Relaying feedback to a hiring manager on a candidate’s results is a good way to help paint a picture of the future success of the candidate, as well as to guide the hiring manager on how they can manage the candidate if you hire them.
This feedback guide provides you with a step-by-step guide on how to run such a session. Keep in mind that this is a suggestion, once you get used to running these feedback sessions, you can find your own best way to do them.
Prepare Ahead of the Feedback Session
Before you meet with the hiring manager, you need to have a good understanding of the results in the report. Keep in mind that the results for the psychometric tests are neutral, meaning there are no results that are inherently "good" or "bad", and they all come with potential strengths and pitfalls. When evaluating the test results, you need to compare them to the specific context for which you are hiring. The most objective way to evaluate the results is therefore by looking at the overall role fit, a great indication of how the candidate will likely perform in the role.
If you want to do a deeper analysis of the results, we suggest you follow these steps:
Read through the test results. If needed, use the Interpretation guide.
Note how the candidate scores on the different scales. Results outside the average span are less common and can therefore indicate characteristics that stand out more.
Compare the results against the job requirements.
What should be seen as potential strengths in this context?
What should be seen as potential development areas in this context?
If you have any data points from the candidate (from interviews or other conversations) that exemplify the results, note those down.
Below Average | 1-3 |
Average | 4-7 |
Above Average | 8-10 |
Run the Feedback Session
Once you have summarized the results for yourself, you are ready to relay the highlights to the hiring manager. In every hiring process, there will be a lot of information. Your job is to sort out the most relevant pieces to help them make a decision.
Start by giving your recommendations if you should proceed with this candidate or not. Ideally, you base this decision on the candidate's role fit score.
Explain why you make this recommendation using a very brief summary.
Provide more context by explaining how this candidate will likely come across and act in the specific role based on the test results and other hiring information.
Give pointers on how the hiring manager can leverage the insight in onboarding and coaching (if you hire the candidate in question).
Ask the hiring manager for their thoughts and questions.
Wrap up by repeating your recommendation and clarifying the next steps.
An Example Script
“I would recommend proceeding with this candidate.”
“She has a high role fit, meaning she has the right characteristics to do a good job. Her strong resilience and ability to drive towards results makes me believe this is the right candidate for us.”
“Some aspects that stand out as strengths in the personality test are her high level of Emotional Stability. This means she will likely be more resilient than others. She will likely come across as more carefree, having a more even temper, and being able to handle a higher degree of stress and pressure. I also think her average level of Extraversion will be beneficial in this role. She will likely have a good balance between being outgoing and social, and being more reflective and independent.”
“One potential challenge might be her lower result on Openness. This candidate will likely come across as more down-to-earth and conservative. You as her manager might need to push her to try new things.”
“Do you have any questions? Does this rhyme well with your perception of the candidate?”
“Okay so to wrap things up. I think this is a strong candidate we should proceed with. The next step would be to write up a job offer.”