Retention Results

Job applicants who get high scores on our assessments are significantly less likely to quit or be fired, which Optimize Hire proves by conducting validation studies with researchers at the Wharton School. Validation studies are scientific experiments that show how accurately pre-employment test scores predict job performance outcomes like retention. Experts at the Wharton School who complete our validation studies hold them to the accepted scientific standard of 95% confidence, also known as statistical significance.

The Optimize Hire team, along with researchers from the Wharton School, can conduct a validation study to prove how well our pre-employment tests predict retention at your company. Click here to learn how.


39% lower turnover

Job applicants at this company in the Southern US who earned high scores on their Optimize Hire Pre-Employment Test had 39% lower turnover than low scorers. There were just under 150 applicants studied in this sample.

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16.1% less likely to turn over

Employees who were high scorers on this Optimize Hire Pre-Employment Test were 16% less likely to intend to leave their job in the next year or two. This 2018 study was conducted with over 400 current employees at a company in the Southern US.


51% less likely to turn over

High scorers reported that they were 51% less likely than their low-scoring counterparts to intend to leave this organization in the next year or two. This data is from a 2017 study done on approximately 250 current employees at a company in the Northeastern United States.

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half as much turnover likelihood

High scorers were half as likely to report plans to leave their job than their low-scoring counterparts at this company in the Southeastern US. This data came from a sample of just under 200 current employees.


12% less likely to turn over

Those who scored well on this Optimize Hire Pre-Employment Test were 11.8% less likely to intend to leave their job in the next year or two than those who scored lower. This sample included just under 300 current employees at a company in the Southeastern US.

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13% less turnover

High-scoring job applicants at this company in the South had 13% lower turnover than their low-scoring counterparts. The sample for this study was approximately 350 applicants.


11% less likely to turn over

At this company with offices in Western Europe and the United States, high scorers were 11% less likely than low scorers to intend to leave the company within a year or two. The sample for this study was just under 150 current employees.

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