Commonly Used Recruitment Terminology
To provide a successful method to identify and assess applicant suitability, definitions of terminology must be addressed to ensure understanding and acknowledgement of the process.
Selection Criteria are the Skills, Qualifications, Knowledge, Experience and Personality attributes needed to perform the job to the standard required.
Skills/competencies are a developed talent or ability: They may be intangible, such as writing skills, or organising skills, or quantifiable such as keyboard skills of 60 words per minute.
Qualifications in this context are a quality, ability, or accomplishment that makes a person suitable for a particular position or task. Formal achievements are awarded by a third party, such as Fork Lift Certificate, or Law Degree etc.
Knowledge is acquired through formal studies, or informally through job or life experiences. Examples are knowledge of the Real Estate Act, or knowledge of Linux Operating Systems, or knowledge of the transport industry.
Experience encompasses knowledge or practical wisdom gained from what a person has observed, encountered, or undergone. For example, experience with grief counselling, or experience dealing with customers, or three years sales experience.
References are a statement about a person’s qualifications, workplace history and performance, character, and dependability. A reference check is to contact a person who is in a position to recommend another, or to vouch for his or her fitness for a job.
Personality Attributes include important work and people related attitudes, motivations, beliefs and values. These are usually difficult to assess. A properly validated psychometric test is statistically superior to predicting workplace suitability than simply interviewing.
Weight – All selection criteria are not of the same importance in determining satisfactory job performance.
• Essential – It is essential that the person possesses this quality, otherwise he or she in unable to do the job. If a person cannot meet this essential requirement, he or she is eliminated as an applicant.
• Highly Desirable – It is highly desirable that a person possess this quality as difficulty and job under-performance is likely to be experienced if lacking. However, training, education and experience over time may enable an applicant to acquire this quality.
• Desirable – Whilst desirable that a person possesses this attribute, it is not necessarily vital for job performance.
Rating for Selection Criteria
Green – The applicant satisfies or exceeds your requirement.
Amber – The applicant somewhat meets your requirements, but not fully to the degree preferred.
Red – The applicant does not demonstrate that they meet your selection criteria.
Apollo Select Simple 8 Step Process
We have developed a simple 8 step process that if followed will result in identifying people most suited to your job. Importantly, it will eliminate people not suited, and save you wasting time interviewing people predictably not suited to your position. The eight steps are:
1. Determine the selection criteria
2. Reaching and attracting applicants
3. Filter applicants
4. Assess
5. Shortlist for interview
6. Determine interview questions
7. Explore gaps/reference check
8. Decide/second interview