLaY8v4Pn7yFeMELUKe4DQXRx1Bu1AnCO9mIfj2/growth+mindset.jpg" data-image="https://images.squarespace-cdn.com/content/v1/5b100920b105987b3e97fd32/1546627876729-VB7RLNWND1Z7TB47DVE2/ke17ZwdGBToddI8pDm48kKG6OoQUcDwE6Xrn0CktdYIUqsxRUqqbr1mOJYKfIPR7LoDQ9mXPOjoJoqy81S2I8N_N4V1vUb5AoIIIbLZhVYxCRW4BPu10St3TBAUQYVKc7wdBxA2FfWIL_oInLxCuGYBExGLaY8v4Pn7yFeMELUKe4DQXRx1Bu1AnCO9mIfj2/growth+mindset.jpg" data-image-dimensions="1024x576" data-image-focal-point="0.5,0.5" data-load="false" data-image-id="5c2fab2421c67c154d2b3f4d" data-type="image" alt="growth mindset.jpg" style="left: 0%; top: -0.0835561497326225%; width: 100%; height: 100.167112299465%; position: absolute;" data-image-resolution="500w" src="https://images.squarespace-cdn.com/content/v1/5b100920b105987b3e97fd32/1546627876729-VB7RLNWND1Z7TB47DVE2/ke17ZwdGBToddI8pDm48kKG6OoQUcDwE6Xrn0CktdYIUqsxRUqqbr1mOJYKfIPR7LoDQ9mXPOjoJoqy81S2I8N_N4V1vUb5AoIIIbLZhVYxCRW4BPu10St3TBAUQYVKc7wdBxA2FfWIL_oInLxCuGYBExGLaY8v4Pn7yFeMELUKe4DQXRx1Bu1AnCO9mIfj2/growth+mindset.jpg?format=500w"/> </DIV> </DIV> </DIV> </DIV></DIV><DIV class="sqs-block html-block sqs-block-html" data-block-type="2" id="block-yui_3_17_2_1_1546627226447_30896"><DIV class="sqs-block-content"><UL data-rte-list="default"><LI><P class="" style="white-space:pre-wrap;">Growth mindset</P></LI></UL><P style="margin-left:40px;white-space:pre-wrap;" class=""><A href="https://www.businessinsider.com/interview-questions-challenging-work-experiences-growth-mindset-2018-11">Growth mindset</A> is the idea that people can always improve. Someone with a high growth mindset is willing to learn and make an effort to make themselves better. This has been studied extensively by <A href="https://profiles.stanford.edu/carol-dweck">Dr. Carol Dweck</A> at Stanford, who has shown that high growth mindset is predictive of employee success. Like cognitive ability, growth mindset is predictive across the gamut of jobs, skill-levels and industries. </P><P class="" data-rte-preserve-empty="true" style="white-space:pre-wrap;"></P><UL data-rte-list="default"><LI><P class="" style="white-space:pre-wrap;">Conscientiousness & emotional stability</P></LI></UL><P style="margin-left:40px;white-space:pre-wrap;" class="">If you’ve ever heard of the popular <A href="https://pages.uoregon.edu/sanjay/bigfive.html">Big Five Personality Skills</A> test, these traits will sound familiar. Of those five commonly assessed personality traits, conscientiousness and emotional stability (called ‘neuroticism’ in the Big 5) are by far the most effective at predicting an employee’s ability to perform well in a given role. Conscientiousness indicates someone who is hardworking, dutiful and organized, while emotional stability indicates someone’s ability to effectively deal with negative emotions and move forward after failure. Predicting these traits is extraordinarily helpful to managers who want employees to be able to take constructive criticism, learn from mistakes and improve with time. </P><P class="" data-rte-preserve-empty="true" style="white-space:pre-wrap;"></P><P class="" style="white-space:pre-wrap;"><STRONG>Worst Predictors of Job Performance</STRONG></P><UL data-rte-list="default"><LI><P class="" style="white-space:pre-wrap;">First impressions</P></LI></UL><P style="margin-left:40px;white-space:pre-wrap;" class="">First impressions can make or break many interviews and hiring decisions. Managers are known to rely on a “gut instinct” to decide whether or not someone is right for the job, but it’s often an unreliable way to predict a candidate’s future performance. According to <A