Management Feedback Report (MFR)

Managers will be provided with an MFR prior to the Feedback Discussion. The MFR provides an overview of a candidate’s fit with the Capability Requirements of the role. It is intended to enable you to participate in a meaningful discussion with the Consulting Psychologist during the feedback session. The aim of the FD is not to take you step – by – step through each element of the candidate’s profile. Rather it is to provide you with an overall impression of the candidate’s fit with the Capability Requirements of the role and to provide more detail on the particular strengths, weaknesses and risks that you should be aware of  and understand well, in order for you to make an informed decision about a candidate.

The MFR has various sections, beginning with a global view of the individual’s fit with the Capability Job Profile, and then “drilling down” progressively into more detail. This approach ensures that you get an immediate picture of the candidate’s fit, and allows you to spend more time on areas of potential concern or interest to you in the report. See Snapshot Report and Detailed Job Profile Report below.

Feedback Discussion

It is imperative that you study the management feedback report carefully before the feedback session. No doubt you are very busy and with this in mind, the report is designed to be brief and to provide you with both a snapshot and detailed view of the candidate. A thorough read should take about 15 minutes. This will:

⦁ Enable you to participate meaningfully in an informed discussion about the candidate’s profile.

⦁ It will expedite the feedback session and not take up unnecessary time discussing common cause matters  and the minutiae of the candidate’ s profile.

⦁ It will allow us to focus on the key things you should know about the candidate in order for you to make a decision about him/her.

The Feedback Discussion is strictly limited to 30 minutes.

The Snapshot Report

Recommendations with regard to the candidate’s fit with the Candidate’s Cognitive, Personality and Overall Fit are highlighted.

The overall recommendation is discussed.

The Fit Table indicates the degree of fit in the various areas.

On the second page of the Snapshot Report the Job Level Requirement of the role is indicated. The Candidate’s Level of Work is indicated. Recommendations, Risk and Comments are indicated.

The candidate’s ratings on the various personality traits relevant to the role are listed; their relative importance is indicated and the candidate’s ratings on the various traits are indicated.

Click here for a Sample Snapshot Report

Detailed Job Profile Report (DJPR)

Whereas the Snapshot report gives you an overview of the candidate, the DJPR provides you with deeper insight into the individual.

Firstly the cognitive requirements as well as the candidate’s capability and fit are presented in more detail.

Secondly the personality traits are discussed in more detail. The behaviours associated with each trait are highlighted; and beyond the ratings the individual’s strengths and potential weakness are represented in more detail.

Thirdly, strengths and weaknesses are summarised.

The report ends with a Conclusion and Recommendation.

Click here for a Sample Detailed Job Profile Report

Summary

Capability (Cognitive; Personality and Emotional Capability) is the strongest driver of job performance. Capability can only be accurately and objectively measured by psychometric tests. Jobs/Roles are profiled through Job Profiling Focus Groups in order to determine their Capability Requirements. Individuals are psychometrically assessed and then compared against the Capability Requirements of a role.

Feedback has 2 components – a Management Feedback Report (MFR) and Feedback Discussion with the Consulting Psychologist. It is critical for MFR to be read prior to the FD. It creates common ground for discussion between the Line Manager and the Consulting Psychologist and allows for an efficient and insightful discussion.

Clear recommendations are made in the report with regard to Cognitive Capability Fit, Personality and Emotional Capability Fit and Overall Capability Fit, as well as the degree of risk if any, of appointing the candidate based on his/her Capability. Ultimately the decision rests on your shoulders and it is imperative that you also integrate all the other information you have about the candidate with his/her psychometric assessment results in your decision-making process. Even so, our strong advice is that you as far as possible work within the framework of the recommendations we provide.