FOR RECRUITERS

Review evidence. Keep your judgment.

BookCertification gives people a way to share evidence from book-based assessments. It is additional context for a conversation—not a hiring decision system.

People choose what to share

A candidate can share a public profile link with you. There is no searchable candidate directory; profiles are not a pool to browse or discover without a link shared by the person.

The person remains in control of whether to share their profile. Treat the information as candidate-provided context and discuss it with them directly.

What assessment evidence can show

A Certificate of Knowledge records successful completion of a particular book-based assessment on the platform. It is evidence of performance within that assessment's scope.

It can add context about a person's demonstrated understanding of ideas in a book. It does not establish mastery of a whole discipline, practical ability, or job performance.

Assessment records are supplementary evidence, not substitutes for qualifications, references, structured interviews, or role-specific evaluation.

A private workspace for your review

The recruiter workspace is a private place to review candidate-shared assessment information and keep your recruiting work organised. It is separate from public profiles.

Access your workspace with your recruiter account. Candidate profile access still depends on a link shared with you by the candidate.

AI briefings with visible limits

AI-generated briefings may help summarise profile information and point to relevant source excerpts. Read those excerpts in context; the briefing is an aid to review, not an independent assessment.

Generated summaries can omit context, misstate meaning, or contain errors. They do not verify a candidate's claims or establish job-related competence. Use the underlying record and your own judgement.

Compare evidence without ranking people

You can compare evidence from multiple candidates to support a structured human review. The comparison is neutral: you choose what to examine and how to order candidates.

BookCertification does not rank candidates or advise whom to hire or reject. Assessment evidence cannot guarantee competence or predict performance in a role.

Keep the evidence in perspective

Use reading-assessment records as one limited part of a fair, human-led process. The candidate's own context and the requirements of the role matter.