Integrate scores with other evidence
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
Decide in advance how test evidence contributes to the overall assessment and what limitations apply. Avoid unexplained automatic cutoffs based on a supplier dashboard. A score should be interpreted in the role context and alongside relevant evidence, with appropriate expertise. Investigate unexpected discrepancies instead of choosing whichever result confirms a preferred candidate. Review outcomes and possible adverse effects using lawful, appropriately governed analysis. Do not infer protected traits to perform fairness analysis. Retire instruments whose intended use cannot be justified or whose operation creates unresolved barriers.
Worked example
A strong work sample conflicts with a low test score. The panel checks administration, relevance and score interpretation with a qualified adviser rather than automatically ignoring either result.
Put it into practice
Write a 150-word interpretation note for a fictional mixed-evidence case.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
State what the test measures, its uncertainty and how it relates to the role. Identify what needs specialist interpretation. The note should support an accountable decision without claiming that the test reveals the whole person.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Selection methods
Professional context for selection methods and their limitations.
- GOV.UK: Discrimination in recruitment
UK legal context. Obtain advice for your jurisdiction and circumstances.