to Consider When Developing and Writing Your Selection
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
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
of abilities rather than just experience. Criteria should not
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
Avoid the use of Government or departmental specific
Limit the number of criteria to approximately
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
found that the shorter the list of your criteria, the more applicants
you were receive.
Know your business and your agency.
Maintain a future business focus and stay up-to-date
with your agencies policies, practices, and planned organisational
How will the role contribute to the team’s
and agency’s outputs?
How is the role likely to change - in six months, in
Determine the needs of the team.
What is your team’s working style and
what are the qualities a new team member would need to operate
efficiently in this environment?
Who will this person interact with in the team - will
they have to manage other people?
How will this person interact with others in the team
- where will they be located?
Are there alternatives to bringing in a new team
member – should the team be restructured?
Determine what the role involves.
Consider what work is required – not what
done before. Is this the time to re-distribute work amongst the
section, or re-write the duty statement / job description?
Determine who you need in the role.
Taking into account the duty statement / job
description, and Work Level Standards.
What qualifications are desirable?
What background would be important?
What experience is needed to succeed in the role?
What technical skills are required?
What is the blend of capabilities required?
What work style would be useful?
Where will the person be in the future?
Are some skills more important than others?
Are there possible key performance indicators for the
Are there standard selection criteria used in your
area that are not applicable to this position? For example,
a data entry operator really require "excellent communication skills"?
Contact your recruitment consultant for a list of
common selection criteria to get you started.