Skills, experience and knowledge can be attained over time, but personality tends to remain consistent – and is difficult, if not impossible to train. That’s why personality is the key to job matching.

Employers send candidates to our site to create a PersonalFingerprint™ - a private survey of their personality traits, coupled with an accounting of their experience and education. Our patent-pending technology then allows unlimited matching of people’s PersonalFingerprints with employers’ custom JobFingerprints™ - profiles built from the traits of their own top performers in that job.

The process to build either type of Fingerprint takes 20-30 minutes and is completely confidential.

An accurate job fit is the most valid predictor of future success.

1. job postings to millions of candidates from over 16,000 niche job sites, for 30 days;
2. we’ll automatically assess every one of your applicants’ fit & qualifications;
3. we’ll give you candidate results reports, that include the best interview questions, for every one of your candidates.

A candidate’s personality and motivation attributes are valid and reliable predictors of their 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.

Recruit for cultural fit: Your company competes for top candidates by promoting your own unique job culture against that of your competitors. In other words, you are “selling” your company’s culture just as much as – or sometimes more than – a role’s compensation package. This means an accurate measurement of a role’s own unique “culture”, compared with how an applicant may fit that culture becomes very important to your success in recruiting the very best.

Top candidates are also more attracted to jobs and career paths that fit their own personality and motivation.

You can invite an unlimited number of employees and candidates to complete a free ClearFit job fit assessment survey.

• All types of roles (sales, management, customer service, IT, administrative, etc.)
• All company sizes
• All industries
• Selecting for performance and retention
• Predictive sorting of large applicant pools
• Internal promotion/succession
• Change management/process management

ClearFit should actually encourage MORE individuals to apply, because ClearFit allows applicants to express themselves using their personality and interest attributes. Both the company and candidate also benefit from a more accurate job match.

Since the survey only takes about 15 minutes to complete, those with a genuine interest in your company should be very motivated to complete the survey.

The average number of reports required per hire is between 3 and 7. Your needs will depend on how many candidates you typically short-list before making a hire.

The probability of someone being able to successfully manipulate the report is very low, for several reasons:

• Candidates have no way of knowing what ranges within each attribute are desirable and therefore would not know what answers correspond with your own unique JobFingerprint.
• Further to the above, the questions are worded in such a way that there is no “right answer” that can be guessed.
• Most important, the survey tool incorporates several advanced internal checks for both intentional distortion (applicant is trying to answer as they think an ideal sales person would) and unintentional distortion (they were distracted or preoccupied when completing the questionnaire). ClearFit notates these signs of distortion in the Candidate Results Report on each candidate.
• If this is not enough, ClearFit clearly warns applicants against intentional AND unintentional distortion on the instructions page of the questionnaire.

Your JobFingerprint was created using your own custom job information, so this will not be a problem. This is a problem when you are reviewing resumes, which do not validly or reliably predict future job performance. If someone does not fit the unique personality, motivation-based JobFingerprint, it’s most likely they will not be able to perform. So ClearFit actually helps avoid screening-out desirable candidates.

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

• First, it allows you to create your very own JobFingerprint to compare all your applicants against, instead of obliging you to use the same standard industry benchmark your competitors' use.
• Second, 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 typically take longer to complete and are more expensive than these other surveys.

Strong Fit: A candidate is a Strong Fit to the requirements of a JobFingerprint when the candidate satisfies the large majority of the 20 Worker Attribute requirements (i.e., at least 16 of 20), including at least 5 of the 5 of the Most Important Worker Attributes. The candidate must also meet all minimum skill and experience requirements. The standard for Strong Fit is chosen to be a very high standard that only a small percentage of candidates, 5%-10%, are likely to satisfy.

Fit: A candidate is a Fit to the requirements of a JobFingerprint when the candidate does not quite satisfy the requirements of a Strong Fit but does satisfy the majority of the 20 Worker Attribute requirements (i.e., at least 14 of 20), including at least 3 of the 5 of the Most Important Worker Attributes. The candidate must also meet all minimum skill and experience requirements. The standard for a Fit is chosen to be a challenging standard that only a modest percentage of candidates, 10%-20%, are likely to satisfy.

Weak Fit: A candidate is Weak Fit to the requirements of a JobFingerprint if the candidate fails to meet the requirements of either Strong Fit or Fit. This means the candidate fails to satisfy at least 14 of the 20 Worker Attribute Requirements or at least 3 of the 5 Most Important Worker Attributes. A candidate will also be Weak Fit if they do not meet all the minimum skill and experience requirements. This Weak Fit standard will include approximately 2/3rds of all candidates, for any given role. This standard further reinforces the intent to set high standards for Strong Fit and Fit.

Distortion: Candidate has intentionally or unintentionally distorted their answers to the assessment. They may be presenting what they feel to be a socially acceptable view of themselves rather than an honest picture of how they really are. This can create a false picture, making their results misleading.

