🎯 Chapter Objective

By the end of this chapter, you will be able to:

Explain to the candidate why they are taking an assessment.
Apply the 4 golden rules to reduce "social desirability bias".
Set up the right testing conditions to obtain reliable results.

1) Why preparing the candidate is crucial

When a candidate takes an assessment, they might be tempted to answer the "right" way rather than how they truly are. This is known as social desirability bias.
The result? A "flattering" but inaccurate profile.
👉 Therefore, the quality of your hires depends as much on the tool as on how you frame the experience.

2) The 4 golden rules (to apply systematically)

📣 1. Announce a follow-up

"After this questionnaire, we will debrief together."
→ The candidate understands that it is not a dead end.

🔓 2. Provide access to results

"You will also receive your analysis."
→ Transparency = trust = more sincere answers.

🤝 3. Schedule a debriefing time

"We will take 10 minutes to discuss it."
→ This shows that the results are useful and do not disappear into a "black box".

🎯 4. Explain the pro-candidate objective

"This is not a school test. The goal is to get to know you better to help you succeed in the team."
→ The candidate understands that it is not a trap, but a help.

3) Proper testing conditions

🤫 Quiet

Not at the checkout or in the middle of a rush.
Ideally, offer the candidate a few minutes of privacy.

⏱️ Single session

No interruptions: the consistency of answers depends on continuity.

🗓️ Scheduled debrief

5–10 minutes are enough.
Confidentiality and active listening.
Even if brief, this meeting is non-negotiable: without a debrief, the candidate feels betrayed.

4) Ready-to-use texts

📩 Invitation (SMS / WhatsApp / email)

"I am sending you a short questionnaire. You will have access to your results; there are no right or wrong answers. We will discuss it together afterward. The goal is to find a position where you can thrive."

🎤 In-store pitch (10 seconds)

"You can scan here: in 3 minutes, you complete a short questionnaire, see the offers that suit you, receive your results, and we discuss them together."

5) Mini-exercise (self-check)

Rewrite your invitation message by incorporating the 4 golden rules.
Choose a quiet spot in your store to offer the assessment (note it down).
Schedule 2 10-minute slots in your calendar to debrief candidates this week.

Store sourcing - Prepare the candidate & reduce cognitive biases in Retail