Can the results be used as a ‘pass or fail’?

While our assessments are legally defensible to assist in employee selection, they should not be used as a ‘pass or fail’ test or the sole factor in employment-related decisions. Any behavioral assessment should be used as one of several sources of information during the hiring process. We suggest that the results should weigh in at approximately 25% of the overall decision and always recommend that employers continue to conduct interviews, skills testing, background checks, and reference checks.