7 Pre Employment Assessment Types Every Recruiter Should Use in 2026

These seven assessment types provide recruiters with data-driven tools that improve hiring quality, reduce bias, and predict job performance more accurately than traditional methods alone. Strategic implementation has shifted from competitive advantage to hiring necessity, with 86% of organizations now using employment testing to build stronger teams.

Pre employment assessment tools have become the backbone of strategic hiring. 86% of organizations now use some form of employment assessments during recruitment [32]. The reason is clear: cognitive ability tests alone remain the strongest predictor of job performance, with validity scores far exceeding traditional unstructured interviews [32].

Recruitment assessment methods have shifted from optional extras to essential hiring infrastructure. This guide examines seven critical pre employment tests every recruiter should implement to improve candidate quality, reduce bias, and strengthen hiring decisions across industries.

Cognitive Ability Tests

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Cognitive Ability Tests

Cognitive ability tests are the strongest predictor of job performance available to recruiters today. French psychologist Alfred Binet developed the foundation over a century ago, but modern assessments have evolved into precise tools that evaluate mental capacities essential for workplace success.

These tests answer a fundamental question: Can this candidate think, learn, and solve problems at the level this role demands?

What Cognitive Ability Tests Measure

General Mental Ability (GMA) assessments evaluate how candidates process information, not what they already know. The distinction matters. These tests measure thinking capacity rather than accumulated knowledge.

Five core areas define cognitive assessment:

• Verbal reasoning tests how candidates interpret written information and draw logical conclusions from text

• Numerical reasoning measures the ability to analyze data, interpret charts, and work with percentages and ratios

• Logical reasoning assesses pattern recognition and structured problem-solving using sequences and relationships

• Spatial reasoning evaluates the ability to mentally manipulate objects and visualize spatial relationships

• Learning agility determines how people adapt to new scenarios based on past experiences

Modern cognitive tests also measure attention span, processing speed, working memory, and categorization abilities. Each component reveals different aspects of mental capability that directly impact job performance.

Key Benefits for Recruiters

The research is definitive. Cognitive ability tests deliver correlation coefficients between 0.31 and 0.62 for job performance [32] [10]. That significantly outperforms education credentials at 0.10 and years of experience at 0.18 [10]. Schmidt's research shows cognitive ability explains 42% of job performance on average [10].

80% of Fortune 500 companies use cognitive tests in their hiring process [32]. The adoption rate reflects proven results.

These assessments provide objective evaluation criteria that eliminate subjective bias from interviews. Cognitive tests reveal hidden potential in candidates who lack prestigious credentials but possess strong learning agility. They identify people who will adapt quickly to new systems and acquire knowledge faster than their peers.

Testing saves substantial time. Assessment duration ranges from 12 minutes [10] to 30 minutes [10], yet delivers more predictive value than hour-long interviews. Organizations report higher retention rates, improved performance, and faster onboarding when using cognitive assessments.

The business case extends beyond individual hires. Companies build learning organizations where collective cognitive ability becomes competitive advantage. Candidates with higher scores demonstrate faster knowledge acquisition and superior adaptation to changing workflows.

Best Roles and Industries

Cognitive ability tests perform best for complex positions. The more demanding the role, the greater weight these results deserve in hiring decisions.

Verbal reasoning suits legal roles, HR professionals, communication specialists, and management positions. Numerical reasoning works best for finance, banking, data analytics, and commercial roles. Logical reasoning proves valuable for IT, software development, engineering, and operations management.

Spatial reasoning serves engineering, architecture, design, and skilled trades. Mechanical reasoning benefits technical roles requiring understanding of physical concepts.

Technology companies like Google, Microsoft, and Accenture report reduced turnover as a key outcome from cognitive testing.

Implementation Tips

Deploy cognitive assessments early in your hiring funnel. This filters large applicant volumes before investing time in multiple interview rounds. 60% of candidates abandon lengthy processes [32], making efficient screening essential.

Conduct job analysis first. Identify specific cognitive competencies required for each role. Software engineers need logical and pattern recognition skills. Litigation experts require advanced verbal reasoning. Match assessment type to job complexity.

Establish benchmarks using current high performers. Have your best employees complete the tests to create realistic scoring standards aligned with actual role demands.

Combine cognitive testing with skills assessments, structured interviews, and behavioral evaluations. These tests complement other methods but should never be the sole evaluation criterion.

