Reference

Hiring assessment glossary

Common hiring test terms, explained in plain words. Many link to a longer guide.

4D framework: A four-part model for assessing AI fluency: Delegation (deciding what to hand to AI), Description (specifying the task clearly), Discernment (evaluating what comes back), and Diligence (owning the result). Used to set and check the AI-fluency requirement for a role.
Adverse impact: A hiring practice that disproportionately screens out a protected group, measured by the four-fifths rule. It can occur even without intent, which is why assessments should be audited for it.
AI fluency: A measure of whether a candidate works effectively and responsibly with AI tools — knowing when to trust output, when to verify, and how to use models with judgement.
AI Sandbox: An optional hands-on task in which a candidate uses AI tools to fix or build something that works. It shows how they work with AI in practice: the applied side of AI fluency.
BARS (behaviourally-anchored rating scale): A rating scale that describes each level with clear behaviours you can see, not vague words. Two interviewers then give the same answer the same rating.
Behavioural pillar: The hiring pillar that looks at work style and how a person tends to act at work. It uses clear, observable behaviours instead of gut feel, so candidates can be compared on the same terms.
Cognitive pillar: The hiring pillar that looks at reasoning, spotting patterns and how quickly someone learns. It is a useful sign of potential. On its own, it cannot tell you whether someone has the skills a job needs.
Domain pillar: The hiring pillar that tests whether a candidate can actually do the work. Its questions cover the real skills the role needs.
Hiring pillars: The separate areas a hiring assessment looks at, such as reasoning, judgement in work situations, work style and job skills. Looking at each area on its own stops one strong or weak area from hiding the rest. AI fluency can also be set as a requirement for a role.
Per-job skills test: A skills test built for one role from its job description. It is not picked from a ready-made set of tests that many employers share.
Quality of hire: A measure of how well a new hire works out once they are in the job. To track it, employers usually look at performance, how fast the person settles in and whether they stay.
Situational judgement: The hiring pillar that gives candidates realistic work situations with no single right answer. It shows how they set priorities, decide when to pass a problem on and make a call. It tests judgement, not memory.

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