Developing the Selection Criteria
After the position description has been written through your recruitment software, the skills, experience, knowledge and education or training that will be required of the person being sought can be identified and documented. This forms the selection criteria that the processes supported through your recruitment software will assess applicants by. The more accurate the criteria, the more likely there will be a good match between the person selected for the job and the job itself.
It is essential to ensure that the qualifications and experience specified are not tailored to fit a particular applicant.
The Selection Criteria may Assist the Recruitment and Selection Process by Providing:
A consistent set of standards for all applicants which can be observed/measured.
A structured means for a comparative assessment of applicant.
The Selection Criteria can be Divided into Essential and Desirable.
Essential Criteria are those attributes that are critical for the satisfactory performance of the job. It is expected that applicants will meet all essential criteria to be considered eligible for appointment.
Desirable Criteria are those attributes which enhance a person's capacity to do the job. They are usually not listed as essential because it is expected that they can be acquired once in employment.
Do not Exclude Eligible People from Consideration on the Basis of Unlawful Discriminatory Grounds:
These grounds include:
Age
Disability
Sexual preference and identity
Marital status
Political affiliations, views or beliefs
Pregnancy or potential pregnancy
Race
Religious affiliations, views or beliefs
Sex
Transgender or transsexuality
Note: Discrimination in employment on the grounds of criminal record, medical record, social origin and trade union activity can be lodged with the Human Rights and Equal Opportunity Commission. The Commission can attempt to conciliate such complaints, but they do not amount to unlawful discrimination.
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Focused on the recruitment process requirements of businesses that need to source their own candidates or that use one or multiple recruitment agencies to acquire talent.
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Sophisticated semantic matching engine to analyse resumes and rank them against the vacancy criteria, thus producing accurate recommendations more quickly and effectively.
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