Career Seekers FAQ

Your personality and motivation attributes are valid and reliable predictors of your career success. Hard skills, experience and knowledge can be attained over time, while personality tends to remain consistent – and difficult, if not impossible to train.

Find a job in which you have a cultural fit! Top candidates are typically attracted to jobs and career paths that fit their own personality and motivation.

ClearFit™ is always FREE for individuals and candidates!

The ClearFit personality/motivation survey differs from other survey for a number of reasons.

We use a very sophisticated type of personality/motivation survey called a “normative” survey. Normative surveys compare people to people (i.e.: an average range of top performer attribute scores to an applicant’s attribute scores). In other words, you can validly and defensibly compare people with jobs to help predict performance.

Other popular personality tests focus exclusively on the individual, identifying the relative strength of individual characteristics within each person – as opposed to comparing people to people (Normative). Survey systems like this are designed to explain differences in personality for training, etc. – not predict job performance, as Normative does. As a result, Normative Surveys are typically take longer to complete and are more expensive than these other surveys. But ClearFit has made it free for you!

No. This is your own confidential information.

Employers are able to generate completely different reports that compare you with their own unique JobFingerprints™, but they are not able to view your Personal Reports nor your Job Fit Report.

Other top quality normative psychometric surveys are more expensive and require 1-2 hours to complete. ClearFit is unique because it delivers the same high level of robustness in only 15-20 minutes. Other normative surveys target senior management and executives, whereas ClearFit delivers the same high quality robustness much more efficiently to any level of candidate and any size employer.

The science of Industrial Psychology has shown that people have certain types of stable personal attributes that consistently predict their behavior at work. For example, people who have a high need for achievement are more likely to complete work on time and with high quality. Also, this science has learned how to measure these personal attributes in a reliable and valid way. The ClearFit survey is based on this scientific foundation.

The ClearFit survey was deliberately and carefully designed to measure specific personal attributes (dispositions, temperaments and interests) that have been demonstrated in published personnel selection research to predict actual work behavior across a wide range of jobs from entry level jobs such as sales and service to executive leadership jobs. Each item in the ClearFit survey was closely patterned after a certain type of item that is known from personnel selection research to predict certain work behaviors. The close similarity between the ClearFit items and other heavily researched surveys means this scientific evidence of validity applies equally to the ClearFit items.

ClearFit is a relatively short survey process because of the manner in which the Worker Attributes are measured. In spite of this short length, the Worker Attributes measured by ClearFit are measured with high levels of reliability. ClearFit accomplishes this by assessing two layers of attributes. The first layer of attributes, called core psychological attributes, consists of 15 narrowly defined psychological traits such as Affiliative, Detail Orientation and Optimistic. Each of these core psychological attributes is measured by 6 ClearFit items, which are relatively short scales. The second layer of attributes consists of 20 more complex, broader work-oriented attributes called Worker Attributes. Each is created from some combination of 2, 3 or 4 core psychological attributes. For example, the Worker Attribute, “Service Orientation” is the combination of four separate core psychological attributes that represent the traits underlying the meaning of service orientation. As a result, each Worker Attribute is based on 12-24 ClearFit items. Trait measures consisting of more than 10-12 items are known in Industrial Psychology to be highly reliable. By measuring core psychological traits, then constructing Worker Attributes from combinations of core psychological attributes results in reliable Worker Attributes derived from a relatively short survey tool. All ClearFit Reports are based on Worker Attributes. As a result, all suggested decisions and reported information about candidates are based on highly reliable attributes.

ClearFit will identify you as already having taken your survey and will re-use your existing survey results so you do not have to complete the survey again.

The reliability of this survey is such that you will not need to repeat the questionnaire more than once every year or two (research shows your survey does not change much over time). So to help limit abuse and maintain validity, members will be unable to repeat the questionnaire within 30 days. (If your survey is older than 30 days, then you are given the option to re-take it.)

Interviews are still an important part of the selection process. ClearFit complements the interview by providing the interviewer with more insight into who you really are – some of this insight is very difficult, if not impossible, to assess in-person. ClearFit should help employers perform a more focused interview, ultimately saving time and reducing the overall number of interviews.

The 20 Worker Attributes are:

1. Stress Tolerance. The aptitudes necessary to maintain a steady level of performance and energy in spite of stressful circumstances.
2. Learning and Problem Solving. The aptitudes necessary to gather information quickly and to apply it accurately to new problems, obstacles or objectives.
3. Innovativeness. The aptitudes necessary to be insightful about problems and to develop new solutions, processes or strategies different from the past.
4. Takes Leadership. The dispositions and aptitudes that enable and motivate one to take on successful leadership roles in a wide variety of situations.
5. Reliability and Consistency. The dispositions and aptitudes necessary to work dependably, to actually achieve what one said would be achieved, and to be consistent across diverse situations.
6. Openness to Change / Ambiguity. The dispositions to accept and adapt to change and uncertainty without resistance.
7. Team Orientation. The willingness and aptitudes to work effectively with others within the formal or informal structure of teams or groups.
8. Independence. The interest in and enjoyment of working on one’s own without close interaction or interdependence with others.
9. Drive. The inner motivation and confidence to achieve successful results and be effective in all one does.
10. Organization. The dispositions and aptitudes to attend to detail, organize complex information and create effective plans from that information.
11. Self-regulating. The willingness and dispositions to acknowledge personal responsibility and accountability for one’s own work and results.
12. Recovery from Setbacks. The ability to sustain performance and quickly recover positive energy and motivation immediately following a negative outcome.
13. Risk Tolerance. The dispositions and willingness to risk failure in return for an opportunity to achieve a greater success.
14. Preference for Structure. The interest and preference for working in highly structured environments, including clear work rules and direction and organization hierarchy.
15. Consideration for Others. The disposition to behave in the interests of the whole group, to keep commitments and be considerate of the needs of others,.
16. Service Orientation. The dispositions and desire to provide others such as clients, customers and co-workers the information, solutions or service they want and need.
17. Influencing Others. The dispositions and aptitudes to influence the actions and opinions of others in a desired direction.
18. Interest in People. The enjoyment and motivation to work with other people.
19. Interest in Data. The enjoyment and motivation to work in activities that involve the analysis and handling or complex, abstract data.
20. Interest in Things. The enjoyment and motivation to work in activities that involve the operation, construction or repair of tools, equipment vehicles or other inanimate objects.
21. “Distortion” scale. The tendency to deliberately respond to ClearFit items in the manner expected to be favorable for potential employers.

