Reports Overview

This article provides you with general information about all of Clevry's reports.

(Click a report heading below to skip to the relevant content!)

Reports Overview

 

ABILITY TEST REPORT

The Ability Test Report provides a comprehensive overview of a candidate’s performance on one or more ability tests:

• Numerical
• Verbal
• Abstract
• Checking
• Mechanical

What's in the box?

• An overview of the tests taken, including what they assess and how they are scored.
• Guidelines on how to use the report, including how to get the most out of it and appropriate interpretation of the results.
• Detailed ability test results, including how effectively the candidate may deal with the demands of a role requiring those abilities measured by the assessment.
• A summary of the candidate’s overall performance across the assessments taken and how this compares to others.

Detailed ability test results

Other features

• Verification results if the candidate has been asked to complete a short follow-up test to check their ability on a particular assessment.
• Adjustable scoring, with the option of displaying scores as Stens, T-scores or percentiles.
• Traffic light scoring using red, amber, and green (RAG) to indicate the overall performance index.
• Time taken to complete the assessment and how this compares to other candidates.
• Could be used by recruiters, L&D professionals, coaches, and the candidate with proper guidance.
  

  Click here to see an ability test example report

  
  

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  CANDIDATE ABILITY FEEDBACK REPORT
  

• Clear and concise 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.
• The report is specially designed to be automated and reduce the admin of feeding back results to candidates by the hiring manager/recruitment team.

What's in the report?

• An overview of the tests taken, including what they assess and how they are scored.
• Guidelines on how to use the report, including how to get the most out of it and appropriate interpretation of the results.
• Detailed ability test results, including how effectively the candidate may deal with the demands of a role requiring those abilities measured by the assessment.
• A summary of the candidate’s overall performance across the assessments taken and how this compares to others.
• Ability test advice – including test-specific advice (based on the candidate's scores) and general advice.

Other features

• Written in the second person for ease of reading by the individual.
• Omission of numerical scoring to avoid confusion in interpretation by the individual.
• The report can be sent automatically to candidates if the campaign contains one or more ability tests.

Click here for for a sample candidate ability feedback report

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PERSONAL FEEDBACK REPORT

• Comprehensive insight into key findings from a personality profile designed for use by the individual.
• Useful tool for considering personal development areas and future career choices.
• Guidelines on how to use the report, including how to get the most out of it and appropriate interpretation of the results.
• Comprised of 5 sections exploring different facets of personality:

Other features

• Written in the second person for ease of reading by the individual.
• Clear and detailed narrative describing what each score suggests in the context of tendencies and preferences at work, specifically written for the novice reader.
• Omission of numerical scoring to avoid confusion in interpretation by the individual.

Report sections

Your Personality:

Provides a detailed description of the individual’s personality based on all of the scales included in the questionnaire.

Your Development:

Describes up to 5 key areas which might be a good focus to consider for personal development.

Your Career Choices:

Describes 5 key areas which might be relevant to future career choices. Indicates work choices which are well suited and less aligned to the individual's preferences and personality.

Adapting Your Work Styles:

Offers hints and tips on 3 key areas in which the individual may benefit from flexing or modifying their work style in.

Your Reflections:

Provides space to capture thoughts on key strengths and priorities for personal development.

Click here to see a example personal feedback report

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INSIGHTS REPORT

• Comprehensive insight into key findings from an individual’s personality profile.
• Details how an individual is likely to respond to people, tasks, demands, rewards and culture at work.
• Guidelines on how to use the report, including how to get the most out of it, appropriate interpretation of the results and where to find more information on the candidate’s profile.
• Designed for use by recruiters, line managers, and HR and L&D professionals. 

Profile insights

• A summary of the candidate’s preferences and tendencies is displayed in an easy-to-read profile table.
• A more detailed insight into scores on each scale is provided on subsequent pages.

Strongest preferences page

• Details the top five personality dimensions on which the individual described themselves as  being most different from other people.
• Teardrop icons indicate whether these self-ratings were higher or lower in relation to the comparison group.
• The competency heading under which each personality trait falls is detailed under the scale name and a description of the scale is also provided. 

