Onetest Values Inventory Predicts Job Performance, Tenure and Career Advancement

06 June 2011

Summary

A major federal regulatory authority commissioned a study to evaluate the relationship between the Onetest Values Inventory (OVI) and various organisational outcomes.

This research identified a direct relationship between applicants’ OVI scores and their job performance, tenure and career advancement.

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 Values Inventory (OVI) and various organisational outcomes in order to demonstrate the effectiveness of psychometric assessments.

Results

Job Performance

OVI scores were compared to the annual performance ratings of 251 employees, derived by assigning numerical values to descriptive ratings.

On average, employees with ‘below average’ OVI scores received job performance ratings of 2.3, those with ‘average’ scores received ratings of 2.6 and those with ‘above average’ scores of 2.7.

This means that employees with ‘above average’ OVI scores were rated 17% higher than those with ‘below average’ scores.


Tenure

OVI scores were compared to the number of years that 251 employees were employed at the organisation. The average period of employment of those employees achieving ‘below average’ OVI scores was 3.2 years, those achieving ‘average’ scores was 3.5 years, while those obtaining ‘above average’ scores were employed for 4.2 years.  

This means that employees who received ‘above average’ OVI scores were employed for 1 more year (i.e. 31% longer), on average, than those who received ‘below average’ scores.

Employee Movement

OVI scores were compared to each role change that 321 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 OVI scores and positive movement. Specifically, the average number of positive movements achieved by those within the ‘below average’, ‘average’ and ‘above average’ groups were 0.2, 0.5 and 1.0 respectively.

This means that employees with ‘above average’ OVI scores were 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 this study indicate strong relationships between OVI scores and job performance, tenure and career advancement.

This study presents strong support for using OVI as a selection tool in recruitment. By using this psychometric assessment, organisations can expect to improve business metrics associated with job performance and tenure.

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