Q. Why does the questionnaire use a 1-100 scale? A.The 1-100 scale gives wide scope for differentiating between the importance of 2 factors which are really close in importance. By using the more common 1-10 scale, this differentiation would be less (and people would probably want to put half marks anyway!).
Q. Is it possible to "fail" the MVQ? A. No. There are no right and wrong values. However, occasionally we get a result where the respondent has provided the same rating to most, or all, of the items. This means they get a result which suggests that nearly all of the values are of equal importance. In this case, we invite them to complete the MVQ again (free of charge), and encourage them to be more discerning in their responses. In nearly all cases, this results in more meaningful outcome.
Q. What does the MVQ cost? A. See How it works for price details.
Q. How long does the MVQ take? A. On average, the MVQ takes 10-15min to complete.
Q. Is it possible to complete the MVQ on paper? A. Special arrangements can be made for a paper administration of the MVQ, where multiple people will be completing the questionnaire. Click here to send us an email to discuss arrangements for this.
Q. What happens to my results when I have completed the MVQ? A. We will keep your raw data to support our ongoing research and development of the MVQ. Such research will be anonymous and never identify you. Your results will never be provided to a 3rd party without your consent. If you do not wish us to keep your data for research purposes, email us and we will delete your data.
Q. Can the MVQ be used as a recruitment tool? A. While the use of the MVQ as a candidate evaluation tool is an attractive proposition, it is not recommended as a screening tool.
The MVQ can, however, play a role in the recruitment process, when used to raise self-awareness of the candidate, and as a discussion point during the interview process. By facilitating a real conversation about this area, MVQ results can be a valuable discussion point in the interview process. Both parties have instant access to some crucial characteristics "below the surface which are important to the success of the candidate in their potential role. This can be particularly useful in organisations which have explicit values and place strong emphasis on values fit in the selection process. Anything which supports a more open and real conversation is useful in a recruitment process, and the MVQ can definitely fit this purpose.
