Frequently Asked Questions

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Table of Contents

Most Common Inquiries

About Our Hiring Science

Addressing Your Hiring Challenges

More on Prevue Testing + Reports

Introducing Prevue Success + Technical Basics


Most Common Inquiries

  • What are Prevue Assessments? Why do I need it for hiring?

Prevue Assessments are job-matching psychometric tests designed to help uncover a candidate’s hidden superpowers by examining their aptitude, motivations, and personalityAccording to the U.S. Department of Labor, “the practice of using a variety of tests and procedures to assess people will help reduce the number of selection errors made and will boost effectiveness of your decision.” Similarily, The UK Civil Service department adopts pre-employment assessment tests as they find such tests provide recruiters “an objective method of assessing candidates on relevant criteria”. We base our assessments on this belief by turning complex hiring science into readable candidate data for easier, faster, and more accurate employment decisions. 

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  • What are some common problems companies faced that Prevue has helped solve? Do you have any real examples?

Most of our clients come to us with problems such as high turnover rates, bad hires, lengthy hiring times, and other common issues you may encounter during the hiring process. Our role here is to minimize these pain points and create an ideal hiring scenario that best fits your company’s needs. Want to hear more from organizations like yours? Read our case studies here.

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  • The terms ‘benchmark’ and ‘job-fit’ tend to go hand-in-hand. What exactly are they?

In hiring, a benchmark is a point of reference against which candidates are compared and assessed. Job-fit refers to how well an employee is suited for the position. Think of it as matchmaking. Benchmarks, or job-fit profiles, are customized to help confirm whether a candidate will excel in work environments parallel to your company’s. For example, if the job calls for high levels of self-discipline and organization, you may want to hire someone who is self-sufficient and conscientious, as opposed to someone who is reactive and spontaneous. 

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  • I’m a startup-sized company in a niche industry. Are Prevue Assessments suitable for a company like mine?

Prevue works with various companies in different industries from hospitality, finance to manufacturing. Our assessments were designed with a one-for-all mindset. Whether you’re a startup or a big firm with over 10,000 staff, our science behind hiring does not change. We also offer customized benchmarks that are tailored only to your company’s specific needs.

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  • What does the pricing model look like for your assessments?

To make sure no high-potential candidates slip through the cracks, we always encourage assessing as many candidates as possible. And we back this up by making it easy to do so through our Unlimited Annual Use Licenses; that way you won’t have to worry about saving your assessments as you would on a traditional pay-per-use model. Learn more about how our pricing works here.

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About Our Hiring Science

  • Are Prevue Benchmarks customizable? What do I need to do to build one?

Yes, they are! What makes us stand out from other assessment providers is our customizable benchmarks. We make sure the process in building one is thorough yet simple, so expect to complete a short 10-minute survey and our team will do the rest of the heavy lifting. To create the most accurate customized benchmark, we recommend a Combined Study where you’ll be filling out surveys and also inviting current top performers to complete our Prevue Assessments. Find out more about each development process here.

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  • What does it mean by a reliable and valid test? Are Prevue Assessments scientifically validated?

When hiring managers put their trust on our assessments to make the best hiring decision, it is our responsibility to ensure that the instruments we use are dependable and sound. A test is reliable and valid if the results are consistent and measures what it claims to measure, which in our case is a candidate’s job-fit. Every section, scale, and question in our assessments were developed by pioneers in the field of Occupational Psychology, and have then been iteratively reviewed by our team of psychometricians with years of research and knowledge.

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  • Does the Aptitude section of your assessment measure an individual’s IQ and intelligence?

No, it doesn’t! Results from our Aptitude test are not an indication of a candidate’s IQ or intelligence. Rather, it allows you to look into a person’s learning speed and reasoning skills. For instance, how quickly can this person learn and use new information? Can they solve problems, work with words and data, and manipulate objects in three dimensions? Scoring high on the Aptitude test does not necessarily imply a good job-fit either. Keep in mind that a well-rounded evaluation should explore a candidate’s motivations and personality as well.

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  • Are Prevue’s Personality Assessments based on the Big-Five model or MBTI (Myers-Briggs Type Indicator)?

The MBTI has become quite a well-known study even to individuals with no psychometric background. Prevue’s personality scales, however, are based on the Big-Five personality framework that measures openness, conscientiousness, extroversion, agreeableness, and neuroticism. While the MBTI may be a good and simplified method for self-understanding, studies have shown that it limits the accuracy of the results and does not allow for proper comparison in situations, such as prediction of job success. We believe that a more consistent result based on a spectrum will be more helpful in determining the long-term suitability of your candidates. Learn more about the differences between the two models here.

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  • Diversity hiring is important to us. How do I minimize subconscious bias with Prevue Assessments?

To hire diversely is to remove subconscious bias from the equation, meaning your hiring decision is based objectively on a candidate’s skills, interests, and personality; not how they look or where they’re from. The science behind Prevue Assessments mimics the idea of blind auditions, which musicians have adopted since the 1970s as an effort to diversify the system. This method helps take away any preconceived beliefs you may have toward the candidate, and allows for a more inclusive and fair decision that does not discriminate.

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Addressing Your Hiring Challenges

  • Finding the right person is not easy. How do I avoid hiring bad apples?

