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Choosing the right assessors who are committed to finding the right person for the role will have a big impact on your assessment process.
Legal requirements
The minimum number of assessors required is two for a comparative assessment and one for a suitability assessment.
How to choose assessors
For a comparative assessment process, at a minimum, it is important to include:
- a hiring manager who is at a higher grade than the role being recruited (unless the hiring manager is a qualified human resources or recruitment representative)
- an independent person who works outside of the employment area or division.
Additional assessors who are at least at the same grade as the role being recruited may be included where appropriate.
In selecting assessors you should include, wherever possible:
- a mix of genders
- persons reflective of the wider community with representation from diversity groups
- for an identified or targeted role, at least one person from the related diversity group (e.g. an Aboriginal or Torres Strait Islander person for an Aboriginal or Torres Strait Islander identified role).
Invite assessors to be involved in the recruitment process early on so they can plan their time commitment and involvement in the process. Also specify what their contribution will involve. This may include some or all of the following:
- helping to develop the targeted questions
- screening resumes and applications
- helping to design interview questions
- participating as an assessor in interviews
- participating as an assessor in other assessment activities (e.g. observing group activities, marking work sample exercises etc.)
- doing referee checks
- giving input to the final selection decision.
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Assessor training
It is important that assessors have a good understanding of the recruitment and selection requirements of the GSE Act and GSE Rules, particularly the merit principles set out in GSE rule 16. If you are using an assessor from outside of the NSW Public Service you may need to give them an overview of the main assessment requirements.
Also consider the types of information and training that will help assessors to make well-informed and objective recruitment decisions. Types of training may include:
- Navigating Recruitment e-learning program for guidance on all steps of the recruitment process
- Assessment practices training – training resource for agencies to deliver to HR professionals (available by request from the Public Service Commission)
- training for particular assessment activities – e.g. training assessors to observe and rate a group activity
- information or training on techniques to address unconscious bias
- information or training on disability awareness and cultural awareness
- information on legal requirements and obligations (e.g. workplace adjustments, preventing discrimination etc.).
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