1. What does a selection criteria include?

Selection criteria go beyond minimum qualifications and look at quantity, quality, and relevancy of education, experience, knowledge and other skills that each applicant possesses. Selection criteria also include qualifications that may be unique to the particular job and the particular department rather than the more general minimum qualifications. When applicants are compared to each other and selection criteria are applied, the best-qualified candidate can be selected.

2. What is the purpose of minimum qualification tool?

Minimum qualifications are used to screen applicants by comparing their qualifications to those minimally necessary to do the job. Minimum qualifications for non-instructional positions are found in teams under Position Descriptions.

3. What is the purpose of selection criteria?

Selection criteria are used to determine the best-qualified applicant from among all of the candidates who have met the minimum qualifications and were selected for an interview for the particular position.

4. What are the tools for screening the best candidates?

In order to fill an open University position and to find the best qualified applicant for the position, applicants must be judged by using clearly defined standards or criteria which reflect the specific needs of the department. Two sets of standards are used in screening applicants. These are:
☛ Minimum Qualifications
☛ Selection Criteria

5. How is candidate rating done in candidate selection criteria?

Ratings will be assigned as a 1-5 scale:
1) Does not meet this qualification
2) Demonstrates less than average qualification
3) Demonstrates average level of qualification
4) Demonstrates above average level of qualification
5) Exceeds the level of qualification required
The total rating for each criterion will be the percentage of weight x the score (1-5)

6. What will happen if the criterion is not used in candidate selection criteria?

If the criterion is not used, select No Response. The total percentage should equal 100%. The TEAMS system does not calculate the total percentage selected.

7. What is the use of assigning the criterion candidate selection criteria?

Each criterion is assigned a weight to signify the level of importance in the overall selection. The choices are 5%, 10%, 15%, 20%, or 25%.

8. What methods should be used for measuring each criterion?

The department head must determine the method they will use for measuring each criterion. The choices are:
☛ Interview
☛ Work Sample
☛ Application, Cover Letter, Resume
☛ References
☛ Writing Sample

9. List five types of pre-determined selection criteria?

Selection Criteria 1: Education: Level completed, relevancy and quality.
Selection Criteria 2: Previous Work Experience: Amount, relevancy and quality organizational skills including the ability to work in a diverse environment, multitask and work under pressure; reliability including good attendance and punctuality.
Selection Criteria 3: Communication: Written, oral and interpersonal skills.
Selection Criteria 4: Technology (if applicable): Amount, relevancy and quality of information technology training and/or experience.
Selection Criteria 5: Licenses and Certification (if applicable): Possesses or can timely obtain necessary licenses and/or certifications.

10. How many types of selection criteria are there in the teams system?

The teams system has five pre-determined selection criteria and the option of adding two additional criteria designed specifically for the position.

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