HR Management Standards
Standard 2.3
Criteria used to select the appropriate individual are established and documented.
| Standard Details | Implementation Considerations |
|---|---|
Before recruitment and selection begin the selection committee establishes a list of criteria; skills, knowledge and attributes, that the ideal candidate will possess. This criteria is often created from the job description. |
Staffing for permanent positions could include oral interviews, written or other appropriate tests to determine competence. When thinking about testing, it should be based on skills the candidate needs to perform in their job. For example, certain software proficiency testing. It is important to ensure that any testing is a valid and reliable test of the applicant’s ability. Validity means the test is relevant to the job position and the results can be linked to performance in the role. Reliability means the test measures the same way each time. If a candidate were to take the test twice he or she would get the same result. |
Interview questions comply with human rights legislation. |
Refer to Standard 1.2 |
| Links to Resources | |
Additional information on selection processes is available in the HR Toolkit. The following tools and templates are available in the HR Toolkit:
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