href="https://www.thinkadvisor.com/2018/11/16/daniel-kahneman-do-not-trust-your-intuition-even-f/">this article</A> by Dr. Daniel Kahneman, you can only trust your gut if your conditions meet the following qualifications:</P><OL data-rte-list="default"><OL data-rte-list="default"><OL data-rte-list="default"><LI><P class="" style="white-space:pre-wrap;">You’re in a predictable environment</P></LI><LI><P class="" style="white-space:pre-wrap;">You have regular practice</P></LI><LI><P class="" style="white-space:pre-wrap;">You have immediate feedback on your judgment </P></LI></OL></OL></OL><P style="margin-left:40px;white-space:pre-wrap;" class="">While many hiring managers may feel that interviews are a predictable environment and that they have regular practice as interviewers (both of these are debatable in their own right), they won’t get feedback on their judgments until months down the line, when a hired candidate has had a chance to be trained, settle in, and actually get some work done. In hiring, it’s much better to rely on research and data. Optimize Hire scores are calculated based on decades of psychological research and tested constantly to understand the most predictive traits of successful employees<BR/></P></DIV></DIV><DIV class="sqs-block image-block sqs-block-image sqs-col-6 span-6 float float-right sqs-text-ready" data-block-type="5" id="block-yui_3_17_2_1_1546627226447_35552"><DIV class="sqs-block-content" id="yui_3_17_2_1_1567697150714_138"> <DIV class="image-block-outer-wrapper layout-caption-below design-layout-inline combination-animation-none individual-animation-none individual-text-animation-none sqs-narrow-width" id="yui_3_17_2_1_1567697150714_137"> <DIV class="intrinsic" style="max-width:190.0px;" id="yui_3_17_2_1_1567697150714_136"> <DIV style="padding-bottom: 139.473693847656%; overflow: hidden;" class="image-block-wrapper has-aspect-ratio" data-animation-tier="1" data-description="" id="yui_3_17_2_1_1567697150714_135"> <IMG class="thumb-image loaded" data-src="https://images.squarespace-cdn.com/content/v1/5b100920b105987b3e97fd32/1546628125867-STNRNPKW1F0HMXMPWLPF/ke17ZwdGBToddI8pDm48kMbz8nxmmu24LRxtgXdI8txZw-zPPgdn4jUwVcJE1ZvWhcwhEtWJXoshNdA9f1qD7ZeRa_0qLzDD-8Ph_pOrns0_ZYDRgbtnXMlkVBRknkQjwAoFB_Yrda8rGreB8al5DA/cat+mirror+lion.png" data-image="https://images.squarespace-cdn.com/content/v1/5b100920b105987b3e97fd32/1546628125867-STNRNPKW1F0HMXMPWLPF/ke17ZwdGBToddI8pDm48kMbz8nxmmu24LRxtgXdI8txZw-zPPgdn4jUwVcJE1ZvWhcwhEtWJXoshNdA9f1qD7ZeRa_0qLzDD-8Ph_pOrns0_ZYDRgbtnXMlkVBRknkQjwAoFB_Yrda8rGreB8al5DA/cat+mirror+lion.png" data-image-dimensions="190x265" data-image-focal-point="0.5,0.5" data-load="false" data-image-id="5c2fac1d88251b452a1ece24" data-type="image" alt="cat mirror lion.png" style="left: 0%; top: 0%; width: 100%; height: 100%; position: absolute;" data-image-resolution="300w" src="https://images.squarespace-cdn.com/content/v1/5b100920b105987b3e97fd32/1546628125867-STNRNPKW1F0HMXMPWLPF/ke17ZwdGBToddI8pDm48kMbz8nxmmu24LRxtgXdI8txZw-zPPgdn4jUwVcJE1ZvWhcwhEtWJXoshNdA9f1qD7ZeRa_0qLzDD-8Ph_pOrns0_ZYDRgbtnXMlkVBRknkQjwAoFB_Yrda8rGreB8al5DA/cat+mirror+lion.png?format=300w"/> </DIV> </DIV> </DIV> </DIV></DIV><DIV class="sqs-block html-block sqs-block-html" data-block-type="2" id="block-yui_3_17_2_1_1546627226447_35837"><DIV class="sqs-block-content"><UL data-rte-list="default"><LI><P class="" style="white-space:pre-wrap;">Similarities between the interviewer and candidate</P></LI></UL><P style="margin-left:40px;white-space:pre-wrap;" class=""><A href="https://www.forbes.com/sites/forbescoachescouncil/2018/05/01/why-you-mistakenly-hire-people-just-like-you/1#61dfc12e3827">Research shows that hiring managers are extremely likely to hire someone who reminds them of themselves</A> - especially if they don’t use another unbiased metric to measure potential employee success. Even if that hiring manager is a really great worker, the strongest teams are made up of a group of people with diverse strengths, ideas, and working styles.