To get to this point, the hiring manager may have reviewed hundreds of résumés and developed criteria she would use for selection of the right person for the job. She has probably planned a time line for hiring, developed hiring criteria, determined a compensation package for the job, and enlisted help of other managers to interview candidates. She may have even performed a number of phone interviews before bringing only a few of the best candidates in for interviews. It is likely she has certain qualities in mind that she is hoping you or another candidate will possess. Much work goes into the process of hiring someone, with selection being an important step in that process. A hiring process done correctly is time-consuming and precise. The interviewer should already have questions determined and should be ready to sell the organization to the candidate as well. This chapter will discuss the main components to the selection process.
The focus is not necessarily on having students generate their own grades, but rather providing opportunities for them to be able to identify what constitutes a good (or poor!) piece of work. Some degree of student involvement in the development and comprehension of assessment criteria is therefore an important component of self-assessment.
Dear Department for Work and Pensions,Please could you supply me with detailed guidance, criteria, eligibility and thresholds which cover how staff follow guidelines in deciding on Access to Work applications from disabled people seeking support in the workplace.Specifically, I would be looking for any staff guidelines which cover how decisions are made and communicated to applicants; any management guidance on eligibility and thresholds on levels of support; and any other criteria which are used when making decisions.Yours faithfully,Zoe Stead
Please could you supply me with detailed guidance, criteria, eligibility and thresholds which cover how staff follow guidelines in deciding on Access to Work applications from disabled people seeking support in the workplace.
Peer Assessment is where “students use criteria and apply standards to the work of their peers in order to judge that work. Both self and peer assessment are “formative, in that it has beneficial effects on learning, but may also be summative, either in the sense of learners deciding that they have learned as much as they wished to do in a given area, or ….it may contribute to the grades awarded to the students”.
Self and peer assessment are important aspects of ‘assessment for learning’ practice. Assessing their own work or that of others can help students to develop their understanding of the Intended Learning Outcomes and the Assessment Criteria. Research has shown that learners make more progress when they are actively involved in their own learning and assessment.
is one of my favorite bloggers as she posts on . I like her sense of connection, community, improvisation, facilitation, and work. I appreciated the criteria she created to determine projects she would work on:
These criteria are specific for the type of work that Viv does. Do you have criteria for your work? What are your criteria? Do you use them to make your work decisions? I encourage you to get more from work and ensure you work on the right work, for you, by establishing a set of personal criteria for work. By the way, you don’t have to have each piece of work fulfill all the criteria but certainly the more criteria the work is aligned with the better for you and others.
ask candidates to show examples of work they have already done. In the advertising business, this may include a portfolio of designs, or for a project manager, this can include past project plans or budgets. When applying for a pharmaceutical representative position, a “brag book” might be required. A brag book is a list of recommendation letters, awards, and achievements that the candidate shares with the interviewer. Work sample tests can be a useful way to test for KSAOs. These work samples can often be a good indicator of someone’s abilities in a specific area. As always, before looking at samples, the interviewer should have specific criteria or expectations developed so each candidate can be measured fairly.
Prioritization matrices have three primary strengths: simplicity, speed, and applicability to all types of work. Prioritization matrices are easy to understand and simple to use. Calculations are not required for determining the relative priority of a project. Basic criteria should be developed for each part of the matrix, but once complete, decision makers can apply the criteria to various types of work. Because of its simplicity, prioritization becomes a much faster exercise and allows decision makers to quickly distinguish important projects from less important projects. In addition, various kinds of work can be prioritized using a prioritization matrix. With a traditional scoring model, it is difficult to evaluate “keep the lights on” type of work, but with a prioritization matrix it is easier to compare priorities for project and non-project work.
In the statistical method, a selection model is developed that assigns scores and gives more weight to specific factors, if necessary. For example, for some jobs, the ability to work in a team might be more important, while in others, knowledge of a specific computer program is more important. In this case, a weight can be assigned to each of the job criteria listed. For example, if the job is a project manager, ability to work with the client might be more important than how someone dresses for the interview. So, in the example shown in , dress is weighted 1, while being able to give bad news to a client is weighted 5. In the example, the rating is multiplied by the weight to get the score for the particular job criteria. This method allows for a fairer process and can limit disparate treatment, although it may not limit disparate impact. A statistical method may work like this: you and the hiring team review the job analysis and job description and then determine the criteria for the job. You assign weights for each area and score ranges for each aspect of the criteria, rate candidates on each area as they interview, and then score tests or examine work samples. Once each hiring manager has scored each candidate, the hiring team can compare scores in each area and hopefully hire the best person in the best way. A sample candidate selection model is included in .