Press Release: New Validation Study Shows Reveals Aptive Index Exceeds EEOC Standards for Reducing Hiring Bias
Scientific validation confirms the accuracy and fairness of Aptive Index assessments for transforming talent management.
AUSTIN, Texas (November 20, 2024)—Aptive Index, a leader in psychometric assessment and behavioral insights, is thrilled to unveil the results of its most comprehensive validation study to date, demonstrating the exceptional accuracy, reliability, and relevance of its innovative tools. This rigorous research further solidifies Aptive Index as a trusted partner for CEOs, business leaders, and HR professionals aiming to transform their hiring and team-building strategies.
The comprehensive study involved over 400 participants and integrated data from thousands of prior assessments, solidifying Aptive Index’s position as a leader in psychometric evaluation. Results demonstrated that Aptive Index consistently outperforms industry benchmarks in measuring personality and work-style attributes essential for successful organizational alignment.
Aptive Index uses seven key behavioral and hardwired work-style traits to help businesses match people with roles where they will thrive. This approach goes beyond traditional methods by looking at how someone’s natural tendencies align with the needs of a job or team. The result is lower turnover, stronger team connections, and more satisfied employees.
The study demonstrated exceptional reliability metrics across all key indicators. The four primary attributes of Influence, Sociability, Consistency, and Precision showed outstanding composite reliability scores ranging from 0.831 to 0.889, significantly exceeding industry standards. These core measurements were further validated by strong test-retest correlations, with Sociability showing particularly robust stability at 0.922. Factor analysis revealed high construct validity with Kaiser-Meyer-Olkin (KMO) values between 0.781 and 0.892, confirming the assessment's precision in measuring distinct attributes. Collectively, these metrics establish the Aptive Index as one of the most reliable and scientifically validated tools available for talent optimization and strategic hiring decisions.
Further findings revealed the Aptive Index’s impact on reducing employee turnover, a key challenge for businesses worldwide. By aligning candidates with roles suited to their strengths and natural work styles, the assessment directly addresses the costly consequences of turnover, which can range from 30% to 150% of an employee’s annual salary. Aptive Index enables companies to foster more cohesive teams and improve retention rates by ensuring the right fit for every role.
Aptive Index also excels in promoting diversity, equity, and inclusion (DEI) through its assessments. Rigorous analysis confirmed that the platform is free from demographic bias, supporting fair and inclusive hiring practices. This feature empowers organizations to build diverse teams while maintaining the highest standards of accuracy and integrity.
“Our mission at Aptive Index is to help organizations make smarter, data-driven decisions that empower individuals and teams,” said Jason P. Carroll, Founder and CEO of Aptive Index. “This validation study demonstrates not only the precision of our platform but also the tangible benefits it brings to the workplace, from reducing turnover to promoting inclusivity.”
About Aptive Index
Aptive Index is revolutionizing organizational development through advanced psychometric assessments. By combining cutting-edge behavioral science with intuitive technology, the platform helps businesses unlock the full potential of their teams, ensuring alignment with both cultural values and strategic goals.
For more information or to schedule a demo, please visit www.aptiveindex.com. A detailed whitepaper on the findings and meth
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What if those advantages are deliberately more favorable than what's offered to those already at the top? What if we created entire systems designed to give extra support, resources, and opportunities to those who are behind?
If you felt a visceral "no" just now, I get it. Such suggestions often trigger immediate pushback about merit, fairness, and earning your way.
But what if I told you that some of America's most beloved and profitable institutions have been doing exactly this for decades? And not only do we accept it - we enthusiastically tune in every week to watch it work?
Welcome to the NFL draft.
Every year, we watch a system that deliberately advantages struggling teams. The Browns don't get told to "pull themselves up by their bootstraps." The Giants aren’t accused of cheating when they get early picks of top talent. Instead, we've built entire structures to ensure that those at the bottom get extra help, additional resources, and preferential access to new opportunities.
And here's the kicker: Look at the Kansas City Chiefs heading into Super Bowl 2025 this Sunday. Despite a system that deliberately gives advantages to struggling teams, the Chiefs are appearing in their fourth Super Bowl in five years. Having systematically lower draft picks hasn't destroyed their ability to excel. They've simply had to continue working hard and making the most of their opportunities - just like everyone else.