</P><P class="" data-rte-preserve-empty="true" style="white-space:pre-wrap;"></P><UL data-rte-list="default"><LI><P class="" style="white-space:pre-wrap;">Brain teasers and deliberately tricky questions</P><P class="" style="white-space:pre-wrap;"><A href="https://www.newyorker.com/tech/annals-of-technology/why-brainteasers-dont-belong-in-job-interviews">Brain teasers and deliberately difficult questions are actually quite poor predictors of job performance</A>. While brain teasers sound similar to a cognitive ability test, more straightforward cognitive ability questions, like those developed by <A href="https://som.yale.edu/faculty/shane-frederick">Dr. Shane Frederick</A> at Yale, are actually correlated with future employee success. Trick questions have not been found to have any meaningful connection. </P></LI></UL></DIV></DIV></DIV></DIV></DIV> </DIV> <FOOTER class="entry-footer clear"> <P class="entry-tags"> Tagged: <A href="/blog/tag/growth+mindset" rel="tag">growth mindset</A>, <A href="/blog/tag/pre-employment+testing" rel="tag">pre-employment testing</A>, <A href="/blog/tag/pre-employment+tests" rel="tag">pre-employment tests</A>, <A href="/blog/tag/cognitive+ability" rel="tag">cognitive ability</A>, <A href="/blog/tag/interviews" rel="tag">interviews</A>, <A href="/blog/tag/first+impressions" rel="tag">first impressions</A>, <A href="/blog/tag/conscientiousness" rel="tag">conscientiousness</A>, <A href="/blog/tag/emotional+stability" rel="tag">emotional stability</A> </P> <DIV class="entry-actions"> <SPAN class="sqs-simple-like" data-item-id="5c2fa8ae4d7a9c400b0d803b" data-like-count="2" id="yui_3_17_2_1_1567697150714_350"> <SPAN class="like-count">2 Likes</SPAN> </SPAN> <SPAN class="squarespace-social-buttons inline-style" data-system-data-id="" data-asset-url="https://static1.squarespace.com/static/5b100920b105987b3e97fd32/5bcf3727104c7b4acc56125c/5c2fa8ae4d7a9c400b0d803b/1558617003140/" data-record-type="1" data-full-url="/blog/2019/1/4/top-3-best-and-worst-predictors-of-job-performance" data-title="Top 3 Best and Worst Predictors of Job Performance"><DIV id="social-yui_3_17_2_1_1567697150714_202" class="yui3-widget yui3-socialbutton"><DIV id="yui_3_17_2_1_1567697150714_207" class="yui3-socialbutton-content"><DIV class="ss-social-button-wrapper"><DIV class="ss-social-button">Share</DIV></DIV><DIV class="ss-social-button-list"></DIV></DIV></DIV></SPAN> </DIV> </FOOTER> </ARTICLE> <DIV id="comments-5c2fa8ae4d7a9c400b0d803b" class="p-comment"> <DIV class="squarespace-comments" id="comments-5c2fa8ae4d7a9c400b0d803b" data-item-id="5c2fa8ae4d7a9c400b0d803b" data-public-comment-count="5" data-comment-state="1"><DIV class="comments-content" style="opacity: 1;"><SECTION id="comments"> <DIV class="header-controls"> <DIV class="controls"> <H3 class="comment-count"> <SPAN>Comments (5)</SPAN> </H3> <DIV class="comment-controls"> <SPAN class="comment-sort"> <SPAN>Newest First
