This page is the "Feedback guidance" referenced in clause 8 of the Terms of service. It explains how an Authorised User should respond when a Candidate asks for feedback on their SIRPI-PE Report. Following this guidance is a contractual obligation for every Customer; departing from it may be a breach of the Terms.
1. When you will receive a request
A Candidate may ask for feedback at three typical points:
- shortly after submitting the assessment, while the experience is fresh;
- after the recruiting organisation has made a hiring decision affecting them;
- after the Candidate has read the Candidate notice, which informs Candidates of their right to ask.
Risurix does not provide feedback to Candidates directly. If a Candidate contacts Risurix asking for feedback on a specific result, we will route them back to the recruiting organisation that invited them. Where the Candidate’s concern is about the operation of the scoring engine itself, our Privacy Officer will respond.
2. Acknowledge promptly
Acknowledge a feedback request within five Business Days of receipt. The acknowledgement does not need to be the substantive response. It should:
- confirm receipt of the request;
- give the Candidate a realistic timeline for a substantive response;
- name the person (or role) who will follow up.
A substantive response should follow within 30 days of the original request, mirroring the timelines in the Privacy policy for access and complaints.
3. What you may share
You may discuss, at a level appropriate for the Candidate:
- the behavioural themes the SIRPI-PE Report describes across the five dimensions, in plain English;
- how the Report was used in the selection (as one input among many, in conjunction with interview, reference checks, and other relevant evidence);
- what the recruiting organisation looked for in the role, and how that shaped the human reviewer’s interpretation;
- any reasonable adjustments that were offered or provided to the Candidate.
A short paraphrase of the relevant dimensions, in the Candidate’s own context, is usually the most useful thing you can offer.
4. What you must NOT share
You must not, and your Authorised Users must not:
- communicate raw scores, percentiles, or category labels to the Candidate as if they were a definitive characterisation of the Candidate (this is prohibited by Terms clause 7);
- disclose the SIRPI-PE scoring keys, score-to-report mappings, or item weights (Terms clause 4 (Permitted use) and clause 10 (Confidentiality));
- share a modified, re-rendered, or re-purposed version of the Report (Terms clause 8);
- present the Report as the sole or principal basis for any adverse decision (Terms clause 8);
- disclose another Candidate’s information, or aggregate data that could re-identify another Candidate.
If the Candidate asks for a copy of the Report itself, you may share it in the form Risurix produced; you must not edit it.
5. Who provides the feedback
Feedback must be delivered by a trained interpreter. This is the Authorised User in your organisation who has completed the Risurix-published interpretation training described in Terms clause 7. Untrained personnel must not provide feedback on a Report.
If your organisation does not currently have a trained interpreter available (for example, the trained person has left), pause feedback responses until a replacement is trained, and tell the Candidate the realistic timeline. Do not deliver feedback through someone who has not completed the training.
6. Record the response
Keep a written record of every feedback response. The record should capture:
- the date of the request and the date of the response;
- the Authorised User who delivered the feedback;
- a summary of what was shared (at the level of "behavioural themes discussed; report copy provided or not");
- any reasonable adjustment offered or provided in connection with the feedback;
- any escalation to human reconsideration of an adverse decision (see section 7).
Retain the record for at least five (5) years, consistent with the Terms clause 7 record-keeping obligation.
7. Escalation
Two situations call for escalation:
- The Candidate disputes the outcome. If the Candidate believes the Report substantially informed an adverse decision affecting them and they want that decision reconsidered, treat the request as a request for human reconsideration under the Privacy policy section 4 (APP 1.7, 1.8 and 1.9). A trained reviewer who was not the original decision-maker should re-evaluate the decision against the full evidence base, document the outcome, and respond to the Candidate.
- The Candidate raises a concern about the scoring engine.If the concern is about how SIRPI-PE works rather than how the recruiting organisation interpreted it, refer the Candidate to Risurix’s Privacy Officer at privacy@risurix.com. We will respond directly to the Candidate and copy your team in where appropriate.
8. If you cannot help
Some requests will be out of scope (for example, a request for feedback on a role you do not own, or a request for another person’s information). In these cases:
- explain politely why you cannot provide the specific feedback requested;
- where possible, point the Candidate at the right party (another team within your organisation, or Risurix for engine-level concerns);
- record the response in the same way as any other feedback response.
A polite, prompt, in-scope refusal is fully consistent with the Terms clause 8 obligation to "honour" a request. "Honour" means take the request seriously and respond properly, not "agree to everything asked".
Contact
Operational support for Customers handling a feedback request: support@risurix.com
Privacy concerns or scoring-engine questions: privacy@risurix.com