How to be a good interviewer
Being a good, effective interviewer requires more than just having a charismatic personality.
Our assessment division was originally founded as Criterion in 1991 by Richard Hunter, who prior to this co-built the OPQ at SHL.
Clevry's personality and ability assessments are based on rational model which means all our psychometric assessments have the highest predictive validity of different psychometric tests.
Measuring distinct elements of personality (traits), not broad domains. Shows "strength of preference" on a scale, rather than categorizing people on one side or another.
Find our scale library here.
Candidates' responses are always compared to a norm group.
High levels of reliability and validity.
Accredited by The British Psychological Society.
Born from desire to use personality assessments in the workplace. Assessments are specific to occupational settings.
The rational model has the highest predictability of job performance.
A type of scoring system which compares the performance of a candidate with a norm group of people who have taken the test before.
The score is expressed as a percentile or standard score. Assessments on Clevry are normative.
Does the test measure what it sets out to?
Are the questionnaire items representative of the attribute being measured?
Does the test accurately measure what it sets out to?
Would someone get the same results if they completed an assessment for a second time?
We are happy to provide you with further documentation about our products and services. Please contact us for more information.
Some of the most commonly asked information sheets are:
Validity and reliability
Accessibility and neurodiversity
Security, privacy and GDPR
Situational judgement tests