Information on how to use the Candidate Friendly Ability Test Report
Purpose
- The report is designed to provide feedback to the candidate on any ability tests completed within a campaign. The report is developmental in nature and has the candidate as the end user in mind. Feedback from clients has indicated a desire for this report – we listened and responded!
- This report will enhance the candidate experience the Clevry platform offers even more, with any development advice and feedback being gratefully received. The admin of feeding back results to candidates by the hiring manager/recruitment team will also be lessened as this can now be automated and done through the specially designed report.
About the report:
3 main sections of the report include:
- A page on Understanding the report – recapping the assessments they were asked to complete and how the scores are calculated, as well as important points about ability tests and their use more generally.
- Overall performance – starting with a summary of overall ability performance across all ability tests taken, and then going into more detailed ability test results, including test-specific advice.
- General ability test advice – this last page of the report will be the same for all candidates regardless of what assessments they have completed. It provides some tips on how to optimise test performance and provides some resources too – e.g. Alan’s Practice and Passbooks and the Joy at Work website
Our standard ability test report contains sten scores, Red/Amber/Green traffic light scoring and, in some cases, the narrative that was orientated for use by the hiring manager/recruitment team rather than the test taker themselves. Whilst there is much overlap between the two reports, this new candidate ability report is designed with the candidate as the end user in mind and is developmental in nature. The report is written in the second person for ease of reading by the individual.
The second page contains guidelines on how to use the report, including how to get the most out of it and the appropriate interpretation of the results.
Useful tips
- Ability is not fixed and may improve with practice, training and development.
- Psychometrics can be used during recruitment or development situations as ability test performance is highly correlated with job performance.
Things to note:
- The report can be sent automatically to candidates if your campaign contains one or more ability tests. To do this you go to Advanced Campaign Settings > Candidate Reports > tick the Candidate Ability Report and then Save. You can also send this report automatically alongside the Personal Feedback Report if your campaign contains both a PQ and an ability test(s).
- Sten scores have been omitted from the report along with Red/Amber/Green traffic light scoring to make it more appropriate for candidates who won’t have knowledge/training in how to interpret psychometric scores. Results are still described against a comparison group, details of which are given in the introduction.
To see an example of a candidate friendly ability report, click here!
Last Updated: January 2024