Every candidate that conducts Alva’s logic 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. 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.
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 personality test, 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 logic test measures.
Ask the candidate what they thought when reading the results.
Go through the results and what that might indicate. Discuss how the candidates leverages their results and what strategies they have to learn, understand and problem-solve in new situations.
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.
Wrap up the feedback session with a summary and clarify next steps in the process.
Some General Tips
Demonstrate genuin 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.