Chapter 2 includes a checklist for setting the suitability requirements for your vacant position. Chapter 3 provides resources to help you determine the most appropriate assessment/s to give you the information you need to make the best hire for your position.
Now it’s time to action these aspects in line with your agency policy and procedures, regardless of whether you have one applicant or many applicants.
Here are some steps to help with assessing applicants fairly and efficiently.
- Review each application against the lodgement requirements specified in your call for applications (for example, in the job advertisement). You may have asked for a 2 page CV tailored specifically to the job plus the details of 2 referees, one being the current line manager. This pre-screening ensures applications are complete. If they are not complete, you may choose not to assess them further.
- Screen each applicant for eligibility. These are the eligibility requirements you set for the position (for example, mandatory qualifications; professional licences, registrations or certifications; and right to work such as citizenship, residency and visas). If eligibility requirements are not met, applicants should not be progressed for further assessment.
- Assess each applicant against the job requirements (for example, skills, experience, knowledge), personal attributes and behaviours (for example, expected behaviours and conduct, abilities) and organisational requirements (for example, diversity objectives, availability to start). This is generally done through written applications, cover letters and/or resumes provided to you for the vacancy. You may not have asked for full details at this stage so base your assessment only on what you have requested.
- Select a shortlist of applicants who are most suitable (that is, they best meet the identified suitability requirements) for the job from the information you asked applicants to provide to you. Shortlisting usually results in identifying between 3 and 8 top tier applicants to progress to the next phase of assessment. This number may be more if you are undertaking a pool recruitment.
- Undertake the assessments you chose during your planning for this recruitment (for example, interview, test, activity, presentation).
Resources
- Guide: Assessing written documents
- Factsheet: Shortlisting
- Tips: Qualities of a successful interviewer
- Template: Assessment matrix
Link
Recruiting for and Developing Diverse Talent (Public Sector Commission)
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