3 Essential Tactics for Engaging Passive Applicants</A> </H1> </HEADER> <DIV class="entry-content e-content" id="yui_3_17_2_1_1567703350271_102"> <DIV class="sqs-layout sqs-grid-12 columns-12" data-layout-label="Post Body" data-type="item" data-updated-on="1554135680240" id="item-5ca2361e652dea11eadf7570"><DIV class="row sqs-row" id="yui_3_17_2_1_1567703350271_101"><DIV class="col sqs-col-12 span-12" id="yui_3_17_2_1_1567703350271_100"><DIV class="sqs-block image-block sqs-block-image sqs-text-ready" data-block-type="5" id="block-yui_3_17_2_1_1554134543573_35651"><DIV class="sqs-block-content" id="yui_3_17_2_1_1567703350271_99"> <DIV class="image-block-outer-wrapper layout-caption-below design-layout-inline combination-animation-none individual-animation-none individual-text-animation-none" id="yui_3_17_2_1_1567703350271_98"> <DIV class="intrinsic" style="max-width:262.0px;" id="yui_3_17_2_1_1567703350271_97"> <DIV style="padding-bottom: 73.6641235351563%; overflow: hidden;" class="image-block-wrapper has-aspect-ratio" data-animation-tier="1" data-description="" id="yui_3_17_2_1_1567703350271_96"> <IMG class="thumb-image loaded" data-src="https://images.squarespace-cdn.com/content/v1/5b100920b105987b3e97fd32/1554135601425-3NTQV2AGIW82BYK8V5YU/ke17ZwdGBToddI8pDm48kMfTQmNw18Xd7Lg9WWK52S5Zw-zPPgdn4jUwVcJE1ZvWhcwhEtWJXoshNdA9f1qD7eaDBaxyzPPG4B3J3_Z93rYtbBdxZy2ls7R-xZjtz2ntp60ethi6dsDhC9iQTKwoZA/download.png" data-image="https://images.squarespace-cdn.com/content/v1/5b100920b105987b3e97fd32/1554135601425-3NTQV2AGIW82BYK8V5YU/ke17ZwdGBToddI8pDm48kMfTQmNw18Xd7Lg9WWK52S5Zw-zPPgdn4jUwVcJE1ZvWhcwhEtWJXoshNdA9f1qD7eaDBaxyzPPG4B3J3_Z93rYtbBdxZy2ls7R-xZjtz2ntp60ethi6dsDhC9iQTKwoZA/download.png" data-image-dimensions="262x193" data-image-focal-point="0.5,0.5" data-load="false" data-image-id="5ca23a31eb3931532f7308d5" data-type="image" alt="download.png" style="left: 0%; top: 0%; width: 100%; height: 100%; position: absolute;" data-image-resolution="300w" src="https://images.squarespace-cdn.com/content/v1/5b100920b105987b3e97fd32/1554135601425-3NTQV2AGIW82BYK8V5YU/ke17ZwdGBToddI8pDm48kMfTQmNw18Xd7Lg9WWK52S5Zw-zPPgdn4jUwVcJE1ZvWhcwhEtWJXoshNdA9f1qD7eaDBaxyzPPG4B3J3_Z93rYtbBdxZy2ls7R-xZjtz2ntp60ethi6dsDhC9iQTKwoZA/download.png?format=300w"/> </DIV> </DIV> </DIV> </DIV></DIV><DIV class="sqs-block html-block sqs-block-html" data-block-type="2" id="block-1032a87a45cfebff10d2"><DIV class="sqs-block-content"><P class="" style="white-space:pre-wrap;">It’s a challenging time for recruiters - there are simply more jobs on the market than there are candidates, and many of the best workers are already comfortable in another job. If your job application is too boring or difficult, these passive applicants simply won’t apply, and you could miss out on some amazing talent.</P><P class="" style="white-space:pre-wrap;">The good news for recruiters is that simplifying applications and improving candidate experience makes everyone’s job easier. Here are some tips:</P><P class="" data-rte-preserve-empty="true" style="white-space:pre-wrap;"></P><P class="" style="white-space:pre-wrap;"><STRONG>1.Job description</STRONG></P></DIV></DIV><DIV class="sqs-block image-block sqs-block-image sqs-col-6 span-6 float float-right sqs-text-ready" data-block-type="5" id="block-yui_3_17_2_1_1554134543573_20835"><DIV class="sqs-block-content" id="yui_3_17_2_1_1567703350271_121"> <DIV class="image-block-outer-wrapper layout-caption-below design-layout-inline combination-animation-none individual-animation-none individual-text-animation-none sqs-narrow-width" id="yui_3_17_2_1_1567703350271_120"> <DIV class="intrinsic" style="max-width:612.0px;" id="yui_3_17_2_1_1567703350271_119"> <DIV style="padding-bottom: 100%; overflow: hidden;" class="image-block-wrapper has-aspect-ratio" data-animation-tier="1" data-description="<p class="">Credit: Charles M. Schultz</p>" id="yui_3_17_2_1_1567703350271_118"> <IMG class="thumb-image