These resume and skills-centric systems were built for employers, not job seekers. When you enter a resume or skills-based system, there is no opportunity to be proactive with the people you want to meet, or prove your creativity or ‘soft skills.’ At a job portal, you ARE your resume. Some recruiting and job portal sites offer an “interest profile” or “self survey” tool, but this does not perform the same function as ClearFit, which is based on personality and is much more accurate for job matching purposes.

We are unique because we specialize in getting your career off on the right foot. We help to empower you in your job search so that you do not miss your greatest opportunities. We are a tool that helps you to better understand yourself and become more effective at knowing and proving that you are the ‘right one’ for the job.

We can enter your job-search process much earlier than a job portal or recruiter (Internet-based or otherwise). We help you privately take the first steps toward discovering your most suitable career direction.

The methodology by which ClearFit was developed, patterned each new item on a template for a specific type of item shown by previous research to measure the attribute targeted for the new ClearFit item. This methodology assures that the ClearFit items are reliable and valid. As a result, the ClearFit Worker Attribute measures, which are the measures reported in ClearFit Reports, can be expected to have reliabilities and validities that satisfy employment guidelines.

In addition, legal standards for survey tools like ClearFit only apply in the case that the survey results adversely impact people in the groups protected by the employment laws. Survey tools designed to measure the personal attributes assessed by ClearFit have a substantial research foundation showing that they do not cause adverse impact.

The ClearFit measures of Worker Attributes are highly reliable because the items in the ClearFit survey are based on items that have been shown to be reliable in extensive previous research. This reliability means people would get very similar results if they completed ClearFit a second time. Also, two people with similar personal attributes would get similar ClearFit results. The method by which ClearFit was developed also means that ClearFit attributes are valid. This previous research has shown that the attributes measured by the ClearFit items predict future work behavior across a wide range of types of work.

The reliability of each individual Worker Attribute is in the range from .80-.90 based on the development methodology of patterning ClearFit items on templates for existing items with known reliabilities. Similarly, the validity of ClearFit Worker Attributes for personnel selection decisions ranges from .10-.30, which is typical of the empirical validity results for personal attribute measures designed to measures attributes like those assessed by ClearFit. These levels of reliability and validity are professionally regarded as satisfactory for surveys used to make personnel selection decisions.

No other tool or program is able to connect you to a cross-section of so many jobs based on your own unique personality traits. Professional career counselling can cost hundreds of dollars. And when you are done, you still have to get connected with a suitable job.

Companies traditionally look first for experience – they put hundreds of resumes on the chopping block – evaluating your worthiness with a single document. But this puts the cart before the horse, because companies care more about who you are than what you’ve done or what skills you have: they know you’ll be a better performer if you fit your job.

ClearFit helps you focus on applying to the jobs where you are most likely to find success. You’ve met many people who have written a ‘one-size-fits-all’ resume because they think that by applying to more places, they have a better chance of getting a job. But all this does is send a whole slew of mediocre, non-specific resumes to all the most important companies. This method wastes time, effort and energy.

Why not just do ClearFit out of interest? Many people do.

Other reasons to try it include:

• To understand your work-related self much better.
• To gain priority treatment at the company you plan on applying to.
• To reinforce your decision to enter a particular field.
• To help you stand out from others interviewing for the same job.

We built the program for all types of people – not just active job-seekers. ClearFit is great for curious people who want to know what other careers suit them. Your personal information is completely confidential! Read our extensive privacy policy.

Your results are stored indefinitely. We store unfinished questionnaires for 7 days. If you need to take a break or stop, you can save your questions and pick up where you left off.

No, but we sure can help! ClearFit specializes in some crucial steps toward securing a job:

• We help you discover your most effective career path -- where you should find optimal success and happiness.
• We help you avoid wasting time applying to too many places.
• We provide valuable insight into yourself and the job, so you can have the most effective hiring process possible.
  

Our objective is to open the right doors for you and help you make the right decision.

ClearFit' survey component was designed by a team of leading specialists and PhDs in the fields of psychology and psychometrics.

ClearFit helps you discover certain qualities you possess that employers are looking for. When you understand your own job suitability, you are far more likely to create a persuasive resume and have an effective interview.

You will be more aware of your strengths, and understand them in relation to what employers need.