Onetest Suitability Score Predicts Key Organisational Outcomes

06 June 2011

Summary

A major federal regulatory authority commissioned a study to evaluate the relationship between an individual’s Onetest Overall Suitability score, a composite of scores that candidates receive across a range of assessments, and various organisational outcomes.

This research identified a direct relationship between Overall Suitability scores and subsequent job performance and career advancement. Importantly, Overall Suitability was found to be a better predictor than any single assessment.

Business Problem

A major federal regulatory body has used Onetest recruitment assessments since 2004. They commissioned a study to evaluate the relationship between the Onetest Overall Suitability score, a composite of scores on the Onetest Cognitive Ability Test (OCAT), Onetest Work Preferences Profile (OWPP) and Onetest Values Inventory (OVI), and various organisational outcomes in order to demonstrate the effectiveness of psychometric assessments.

Results

Job Performance

Overall Suitability scores were compared to the annual performance ratings of 260 employees, derived by assigning numerical values to descriptive ratings.

As displayed below, employees rated as ‘Strong/Outstanding’ (72.3) received Overall Suitability scores that were 52% higher than those rated as ‘Consistent’ (47.4).



Employee Movement

Overall Suitability scores were compared to each role change that 349 employees experienced while at the organisation. Employees were assigned a movement descriptor based on the type of role change:
  • Positive Movement – Promotion and career progression.
  • Negative Movement – Resignation, dismissal, failure of probation, abandonment of employment and unspecified termination. 
There is a linear relationship between Overall Suitability scores and positive organisational movement. Specifically, the average number of positive movements by those within the ‘below average’, ‘average’ and ‘above average’ groups were 0.2, 0.5 and 0.9 respectively.

This means that employees with ‘above average’ Overall Suitability scores are 4.5 times more likely to receive a promotion or other form of career progression than those with ‘below average’ scores.


 

Business Implications

The results of the analysis indicate strong relationships between Overall Suitability scores and employee performance and career advancement.

Whilst individually the OCAT, OWPP and OVI predict important organisational outcomes, Overall Suitability was found to be a better predictor than any single assessment.

This study presents strong support for using a range of assessments in recruitment in order to improve a variety of key business metrics relating to job performance.

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