Communicate test purposes clearly to candidates. Transparency reduces anxiety and ensures results reflect actual capabilities rather than stress responses. Provide preparation guidance to help candidates perform authentically.

Track correlation between test scores and subsequent performance, productivity timelines, and retention rates. Refine benchmarks continuously based on these insights.

Personality Assessments

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Personality Assessments

Smart candidates can fail in roles that don't match their working style. Employment personality tests solve this problem by measuring interaction patterns, behavioral tendencies, and character traits that determine whether someone will actually succeed in their position.

What Personality Assessments Measure

These assessments answer a different question than cognitive tests. Cognitive ability shows whether candidates can do the job. Personality tests predict whether they will do it well.

The distinction matters. A candidate might have the analytical capacity for data work but lack the patience needed for detailed quality control. Someone could possess strong problem-solving skills but struggle in collaborative environments requiring constant teamwork.

Properly designed tests measure stable personality traits rather than temporary moods. Extraversion levels remain consistent across years, while momentary frustration fluctuates. Many validated assessments use the Big Five model: openness, conscientiousness, extraversion, agreeableness, and neuroticism. Research confirms these dimensions predict workplace performance across industries [32].

The Caliper Profile evaluates 23 personality traits and correlates them with job performance [32]. The Predictive Index measures dominance, extraversion, patience, and formality alongside decision-making patterns [32]. DISC assessments examine dominance, influence, steadiness, and conscientiousness to predict team reactions [32]. The SHL OPQ32 provides insights into preferred working styles [32].

Not all personality tests work for hiring. The Myers-Briggs Type Indicator was designed for team-building and career development, not selection decisions [32]. Using non-validated tools creates legal risks and unreliable results.

Key Benefits for Recruiters

Personality assessments reveal cultural fit that resumes cannot capture. Companies report reduced turnover when candidates' traits match role requirements and organizational environment [33]. High performers in fast-paced startup cultures often struggle within structured corporate settings [32].

These tests excel at predicting performance in positions requiring frequent social interaction [32]. One call center dramatically reduced turnover and improved customer service scores by combining personality profiles with skills testing [32].

Fortune 500 adoption rates prove the business value. 80% use personality assessments for recruitment, development, and team building [10]. Additionally, 60% of workers now complete these assessments during hiring [37], while 22% of employers specifically evaluate traits like persuasiveness and conscientiousness [37].

Personality tests provide objective data for hiring decisions between equally qualified candidates. They focus on statistically validated traits rather than subjective impressions, helping reduce discrimination based on gender and ethnicity [32]. This data-driven approach improves workforce diversity when implemented correctly.

The Workplace Alignment Assessment goes beyond traits to measure how well candidates' work preferences match organizational environments [32]. Employees whose needs align with company culture show higher satisfaction, commitment, and retention rates.

Best Roles and Industries

Personality assessments deliver maximum value for positions with specific behavioral requirements. Sales roles benefit from measuring competitiveness, extraversion, and achievement motivation [32]. Customer service positions require patience, cooperativeness, and emotional stability [32]. Leadership roles demand traits supporting decision-making under pressure and team management.

HR professionals need effective communication skills and stakeholder management capabilities [10]. Engineering positions favor calculated approaches and work-safety attitudes [10]. The behavioral demands differ significantly: flexibility suits sales better than accounting, where structure and conscientiousness prove more valuable [32].

Implementation Tips

Define required personality traits before selecting assessment tools. Job analysis identifies which characteristics correlate with success in specific roles. Sales positions might prioritize extraversion and resilience. Quality control demands conscientiousness and attention to detail.

Choose scientifically validated instruments designed for hiring. Verify the assessment demonstrates reliability and validity. Reliable tools maintain internal consistency reliability of .70 or above [32]. Confirm extensive documentation proves the test predicts job performance in employment contexts [32].

Combine personality data with cognitive tests, skills assessments, and structured interviews. These assessments complement other evaluation methods but should never serve as the sole hiring determinant [32]. Multiple data points create complete candidate profiles.

Train hiring managers to interpret results correctly and apply insights ethically. Proper understanding prevents misuse and ensures consistent, fair application across all candidates.

Communicate transparently with candidates about assessment purposes and how results factor into decisions [33]. This builds trust and maintains positive candidate experience throughout the recruitment process.

