AI Skills Assessment for Hiring
You cannot test AI skills with a vocabulary quiz. Bryq's AI Skills Assessment measures what candidates and current employees can actually do with AI across five dimensions: task strategy, prompting, critical evaluation, ethical use, and workflow integration. Scored against the role. Validated by I/O psychologists. ATS-integrated in under a week.
AI Skills Assessment for Hiring
You cannot test AI skills with a vocabulary quiz. Bryq's AI Skills Assessment measures what candidates and current employees can actually do with AI across five dimensions: task strategy, prompting, critical evaluation, ethical use, and workflow integration. Scored against the role. Validated by I/O psychologists. ATS-integrated in under a week.
AI Skills Assessment for Hiring
You cannot test AI skills with a vocabulary quiz. Bryq's AI Skills Assessment measures what candidates and current employees can actually do with AI across five dimensions: task strategy, prompting, critical evaluation, ethical use, and workflow integration. Scored against the role. Validated by I/O psychologists. ATS-integrated in under a week.
What is an AI skills assessment?
What is an AI skills assessment?
An AI skills assessment is a structured measurement of the specific AI capabilities a person can apply at work. Not what they know about AI as a concept, what they can actually do with AI in their actual job. Bryq's AI Skills Assessment measures five dimensions, scored 0 to 100, in scenarios that look like the work. It runs for hiring (output: ranked shortlist with dimension-level insight) and for current employees (output: workforce capability map you can use to direct training and mobility decisions).
The term "AI skills assessment" is the broadest entry into a cluster of search terms that describe the same underlying capability. AI proficiency, AI readiness, AI literacy, AI competency, and AI fluency are adjacent terms. The product is the same; the framing differs by buyer. See our disambiguation guide for the full mapping.
An AI skills assessment is a structured measurement of the specific AI capabilities a person can apply at work. Not what they know about AI as a concept, what they can actually do with AI in their actual job. Bryq's AI Skills Assessment measures five dimensions, scored 0 to 100, in scenarios that look like the work. It runs for hiring (output: ranked shortlist with dimension-level insight) and for current employees (output: workforce capability map you can use to direct training and mobility decisions).
The term "AI skills assessment" is the broadest entry into a cluster of search terms that describe the same underlying capability. AI proficiency, AI readiness, AI literacy, AI competency, and AI fluency are adjacent terms. The product is the same; the framing differs by buyer. See our disambiguation guide for the full mapping.
An AI skills assessment is a structured measurement of the specific AI capabilities a person can apply at work. Not what they know about AI as a concept, what they can actually do with AI in their actual job. Bryq's AI Skills Assessment measures five dimensions, scored 0 to 100, in scenarios that look like the work. It runs for hiring (output: ranked shortlist with dimension-level insight) and for current employees (output: workforce capability map you can use to direct training and mobility decisions).
The term "AI skills assessment" is the broadest entry into a cluster of search terms that describe the same underlying capability. AI proficiency, AI readiness, AI literacy, AI competency, and AI fluency are adjacent terms. The product is the same; the framing differs by buyer. See our disambiguation guide for the full mapping.
The five AI skills Bryq measures
The five AI skills Bryq measures
Bryq's framework is built on six peer-reviewed research bodies, including UNESCO's AI Competency Framework, SFIA v9, and OECD AI literacy work. The five dimensions:
Bryq's framework is built on six peer-reviewed research bodies, including UNESCO's AI Competency Framework, SFIA v9, and OECD AI literacy work. The five dimensions:
Bryq's framework is built on six peer-reviewed research bodies, including UNESCO's AI Competency Framework, SFIA v9, and OECD AI literacy work. The five dimensions:
Dimension
Dimension
Dimension
What it measures
What it measures
What it measures
AI Task Strategy
AI Task Strategy
What it
measures
When and how to deploy AI in a workflow; recognising the right and wrong moments to use it.
When and how to deploy AI in a workflow; recognising the right and wrong moments to use it.
When and how to deploy AI in a workflow; recognising the right and wrong moments to use it.
Prompting & Interaction
Prompting & Interaction
Core
approach
Effective input design, iteration, and getting useful output from a generative system.
Effective input design, iteration, and getting useful output from a generative system.
Effective input design, iteration, and getting useful output from a generative system.
