Fair Usage Guidelines

How to use PredIntel™ Hiring Intelligence legally and responsibly

⚠️ MANDATORY READING

PredIntel™ is a decision support tool only. All assessments provide probabilistic insights and must be used as ONE factor among many in hiring decisions. All hiring decisions are YOUR sole responsibility.

What PredIntel™ Is & Isn't

This Assessment is NOT:

• A hiring decision (you must decide)
• A guarantee (probability, not certainty)
• A personality test
• A replacement for interviews
• A screening tool to reject candidates
• A determinant of candidate quality

This Assessment IS:

• A decision support tool
• A strength indicator
• A role-fit analyzer
• A probabilistic model
• A supplementary insight
• One factor among many

Recommended Usage (Legal & Effective)

Step 1:Screen for qualifications FIRST - Review resumes, check experience, verify required skills and certifications
Step 2:Conduct initial interviews - Phone screens, technical assessments, behavioral interviews
Step 3:Use PredIntel™ for finalists - Run assessments only on candidates who passed Steps 1-2
Step 4:Make holistic decision - Consider all factors: 40% qualifications, 30% interviews, 20% skills tests, 10% PredIntel™

Prohibited Usage (Illegal & Risky)

You SHALL NOT:

❌ Use PredIntel™ before reviewing qualifications and experience
❌ Set automatic cutoff scores (e.g., "reject all below 70")
❌ Use as the sole reason for rejection or hiring
❌ Tell candidates they were rejected due to PredIntel™ scores
❌ Share raw scores with candidates without proper context
❌ Use to discriminate against protected classes
❌ Bypass your standard hiring process

⚠️ Violation Consequences: Lawsuits, EEOC fines ($50K-300K+), account termination without refund, regulatory investigations

Understanding Scores Correctly

85-100

High Alignment - Strong probability of success in this role. Natural strengths align with position requirements.

70-84

Good Alignment - Moderate probability of success. Several strengths match role, may need supportive training.

55-69

Neutral Alignment - Equal probability of success/struggle. Consider other evaluation factors heavily.

Below 55

Lower Alignment - May face challenges in THIS specific role. Often indicates high fit for DIFFERENT position—consider alternatives.

💡 Critical Understanding: A low score means "not ideal for THIS specific role", NOT "bad candidate". Many successful placements come from redirecting candidates to better-fit positions.

Anti-Discrimination Commitment

PredIntel™ Does NOT Process Protected Characteristics

We do NOT collect or analyze:

• Race, ethnicity, or national origin
• Gender, sexual orientation, or gender identity
• Disability or health status
• Religious beliefs or practices
• Age as a discriminatory factor

We DO focus on:

• Role-fit pattern recognition
• Individual strength identification
• Optimal position alignment
• Productivity potential indicators
• Success probability assessment

Documentation Best Practices

Protect yourself legally by documenting ALL hiring decisions:

For Each Hiring Decision, Document:

Candidate: [Full Name]
Position: [Job Title]
Date: [Decision Date]

Evaluation Summary:
✓ Resume/Qualifications: [Score/Notes]
✓ Phone Screen: [Score/Notes]
✓ Technical Interview: [Score/Notes]
✓ Skills Assessment: [Score/Notes]
✓ Cultural Fit: [Score/Notes]
✓ PredIntel™ Assessment: [Score/Notes]
✓ References: [Notes]

Final Decision: [Hired / Not Selected]

Rationale: [Brief explanation considering ALL factors above]

Decision Maker: [Name]
Approved By: [Manager Name]

Why this matters: Proves you used multiple factors, shows PredIntel™ was not sole basis, defends against discrimination claims, demonstrates due diligence.

Alternative Role Recommendations

One of PredIntel™'s core strengths: We help find WHERE candidates belong, not IF they belong.

Example Workflow:

Scenario: Candidate applied for Sales Manager (Score: 58)

PredIntel™ suggests alternatives:

• Customer Success Manager (Score: 87)
• Account Manager (Score: 82)
• Sales Operations (Score: 79)

Recommended Action: Discuss alternative positions with candidate

Result: Happy employee + reduced turnover + filled other role + demonstrated good faith

Legal Benefit: Helping candidates find better fits (vs. rejecting) significantly reduces discrimination risk.

Required Training & Certification

All users must understand proper usage before accessing PredIntel™:

Initial Training: 15-minute overview of legal requirements and best practices
Legal Acknowledgment: Accept terms via modal before first assessment
Documentation Review: Read these Fair Usage Guidelines thoroughly
Annual Recertification: Re-accept terms every 90 days (automatic prompt)

Consequences of Misuse

If You Violate These Guidelines:

PredIntel™ May:

• Suspend your account immediately without warning
• Terminate Service without refund of unused credits
• Report discriminatory practices if required by law
• Refuse to serve as defense witness if you're sued

You May Face:

• Lawsuits from rejected candidates ($50K-500K+ settlements)
• EEOC investigations and fines ($50K-300K per violation)
• State/local regulatory actions
• Reputational damage and negative publicity
• Legal fees ($500K-2M+ to defend)

⚠️ We CANNOT and WILL NOT defend your misuse of our tool, your discriminatory hiring practices, or your violations of these guidelines.

Questions or Concerns?

Legal or Ethics Questions: Use Contact Form (Select appropriate category)

Usage Questions: support@predintel.zohodesk.in