Job-Matching: How to Determine Fit with the Role

If you are using your personality questionnaire as part of a selection process, it is essential that you job match your assessment.

What is job matching?

Job matching allows you to indicate what your ideal candidate would look like on each of your chosen scales using a sliding scale to determine the degree of fit with the target role. Without job matching, the platform will automatically produce a 1-10 score which does not give you any information on candidates’ likely fit for the role. It simply refers to the strength of their preferences and tendencies in relation to the low and high end of the scale.

Job matching, however, provides you with a 1-5 score that indicates likely suitability for the role (with higher scores indicating better fit). The Clevry platform uses your job matching ratings to construct an algorithm that will describe the degree of fit between your candidates and the target role. By utilising the job matching function when setting up your questionnaire, your report is able to incorporate an interpretation of scale scores for your candidates based on what you are actually looking for and improve the predictive validity of your assessment.

Creating an ideal role profile

You should determine how to job match your personality questionnaire on the basis of a job analysis, to ensure close alignment to the role itself and to therefore enhance predictive validity. Do not base this process on subjective opinions, but instead ensure that you have conducted a rigorous job analysis to inform this stage. Find out more about how to conduct a job analysis here, or alternatively get in contact with us at support@clevry.com.

Job matching your questionnaire

You can job match Clevry’s off-the-shelf questionnaires and your own bespoke questionnaires. This can be done through the Personality Questionnaires tab. Simply select the questionnaire of interest, and then click ‘Job Matching’.

You can tell the system whether you are looking for someone who scores on...

… the high end of a scale:

… the low end of a scale:

… the middle of a scale:

… or even whether to exclude a scale from job-matching (for example, if you are interested in understanding a candidate’s personality in this area, but it is not essential to performance)!

Please note: The Impression-management scale will always be excluded by default from job-matching, as this is purely to inform you of the candidate’s response style and should not be used to make any decisions.