Anyone can easily advertise themselves the way an employer wants them to be. This is why we encourage managers to go beyond a resume and cover letter to discover the true nature of your candidate. Before investing time into a face-to-face interview, our assessments help you filter out applicants that are not truly dedicated to the position, and provide valuable information on whether or not they are a good fit for your company.

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  • Is there a way to calculate ROI or how much I can save from using Prevue Assessments?

Bad hiring decisions are some of the most expensive mistakes you can make. According to the U.S. Department of Labor, the average cost of a bad hire equals 30% of an employee’s annual salary. To get an idea of how much you can save with Prevue Assessments, let’s take a look at an example.

A local business with 250 employees making an average of $35,000 per year has 55% turnover. The average cost to replace each bad hire is $10,500. Every year, they have to replace about 138 employees for a total cost of $1,449,000. This is where Prevue steps in. Based on our client data, our assessments have the capability to reduce turnover by 35%. The total cost of turnover is then reduced to 945,000. In other words, you’re saving the company $504,000 annually.

Want to find an ROI that speaks to your company’s stats? Use the formula (# of employees) x (cost to replace each bad hire) x (turnover before – turnover after using Prevue)

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  • I want a tool that can take some workload off my shoulders. Are there ways to automate the hiring process with Prevue?

If you’re looking for a software that allows you to advertise on multiple job boards at once; to screen and sort applicants in one place; to streamline your recruitment workflow by automating each trigger point, you’re at the right place! Prevue’s APS Pro can automate 90% of your recruitment process and reduce the amount of time you would normally spend on hiring. 

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  • With work-from-home being more commonplace, do you have any tools that help with remote team communication?

Yes, we do! We understand that not being able to bond in-person with your teammates can lead to a very different experience. Prevue’s Team-Fit helps you overcome the uncertainty and communication barriers by learning whether your employee is a task-focused individual who prefers being organized and detailed, or a people-focused member who thrives best through interacting with others. Knowing how different your workers may be and how they work best with each other can bring greater group success to your teams.

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More on Prevue Testing + Reports

  • Are Prevue Assessments offered in any other languages?

In addition to English, we’ve made our assessments available in French, German, Arabic, Russion, Spanish, Portuguese, Dutch, and Indonesian so you can reach an even bigger and more diverse pool of candidates. Most of our reports, on the other hand, are available only in English; with some in French and Dutch.

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  • What should a candidate expect from a full assessment? How long does it take to complete one?

We recommend candidates to put aside approximately 35 minutes to complete our full assessment, which consists of one timed and two untimed sections. Candidates will be tested on their abilities and interests in working with words, numbers, and shapes, as well as their personality. We encourage candidates to give the best and most immediate answers they can. Check out our Candidate Resources for more advice and tips.

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  • I just want to test candidates in a specific area. Is there a shorter version of the assessment?

Yes, there is! We have various combinations of tests available for different purposes. For example, you can test a candidate on their learning and reasoning by giving them only the Aptitude part of the assessment. For positions that primarily deal with numbers on the fly, we offer a Numerical Reasoning test that covers just the numbers, motivations, and personality. 

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  • Do you provide interview guides? What else is included in the job-fit report?

Yes, we do! Our interview guide is one of the most well-received portions of our Job-Fit report as it dives deeper into areas where the candidate ‘fell off’ the benchmark. The questions are designed to probe at how this may affect their performance in the role, and provide candidates an opportunity to describe how they may work to overcome it. On top of the interview guide, the report also includes a summarized results graph, a total person description that compares the candidate to the general working population, and a breakdown of each individual characteristics. Grab a quick look at our Job-Fit report here.

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  • How low should a candidate’s suitability score be to be considered unqualified?

The average cutoff score we suggest to filter out unqualified candidates is 65%. Any assessment results lower than that is likely an indication of a poor job-fit. In the beginning stages of using Prevue Assessments, we highly encourage you to discuss with your Success manager before coming to a conclusion on who to hire. That way you’ll get a better feel of how you should be evaluating your candidates.

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  • I’d like to know if a candidate can actually do the job. Do you have additional testing for specific hard skills?

Yes, we do! We strongly believe that a complete screening process should include the evaluation of a candidate’s soft and hard skills. Prevue Skills offers 500+ knowledge and simulations tests applicable to 14 different industries and roles. We encourage employers to use them to identify areas for improvement and implement effective training goals for a smoother onboarding.

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Introducing Prevue Success + Technical Basics

  • Who do I reach out to for questions and support?

Once you’re onboard at Prevue, you’ll be paired with a representative from our Success team who will act as your designated point of contact throughout your journey with us. Your Success manager will guide you through specific training on system setups, benchmark finalizations, and understanding our reports. If you ever run into issues with our product, they’re the ones you’ll be reaching out to!

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  • How long is the training process before I get to send out my first assessment?

A full training course on Prevue Assessments typically takes two weeks or less. If you’re committed and hope to get started even sooner, we’ve had clients finish their training sessions within a week. Our Success team will try their best to work their schedule around you. 

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  • I’d like to invite my colleagues to use the system. How many users are allowed in an account?

There are no limits on the number of users allowed in an account, so feel free to invite every relevant individual who will be using the system the most.

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  • Will the assessment data be removed from the system after a certain period of time?

All assessment and candidate data will be stored permanently in our system unless you wish to delete them. Please contact your Success manager if this is something you’d like to do.

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