Press Release: New Validation Study Shows Reveals Aptive Index Exceeds EEOC Standards for Reducing Hiring Bias

In the landscape of professional assessments, personality tests have dominated for decades. However, a different type of assessment—the conative test—offers unique insights that traditional personality assessments can't capture. These tests measure not who we are (personality) or what we know (cognitive), but how we naturally take action when faced with problems to solve.

Typing "conative" into your device will cause it to get red squiggly-lined, and maybe even autocorrected to "cognitive." But trust us, it’s a real word. 

What is Conation and What Do Conative Tests Measure?

Conation comes from the Latin word "conatus," meaning "effort" or "striving." It represents our innate drive to act and solve problems—the natural, hardwired tendencies that influence how we approach tasks, make decisions, and interact with our environment.

While personality tests measure adaptable behaviors and preferences shaped by experience, conative tests measure more stable, innate drives that have typically been consistent since our teenage years. These drives represent how we are hardwired to work when free from external pressures.

Conative tests measure attributes such as:

• Natural pace and approach to tasks
• Innate tendencies toward structure versus flexibility
• Drive for precision and detail
• Motivation to influence outcomes or lead
• Need for social interaction versus independent work
• Adaptability to change versus preference for consistency

Benefits of Measuring Conative Traits

Understanding conative traits offers several advantages over solely relying on personality assessments:

1. Greater Stability Over Time

Conative traits tend to remain more consistent throughout adulthood, while personality can shift significantly based on environment, roles, and experiences. This stability makes conative assessments particularly valuable for long-term career planning and development.

2. Prediction of Natural Performance

Conative assessments help predict how someone will naturally perform in various environments. When someone's conative drives align with their role requirements, they often experience:

• Reduced stress and burnout
• Higher job satisfaction
• Better performance with less effort
• Longer tenure in roles

3. Insight Into Team Dynamics

Understanding the conative drives of team members reveals natural strengths and potential friction points, allowing leaders to:

• Optimize task allocation based on innate strengths
• Improve communication by acknowledging different working styles
• Create more balanced teams with complementary drives
• Reduce unnecessary conflict stemming from different approaches

Popular Conative Assessments in the Market

Kolbe A™ Index

One of the pioneers in conative assessment, the Kolbe A™ Index measures four "Action Modes":

• Fact Finder: How we gather and share information
• Follow Thru: How we organize and arrange
• Quick Start: How we deal with risk and uncertainty
• Implementor: How we handle space and tangibles

The Kolbe uses a 1-10 scale for each mode and focuses exclusively on these conative elements without mixing in personality factors.

Predictive Index

While Predictive Index doesn't specifically label itself a conative assessment, it measures what they call "drives" and needs through a two-list methodology. These drives—Dominance, Extraversion, Patience, and Formality—share similarities with conative factors, though they represent a blend of motivational and behavioral elements rather than pure conative traits.

Aptive Index: A Hybrid Approach to Assessment

Aptive Index represents a next-generation approach that combines elements of both conative and adaptive measurement, designed specifically for today's workplace challenges. The name itself—a blend of "adaptable" and "conative"—reflects this hybrid nature, measuring both hardwired drives and how these express themselves in workplace contexts.

Scientific Foundation

Aptive Index measures eight key attributes that research shows directly impact job performance and satisfaction:

Primary Attributes (ISCP)

• Influence: Drive to impact people, events, and outcomes
• Sociability: Drive for and energy gained from social interaction
• Consistency: Drive for stability, routine, and methodical approaches
• Precision: Drive for accuracy, adherence to rules, and attention to detail

Standalone Attributes

• Emotional Resonance: Ability to deeply connect with emotions
• Prosocial: Drive to support others and contribute to collective wellbeing
• Intensity: Natural pace and sense of urgency when approaching tasks
• Abstraction: Capacity for abstract thought and innovative problem-solving

The inclusion of Intensity as a distinct attribute is particularly valuable, as it measures a person's natural pace and sense of urgency independent from their preference for structure (Consistency) or detail (Precision). This distinction helps explain why some individuals can be simultaneously methodical yet quick-moving, or flexible yet deliberate in their pace.

User Experience Advantages

Designed for practical application in modern organizations, Aptive Index offers:

• Mobile-first platform design for easy access
• 8-minute average completion time versus 60+ minutes for many competitors
• Clear, actionable insights without requiring extensive interpretation
• Modern user interface following contemporary UX principles

Practical Implementation

Rather than purely theoretical insights, Aptive Index provides practical applications for:

• Hiring and selection decisions
• Team composition analysis
• Leadership development
• Conflict resolution
• Communication optimization

The Reality of Conative Assessments: Transparency Matters

While conative tests provide valuable insights, it's important to understand their limitations and proper context:

Stability vs. Rigidity

Conative traits are relatively stable but not completely static. They can shift subtly over time or in response to significant life events. The key distinction is that these shifts are typically:

• Gradual rather than sudden
• Limited in magnitude
• Often temporary during extreme circumstances

For example, someone might show slightly different conative patterns during major life transitions or periods of high stress, but their core tendencies generally remain recognizable.

Accuracy Trade-Offs

Shorter, more accessible assessments like Aptive Index prioritize practical usability and adoption. This creates inevitable trade-offs:

1. Depth vs. Accessibility: More comprehensive assessments may provide deeper insights but require significantly more time and expertise to administer and interpret.
   
