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Types of Selection Criteria
Selection criteria (criteria is plural,
criterion is singular)
represent the skills and abilities, knowledge, experience,
qualifications and work related qualities a person needs to perform a
role effectively. They set out the standards by which each candidate
will be assessed and are used to identify the best person for the job.
As a general rule, criteria can be divided into five categories.
1.
Skills and abilities.
This can include technical skills which are generally quantitative (or
measurable) such as engineering skills, computer skills, mathematical
abilities etc. It can also include more conceptual skills (which are
harder to measure) such as interpersonal skills, negotiation skills,
strategic planning abilities etc.
2.
Knowledge.
Knowledge is the accumulation of understanding acquired through
education, training or through on the job experience. Some jobs are
very specialised and require an in-depth knowledge of a narrow area
while other jobs require a broader understanding of a variety of areas.
Criteria that specify knowledge are saying that if a candidate does not
have the knowledge in question they would not be capable of doing the
job. For this reason some criteria use the phrase “or the
ability
to quickly acquire” at the end of the statement.
3.
Experience.
Experience criteria look for evidence of competencies through
action. These criteria should not define the number of years
required in a particular industry or position, as experience does not
necessarily correlate with performance. For example, someone
who
has been a mechanic for 10 years is not necessarily a good
mechanic. There may be other ways to look for other
indicators of
capability rather than specifying quantities of experience.
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