Skills Assessment Tests

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Skills Assessment Tests

Resume claims mean nothing without proof. Skills assessment tests cut through the noise by measuring what candidates can actually do rather than what they say they can do.

What Skills Assessment Tests Measure

These tests evaluate real performance capability. Can a candidate execute the specific tasks required for success? The answer determines hiring quality.

Hard skills tests measure concrete abilities. Software developers complete coding challenges in Python. Accountants demonstrate financial modeling capabilities [10]. The assessment format matches the task: binary for equipment operation, measured degrees for typing speed in words per minute, or data entry accuracy rates [37].

Soft skills assessments evaluate communication effectiveness, adaptability, and problem-solving approaches [37]. Work sample tests replicate actual job duties. Copywriters draft articles. Marketers create campaign concepts [10]. This simulation approach reveals how candidates handle real responsibilities they'll face daily.

Skills tests focus on performance. Can an individual cope with what the role demands [37]? Customization ensures assessments measure exact competencies necessary for specific positions, eliminating doubt about capability [37].

Key Benefits for Recruiters

The numbers speak clearly. Organizations report 78% improvement in hire quality when using skills assessments [39]. Companies using these tests demonstrate 24% higher likelihood of hiring people who exceed performance goals [38].

The financial impact is substantial. Employers spend an average of GBP 3,176.64 and 52 days finding new workers [37]. Research indicates 66.1% of employers have lost significant financial sums on failed hires [40]. Skills testing prevents these costs by identifying qualified candidates before investment in lengthy interview processes.

Adoption reflects confidence in results. 76% of companies now use skills assessments, up from 55% in 2022 [10]. 85% of employers have adopted skills-based hiring [39]. 79% of HR professionals state that candidate scores on skills assessments are equally or more important than traditional criteria [39].

Efficiency gains materialize immediately. Organizations using these tests report cutting hiring time by 50% and reducing interview volumes by 80% [10]. Automated candidate screening eliminates unqualified applicants [37]. Skills tests provide quantifiable methods to assess and compare candidates objectively [41], removing subjective judgments that introduce bias [37].

Better matches drive retention. Companies using skills assessments experience 39% lower turnover rates [38]. When employees possess required abilities, they feel confident and capable, enhancing long-term satisfaction.

Best Roles and Industries

High-volume hiring positions gain maximum value from skills testing. Call center staff and healthcare workers benefit from assessments measuring communication, customer service, adaptability, and technical abilities [39]. Mock calls allow recruiters to evaluate rapport-building, question quality, and problem-solving under realistic conditions [12].

Technical roles demand validation of claimed expertise. Software developers, data scientists, network engineers, cybersecurity analysts, and web developers require coding assessments that verify proficiency [39]. Testing differentiates candidates by evaluating problem-solving ability and continuous learning aptitude beyond stated credentials.

Retail and warehouse positions utilize job-specific simulations. Stock control roles require candidates to complete inventory management scenarios matching actual workplace demands [40].

Implementation Tips

Identify essential skills for each position before building test content [37]. List abilities new hires must demonstrate on day one, then select appropriate test types measuring those competencies [37].

Validate assessments by having current high-performing employees complete them [37]. This establishes realistic benchmarks reflecting actual role requirements rather than theoretical standards.

Communicate test purposes clearly and provide instructions one to two days in advance [42]. Transparency reduces candidate anxiety and ensures authentic capability measurement [2]. Share preparation resources that help applicants present their best performance.

Set minimum qualifying scores based on hiring needs [2]. This creates objective filtering without subjective bias.

Keep assessments challenging but concise. Eight to ten demanding questions filter weak candidates without disengaging top performers [43]. Lengthy tests deter skilled applicants who pursue multiple opportunities simultaneously [44].

Track correlation between test performance and subsequent job success, productivity timelines, and retention rates [2]. Refine benchmarks continuously based on these performance insights to maintain assessment relevance.

Situational Judgment Tests

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Situational Judgment Tests

Decision-making patterns separate strong performers from those who struggle when challenges arise. Situational judgment tests reveal how candidates think through workplace scenarios, measuring behaviors, soft skills, and judgment quality rather than technical abilities or experience [5].