Giving advantages to those who are behind doesn't automatically diminish those at the top. The Chiefs aren't losing because other teams get better draft picks. Excellence, merit, and hard work still matter – we've just created a system that gives everyone a better shot at achieving them.
Why? Because we understand something fundamental about sports that we seem to struggle with in other contexts: Sometimes, helping those who are behind lifts up the entire game.
Now, let's be clear - the challenges faced by struggling NFL teams aren't directly comparable to the systemic barriers and historical disadvantages faced by marginalized communities in our society. Professional sports franchises worth billions aren't the same as generations of families who've been denied access to education, housing, or career advancement opportunities. The parallel isn't perfect.
But the principle illuminates something important about how we think about advantage and opportunity. If we can understand that giving struggling teams extra support makes the whole league stronger, why do we resist programs designed to give historically disadvantaged groups better access to opportunity? If we celebrate systematic advantage every Sunday, why do we question it on Monday morning?
I don't claim to have the perfect policy solutions for addressing generations of systemic inequality. These are complex challenges that require thoughtful, nuanced approaches. But what I do know is this: There are people and communities who need us, as a society, to create better pathways to opportunity - not handouts, but real chances to compete and excel. Just as we've done in sports, we can create systems that both maintain high standards and ensure everyone has a fair shot at meeting them.
The timing couldn't be more relevant. As we debate dismantling DEI programs in 2025, millions will gather this Sunday to watch our most profitable sports league showcase a system built on the principle that those with the longest distance to cover need extra support to compete. So perhaps before we rush to declare victory over "unfair" corporate DEI initiatives, we should ask ourselves: If we can cheer for equity on the field, why not in the workplace?

The Universal Pattern of Learning
Every skill we master follows the same four-stage pattern. Understanding these stages doesn't just help us learn – it helps us become better teachers and leaders. Let's break it down:
Stage 1: Unconsciously Incompetent
This is where we start: completely unaware of what we don't know. My son watching me drive from the passenger seat thinks it looks easy. Just like I once thought leadership was simply about telling people what to do. In this stage, we don't even know enough to be nervous.
What it sounds like:
- "How hard can it be?"
- "I've watched others do this plenty of times"
- "It's just common sense, right?"
Stage 2: Consciously Incompetent
Reality hits. For my son, it's the moment he first sits behind the wheel and realizes he needs to simultaneously:
- Watch all mirrors
- Control the pedals
- Stay in lane
- Monitor speed
- Watch for hazards
- Follow traffic rules
Suddenly, what looked simple becomes overwhelming. This is exactly how I felt in my first leadership role. The sheer number of things to track, decisions to make, and relationships to manage felt paralyzing.
This is where most people quit. The gap between where they are and where they need to be feels too vast. The awareness of everything they don't know becomes overwhelming.
Stage 3: Consciously Competent
This is the practice phase. Every action requires intense focus and deliberate thought. New drivers white-knuckle the steering wheel, mentally checking every mirror, hyper-aware of every move. New leaders similarly overthink every interaction, decision, and meeting.But here's the good news: with enough practice, patterns emerge. Confidence builds. What once required intense concentration starts to flow more naturally.
Stage 4: Unconsciously Competent
Finally, mastery (auto-pilot)! Experienced drivers navigate complex situations without conscious thought. Their mind is free to focus on higher-level decisions because the basics have become automatic.Great leaders reach this same state. They can seamlessly shift from strategic planning to team development to crisis management, all while making it look effortless. But remember – it only looks effortless because of the thousands of hours of practice that came before.And also remember – never stop learning. Don’t assume you’ve got it figured out.
