Hiring managers are often hesitant to implement online assessments over concerns that higher‐quality candidates are more likely to quit lengthy assessment batteries than lower‐quality candidates. In this paper, we present the results of two studies that collectively challenge this assumption. In Study 1, data from 327,517 job‐seekers spanning eight hiring contexts showed that assessment performance was negatively associated with subsequent assessment attrition behavior. In Study 2, we replicated this pattern of effects in two additional samples comprising 1,844,604 applicants for hourly associate positions, and 18,937 applicants for nursing positions. Collectively, these findings suggest that some degree of attrition may ultimately benefit, rather than harm, organizations using prehire assessments.

中文翻译：

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放弃者不会繁荣：检查在线评估绩效与评估损耗行为之间的关系

由于担心质量较高的候选人比质量较低的候选人更可能退出冗长的评估工作，因此招聘经理通常不愿进行在线评估。在本文中，我们提出了两项​​共同挑战这一假设的研究结果。在研究1中，来自327517位求职者的数据跨越了8个招聘环境，这些数据表明评估绩效与随后的评估人员流失行为负相关。在研究2中，我们在另外两个样本中复制了这种效果模式，其中包括每小时助理职位的1,844,604名申请人和护理职位的18,937名申请人。总的来说，这些发现表明，一定程度的人员流失最终可能会使用聘用前评估对组织产生好处，而不是造成伤害。