What Situational Judgment Tests Measure

These assessments present realistic workplace situations and ask candidates to choose or rank their responses to challenges, conflicts, or opportunities they would encounter on the job [15]. The focus is judgment quality and behavioral appropriateness in specific contexts.

SJTs evaluate communication, empathy, teamwork, conflict resolution, problem-solving, decision-making, ethics, leadership, motivation, stress management, and attitude [5]. Customization matches questions to role-specific situations. Warehouse managers face scenarios testing leadership and team coordination. Sales roles encounter negotiations and ethical dilemmas. Social workers navigate compassion and emotional intelligence challenges [5].

Test formats differ significantly. Linear SJTs present identical questions to all candidates. Interactive SJTs use branching methodology, adjusting scenarios based on individual responses [5]. Delivery methods range from multiple-choice formats to video scenarios where candidates watch situations unfold and choose responses [5].

Key Benefits for Recruiters

SJTs evaluate behaviors that determine success beyond technical qualifications. A compassionate healthcare worker improves patient outcomes through attributes that skills tests cannot measure [5].

These tests provide insight into post-hire expectations, helping recruiters anticipate support needs and plan for success [5]. SJTs reduce unconscious bias by establishing ideal answers beforehand and evaluating responses objectively [5].

Research from Belgium's Ghent University shows SJTs produce less skewed outcomes against minority candidates compared to other assessment types [8]. This matters when 69% of organizations view diversity targets as a significant challenge [8].

Retention improves when candidates understand role demands and respond favorably to scenarios. Organizations examining behaviors beyond qualifications make offers to candidates more likely to stay [5]. The scenario-based approach gives candidates realistic previews, ensuring those hired understand the challenges ahead [8].

Best Roles and Industries

SJTs prove most valuable for positions requiring strong soft skills or specific behavioral characteristics. They work particularly well for high-turnover roles or during high-volume hiring [5].

Healthcare organizations like NHS, Cleveland Clinic, and Kaiser Permanente use SJTs to assess teamwork, patient conflict management, and ethical decision-making [16]. Financial institutions including Morgan Stanley, KPMG, and Deloitte present regulatory compliance and client relationship scenarios [16]. Retail companies such as Amazon and Walmart test customer interaction approaches that balance policies with satisfaction [16].

Implementation Tips

Determine assessment scope upfront. Decide whether to use SJTs for all positions or specific roles within your organization [5]. Identify required traits by analyzing job descriptions and studying successful current employees [5].

Create realistic scenarios that test identified characteristics. Present challenging situations people actually encounter. Make scenarios inclusive and unbiased, showing the full range of possible reactions [5]. Work with subject matter experts to determine ideal responses for each situation [5].

Monitor effectiveness through regular tracking after hiring. Performance reviews and supervisor feedback indicate role success. Gather candidate feedback about the assessment experience. Update scenarios when job duties or expectations change [5].

Emotional Intelligence Tests

Human interaction drives results in most roles. Yet technical skills and cognitive ability miss a critical component: how candidates perceive, understand, and influence emotions in workplace contexts. Emotional intelligence assessments fill this gap by evaluating capabilities that determine success when relationships matter.

What Emotional Intelligence Tests Measure

These pre employment tests evaluate five core components with direct workplace implications. Self-awareness involves recognizing emotional triggers, such as a team lead noticing frustration building and pausing before reacting. Self-regulation measures how candidates manage responses under stress, staying calm when deadlines shift or tensions escalate. Motivation assesses internal drive without constant external rewards, appearing in employees who take initiative during challenges. Empathy evaluates the ability to read emotions and context of others, essential for managers delivering feedback or teams navigating cross-functional dynamics. Social skills measure influencing, listening, and collaborating abilities that make people trusted colleagues and effective facilitators [9].

Assessment types differ fundamentally. Ability-based tests simulate real-life scenarios, measuring how well someone recognizes emotions or responds in context with greater objectivity but longer administration time. Self-report tests ask candidates to rate their own tendencies, offering faster scaling across teams but relying on perception over precision [9].

Key Benefits for Recruiters

71% of hiring managers view emotional intelligence as more important than IQ [17]. The business case strengthens when examining specific outcomes. Organizations using EI testing report reduced turnover, as candidates with higher scores cope with stress more effectively, navigate conflicts skillfully, and adapt to changing circumstances [18].

