Every candidate that conducts Alva’s personality test will get immediate feedback as soon as they have completed their results. They have access to the same report you as a recruiting organization has. This means you don’t have to have verbal feedback sessions with the candidates.
If you still want to do verbal feedback session you can of course do so. It can be a great way to further improve the candidate experience for your final candidates or bridge the gap between recruiting and onboarding. We recommend you spend the majority of a session like that to help the candidate verbalize concrete examples of how their results are helping and hindering them in a job role. Below you will find a guide for how to prepare ahead of such a session, how to conduct the actual session, as well as an example script you can use the first times you try it out.
Preparing ahead of the Feedback Session
Before you meet with the candidate, you need to have a good understanding of the results in the report. Keep in mind that the results for the personality test 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
When you have prepared, it is time to sit down with the candidate. Keep in mind to create a safe environment where the candidate feels comfortable to share.
Start with going through what the feedback session will cover and why you do it.
Go through briefly what the personality test measures.
Ask the candidate what they thought when reading the results and what stood out to them.
Go through one scale at a time. Explain what the scale measures and swiftly remind them over what their results indicate. The explore when they can see these behaviors in themselves, how it is helping them, and if there are situations where it is hindering.
If you want to you can discuss how the result might impact their performance in the particular role and context you are hiring for. Ask what support they might need from their future manager or what type of tasks they perform exceptionally well.
Continue with the next scale in the same manner until you have gone through the full result.
Wrap up the feedback session with a summary and clarify next steps in the process.
If you want to run a slightly more role specific feedback session, only go through the scales included in the personality profile.
An Example Script
“Hi! Welcome to this feedback session. We have 30 minutes to discuss your results. The purpose of this session is to reflect around how your result might help you, or hinder you, in the particular role you have applied for.”
“A personality test measures your natural tendencies and the results are an indication for how you tend to come across compared to others.”
“We will go over all five personality factors one by one and discuss any implications. Keep in mind that there is no correct results, there are strengths and potential challenges with all results.”
“What stood out for you when you first red the report?”
“The first scale we are going to talk about is Agreeableness. This measures your social style. Based on how you answered you will likely come across as…”
“Other people that answers like you will often come across as very warm, friendly and socially adaptable. In what situations do you think this is visible for you?”
“How do these traits help you in your current role?”
“How do you think they will be beneficial in the position you have applied for?”
“The backside to being this warm and friendly person, might be that you sometimes are too careful with a deviating opinion. In what situations are you less comfortable to speak your mind? When you have to do so, how do you ensure clearly state your opinion so that everyone understands it?”
“Are there situations where you would benefit to be more firm and straight forward when it comes to expressing your thoughts?”
Move on to the next scale.
“We have gone over all the results now. We talked about…
… Agreeableness where we said that you might come across as…
… Conscientiousness, where we discussed how you might…
Extraversion, where we discussed you tendency to …
Emotional stability, where we talked about …
And finally Openness, where we touched upon …”
“This is the final step of the process and we will come back to you early next week.”
Do you have any questions for me?
Some General Tips
Demonstrate genuine curiosity in how the results will portray themselves for this individual. It is a lot easier to open up when you feel someone wants to listen.
Focus more on the possible strengths. This will relax the candidate and show you are not out to get them. It is often a lot more likely they will share the potential challenges and developmental areas with you if you have already established there are good sides.
Ask open question and give the candidate room to reflect.