This guide is intended for the search chair, search committee and hiring manager. Using agreed upon criteria among the search committee, the search chair in collaboration with the hiring authority/manager’s HR Professional or HR Associate, should lead in developing the criteria chart. This can be used to evaluate applicants' skills and qualifications. Effective and appropriate use of a criteria chart makes the screening process more objective, systematic and effective. The selection criteria in the chart must be carefully defined and directly related to the requirements of the position. Listed below are examples of what can be included when preparing a criteria chart.
Exercise discretion when using criteria charts, and do not not “rank” candidates or assign them a numeral value. It is also important to note that not all evaluative criteria should be weighted equally. For example, a specialized degree may not be “equal” to years of experience. It is advised to evaluate candidates based on areas of perceived strength related to the position description, areas of perceived weakness related to the position description and areas where more clarification on the candidate’s skills and qualifications can be provided. Review sample evaluation tools.
Throughout the search, the chair and support should make sure to retain documentation containing:
Ensure all documents that are retained contain factual job related information; not opinions or preferences of the committee which are not rooted in fact.
This guide is intended for the hiring manager, search chair and search committee. It will be helpful to utilize this document when building out screening matrices or leading candidate evaluation screening meetings.
To ensure that applicants are evaluated with diversity in mind, remember to be open minded about:
When evaluating candidates, be aware of the following:
Based on: Trix & Psenka , 2003; Schmader, Whiteh
Below, please find a framework for evaluating knowledge and experience with diversity, equity and inclusion. This can help guide other ways you think about evaluating around diversity, inclusion, and equity.
Did not express strong knowledge
Expressed some knowledge
Expressed strong knowledge
Source: UC Berkeley
Virginia Commonwealth University
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