Customer-facing performance improves measurably. One client using targeted EI development for sales teams saw a 12% boost in close rates [9]. High EI individuals remain calm under pressure, empathize with frustrated customers, and build rapport authentically, turning negative experiences into positive ones [18].

Leadership development benefits significantly. EI assessments uncover blind spots in self-awareness or empathy before they become performance issues, helping organizations grow managers who connect, coach, and stay resilient [9]. Team dynamics strengthen as well, with emotionally intelligent employees communicating openly, empathizing with colleagues, and approaching conflicts constructively [18].

Best Roles and Industries

Customer service, sales, hospitality, caregiving, and positions requiring strong teamwork gain maximum value from these recruitment assessment tools [19]. Social worker roles benefit from compassion and emotional intelligence measurement, whereas leadership positions demand emotional stamina and trust-building under pressure [9] [6].

Implementation Tips

Test finalists rather than all applicants, administering assessments after references have been called [17]. Be transparent about purposes, explaining how results factor into decisions to build trust and reduce test anxiety. Provide quiet environments or home completion options for authentic responses [17].

Combine EI data with behavioral interviews, reference checks, and technical assessments rather than relying solely on these pre employment tests [17]. Align test type with objectives: trait-based assessments like TEIQue suit personal development, whereas ability-based tools like MSCEIT work better for leadership screening [9].

Integrity and Honesty Tests

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Trust determines whether hiring decisions succeed long-term. Integrity tests measure trustworthiness, honesty, ethical decision-making, and dependability, predicting how likely candidates are to follow organizational rules and behave ethically [7].

What Integrity Tests Measure

These pre employment tests focus on a candidate's moral compass and ethical behavior patterns [3]. While cognitive tests measure capability and skills assessments verify competence, integrity tests predict whether someone will follow workplace rules or engage in counterproductive behavior [3].

Two formats dominate the market. Overt integrity tests ask direct questions about attitudes toward dishonest behavior, including past involvement in theft or drug use [14]. Personality-based tests measure conscientiousness, emotional stability, and agreeableness without revealing their true purpose [14]. Research confirms these tests evaluate many of the same factors as personality assessments, particularly conscientiousness [14].

Key Benefits for Recruiters

Meta-analysis across 104 studies demonstrates integrity tests predict counterproductive work behavior with corrected validity of approximately .32 [20]. Scores correlate positively with job performance and tenure while correlating negatively with theft and workplace misconduct [3].

The financial impact proves significant:

✅ Reduced Turnover: Organizations report turnover reductions up to 37% in high-risk roles [20]

✅ Fair Assessment: Few performance differences appear between men and women or across racial groups [14], making these tools valuable when combined with cognitive tests that may show adverse impact [14]

✅ Improved Environment: High integrity employees reduce absenteeism and create positive workplace cultures [7], increasing overall retention and satisfaction [7]

Best Roles and Industries

Certain positions demand high integrity standards. Finance and accounting roles with cash access benefit from combined overt and personality-based testing [1]. Procurement positions facing bribery risks require situational judgment paired with thorough reference checks [1].

Healthcare professionals handling controlled substances need overt testing with comprehensive background verification [1]. Leadership and management roles demand deep interviews with 360-degree reference feedback [1].

Implementation Tips

Determine scope before deployment - whether to use integrity tests for all positions or only high-risk roles [7]. Combine overt and personality-based questions covering multiple ethical dimensions for comprehensive evaluation [7].

Integrate additional verification methods when integrity is critical. Use structured integrity interview questions and thorough reference checking for complete assessment [7]. Address candidate questions transparently and communicate honestly about the assessment process [7].

Job Knowledge Tests

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Resume claims mean nothing without verification. Job knowledge tests measure what candidates actually know about procedures, tools, and responsibilities required to perform specific roles. These assessments evaluate current expertise rather than potential, ensuring new hires can execute tasks correctly from day one [11].

What Job Knowledge Tests Measure

These assessments focus on existing knowledge, not learning ability [4]. Multiple-choice formats verify compliance understanding or software proficiency. Written responses test concept explanation capabilities [11]. Hands-on simulations demonstrate real-time tool usage, while certification exams validate specialized expertise [11].

The distinction matters. Job knowledge tests measure technical understanding accumulated over time, not aptitude for future learning [4]. A CPA candidate either knows Generally Accepted Accounting Principles or doesn't. A network engineer either understands routing protocols or requires training.

