Selection Single-Test Decision Boundary

Keep a psychometric score from becoming the sole basis for a hiring recommendation. Preparation only, not an account action.

What to provide

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

How it works

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.

The output

candidate | test_source | criterion | other_evidence | decision_policy | single_source_hold

Worked fictional example

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.

Checks and limits

Keep source versions and original values. Unknowns stay unknown. Use qualified review for regulated, legal or hiring decisions. No live account compatibility test, send, share, schedule, ledger change or payment is authorized.

More recruiters workflows · How-to guides

Method: reviewed source. Demand lead: 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. Checked October 14, 2026.