Critical Evaluation
Critical Evaluation
AI
proficiency
Spotting hallucinations, bias, factual errors, and weak outputs before they reach a decision.
Spotting hallucinations, bias, factual errors, and weak outputs before they reach a decision.
Spotting hallucinations, bias, factual errors, and weak outputs before they reach a decision.
Ethical & Responsible Use
Ethical & Responsible Use
Candidate
experience
Handling sensitive data, transparency to candidates, knowing what to escalate.
Handling sensitive data, transparency to candidates, knowing what to escalate.
Handling sensitive data, transparency to candidates, knowing what to escalate.
Workflow Integration
Workflow Integration
Candidate
experience
Embedding AI into real work without becoming dependent or losing judgement.
Embedding AI into real work without becoming dependent or losing judgement.
Embedding AI into real work without becoming dependent or losing judgement.
Each candidate or employee is scored 0–100 on each dimension. The composite is mapped against a role-specific Ideal Candidate Profile that Bryq's AI builds from the role description. The output is a ranked shortlist with dimension-level insight, not a single opaque number.
Each candidate or employee is scored 0–100 on each dimension. The composite is mapped against a role-specific Ideal Candidate Profile that Bryq's AI builds from the role description. The output is a ranked shortlist with dimension-level insight, not a single opaque number.
Each candidate or employee is scored 0–100 on each dimension. The composite is mapped against a role-specific Ideal Candidate Profile that Bryq's AI builds from the role description. The output is a ranked shortlist with dimension-level insight, not a single opaque number.
Why standard skills tests miss AI capability
Why standard skills tests miss AI capability
Skills-test libraries are good at measuring what a candidate knows. They are weaker at measuring what a candidate can do, especially in domains where the underlying tools change every few months. AI is the exemplar of this.
A knowledge test can confirm a candidate knows what a transformer model is or can recite the difference between supervised and reinforcement learning. That information is freely available and rarely predicts on-the-job effectiveness. The candidate who can describe prompt engineering is not always the candidate who can actually structure a useful prompt under deadline pressure with imperfect information.
Bryq measures the second thing. Candidates complete short, scenario-based tasks using AI tools in a controlled environment, and the system scores the work. The result tells you not what the candidate has read, but how they actually perform.
Skills-test libraries are good at measuring what a candidate knows. They are weaker at measuring what a candidate can do, especially in domains where the underlying tools change every few months. AI is the exemplar of this.
A knowledge test can confirm a candidate knows what a transformer model is or can recite the difference between supervised and reinforcement learning. That information is freely available and rarely predicts on-the-job effectiveness. The candidate who can describe prompt engineering is not always the candidate who can actually structure a useful prompt under deadline pressure with imperfect information.
Bryq measures the second thing. Candidates complete short, scenario-based tasks using AI tools in a controlled environment, and the system scores the work. The result tells you not what the candidate has read, but how they actually perform.
Skills-test libraries are good at measuring what a candidate knows. They are weaker at measuring what a candidate can do, especially in domains where the underlying tools change every few months. AI is the exemplar of this.
A knowledge test can confirm a candidate knows what a transformer model is or can recite the difference between supervised and reinforcement learning. That information is freely available and rarely predicts on-the-job effectiveness. The candidate who can describe prompt engineering is not always the candidate who can actually structure a useful prompt under deadline pressure with imperfect information.
Bryq measures the second thing. Candidates complete short, scenario-based tasks using AI tools in a controlled environment, and the system scores the work. The result tells you not what the candidate has read, but how they actually perform.
How Bryq's AI Skills Assessment works
How Bryq's AI Skills Assessment works
1.
1.
Bryq's AI builds a role-specific Ideal Candidate Profile from the role description. The profile defines which of the five dimensions matter most for the role and the threshold required.
Bryq's AI builds a role-specific Ideal Candidate Profile from the role description. The profile defines which of the five dimensions matter most for the role and the threshold required.
Bryq's AI builds a role-specific Ideal Candidate Profile from the role description. The profile defines which of the five dimensions matter most for the role and the threshold required.
2.
2.
The candidate completes the assessment in around 15 minutes. Scenario-based, tool-agnostic, no pass/fail, designed to measure practical decision-making, not knowledge of terminology.
The candidate completes the assessment in around 15 minutes. Scenario-based, tool-agnostic, no pass/fail, designed to measure practical decision-making, not knowledge of terminology.
