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Describe the skills, knowledge and abilities you want, including their diversity profile. Be clear so the assessment criteria help both applicants and assessors make decisions about people’s suitability for the job.

After completing this section, you will have:

• the ability to write relevant assessment criteria for the vacancy.

Actions

• Identify the skills, knowledge and abilities (capability) a person needs for competent job performance from the recruitment job requirements checklist.
• Consider the diversity requirements in the guide to recruit for diverse talent.
• Consider the capabilities needed by a new employee on the first day versus those that can be acquired later.
• Consider how the list of capabilities can be used  in developing assessment criteria that specifies how the merit principle in the Employment Standard will be met.
• Consider how some of these capabilities may be used initially to frame the job advertisement so you can screen applicants for core requirements.
• Think about how you assess merit for the role and refine the list of criteria to no more than 6 (ideally 4 or 5). For example, five capabilities can be written as one assessment criteria.

For each assessment criteria, write a description that is:

• simple – use everyday language
• concise – use the minimum number of words possible, for example don’t start each line with “demonstrated ability”
• unique – do not duplicate other assessment criteria
• objective – essential for impartial evaluation by assessors
• relevant – by describing how the criteria contributes to good performance:
  • inclusiveness – so all applicants, including those outside your agency or the sector, or from underrepresented groups, can understand the job requirements

Once you have written the assessment criteria, check back with the job description to make sure your message is consistent.

What’s next?

• Attracting diverse applicants