Responsible use
Using Keelworth responsibly.
Keelworth gives you a descriptive read on how a person tends to work. It is an aid to your judgment, never the decision. This page explains how to use it well, and your responsibilities under employment law.
An aid to your judgment, never the decision
A Keelworth report is one input. Read it alongside the interview, the work history, references, and your own judgment. It must not be the sole basis for any employment decision, including who you interview, hire, promote, or let go. The report describes tendencies, not certainties, and it does not tell you whether to hire someone.
What it measures, and what it does not
Keelworth measures work-style tendencies across thirteen traits. It does not measure skill, knowledge, intelligence, character, or mental health, and it does not predict job performance. It is not a medical examination and it is not a psychological diagnosis. Do not treat a reading as a statement about a person's ability or their health.
Your responsibilities under employment law
You are responsible for using the report lawfully. In the United States that includes following federal anti-discrimination laws such as Title VII of the Civil Rights Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and the Genetic Information Nondiscrimination Act. Many states and cities have their own rules, including Illinois, California, Colorado, and New York City, and some of these apply based on where a candidate lives. You are responsible for knowing and following the laws that apply to you.
In practice that means a few things:
- Do not use the report to treat anyone less favorably because of a protected characteristic.
- If you use any assessment in a way that affects selection and it produces an adverse impact on a protected group, you are responsible for showing the assessment is job-related and consistent with business necessity, and for monitoring for adverse impact.
- Apply the assessment the same way across candidates for a given role, rather than for some people and not others.
Reasonable accommodations
Some candidates may need an adjustment to take the assessment, or may have reasons it does not fit them. Offer a reasonable accommodation and an alternative on request, and do not penalize a candidate for asking. The assessment is one way to learn about work style, not the only one.
Data and consent
Candidates see a short consent line before they begin. As the employer, you are responsible for having a lawful basis to assess the people you invite, and for handling their results with care. Reports are private to your account. The privacy policy explains how data is collected and used.
When in doubt, get advice
This page is general information, not legal advice. Employment law is detailed and varies by place. For any decision with legal consequences, or before you build the assessment into a formal hiring process, seek advice from a qualified employment lawyer.
Related: privacy policy and terms of service.