Assess Applicants
The recruitment process is a fact-finding mission. The more pieces of information you can bring together, the clearer the picture becomes. The aim of the assessment phase is to utilise as many available resources as necessary to be able to make an objective and informed decision about which applicant is best.
Checklist
- Read the Merit Selection Guide pages 9-12.
- Read your agency guidelines.
Questions
What are the different assessment methods available?
In collecting information to explore the capacity of applicants to do the job, the panel may use one or more of the following assessment methods:
In collecting information to explore the capacity of applicants to do the job, the panel may use one or more of the following assessment methods:
The interview
The interview has a dual purpose. It allows the applicant to find out more about the job which will assist them to decide if they are still interested. It also allows the panel to explore the applicant's claims against the selection criteria in order to obtain further information to consider in their assessment. The panel will ask questions related to job requirements and selection criteria, fully explore answers and allow for questions from the applicant.
An interview is only one method of assessment that may form part of the total assessment process.
Case studies
Case studies allow the panel an insight into the applicant's ability and style of work. The applicants are given a certain amount of time to prepare a verbal or written response to a particular hypothetical situation relevant to the job.
Role-plays
The applicants are invited to participate in a role play exercise relevant to the job.
Samples of work and presentations
Where relevant to the job requirements, the panel may ask applicants to provide examples of past work or make a presentation to the panel.
Aptitude tests
Aptitude tests are designed to measure ability or capacity to learn by identifying a person's area of talent or suitability for certain types of work. Examples include tests for numerical ability, speed and accuracy, clerical ability and mechanical aptitude.
Achievement tests
Achievement tests aim to measure what has already been learned. The test can consist of a written or oral examination or a simulated "on-the-job" exercise. Achievement tests are suitable where specific skills are used in the job and it is relatively easy to measure them.
Personality and temperament tests
These kind of tests tend to be used at more senior levels and aim to identify personality traits such as emotional adjustment, assertiveness, etc. Trained psychologists administer these tests.
Note: Panels considering the use of personality and temperament tests must first seek the advice of the Commissioner for Public Employment.
Contacting referees
Referees are useful in obtaining further information about an applicant's work performance, and to explore and verify information regarding an applicant's claims. It is usual for a panel to contact one or more referees for each shortlisted applicant.
To make the most of this part of the assessment phase it is important for a panel to prepare questions for referees, to ensure that the right information is forthcoming.
How do I decide what methods to use?
When considering the methods of assessment, the panel needs to understand what the assessment is intended to measure, the value of using the assessment and its:
- reliability and validity
- cost and time effectiveness
- cultural appropriateness
- fairness (including meeting any special needs of applicants with an impairment)
- relevance to the selection criteria.
Do I have to interview?
No. There are many valid assessment methods, interviewing is just one.
Do I need to confirm the applicant's qualifications?
If the selection criteria requires a qualification, the panel should confirm at the assessment phase that the shortlisted applicants are properly qualified.
Note: it is the applicant's responsibility to have overseas qualifications assessed.
For more information on overseas qualifications vist the Department of Education, Science and Training website.
If I am a panel member can I be a referee?
Yes. It is important however to only provide information relevant to the selection criteria.
What salary and conditions of employment can I negotiate with an applicant?
The panel may discuss salary and conditions of employment at the assessment phase but there should be no commitment made on entitlements over and above the standard. The authority to approve additional salary or conditions rests with the Commissioner for Public Employment (CPE) or delegate. The panel may make a recommendation in the selection report to support such a request.