---
title: Best Practice & The CPQ
description: Best practice guidelines to follow when using the CPQ
---

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1. [Knowledge base](https://help.clevry.com/?hsLang=en)
2. [CPQ Nova](https://help.clevry.com/cpq-nova?hsLang=en)
3. [Fairness & Inclusivity](https://help.clevry.com/cpq-nova?hsLang=en#fairness-inclusivity)

# Best Practice & The CPQ

## This guide outlines how to use the CPQ in a fair, ethical & effective way.

 Follow these principles to ensure a positive experience for candidates and reliable results:

 

### 1. Use CPQ Only When It’s Relevant

Only use CPQ when personality traits are essential to the role.

- Avoid unnecessary testing.
- Base decisions on a proper job analysis.
- Match the questionnaire to the role requirements.

 

### 2. Communicate Clearly

Be transparent and easy to understand. Tell candidates:

- Why they’re taking the assessment
- What to expect
- Timelines
- Feedback availability
- Data handling and confidentiality
- How to request adjustments
- Next steps

Keep communication short, structured, and clear.

 

### 3. Get Informed Consent

Candidates must agree before taking the test. They need to know:

- Why the test is being used
- How results will be used
- Who will see the results
- Whether feedback is provided
- How long data will be stored
- How to request adjustments

 

### 4. Provide Reasonable Adjustments

Support candidates with different needs.

- Offer accessibility features (e.g. larger text, screen readers)
- Encourage candidates to request adjustments
- Assure them this won’t affect decisions
- Tailor adjustments to the individual (not a “one-size-fits-all”)
- Ensure adjustments don’t affect test integrity

Also consider adjustments when interpreting results.

 

### 5. Corroborate Results

CPQ is self-report, so results may not always be fully accurate.

- Compare results with other data (interviews, exercises, references)
- Use the impression-management scale
- Validate findings through discussion

 

### 6. Offer Support Channels

Make help easy to access.

- Provide human support
- Include FAQs or chatbots
- Offer multiple contact options (email, phone)

 

### 7. Set Generous Deadlines

Give candidates enough time.

- Allow flexibility to complete assessments comfortably
- Include time for instructions and practice questions

 

### 8. Let Candidates Choose Their Environment

Allow candidates to complete assessments where they feel comfortable.

- Encourage distraction-free settings
- Offer on-site options if needed
- Suggest helpful conditions (e.g. quiet space, background music)

 

### 9. Provide Feedback

Feedback is valuable and recommended.

- Helps validate and explore results
- Gives candidates something in return

If feedback isn’t possible, clearly explain this beforehand.

Avoid giving unsupported profile charts without explanation.

 

### 10. Maintain Confidentiality

Protect candidate data at all times.

- Clearly define who can access results
- Communicate this before testing
- Use secure systems to store data

 

### 11. Ensure Proper Training

Only trained users should administer and interpret CPQ.

- Understand psychometrics and interpretation
- Be aware of neurodiversity and candidate needs
- Seek training where needed

 

### 12. Handle Data Responsibly

Be transparent about data use and retention.

- Follow your stated data policies
- Inform candidates and get consent
- Only use results for the agreed purpose
- Recommended retention: up to 12 months
- Reassess candidates after this period

 

### 13. Protect Self-Regard (Most Important)

No candidate should leave the process feeling worse about themselves.

Following all the principles above helps ensure a fair, respectful, and positive experience.

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