Using skills assessments responsibly as an employer

Decide the purpose first

Every assessment your organisation assigns has a purpose: hiring, development or learning. The purpose decides which assessments you may use.

• GyaniX library assessments are AI-generated and AI-reviewed and have not been validated by an independent expert. They are not validated for hiring decisions, so GyaniX lets organisations assign them for development or learning only. A hiring campaign cannot include them.
• For hiring, use an assessment that is validated for that use, for example one built from your own organisation's reviewed questions.

These rules are enforced by GyaniX itself, not left to good intentions: an AI-reviewed assessment assigned for hiring is refused.

Measure what the role needs

Choose assessments whose topics match the work. Read the topic list and the number of questions per topic on each assessment page. An assessment that measures things the role does not need adds noise and can be unfair to good candidates.

Tell people what to expect

• The invitation names your organisation, so candidates know who is asking.
• Before a proctored assessment starts, the candidate is told what is monitored and must agree. Without consent, it does not start.
• Offer adjustments. You can give a candidate extra time on an assessment you assign; ask candidates whether they need one.
• Say how results will be used and who will see them.

Read results with care

• A result is evidence of knowledge on one assessment, on one day. Use it alongside interviews, work samples and references, not instead of them.
• Look at the number of questions behind each skill result before drawing conclusions from it.
• Compare people only on the same assessment. Percentiles appear only when enough comparable results exist.
• An integrity flag is a prompt for a person to review the evidence, not a finding. GyaniX never ends an assessment or decides about integrity automatically.

Keep access narrow

Give results access only to colleagues who need it; roles control who can open results. Results can be held back from the candidate where your process requires it. A held report is left out of share links and report packs unless an administrator authorised to do so includes it explicitly; a link of that kind needs a written reason, expires within days and every opening is recorded.

Collect only the personal data you need. If a candidate withdraws consent for you to keep outcomes about them, those outcomes are deleted. Follow the data-protection and employment law that applies to you, and take legal advice where you are unsure.

People decide

GyaniX provides information. People make hiring, promotion and other consequential decisions, and should be able to explain them.