loaded" data-src="https://images.squarespace-cdn.com/content/v1/5b100920b105987b3e97fd32/1554134881599-SDNBYF5H12Q8JTCAKYGF/ke17ZwdGBToddI8pDm48kMlgjIENt3llSql74WciU1xZw-zPPgdn4jUwVcJE1ZvWQUxwkmyExglNqGp0IvTJZUJFbgE-7XRK3dMEBRBhUpx31MOkfV5i3KBb2jFkJe0vb7DPnkhiaodkikN7T_ARAvuYFAv4R-vPpxKqesMb69w/1_c2jcjy4RQ6suRFk_xVWmsw.jpeg" data-image="https://images.squarespace-cdn.com/content/v1/5b100920b105987b3e97fd32/1554134881599-SDNBYF5H12Q8JTCAKYGF/ke17ZwdGBToddI8pDm48kMlgjIENt3llSql74WciU1xZw-zPPgdn4jUwVcJE1ZvWQUxwkmyExglNqGp0IvTJZUJFbgE-7XRK3dMEBRBhUpx31MOkfV5i3KBb2jFkJe0vb7DPnkhiaodkikN7T_ARAvuYFAv4R-vPpxKqesMb69w/1_c2jcjy4RQ6suRFk_xVWmsw.jpeg" data-image-dimensions="612x612" data-image-focal-point="0.5,0.5" data-load="false" data-image-id="5ca2376015fcc094af8a231a" data-type="image" alt="Credit: Charles M. Schultz" style="left: 0%; top: 0%; width: 100%; height: 100%; position: absolute;" data-image-resolution="500w" src="https://images.squarespace-cdn.com/content/v1/5b100920b105987b3e97fd32/1554134881599-SDNBYF5H12Q8JTCAKYGF/ke17ZwdGBToddI8pDm48kMlgjIENt3llSql74WciU1xZw-zPPgdn4jUwVcJE1ZvWQUxwkmyExglNqGp0IvTJZUJFbgE-7XRK3dMEBRBhUpx31MOkfV5i3KBb2jFkJe0vb7DPnkhiaodkikN7T_ARAvuYFAv4R-vPpxKqesMb69w/1_c2jcjy4RQ6suRFk_xVWmsw.jpeg?format=500w"/> </DIV> <DIV class="image-caption-wrapper"> <DIV class="image-caption"><P class="">Credit: Charles M. Schultz</P></DIV> </DIV> </DIV> </DIV> </DIV></DIV><DIV class="sqs-block html-block sqs-block-html" data-block-type="2" id="block-yui_3_17_2_1_1554134543573_21121"><DIV class="sqs-block-content"><P class="" style="white-space:pre-wrap;">Your job description should be engaging and exciting. Be truthful, and tell your job applicants exactly what they can expect. Decades of research, as described in <A href="https://www.nytimes.com/2019/03/08/smarter-living/frustrated-at-work-that-might-just-lead-to-your-next-breakthrough.html">this New York Times article</A> with <A href="https://www.optimizehire.com/adam-grant">Dr. Adam Grant</A>, show that people like being challenged. This research suggests that describing your job’s opportunities for personal growth and self-improvement will elevate you in the eyes of applicants.</P><P class="" style="white-space:pre-wrap;">It’s always best to be upfront with your job applicants about pay and benefits. Whether your company’s benefits package is competitive or not, describing it truthfully from the very beginning in the job description creates good will with candidates by showing transparency. </P><P class="" data-rte-preserve-empty="true" style="white-space:pre-wrap;"></P><P class="" style="white-space:pre-wrap;"><STRONG>2. Treat your candidates like customers</STRONG></P><P class="" style="white-space:pre-wrap;">Candidates need to be courted, just like your customers. Beyond the job description, it’s important to engage with your candidates quickly and politely. Like Dr. Grant says <A href="https://www.google.com/search?q=adam+grant+nyt&oq=adam+grant+nyt&aqs=chrome..69i57j0l4.1548j0j7&sourceid=chrome&ie=UTF-8">here</A>, having a lot of emails isn’t an excuse not to respond. By getting back in touch with candidates within 24 hours of when they contacted you, you show them that they’re important to your company and that they’re truly wanted. A simple polite reply can go a really long way for many job applicants. </P><P class="" data-rte-preserve-empty="true" style="white-space:pre-wrap;"></P><P class="" style="white-space:pre-wrap;">3. <STRONG>Simple, engaging applications</STRONG></P><P class="" style="white-space:pre-wrap;">Applications can be as simple as getting a candidate’s contact information and asking them to take a validated behavioral pre-employment test. <A