Hiring Resources
The hiring stage begins by reviewing the information candidates have provided.
A structured application review helps ensure that candidates are evaluated against the requirements of the role rather than inconsistent impressions or assumptions. It can also help identify which competencies require further assessment during an interview or job simulation.
Estimated completion time: 10 minutes each.
Before you begin
Complete the role definition and identify the priority competencies before reviewing applications.
Each applicant should be evaluated against the same criteria. Review only the information candidates have provided and avoid making assumptions based on names, addresses, employment gaps or other details that are not relevant to the role.
A lack of evidence in an application does not necessarily mean that a candidate lacks a competency. Use the application review to identify what is demonstrated clearly and what should be explored later through an interview or assessment.
If more than one person will review applications, agree on the scoring approach before beginning.
For the most effective experience, complete these tools in order or select the tool that best matches your current needs.
Application Screening
Compare applications using a structured scorecard based on the competencies required for the role. Use this tool when 1) applications have closed, 2) selecting candidates for interviews, 3) comparing several candidates for the same role, and/or 4) determining what should be explored during the assessment process.
What this tool does
- Helps you review applications using consistent criteria.
- Supports clearer comparisons between candidates.
- Identifies strengths, evidence gaps and areas requiring further assessment.
What you will do
- Review each application against the role’s priority competencies.
- Record the evidence provided by the candidate.
- Assign a score based on the available evidence.
- Identify strengths and gaps.
- Flag competencies that should be explored during an interview or job simulation.
Information to have ready
You can begin without all of this information but having it available will make the process easier and help produce a more accurate result. This includes (but is not limited to) the following:
- The finalized job description (Build the Job Description)
- The priority competencies identified for the role (Choose the Right Competencies)
- A definition of effective performance for each competency.
- The preferred requirements, clearly separated from the minimum requirements.
- A consistent scoring scale and instructions for using it (if necessary).
Before reviewing candidates, confirm which criteria are essential and which could be learned or developed after hiring.
Next Step: Candidate Prep
Once you've completed your review of the applications, ensure that you have the information and candidate prep sheet completed before moving on to the assessment tools to design a structured interview and/or job simulation process.
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