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Things to Consider When
Developing and Writing Your Selection Criteria
- Selection criteria should be
broadly
defined so that potential applicants are assessed on their ultimate
capacity against the requirements for the position. If
criteria
are too specific, you will run the risk of deterring strong candidates
who have the potential to do the job well. However, if
criteria
are too general you may have someone who qualifies for the position who
actually could not perform the duties of the position.
- As much as possible criteria
should be
expressed in terms of abilities rather than just experience.
Criteria should not be formatted in ways that only people who have been
performing exactly the same positions can apply for the job.
- Develop criteria that can be
assessed in
a practical way. Keep the wording simple and straight
forward,
and do not include too many different concepts or competencies in the
one criterion.
- Avoid the use of Government
or departmental specific language.
- Limit the number of criteria
to
approximately 6. Too many criteria can serve as a deterrent
to
potential applicants and creates more work for the Selection Advisory
Committee. As a general rule you should include 1-2 specific
/
technical criteria, and 4-5 generic criteria. Research
conducted
by Review Consulting has found that the shorter the list of your
criteria, the more applicants you were receive.
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