Assessment criteria
Essential and desirable criteria
Split the testing criteria into 'essential' and 'desirable.' 'Essential' criteria are those attributes or qualifications which the candidate must have in order to do the job. 'Desirable' criteria are not essential to carry out the job but a candidate who meets these criteria is likely to perform the job better. Desirable criteria can help you choose between good candidates who all meet the essential criteria. See also the article on person specification.
Should you test for personal characteristics?
If you wish candidates to demonstrate particular personal qualities or circumstances you need to think carefully about the following questions:
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are these characteristics directly relevant to the job?
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is this requirement potentially discriminatory?
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if the answer to the first two questions is ‘yes’, is the discrimination justifiable?
For example, the candidate may need certain personal qualities such as the ability to work in a team, or to take on a leadership role. The personal qualities to avoid are those that cannot be objectively tested or are irrelevant to the job, (eg 'a family person').
Personal characteristics may also relate to physical qualities of the candidate. For example, when setting up role play and team/group exercises, bear in mind the disabilities of candidates. Ill-considered assessments could be illegal unless they can be objectively justified. Provided the physical requirements are necessary to carry out the job, this kind of discrimination is justifiable and legal. However, in order to minimise discrimination in this area, it is best to be as explicit to candidates as possible and to make every effort to accommodate all people.
Generally, assessment relating to personal characteristics must be applied equally to all groups irrespective of age, sex, race, age, nationality, religion or belief, disability, or membership or non-membership of a trade union. There are limited circumstances in which it is legal to directly discriminate where it is a genuine occupational requirement (GOR) that the post-holder belong to a particular category.
Rating scales
The following are suggested ways you could rate candidates against the assessment criteria in a particular area.
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5 – shows considerable strength
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4 – some strength
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3 – acceptable performance
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2 – some improvement is needed
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1 – significant improvement is needed
In addition, the following are sometimes useful:
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H – so strong in this area it could be a potential problem
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W – weak data (ie not much opportunity here, so be cautious about the rating given)
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N/E – no evidence one way or the other; the activity did not provide the opportunity to assess in this area
See an example competency matrix scoresheet (DOC, 32 Kb)
