Selection criteria identify and define the particular knowledge, attributes, qualifications and experience a person needs to successfully carry out the job. They provide a way for potential candidates to assess their own abilities against the University's requirements; they determine selection techniques; and in the end they match the right person to the position. Well thought-out selection criteria:
- represent the critical aspects of the position
- contribute to better quality applications
- provide a consistent standard that applicants can be assessed against
Tips on writing selection criteria
Your description of the selection criteria should answer this question: What knowledge, attributes, qualifications and experience are needed to effectively manage the most typical and most complex tasks and situations in this position?
Selection criteria should never be constructed to fit a particular preferred candidate. Nor should they be based on a stereotypical idea of the 'right' person for the position. When developing selection criteria, try to be aware of any inherent biases or predetermined ideas you hold.
Use the position description or position statement as a basis for describing the selection criteria. Ideally, a position should have four to six selection criteria.
What to do
- Make sure you understand the definitions of knowledge, attributes, qualifications and experience
- Use the templates and samples to help you write the selection criteria. You can use the template alone or cut and paste from the samples.
- When you've written the selection criteria document, print it out and forward it to your contact in the Human Resources Unit (HRU), as part of the approval process. You must also send an electronic copy to your contact in HRU so that they can make it available to applicants.