We do not recommend generating reports on candidates who distorted their assessment. Proceed with traditional behavioral interview tools.

The “Distortion” scale was designed specifically to assess whether a candidate is choosing only those answers that are likely to seem most favorable to an employer.

Special questions in the ClearFit assessment are designed such that a certain answer is very likely to seem most favorable but also very likely to not be true of the candidate. If a candidate answers in the desirable but implausible direction on the large majority of these items, there is a strong indication this candidate is deliberately choosing answers believed to be favorable to employers rather than answering in an authentic manner.

The “Distortion” status can be earned by a candidate regardless of their Fit status. A candidate is given a “Distortion” status if their responses to the ClearFit assessment indicate they may not be responding in an authentic manner. Their responses indicate that are trying to guess at what an employer would want to see or are randomly providing responses. “Distortion” means employers should independently confirm the candidate’s ClearFit profile by asking interview questions provided in the ClearFit Candidate's Results Report specifically for this purpose.

We always let you see the results for all the candidates you invite. Once you match them against a JobFingerprint, it will adjust the order, but not eliminate candidates.

No and no. This is your own confidential information.

If candidates choose to become individual members of ClearFit, they can receive reports on themselves that are completely different from your ClearFit Candidate Results Report. The candidate-facing reports are general in nature: general career advice, not pertaining to any particular job. At no time is the applicant supplied any information on your JobFingerprint or what it looks like.

Candidates never see their Candidate Results Report. This is your own confidential information.

Our unique program is a diversity best practice because it treats every applicant in the same way – and bases their selection on unbiased performance predictors, not just subjective hiring manager criteria.

Absolutely not. It is not designed to target attributes that are identical. It is only looking to identify applicants who fall within a range of specific characteristics that were discovered as attribute patterns that lead to success in our most successful representatives. Some of these attributes may be invisible on the surface, but are very important for all top reps to possess.

Moreover, ClearFit was created to operate in a multicultural environment, where recruiting diversity and employee productivity is very important. Resumes and key words, by their very nature, are inherently biased. ClearFit circumvents this potential bias by assessing key predictive, unbiased attributes in advance of the resume review.

Validity: The survey is measuring what it claims to measure. For instance, if the survey describes an applicant as being high in the attribute “Influences Others” it’s because that person’s past behavior has actually been effective at influencing others in the past – and not simply the applicant self-describing themselves as being able to “influence others.”

Reliability: Someone’s survey results should not change much – if at all – even if they were to re-take the survey.

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 can identify whether a candidate has already taken their survey. If ClearFit locates pre-existing results for a candidate, it alerts the applicant that an survey has already been completed and cannot be re-taken within 30 days. We do this to ensure your candidate results are stable and to reduce the risk of candidate manipulation. (If an survey is older than 30 days, the applicant is given the option to re-take it.)

You should avoid re-assessing applicants to get a better Fit score. This is akin to "coaching" applicants on how to properly respond to the survey after they have already had an opportunity to complete it in a frank manner.

There is a high likelihood these applicants chose answers they thought would create a more desirable profile to the hirer, avoiding the more frank answers that would present a truer, more valid profile. You may wish to have applicants who have a "Distortion" status retake the assessment.

This is actually quite normal. ClearFit was engineered to measure different things than what you are capable of measuring using an interview – so you can come to different conclusions using both.

In fact, research has found that interviewers' pre-interview impressions of job applicants can influence their subsequent evaluations such that previewing an applicant’s paper credentials can lead to the formation of a lasting first impression of the applicant's fit to the perceived requirements of the job. (Phillips, A and Dipboye, R.L. (1989). Correlational tests of predictions from a process model of the interview. Journal of Applied Psychology, (74), 41-52.) This means it's always better to assess the applicant before a manager has met them.

ClearFit’s benefit is not solely helping you cut the number of interviews, ClearFit also helps you make a more accurate decision: the survey knows things that you do not know in the interview (that may be impossible to know from an interview).

Interviews are still an important part of the selection process. ClearFit complements the interview by providing the interviewer with more insight into the candidate – some of this insight is very difficult, if not impossible, to assess in-person. ClearFit should help hirers perform a more focused interview, ultimately saving time and reducing the overall number of interviews (only interview individuals who fit the your own pattern for success.)

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. Influencing Others. The dispositions and aptitudes to influence the actions and opinions of others in a desired direction.
17. Interest in People. The enjoyment and motivation to work with other people.
18. Interest in Data. The enjoyment and motivation to work in activities that involve the analysis and handling or complex, abstract data.
19. 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.
20. Service Orientation. The dispositions and desire to provide others such as clients, customers and co-workers the information, solutions or service they want or need.
"Distortion" scale. The tendency to deliberately respond to ClearFit items in the manner expected to be favorable for potential employers.