Potential page

• Explores the candidate’s potential to progress into a more senior or complex role in the future.
• Calculated using a combination of scores relating to Drive, Relationships and Learning Agility.
• Scores are displayed on a colour wheel and in bar format for easy interpretation. 

Response style page

• Indicates how self-critical a candidate was when completing the personality questionnaire.
• Provides advice on how you can adapt your approach when interpreting and exploring the report to minimise the effects of response style.
• Details what you need to know about response styles, including causes, their link with job performance and the importance of corroborating profile insights.

Click here to see an sample insights report

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SELECTION REPORT

• Describes the degree of fit between an individual’s psychometric results and the critical attributes of a specified role within your organisation.
• Guidelines on how to use the report, including how to get the most out of it, appropriate interpretation of the results and where to find more information on the candidate’s profile.
• Incorporates data from personality questionnaires and ability tests.
• Provides a job fit summary and overall job fit score, useful as a basis for initial sift and shortlisting.
• A detailed job fit profile that delves deeper into each scale, includes example behaviours and an indication as to whether this makes the individual a poor, OK or great fit for the role. 

Other features

• Uses sophisticated job-matching algorithms, specified for your organisation, to identify how well the individual is likely to respond to the unique demands of the role.
• Can be used by recruiters, interviewers, assessors and panels; but not by the candidate directly.

Visual elements

• Widely known traffic light system means the report is intuitive and user-friendly.
• Information is presented with varying levels of depth to ensure that the report can be used to gain a quick overall impression or a more detailed view of a candidate.
• Summary information is provided at the beginning of the report to maximise efficiency for organisations using the selection report for initial sift or shortlisting.

Detailed job fit profile

 

Click here to see a sample selection report

 

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INTERVIEWER REPORT

• Provides advice and questions that will help you to follow up and explore the candidate’s personality profile and assessment results.
• Summarises key findings from the candidate’s personality profile.
• Draws on the strongest elements of the candidate’s personality to offer potential implications for performance in the role for which they have applied.
• Highlights potential strengths and concerns based on their preferences and tendencies.
• Details ability test results and offers insight into how their aptitude may affect their ability to deal with the demands of the role.
• Offers useful advice for interpreting their results in light of impression management.
• Can be used in conjunction with Clevry’s candidate matching facility to offer insight into the extent to which their personality attributes are suited to the role.

Key features

• Offers guidance and suggests open-ended questions for conducting either a follow-up exploration discussion or a competency-based interview.
• Candidate matching facility highlights which of the candidate’s personality preferences and tendencies are a ‘High’, ‘OK’ or ‘Low’ job fit with the role in question.

Self-presentation

Contains tailored advice on how interviewers can adapt their approach to minimise the effects of
any self-presentation attempts which have been identified within the candidate’s questionnaire responses. 

                                 

Ability test results

• Detailed narrative to report the results from any ability tests completed by the candidate.
• Explore the candidate’s ability test performance with suggested interview questions.
• Advice on how to best interpret the candidate’s ability test performance results and suggested questions for obtaining behavioural evidence of how they have demonstrated their competence in practice.

 

Click here to see a sample interviewer report

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ON-BOARDING REPORT

• Intelligent recruiting means more than just selecting the right candidates. Without a thorough onboarding process, new hires are left disengaged or overwhelmed, often leading to an early resignation. However, when new team members undergo a structured and thorough introduction, huge increases in employee retention, engagement and productivity are seen.
• The Clevry On-boarding report provides managers with tailored information on each recruit, advising the user on how to maximise their potential whilst ensuring they feel engaged and supported. 
• Guidelines on how to use the report, including how to get the most out of it, appropriate interpretation of the results and where to find more information on the candidate’s profile.
• Insight into what you can do as an employer to ensure a new hire is motivated and engaged in their new role based on key results from their personality profile.
• Advice and guidance on how to appeal to an individual’s personal style, values, and motivational drivers and encourage deployment of key strengths during onboarding.
  
  

An overview of 4 key factors that Clevry have identified as key to motivation and engagement
when a new person takes up a position with accompanying advice on how best to accommodate
for these:

Other features

• Scoring wheels provide a visual representation of an individual’s score on a particular scale allowing easy interpretation of a tendency or preference.
• Colour-coded sections offering concise on-boarding advice.