Key Benefits for Recruiters

Organizations using job knowledge assessments report 36% improvement in hire quality [21]. These tests identify unqualified candidates immediately, eliminating wasted interview time [22]. Job-ready employees need minimal training, cutting onboarding costs significantly [23]. Proper knowledge translates directly into fewer mistakes and higher productivity [21].

The data supports adoption. 79% of HR professionals now consider assessment scores equally or more important than traditional hiring criteria [21]. This shift reflects practical necessity: credentials alone fail to predict day-one performance.

Best Roles and Industries

Technical positions requiring immediate expertise benefit most from knowledge testing [4]. Accounting roles demand understanding of financial principles. Software development positions need programming language proficiency. Legal roles require regulatory knowledge. Financial management positions must demonstrate analytical capabilities [4].

Professional licensing and certification requirements naturally align with job knowledge testing [4]. These roles cannot afford learning curves when specialized expertise determines success or failure.

Implementation Tips

Start with thorough job analysis to identify critical technical requirements [13]. Match assessment format to role demands: multiple-choice questions work for compliance knowledge, while hands-on simulations suit technical positions [11].

Validate tests using current high-performing employees as benchmarks [23]. Their scores establish realistic standards for new hires. Update assessments regularly when role requirements evolve [21].

Combine knowledge tests with structured interviews and reference verification for complete evaluation [23]. Technical knowledge alone doesn't guarantee success, but its absence predicts failure.

Quick Reference Guide: The 7 Assessment Types at a Glance

This comparison breaks down exactly what each assessment measures, why it works, and where to deploy it. Use this guide to select the right combination for your specific hiring needs.

Conclusion

Implementing pre-employment assessments might seem overwhelming at first, but the return on investment proves undeniable when done strategically. Start by identifying which assessment types align with your most critical hiring needs. Technical roles benefit from cognitive ability and skills tests, whereas customer-facing positions require personality and emotional intelligence evaluations.

The key lies in combination rather than isolation. No single assessment type tells the complete story about candidate potential. Organizations achieving the best results layer cognitive tests with personality assessments, add skills verification, and incorporate situational judgment evaluations based on role requirements.

With 86% of organizations already using these tools and documented improvements in hire quality, retention, and time-to-productivity, recruitment assessment adoption has shifted from competitive advantage to hiring necessity for 2026 and beyond.

FAQs

Q1. What are pre-employment assessments and why are they important? Pre-employment assessments are standardized tests used during the hiring process to evaluate candidates' abilities, personality traits, skills, and job fit. They're important because they provide objective data to predict job performance, reduce hiring bias, improve candidate quality by 78%, and help organizations make better hiring decisions. With 86% of organizations now using these tools, they've become essential for identifying the right talent efficiently.

Q2. Which type of assessment is the best predictor of job performance? Cognitive ability tests are the strongest predictor of job performance, with validity scores ranging from 0.31 to 0.62, significantly outperforming traditional criteria like education level (0.10) and years of experience (0.18). These tests measure mental capacities such as problem-solving, reasoning, and learning agility, and research shows they explain approximately 42% of job performance on average.

Q3. How do personality assessments differ from skills tests in hiring? Personality assessments measure behavioral tendencies, interaction styles, and traits like conscientiousness and extraversion to predict whether a candidate will succeed in a role and fit the company culture. Skills tests, on the other hand, evaluate whether candidates can actually perform specific job tasks through practical demonstrations. While personality tests answer "will they perform well," skills tests answer "can they do the job."

Q4. What roles benefit most from emotional intelligence testing? Emotional intelligence tests are most valuable for positions requiring strong interpersonal skills and human interaction. These include customer service representatives, sales professionals, healthcare workers, social workers, hospitality staff, leadership positions, and any roles involving significant teamwork. Research shows that 71% of hiring managers consider emotional intelligence more important than IQ for these types of positions.

Q5. Should companies use multiple assessment types or just one? Companies should use multiple assessment types rather than relying on a single test. The most effective hiring strategies combine different assessments—such as pairing cognitive tests with personality evaluations, adding skills verification, and incorporating situational judgment tests based on specific role requirements. No single assessment tells the complete story about a candidate's potential, and layering multiple tools provides a well-rounded evaluation that leads to better hiring outcomes.

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