Why Candidate Feedback Matters

Providing feedback following a psychometric assessment is not merely a professional courtesy, it is an ethical and, in many respects, legal obligation. Feedback ensures transparency, supports fair treatment of candidates, and contributes to their personal and professional growth. From an organisational perspective, it enhances employer brand reputation and signals a culture that values respect, development, and ethical integrity.

The Legal and Regulatory Framework in South Africa

Although no single statute explicitly mandates that employers must provide feedback on psychometric assessments, several South African laws and regulatory bodies establish clear expectations that indirectly require or strongly support this practice. Herewith more detail on these.

1. The Protection of Personal Information Act (POPIA), Act No. 4 of 2013

Under POPIA, psychometric assessment results are classified as personal information, and in many cases, as special personal information, because they relate to an individual’s psychological attributes or characteristics, personality, potential and capabilities. Section 23 of POPIA gives individuals the right to access their personal information held by another party. This implies that candidates are entitled to request access to their psychometric data and to understand how the data gets used during the employment decision-making process.

2. The Employment Equity Act (EEA), Act No. 55 of 1998

The EEA requires that all employment practices, including assessment processes, be fair, valid, and free from bias (Section 8). Withholding assessment feedback can be viewed as inconsistent with procedural fairness and transparency, particularly if assessment results influence hiring or promotion decisions. Providing candidates with constructive feedback supports equitable and transparent employment practices as envisioned by the EEA.

3. The Health Professions Council of South Africa (HPCSA) Ethical Guidelines

Psychologists and psychometrists registered under the Health Professions Act (Act No. 56 of 1974) must adhere to the ethical rules set out by the HPCSA’s Professional Board for Psychology. The HPCSA’s Ethical Guidelines for Psychologists (Booklet 2, Rule 8) explicitly state that practitioners must provide individuals with appropriate feedback about the nature, results, and interpretation of assessments, unless there are justified reasons not to do so (for example, if disclosure could cause harm). Failure to provide feedback can therefore constitute a breach of professional ethics and expose the practitioner and employer to reputational and legal risk.

Ethical and Organisational Benefits of Providing Feedback

Beyond compliance, offering feedback embodies the principles of respect, fairness, and empowerment. It allows candidates to:

• Understand their strengths and areas for development;
• Use the insights to inform their career growth and self-awareness; and
• Feel valued and respected throughout the selection or development process.

For employers, structured feedback processes strengthen their reputation as fair and responsible organisations. This not only enhances the candidate experience, but also contributes to a positive employer brand, which can attract top talent and foster engagement.

Practical Considerations for Delivering Feedback

While feedback should always be offered, its form and delivery method can be adapted to organisational capacity and context. The following options can be considered:

• Individual feedback sessions allow for personal discussion and clarification and the ideal feedback setting, as candidates get the opportunity to ask the professional clarifying questions.
• Group feedback sessions can be used for large-scale assessments, provided confidentiality is maintained and individual feedback sessions would not be an option.
• Written feedback reports can supplement verbal discussions and offer candidates a reference for future development.

Feedback should always be delivered by a registered psychology professional in a constructive, confidential, and developmentally focused manner. The costs associated with feedback sessions can be covered either by the employer or, in certain cases, by the individual, what matters is that the opportunity for feedback and development is made available.

Conclusion

In South Africa, providing candidate feedback following psychometric assessment is both a best practice and an ethical necessity. It aligns with key legislative frameworks such as POPIA and the EEA, and with the HPCSA’s professional ethics. Beyond compliance, it represents an investment in people, fairness, and long-term organisational credibility.

Employers who prioritise transparent and constructive feedback practices demonstrate not only legal compliance but also a genuine commitment to human development - turning assessment results into meaningful insights that benefit both the individual and the organisation.

References

• Health Professions Council of South Africa (HPCSA). Ethical Rules of Conduct for Practitioners Registered under the Health Professions Act, 1974 (Booklet 2).
• Protection of Personal Information Act (POPIA), Act No. 4 of 2013.
• Employment Equity Act (EEA), Act No. 55 of 1998.
• Health Professions Act, Act No. 56 of 1974.
• Department of Labour (2023). Code of Good Practice on the Integration of Employment Equity into Human Resource Policies and Practices.