What are they?

Validation studies are scientific experiments conducted to prove how accurately pre-employment test scores predict job performance outcomes. Optimize Hire Pre-Employment Tests are validated, meaning they are scientifically proven predictors of job performance and also meet the U.S. Equal Employment Opportunity Commission guidelines.

The Optimize Hire team, along with researchers at the Wharton School, can conduct a validation study to prove how well our pre-employment tests predict job performance outcomes at your company. Experts at the Wharton School hold their studies to the accepted scientific standard of 95% confidence, also known as statistical significance.

Validation studies are included in the price of your annual license, but are not required to get accurate results.


See the results

Optimize Hire Pre-Employment Tests are strong predictors of retention, sales revenue, supervisor performance ratings, customer service ratings, promotion likelihood, safety outcomes, and more. Click on any of the blocks below to view the results of validation studies we've conducted.

Retention

Sales Revenue

Supervisor Performance Ratings

Customer Service

Promotion Likelihood

Safety


How validation studies work

There are two ways to conduct a validation study depending on what’s easiest for your HR team.

Validation study with your current employees

  1. Your current employees take an Optimize Hire Pre-Employment Test

  2. Your company sends Optimize Hire any job performance data that you collect on individual employees like supervisor ratings or sales revenue

  3. Researchers at the Wharton School analyze the links between your employees’ test scores and job performance data

Validation study with your new hires

  1. Your applicants take an Optimize Hire Pre-Employment Test

  2. Your company continues to hire new employees over the next several months

  3. After you hire at least 200 new employees who have all taken an Optimize Hire Pre-Employment Test, experts at the Wharton School will compare their scores with their job performance data and/or turnover rates