Capability group | Capability | Written activity (/5) | Role play (/5) | Structured interview (/5) | Final rating (/5) |
---|---|---|---|---|---|
Personal attributes | Display Resilience and Courage * | 5 | 3 | 4.0 | |
Personal attributes | Act with Integrity * | 4 | 4 | 4.0 | |
Personal attributes | Manage Self | ||||
Personal attributes | Value Diversity and Inclusion | ||||
Relationships | Communicate Effectively * | 5 | 3 | 4.0 | |
Relationships | Commit to Customer Service | ||||
Relationships | Work Collaboratively | ||||
Relationships | Influence and Negotiate * | 4 | 4 | 4.0 | |
Results | Deliver Results | ||||
Results | Plan and Prioritise | ||||
Results | Think and Solve Problems * | 4 | 5 | 4.5 | |
Results | Demonstrate Accountability | ||||
Business enablers | Finance | ||||
Business enablers | Technology | ||||
Business enablers | Procurement and Contract Management | ||||
Business enablers | Project Management | ||||
People management |
Manage and Develop People |
||||
People management | Inspire Direction and Purpose | ||||
People management | Optimise Business Outcomes | ||||
People management | Manage Reform and Change * | 4 | 2 | 3.0 | |
* Indicates a focus capability | Overall score ( /30) | 23.5 |
Rating scale
- Significant development required ( None of the behavioural indicators were seen. The candidate did not demonstrate competence in the capability at this level and would need significant development)
- Development required (Few behavioural indicators were seen. The candidate would require development on this capability)
- Meets requirements (A satisfactory number of indicators were seen. The candidate provided a satisfactory response which met the pre-established standards for this capability)
- Likely to be strength (Most behavioural indicators were seen. The candidate provided a thorough response which clearly demonstrated capability at this level)
- Very likely to be a strength ( All behavioural indicators were seen. The candidate provided an excellent response demonstrating consistent application of capability at this level and could mentor others)
Recruitment and selection guide
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Navigating Recruitment
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Filling a role
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Planning a recruitment and selection approach
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Assessment centre fact sheet
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Setting the assessment standards and rating approach
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Designing the assessment process
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Descriptive rating scales
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Examples of assessment components for different roles
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Examples of a multi stage assessment
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Designing the application form
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Choosing assessors
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Selecting fit for purpose assessments
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Predictive validity of assessment methods
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Interviews
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Work sample exercises
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Psychometric assessments
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Designing work sample exercises
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Deciding the recruitment and selection approach
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Writing behavioural interview questions
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Example 1
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Matrix for capability based assessments
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Example 2
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Capabilities commonly assessed using work samples exercises
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NSW Government talent acquisition scheme
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Matrix for capabilities commonly assessed using work sample exercises
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Attracting candidates
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Assess candidates
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Conduct pre screening
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Administering and scoring assessments
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Consolidating results and making selection decisions
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Reviewing the resume and application
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Developing a shortlist
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Example of a candidate’s consolidated results (all capabilities assessed)
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Example of a candidate’s consolidated results (focus capabilities assessed)
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Administering and scoring psychometric assessments
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Practical guide to interviewing
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Administering and scoring work sample exercises
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Deciding and appointing
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Onboarding a new employee
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Glossary
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About recruitment legal requirements