Services
Bespoke Test Design
Customised psychometric assessments made to measure.
Bespoke test design & development
Build psychometric assessments that measure what matters in your organisation.
Our bespoke assessment design and development service helps you create tailored tools for recruitment, selection, development and internal mobility. Drawing on over 30 years’ experience, we work with you to design assessments that reflect your role requirements, company values, brand identity and decision-making process.
That might mean creating a custom ability test for a specialist role, building a bespoke situational judgement test around realistic workplace scenarios, developing personality scales mapped to your competency framework, or designing a fully branded candidate journey that mirrors the look, feel, voice and values of your organisation.
Whether you need a light re-skin of the Clevry platform or a fully bespoke assessment built from the ground up, our business psychologists can help you design tools that feel relevant to candidates and useful to hiring teams.
Why use bespoke assessments?
Our fully tailored psychometric assessments give you the total freedom and flexibility to create tools that look exactly how you want, measure exactly what you’re looking for and achieve unparalleled candidate experience.
The predictive value of an assessment depends on whether it measures the right things.
Generic psychometric tests can be effective, especially when they are well-validated and properly matched to the role. But some hiring situations need a more tailored approach. If your role has specific requirements, unusual scenarios, sector-specific challenges, or a distinctive competency framework, a bespoke assessment can give you a clearer view of how candidates are likely to perform.
Bespoke assessments allow you to focus on the exact skills, behaviours, judgement calls and working preferences that matter in the role. This makes the results easier to interpret and easier to connect to real selection decisions.
1.
Meets specific business needs
Build a tool around exactly the kind of scenario your candidates will have to deal with at work.
We build up a picture of your organisation from focus groups, job shadowing and interviews to create tests that mirror the role perfectly.
2.
Improved candidate experience
Psychometrics are often one of the first opportunities for your candidates to get to know you.
By creating a tool that looks and feels exactly the way you want it to you can ensure you send out the right messages and make that first impression count.
3.
Enhanced predictive validity
The predictive validity of psychometric assessment hinges on whether the tests measure the the types of skills the individuals will need to utilise if hired.
Bespoke tools are by far the best way to achieve this.
4.
Reinforce employer brand
Bespoke psychometrics are a great way to set yourself apart from competitors.
In today’s recruitment market the majority of candidates will have experience with undergoing psychometric assessment. By making yours specific to you, you can stand out from the crowd and consequently attract and retain the candidates that are a perfect fit.
What can be included in a bespoke assessment?
The scope of our bespoke assessment design service is broad. It can range from a simple branded candidate experience to a fully custom assessment built around your role, competencies and hiring process.
We can design ability tests that measure the types of reasoning and problem-solving required in the role.
This might include:
- Numerical reasoning tests using role-relevant data.
- Verbal reasoning tests using workplace documents or written material.
- Abstract reasoning tests for learning agility and pattern recognition.
- Technical reasoning tests for specialist roles.
- Role-specific problem-solving exercises.
A bespoke ability test can be particularly useful when an off-the-shelf test feels too generic or does not reflect the type of information candidates will work with.
A bespoke situational judgement test presents candidates with realistic workplace scenarios and asks them to choose or rate possible responses.
These tests can be used to assess judgement, decision-making, customer focus, collaboration, leadership, integrity, safety awareness, resilience and role-specific behaviours.
They are especially useful when you want the assessment to reflect the real situations candidates will face in the job.
We can design personality or behavioural assessment content around your competency framework, values, leadership model or success profile.
This can help you assess how a candidate is likely to work, communicate, respond to pressure, make decisions, support others or adapt to change.
Bespoke personality content can also be connected to custom reports, interview guides and development outputs.
A blended assessment combines multiple assessment types into one coherent candidate experience.
For example, a candidate might complete a short ability test, a situational judgement test and a behavioural questionnaire in one sitting. The experience can be designed to feel smooth and relevant, rather than fragmented.
This can improve candidate experience while giving hiring teams a broader evidence base.
We can re-skin the Clevry platform to reflect your organisation’s branding, tone and candidate experience.
This might include:
- Your logo and colours.
- Custom instructions.
- Role-specific introduction pages.
- Branded candidate communications.
- Tailored feedback reports.
- Realistic job preview messaging.
- Assessment content written in your organisation’s voice.
Bespoke assessment projects can also include ATS integration design, guidance on assessment delivery through your recruitment process, and app-based assessment experiences with gamified elements where appropriate.
The aim is to create an assessment process that fits into the way your hiring team already works.
Our bespoke assessment design process
We take a collaborative, consultancy-led approach to bespoke assessment design.
Every project is shaped around the role, the hiring challenge and the decisions the assessment needs to support. We work with your team to understand what good performance looks like, design the right assessment method, trial the tool, analyse the data and support implementation.
1) Scoping and kick-off
We start by agreeing the project scope, objectives, timelines and key stakeholders. This includes clarifying the role, the hiring challenge, the assessment format, reporting needs, platform requirements and how the assessment results will be used in the selection process.
2. Discovery
Our business psychologists work with your stakeholders to understand what strong performance looks like in the role. This may include reviewing job materials, competency frameworks, candidate journey requirements, realistic job messages, key tasks, common challenges and the scenarios candidates are likely to face.
3. Design
We design the bespoke assessment content around the evidence gathered during discovery. This may include questions, scenarios, response options, scoring methods, candidate instructions and bespoke reports for candidates, hiring managers or recruitment teams. We then work with your stakeholders to review the content for quality, realism and role relevance.
4. Delivery
We prepare the assessment for live use. This may include trialling, psychometric analysis, platform set-up, ATS guidance, stakeholder training and support on how to interpret and use the assessment results. Where trial data is available, we can review the assessment’s psychometric qualities and refine the tool before launch.
5. Evaluation
After launch, we can review how the assessment is performing in practice. This may include analysing candidate data, completion rates, score patterns, stakeholder feedback, selection outcomes and wider evidence of validity and utility. Sharing relevant data helps us build a stronger evidence base and refine the assessment over time.