href="https://static1.squarespace.com/static/5b100920b105987b3e97fd32/t/5b36404a6d2a73fcad279e22/1530282064466/Schmidt+and+Hunter+article.pdf">Decades of research</A> show that <A href="https://www.optimizehire.com/blog/2018/10/23/5-essential-things-to-look-for-in-a-pre-employment-test">behavioral pre-employment testing</A> is the most effective way to predict employee success - even more than experience. The idea is that certain traits, like motivation or conscientiousness, are better indicators of things like turnover and sales revenues than something like introversion or extraversion, or experience in a field. </P><P class="" style="white-space:pre-wrap;">TL;DR: It’s better to find someone with strong behavioral traits to whom you can teach the skills of the job than the other way around.</P></DIV></DIV><DIV class="sqs-block image-block sqs-block-image sqs-col-6 span-6 float float-right sqs-text-ready" data-block-type="5" id="block-yui_3_17_2_1_1554134543573_26240"><DIV class="sqs-block-content" id="yui_3_17_2_1_1567703350271_138"> <DIV class="image-block-outer-wrapper layout-caption-hidden design-layout-inline combination-animation-none individual-animation-none individual-text-animation-none sqs-narrow-width" id="yui_3_17_2_1_1567703350271_137"> <DIV class="intrinsic" style="max-width:268.0px;" id="yui_3_17_2_1_1567703350271_136"> <DIV style="padding-bottom: 70.1492538452148%; overflow: hidden;" class="image-block-wrapper has-aspect-ratio" data-animation-tier="1" data-description="" id="yui_3_17_2_1_1567703350271_135"> <IMG class="thumb-image loaded" data-src="https://images.squarespace-cdn.com/content/v1/5b100920b105987b3e97fd32/1554135442737-VN2AFT2T5GAKD1XEQRW2/ke17ZwdGBToddI8pDm48kGUKBr-Wvfh8SCMFl81OsWhZw-zPPgdn4jUwVcJE1ZvWhcwhEtWJXoshNdA9f1qD7cf54ar7ioAkmCKAxvko3gwvjQqKNr-4ZPihWUGoavur5iqhy7HgPA8rzWOmhoULzw/blog1image.png" data-image="https://images.squarespace-cdn.com/content/v1/5b100920b105987b3e97fd32/1554135442737-VN2AFT2T5GAKD1XEQRW2/ke17ZwdGBToddI8pDm48kGUKBr-Wvfh8SCMFl81OsWhZw-zPPgdn4jUwVcJE1ZvWhcwhEtWJXoshNdA9f1qD7cf54ar7ioAkmCKAxvko3gwvjQqKNr-4ZPihWUGoavur5iqhy7HgPA8rzWOmhoULzw/blog1image.png" data-image-dimensions="268x188" data-image-focal-point="0.5,0.5" data-load="false" data-image-id="5ca23992a4222f187423e8c5" data-type="image" alt="blog1image.png" style="left: 0%; top: 0%; width: 100%; height: 100%; position: absolute;" data-image-resolution="300w" src="https://images.squarespace-cdn.com/content/v1/5b100920b105987b3e97fd32/1554135442737-VN2AFT2T5GAKD1XEQRW2/ke17ZwdGBToddI8pDm48kGUKBr-Wvfh8SCMFl81OsWhZw-zPPgdn4jUwVcJE1ZvWhcwhEtWJXoshNdA9f1qD7cf54ar7ioAkmCKAxvko3gwvjQqKNr-4ZPihWUGoavur5iqhy7HgPA8rzWOmhoULzw/blog1image.png?format=300w"/> </DIV> </DIV> </DIV> </DIV></DIV><DIV class="sqs-block html-block sqs-block-html" data-block-type="2" id="block-yui_3_17_2_1_1554134543573_26526"><DIV class="sqs-block-content"><P class="" style="white-space:pre-wrap;"><A href="https://www.optimizehire.com/blog/2019/1/14/a-look-into-optimize-some-of-psychologys-most-predictive-traits">Optimize Hire pre-employment tests</A> take between 8 and 10 minutes, and with a 96% completion rate overall they don’t create applicant drop off. The tests provide employers with an overall score which has been <A href="https://www.optimizehire.com/validation-studies">validated over and over again</A> to show predictive ability in key performance outcomes like reducing turnover and increasing performance reviews. </P><P class="" style="white-space:pre-wrap;">Most importantly, Optimize Hire tests are totally customizable. Every company and every job is different, and we’re here to help you hire the best people for every job as often as possible.
