What feedback should you give candidates once they have completed the AssessFirst personality questionnaire?


“There is both an ethical and legal aspect to candidate feedback. It is an integral part of the assessment. Here are our recommendations on the matter.”

Simon Baron

Chief Innovation Officer – AssessFirst

Giving a candidate feedback is fulfilling your responsibility as an assessor.

Failing to provide feedback is rarely the result of a lack of will and is more to do with a lack of time. The information also needs to be adapted to the situation.

The resources at your disposal are as follows:

1 – The oral summary covers the main conclusions of the results analysis. It needs to encompass the three main personality aspects: Relationship with others, relationship to work and management of emotions.

2 – The introduction summary of the AssessFirst personality questionnaire is aimed at candidates and only covers the written parts of the assessment report. It allows candidates to find out their results and if necessary tell the recruiter which points they disagree with.


Scenario no.1: The candidate does not turn up to the interview.

Advice – inform them that you remain available to provide any information.

Scenario no.2: The candidate does not turn up to the interview but still asks for their results.

Advice – give them oral feedback only, translating the scores for each PSV20 trait into behaviors.

Scenario no.3: The candidate turns up to the interview without asking for any more information about how they did.

Advice – at the end of the interview, remind them that the PSV20 was not explicitly addressed but that they are allowed to explore discussion topics, as that is the objective. If you did not collect all of the information you wanted to, you can ask them to illustrate the assessed behaviors with facts.

Scenario no.4: The candidate turns up to the interview and asks for feedback on how they did.

Advice – give an oral summary of their results, describing their relationship with others, their relationship to work and their management of emotions. Leave room for any potential summaries that they might contribute to and remind them that the decision is not made based on the results, but on the current interview. You can then either take the time to describe their profile in detail or speak to them about the AssessFirst personality questionnaire Profile Summary and allow them to get back to you if they have any questions.

AFNOR’s position

“The candidate must receive an overall presentation of the interpretation of the tests, without a score or numerical elements regarding the aspects assessed.” (Standards NF X 50-767 Recruitment consulting firms: Quality of services)

What the law says.

All candidates have the right, if they so desire, to at least an oral presentation of the assessment results. The recruiter is therefore free to do so as they see fit. Therefore, providing feedback to the candidate is more of a “moral” duty than a legal one.

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