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| The Job Specification, comprising both the competence-based Job Description and the specification of knowledge and skills required, is a vital component underpinning fair and effective recruitment, assessment and selection. - Check that the Job Specification is accurate and up-to-date and make this available to all applicants, together with access to the relevant units of National Occupational Standards, so that they can get a good understanding of the requirements of the job, judge for themselves whether they are suitable, and prepare to present their relevant experience in a positive light.
- Establish your selection criteria. What knowledge, skills, qualifications and evidence of relevant experience do you require them to have? Which are essential and which are desirable?
- Establish how you are going to assess candidates' knowledge, skills, qualifications and evidence of relevant experience. You may wish to use an application form and/or a curriculum vitae together with a letter of application to do the first sift. You may then want to see their qualifications, check references with current and previous employers and set tests or simulated activities to assess candidates' knowledge and skills. You may also want to hold interviews to verify information, probe areas of doubt and check that you have a common understanding of requirements and the candidates' ability to meet them.
- Advertise, assess candidates and select and appoint the candidate(s) who best meets the Job Specification.
- If you are unable to make an appointment, you may need to rethink the job design and revise the Job Specification.
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