The Clevry platform allows you to build your own personality questionnaire so you can tap directly into the traits you are interested in for the role you are recruiting for or developing. You can pick any combination of the 46 scales in the Library and structure the selection according to your own values/competency framework, or use our default headings. Reports generated will structure themselves under your personalised headings to incorporate your organisation’s tone of voice.
How do I build my own questionnaire?
You can build your questionnaire either within the campaign builder itself on step 4 when you are selecting your assessments, or on the personality questionnaires tab by clicking the 'Create Questionnaire' button.
Key points to remember when building a bespoke questionnaire:
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Each scale you choose has 6 statements attached to it that the candidate will respond to when completing the questionnaire. It takes approximately 1 minute for a candidate to respond to each scale so it is important to balance the insight you wish to get from a candidate completing the personality questionnaire with the insight you are able to get into their personality.
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You must choose a minimum of 9 scales when creating a personality questionnaire. This is to ensure adequate insight into the individual's personality but also so the statements they are responding to are suitably randomised so that they do not answer all statements about one scale consecutively.
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We recommend you try to keep your personality questionnaire to no more than 30 scales to ensure a good candidate experience that is not overly long.
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You can choose to add the Core and Enhanced scales to your personality questionnaire to give you peace of mind that your custom PQ will work with our model-based reports (Team, Sales, Leadership). Certain scales are required to generate these reports due to the underlying algorithms that power these reports.
- Once you have your scale selection, you can choose to job-match your questionnaire. This means that you can tell the system which part of the scale is most suitable for the role (remember that a higher score on a personality questionnaire/scale doesn't necessarily mean a candidate is more desirable!) For example, in a role that requires an individual to spend a lot of time working alone, you may be looking for a candidate who has a low score on the Gregarious Scale. Telling the platform ‘what good looks like’ will also give you access to the Selection Report which will tell you how close of a match the candidate is to the role using a traffic light system.
Last Updated: January 2024