   
2. Specificity vs. Applicability: Highly detailed assessments might capture nuanced variations but can become impractical for organizational use.
   
   
3. Theoretical Purity vs. Practical Value: Some assessments maintain strict theoretical boundaries between conative, cognitive, and affective domains, while others like Aptive Index intentionally incorporate elements that have proven practical value for workplace applications.
   
   

Complementary, Not Comprehensive

Conative assessments should be viewed as one valuable tool in a broader toolkit for understanding human potential and performance, not as a complete solution. They work best when combined with:

• Skill and experience evaluation
• Cultural fit assessment
• Interviews and reference checks
• Performance data

Conclusion: The Future of Conative Assessment

As work environments become increasingly complex and dynamic, understanding conative drives becomes even more valuable. Modern assessments like Aptive Index reflect this evolution, combining scientific rigor with practical usability.

The most effective organizations recognize that conative assessment isn't about fitting people into rigid categories but about creating environments where everyone can contribute through their natural strengths while developing strategies to address areas of potential challenge.

By understanding the stable yet nuanced nature of conative drives, organizations can build more effective teams, reduce unnecessary friction, and create the conditions for both individual fulfillment and collective success.

Looking to explore how conative assessment could benefit your organization? Learn more about Aptive Index's modern, mobile-friendly approach to measuring innate drives and optimizing team performance at aptiveindex.com.

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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 Resume Relic

Let's face it: resumes are relics. They're snapshots of past experiences and skills, often carefully curated and increasingly unreliable in the age of AI-generated content. Even if we could guarantee their authenticity, two critical questions emerge:

1. Can resumes reliably tell us about a candidate's skills and experience in today's rapidly evolving job market?
2. Are skills and experience even among the top things we should be looking for in a candidate?

The truth is, the resume-centric approach to hiring was never foolproof. It became the standard because, for a long time, it was the best option we had. But in today's dynamic business landscape, it's time to look beyond the paper and focus on factors that truly predict success.

The Top 10 Factors More Important Than Skills & Experience

‍Here are ten factors that might be more predictive of a candidate's success than their listed skills and experience:

1. Hardwiring and Innate Drivers

‍Understanding a person's core motivations and natural tendencies can provide invaluable insights into how they'll perform in a role and within a team. Tools like Aptive Index can help uncover these crucial attributes. These innate characteristics often determine how effectively someone will apply their skills and experience.

2. Adaptability and Learning Agility

‍In a rapidly changing business environment, the ability to adapt quickly and learn new skills is often more valuable than existing knowledge. A candidate who can pivot quickly and absorb new information will outperform one with a static skill set.

3. Culture Fit and Values Alignment

‍How well does a candidate's personal values and work style align with your organization's culture and mission? This alignment can significantly impact their job satisfaction, productivity, and longevity with your company.

4. Emotional Intelligence (EQ)

‍Self-awareness, self-regulation, motivation, empathy, and social skills are crucial for effective collaboration and leadership. High EQ often translates to better team dynamics and customer relationships.

5. Problem-Solving Approach

‍How a candidate approaches complex problems can reveal more about their potential than their current skill set. Look for creative thinking, analytical skills, and the ability to break down complex issues.6. Resilience and GritThe capacity to persist in the face of challenges and bounce back from setbacks is a strong indicator of long-term success. This trait often separates high performers from the rest.

7. Potential for Growth

‍Assessing a candidate's capacity and desire for development can be more valuable than their current skills. Look for curiosity, eagerness to learn, and a history of personal and professional growth.

8. Collaboration and Teamwork Skills

‍The ability to work effectively with others and contribute to a positive team dynamic is crucial in most modern workplaces. These skills often determine how well a person can apply their individual abilities within a team context.

9. Alignment with Future Organizational Needs

‍Consider how well a candidate's potential aligns with where your organization is heading, not just where it is now. This forward-thinking approach can help future-proof your workforce.

10. Diversity of Thought and Experience

‍A candidate's unique perspectives can bring valuable diversity to problem-solving and innovation within the organization. This diversity often leads to more creative solutions and better decision-making.

Moving Beyond the Resume

‍Does this mean we should toss resumes out the window? Not necessarily. They can still provide useful context about a candidate's journey. However, they shouldn't be the primary factor in hiring decisions.Instead, we need to develop more holistic assessment methods that take into account the factors listed above. This might involve:

• Structured interviews that probe for adaptability, problem-solving skills, and cultural fit
• Psychometric assessments to understand a candidate's innate drivers and potential
• Job auditions or simulations to see how candidates perform in real-world scenarios
• Reference checks that focus on a candidate's soft skills and ability to learn and grow

Conclusion

‍It's time to move beyond the resume and rethink what truly matters in hiring. By focusing on factors like innate drivers, adaptability, and cultural fit, we can make better hiring decisions. This approach not only leads to more successful hires but also opens doors for candidates who might have been overlooked in a traditional resume-centric process.The future of hiring isn't about finding the person with the perfect list of skills and experiences. It's about finding individuals with the right potential, drive, and alignment with your organization's values and goals. By prioritizing these ten factors over traditional skills and experience, you'll be well on your way to building a more dynamic, adaptable, and successful workforce.