Recruitment · Guide
Assess applications consistently
Use the same role criteria for every application and keep a record of the evidence behind each recommendation.
Prepare the criteria
Start from the approved hiring brief. For each criterion, define what good evidence looks like and how it will be assessed. Agree any weighting before reviewing applications.
A CV can show evidence of past work. It cannot answer every question about a candidate’s ability. Record missing evidence as a question to resolve.
Record evidence
Use one row per candidate, with a column for each criterion. Record the relevant evidence, your assessment and any uncertainty. Flag unreadable or incomplete files separately.
| Criterion | Evidence | Follow-up |
|---|---|---|
| Manage a booking system | CV describes responsibility for scheduling across six practitioners. | Ask how conflicting bookings were handled. |
| Prepare monthly reports | No example provided. | Ask for a relevant example. |
Illustrative example, not a real candidate record.
Review the assessment
Check a sample across the assessment range. Review applications where evidence is unclear or assessors disagree. If the criteria change, reassess the applications against the revised version.
If software helps organise or assess the files, a person should check its output and the evidence it cites before acting on it.
Decide and document
The employer decides who progresses. Record the reasons, the decision owner and any questions to test at interview. Handle candidate information through the organisation’s approved process.
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