The candidate completes the assessment in around 15 minutes. Scenario-based, tool-agnostic, no pass/fail, designed to measure practical decision-making, not knowledge of terminology.
3.
3.
Bryq scores each dimension 0–100 and produces a composite score against the role's Ideal Candidate Profile.
Bryq scores each dimension 0–100 and produces a composite score against the role's Ideal Candidate Profile.
Bryq scores each dimension 0–100 and produces a composite score against the role's Ideal Candidate Profile.
4.
4.
The output is a ranked shortlist with dimension-level insight. You see not only who scored well, but which dimensions are strongest and weakest for each candidate.
The output is a ranked shortlist with dimension-level insight. You see not only who scored well, but which dimensions are strongest and weakest for each candidate.
The output is a ranked shortlist with dimension-level insight. You see not only who scored well, but which dimensions are strongest and weakest for each candidate.
Integration with major ATS platforms (Greenhouse, Lever, Workday, iCIMS, Workable and more) takes under a week. The assessment runs as a step in your existing hiring workflow.
Integration with major ATS platforms (Greenhouse, Lever, Workday, iCIMS, Workable and more) takes under a week. The assessment runs as a step in your existing hiring workflow.
Integration with major ATS platforms (Greenhouse, Lever, Workday, iCIMS, Workable and more) takes under a week. The assessment runs as a step in your existing hiring workflow.
Validity, fairness, and EU AI Act compliance
Validity, fairness, and EU AI Act compliance
Bryq's assessments are validated by industrial-organizational psychologists, tested for adverse impact across demographic groups, and continuously revalidated as AI tools evolve. The methodology is grounded in published competency research.
Bryq's assessments are validated by industrial-organizational psychologists, tested for adverse impact across demographic groups, and continuously revalidated as AI tools evolve. The methodology is grounded in published competency research.
Bryq's assessments are validated by industrial-organizational psychologists, tested for adverse impact across demographic groups, and continuously revalidated as AI tools evolve. The methodology is grounded in published competency research.
Use cases for hiring and for your current team
For hiring: AI engineers and ML roles
For specialised AI roles, the AI Skills Assessment captures applied capability across the five dimensions, including the ethical, governance, and workflow integration dimensions that pure technical interviews often miss.
For hiring: AI-augmented non-technical roles
Marketing, operations, sales, customer success. Most roles now include AI-augmented work. The assessment runs at scale and tells you which candidates can actually operate AI in the day-to-day work the role requires.
For your current team: workforce baselining
The same assessment runs for existing employees, producing a workforce capability map you can use to direct training spend, plan role-readiness baselining, and feed Bryq's internal mobility module.
For your current team: internal upskilling
Dimension-level scoring tells you exactly where to target development. The data answers "which of my people need help with prompting versus critical evaluation versus ethical use," so training spend goes where the gap actually is rather than everywhere at once.
What customers see
An AI-native customer uses Bryq to hire AI-proficient talent. A corporate innovation studio relies on it for technical-role hiring in sports technology. A major consulting form uses it for behavioural-fit screening. Across the 140+ teams using Bryq globally: 3x improvement in quality of hire, 47% lower attrition, 2x faster hiring.
Results measured across Bryq customer engagements. Individual outcomes vary by role, industry, and baseline hiring maturity.
Get started
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Book a demo. We show you the assessment, a sample role profile, and a sample dimension-level output.
Book a demo. We show you the assessment, a sample role profile, and a sample dimension-level output.
Book a demo. We show you the assessment, a sample role profile, and a sample dimension-level output.
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Talk to a Bryq I/O psychologist on the team if you want a deeper conversation on framework design and validation
Talk to a Bryq I/O psychologist on the team if you want a deeper conversation on framework design and validation
Talk to a Bryq I/O psychologist on the team if you want a deeper conversation on framework design and validation
Ready to Measure AI Proficiency?
Book a 30-minute demo. We’ll build your first AI Proficiency profile on the call, for a role you're hiring or a team you want to assess.
Ready to Measure AI Proficiency?
Book a 30-minute demo. We’ll build your first AI Proficiency profile on the call, for a role you're hiring or a team you want to assess.
Ready to Measure AI Proficiency?
Start hiring based on
real data.
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