# Selection Single-Test Decision Boundary

Keep a psychometric score from becoming the sole basis for a hiring recommendation.

## Scope
Preparation and review only. No account action or professional decision.

## Inputs
Test/version results, job criteria, other assessment evidence and approved decision policy.

## Workflow
1. Record what the test measures and its source limits.
2. Map independent interview/work-sample evidence to job criteria.
3. Use CIPD guidance that test results should not be the sole selection basis.
4. Return evidence coverage; no ranking, diagnosis or hiring recommendation.

## Output contract
candidate | test_source | criterion | other_evidence | decision_policy | single_source_hold

## Fictional acceptance test
Fictional candidateA has one test score and no interview/work-sample evidence. Do not recommend hire/reject from that score. Missing other evidence stays held instead of filled with guessed traits.

## Review gates
Keep original values, source IDs and version dates. Unknown facts stay held. Use qualified review for hiring, legal and accounting conclusions. No send, share, sign-in, scheduling, ledger change or payment. Fictional contract review is not a live account compatibility test.

## Method source
https://www.cipd.org/en/knowledge/factsheets/selection-factsheet/

Checked October 14, 2026. Oct14 live AIS Search Console: marketing Copilot37 impressions, Planable/Claude43, Planable/ChatGPT24, campaignbrief12, investoragent19, MuseIndia107, cashflowforecasting13. Social calendar/reporting topics follow parent-query leads; other professions follow documented workflow needs, not measured exact intent. Site impressions are not monthly volumes; exact topic volume is unmeasured.