Choosing the right psychometric assessment platform is less about finding the provider with the longest list of tests and more about finding one that supports better hiring decisions across the roles you actually recruit for. The strongest platforms combine sound psychometrics with practical workflows, relevant reporting and enough flexibility to fit your organisation across multiple roles, rather than forcing every vacancy through the same process.
A broad assessment range
Different roles require different evidence. A graduate analyst, contact centre adviser, production operative and senior leader should not all be assessed in the same way.
A strong platform should let you combine different assessment methods according to the demands of the role. Clevry includes personality questionnaires, ability tests and situational judgement tests, alongside options such as 360 feedback, virtual assessment centres, assessment centre exercises and bespoke test design.
Our ability tests cover verbal, numerical, abstract, checking and mechanical ability, with different levels designed for different job populations. This gives you more control over what you measure.
Relevant personality assessment
Personality questionnaires become more useful when they measure the characteristics that matter for the role and organisation.
Clevry provides a library of personality scales covering areas across interpersonal style, thinking style, emotional style, motivational values and culture fit. Employers can use ready-made questionnaires or build their own by selecting relevant scales.
A bespoke questionnaire can also be organised around an organisation’s own values or competency framework. This is particularly useful for employers that already have a clear definition of the behaviours associated with success.
Job matching
Assessment scores only become commercially useful when hiring teams can interpret them in relation to the job.
Clevry’s job-match feature allows employers to define what good looks like for each relevant personality scale. Importantly, this does not assume that a higher score is always better. A role may call for a preference towards either end of a scale depending on its demands.
Job matching enables the Selection Report, which describes the degree of fit between the individual’s results and the requirements of the role. Clevry uses an overall fit score and traffic-light presentation to make the results easier for recruiters and hiring managers to interpret.
Useful reports for hiring managers
A good assessment platform should help you translate psychometric data into actual decisions. Raw scores alone create extra work for recruiters and can make assessment feel more technical than it needs to be.
Clevry yields multiple reports from the same assessment data. The Selection Report supports recruitment and shortlisting. The Interviewer Report summarises relevant personality information and suggests interview questions based on the candidate’s profile, Team Strengths Report shows strengths and gaps across teams etc. Ability Reports explain performance on the tests completed.
The same personality questionnaire can also support later stages through reports such as the Onboarding Report, Team Strengths Report, Sales Report and Leadership Report, subject to the questionnaire used.
This means assessment data can continue to create value after the selection decision.
Candidate experience
A psychometric assessment may be scientifically robust but still damage the recruitment process if candidates find it confusing, unnecessarily long or unrelated to the job.
At Clevry we recommend balancing the level of personality insight required with questionnaire length. Bespoke personality questionnaires use six statements for each selected scale, and the platform recommends keeping custom questionnaires to no more than 30 scales where possible to protect candidate experience.
Ability tests include practice questions to give candidates a feel for what is coming. The Clevry platform also uses work-relevant scenarios, progress information and candidate-friendly design elements across our online assessment experience to make it easy for your candidates.
Operational flexibility
For busy Talent Acquisition teams, administration matters almost as much as assessment content.
The Clevry platform allows organisations to create assessment campaigns that group relevant assessments together for a role, recruitment drive or development programme. Campaigns can include automatic registration and response emails, closing dates, comparison groups and assessment settings.
Candidates can be invited individually, through a campaign link or in bulk using an upload. For larger or more complex recruitment processes, users can extend the workflow beyond psychometrics to include application forms, recorded video interviews, written exercises and other virtual assessment activities.
Psychometric quality
Employers should ask how assessments were developed, how scores are compared and what evidence supports their use.
All our personality questionnaires and cognitive ability tests have been developed and refined through over 30 years of research and testing, and we are ISO certified and fully accredited by the British Psychological Society. Our platform uses norm-referenced scoring, comparing candidate performance with relevant comparison groups.
For organisations with sufficient candidate volume, bespoke norm groups can also be created to provide an internal benchmark.
Integration and scalability
Assessment should fit into the wider recruitment technology environment. The Clevry platform easily integrates with your ATS provider for both individual recruitment campaigns and enterprise assessment.
When comparing providers, employers should consider candidate volumes, user permissions, branding, data flows, reporting requirements and how easily the platform can support several job families at once.
Support and implementation
Good assessment practice still requires judgement. Hiring teams need to know what to assess, how to interpret results and where assessment should sit within the recruitment process.
At Clevry we support users through onboarding, hiring-manager training, its Help Centre and customer support. The platform is designed so employers can administer online assessments without requiring test-user training for every activity, while guidance remains available for deeper interpretation and implementation.
Choosing the right assessment platform
The best psychometric assessment platform is the one that improves the quality and consistency of your decisions without creating unnecessary work for recruiters or candidates.
For many employers, that means looking beyond the size of the test library. Assess whether the provider can tailor assessments to real roles, combine different forms of evidence, automate the operational process and turn results into clear recommendations for hiring managers.
At Clevry we’ve spent over 30 years bringing those elements together within one platform. Employers can build assessment campaigns, select from established assessments, create bespoke personality questionnaires, define role-fit criteria, compare candidates and generate reports designed for selection, interviewing and onboarding.
The result is a psychometric assessment process that is built around the decision you need to make, rather than testing candidates for the sake of testing them.
Speak to one of the team and we would be happy to answer any questions and show you a quick demo of the platform in action.
