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Guidelines for Using Prevue Assessment

How to administer assessments and apply results appropriately

Prevue Assessments are designed to support fair, objective hiring decisions. Following these guidelines helps ensure accurate results, responsible use, and compliance with recognized professional standards.

Assessment Administration

For the most reliable and valid results, assessments should be completed in a controlled environment under supervision. This helps maintain the integrity of the assessment process and ensures that results accurately reflect the candidate’s abilities and responses.

This helps ensure that:

  • The individual completing the assessment is the intended candidate
  • Responses are completed independently, without outside influence
  • Any technical issues or unexpected situations can be addressed in real time
  • Appropriate accommodations can be provided where required

If an assessment is completed without supervision, the accuracy of the results may be impacted. In these cases, you may consider having the candidate retake the assessment in a controlled setting, such as during an in-person interview.


Using Assessment Results in Hiring Decisions

Prevue Assessments are one component of a comprehensive hiring process. They are most effective when used alongside other evaluation methods to provide a more complete view of each candidate.

As a guideline:

  • Assessment results should not represent more than one-third of the overall hiring decision
  • Other factors, such as work history, interviews, references, and background checks, should be considered alongside assessment results

This balanced approach helps ensure decisions are informed, consistent, and aligned with best practices in hiring.

 


Ensuring Fair and Compliant Use

Prevue Assessments are developed to support fair and equitable hiring practices. When used appropriately, they help ensure candidates are evaluated consistently and without bias.

The assessments are designed in accordance with established guidelines and professional standards, including:

  • Equal Employment Opportunity Commission (EEOC) guidelines
  • The Americans with Disabilities Act (ADA)
  • Standards for test development from organizations such as the American Psychological Association (APA), the British Psychological Society (BPS), and the Association of Test Publishers (ATP)

These standards support fair treatment of candidates, regardless of race, color, religion, sex, or national origin.