Breaking Through the Barrier
Remember that critical second stage where most people quit? Here's how to push through:
- Normalize the Overwhelm
- Recognize that feeling overwhelmed is a sign of growth
- Understand that everyone goes through this phase
- Use it as a signal that you're actually learning
- Chunk It Down
- Break the skill into smaller, manageable pieces
- Focus on mastering one element at a time
- Celebrate small wins along the way
- Find a Guide
- Learn from those who've already mastered the skill
- Seek feedback from experienced mentors
- Use structured learning programs to fast-track progress
The Leadership Connection
Leadership development follows this exact pattern. New leaders often move from:
- Thinking leadership is simple (Stage 1)
- Becoming overwhelmed by its complexity (Stage 2)
- Deliberately practicing new skills (Stage 3)
- Finally leading naturally and effectively (Stage 4)
The key is recognizing where you are in the journey and not getting discouraged in that critical second stage. Remember: feeling overwhelmed isn't a sign that you're failing – it's a sign that you're growing.
Moving Forward
Whether you're learning to drive, lead, or master any new skill, understanding these four stages helps you:
- Recognize where you are in the learning journey
- Stay motivated during the challenging phases
- Support others through their own development
- Build more effective learning environments
The path from unconscious incompetence to unconscious competence isn't easy, but it is predictable. And with the right understanding, support, and persistence, it's absolutely achievable.

We've all seen it: The perfect candidate on paper - impressive skills, stellar experience, glowing references. Then three months in, it's clear something's not clicking. They're struggling, the team's frustrated, and you're wondering how you missed the signs.
Here's the uncomfortable truth: We're asking all the wrong questions in hiring.
The Great Skills Chase
For generations, we've been obsessed with skills and experience. We scrutinize resumes, hunting for the perfect combination of certifications, tools, and past roles. But let's be honest - when was the last time a new hire walked in completely ready to go, with no need for training on your specific:
- Systems and tools
- Company processes
- Team dynamics
- Cultural norms
Yet we keep chasing the skills-unicorn while overlooking something far more fundamental: how people are naturally hardwired to work.
Understanding Hardwiring: The Missing Piece
Hardwiring represents the core drives and motivations that shape how someone:
- Processes information
- Makes decisions
- Solves problems
- Communicates with others
- Responds to pressure
- Approaches innovation
Unlike skills that can be taught or experiences that can be gained, these attributes are remarkably stable throughout someone's career. They're the foundation that determines not just if someone can do a job, but how they'll approach it and whether they'll truly thrive in the role.
The Hidden Cost of Getting It Wrong
The numbers are staggering:
- 46% of new hires fail within 18 months (Leadership IQ Study)
- Direct costs of a mis-hire range from 30% to 150% of annual salary (US Department of Labor)
- Up to 500% of annual salary when including comprehensive costs like recruiting, training, lost productivity, and culture impact (Society for Human Resource Management - SHRM)
- 80% of turnover is due to poor hiring decisions (Aptive Index research)
But these statistics only tell part of the story. The real costs run deeper:
- Disengaged employees going through the motions
- Team dynamics thrown off balance
- Innovation stifled by misalignment
- Culture eroding from within
The Hardwiring Revolution
Understanding hardwiring transforms how organizations:
Hire with Precision
Instead of gambling on resume keywords, you can predict how someone will actually perform in a role by understanding their natural drives and motivations.
Build Stronger Teams
When you understand how team members are hardwired to work, you can:
- Optimize communication patterns
- Reduce unnecessary friction
- Leverage complementary strengths
- Foster genuine collaboration
Develop Better Leaders
Leaders who understand hardwiring can:
- Adapt their management style effectively
- Build more cohesive teams
- Drive higher engagement
- Reduce turnover
- Increase innovation
Making the Shift
Ready to move beyond the resume? Here's how to start:
- Rethink Your Hiring Process Look beyond surface qualifications to understand candidates' natural drives and motivations.
- Map Your Team Understand the hardwiring of your existing team to identify strengths, gaps, and opportunities.
- Align Roles with Nature Structure positions to leverage people's natural strengths rather than fighting against them.
- Build Understanding Foster a culture where different working styles are understood and valued.
The Future is Hardwired
In today's rapidly evolving workplace, understanding hardwiring isn't just an advantage - it's a necessity. Organizations that embrace this approach will:
- Build more resilient teams
- Drive higher performance
- Reduce costly turnover
- Create stronger cultures
- Unlock true innovation
The question isn't whether to make this shift, but how quickly you can implement it before your competition does.