Click here to see a sample onboarding report

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SALES REPORT

• Describes key findings on a candidate’s sales potential, indicating their work styles, strengths and preferences in the context of desirable sales role attributes.
• Guidelines on how to use the report, including how to get the most out of it, appropriate interpretation of the results and where to find more information on the candidate’s profile.
• An overview of the 4 sales quadrants that Clevry have identified as personality areas
  shared by successful salespeople, and how these contribute to effective sales at each
  stage of the sales process:

• A Total Sales Score indicating how the candidate’s sales potential compares to their peers
• A more in-depth look into the candidate’s scores on each sales quadrant, including potential strengths and derailers

Other features

• Links the sales quadrants to a 5-part sales cycle: Establishing the relationship > Recognising the need > Form a solution > Deliver and close the sale > Follow up and retention.
• Could be used by a line manager or the recruitment team. Could also be used for feedback with the individual.

Visual elements

• Graphics are used to complement the Report’s written insight into the candidate’s sales potential.
• The below Sales Cycle graphic can be used to eyeball where a candidate’s strengths lie, with higher scores indicating stronger sales attributes and preferences.
• The Total Sales Score bar offers a visual representation of the candidate’s overall sales potential across all of the sales quadrants combined.

Click here to see a sample sales report

 

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LEADERSHIP REPORT

• Provides insight into an individual’s leadership potential, indicating their work styles, strengths and preferences relating to leadership roles.
• Based on the Clevry Leadership Model, leadership potential is displayed across 12
  attributes which fall under 4 key areas.
• Derived from years of experience and research, this model is designed to help identify personality characteristics that are typically associated with successful leadership, and how these might determine the leadership style that the individual is likely to adopt. 
• This report enables you to consider the implications of the individual’s strongest preferences and tendencies and how these may influence their potential to lead successfully within your organisation.

Key features

• The below visual provides an overview of the individual’s leadership potential profile across each of the 12 attributes and 4 quadrants. This allows you to eyeball within which areas the individual may hold the most potential in terms of possessing traits and qualities associated with successful leadership.
• The report explores each of these 12 qualities in more depth, giving a detailed narrative specific to the individual about the work styles and preferences that they might demonstrate concerning each area.
• Exploring their personality questionnaire responses within a leadership context, the report explores where certain traits may act as a strength or potential area of concern when having to lead others and drive the organisation forward.

 

Click here to see a sample leadership report

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TEAM STRENGTHS REPORT

• Insight into an individual’s areas of strengths within a team and the likelihood of them adopting various roles.
• Guidelines on how to use the report, including how to get the most out of it, appropriate interpretation of the results and where to find more information on the candidate’s profile.
• An overview of 4 key dimensions that Clevry have identified as broad team role types which contribute to effective teamwork in an organisational context:

 

• Under each dimension falls 2 roles -  the report generates the candidate’s score for each of the 8 team role types and determines which style is that most likely adopted by the individual when it comes to their role in a team.
• Describes what areas of strength the individual may bring to the team for their two most likely adopted team types, along with any potential derailers to consider.

Other features

• Adaptability score calculated, indicating how likely the individual is to adopt an alternative team style should the occasion call for it.
• Could be used by a line manager, colleagues or the individual themselves, in a group setting or individual.
• Good insight to identify strengths and gaps within the team.

Visual elements

• A combination of graphics is used to compliment the report narrative exploring the individual’s team strengths.
• The colour wheel (right) provides a summary of scores on each of the 8 team types, whilst the team strengths summary (below) provides context around these scores and ranks them from most likely through to least likely adopted team types.
• The colours allow ease of determining which quadrant their strengths best fit and also a means of comparing team compatibility between colleagues if used in a group context.

Click here to view a sample team strengths report

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SJT Report

• Respondent's performance across key competency areas showing the way in which they are likely to respond to different workplace scenarios and how effective their performance and behavioural judgement may be
• Scores across key competencies extracted as relevant for the SJT in question
• Provides developmental suggestions for the candidate and related interview questions for the interviewer.

Click here to see a sample SJT report

 

Last Updated: January 2024