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Where rating scales are used you need to be clear about what each point on the scale means. By having a description of the defining features for each rating point assessors are more likely to assess performance in a consistent and standardised way.
You can also tailor your rating scale for each assessment. See: Google’s sample interview grading rubric for an example.
5-point rating scale
In this example, a candidate’s performance would need to be rated at 3 or higher to be assessed as meeting the capability requirements.
Example: 5-point rating scale
Rating | Definition | Description |
---|---|---|
5 | 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. |
4 | Likely to be strength | Most behavioural indicators were seen. The candidate provided a thorough response which clearly demonstrated capability at this level. |
3 | Meets requirements | A satisfactory number of behavioural indicators were seen. The candidate provided a satisfactory response which met the pre-established standards for this capability. |
2 | Development required | Few behavioural indicators were seen. The candidate would require development on this capability. |
1 | Significant development required | None of the behavioural indicators were seen, or negative behaviours were seen. The candidate was unable to demonstrate competence in the capability at this level. The candidate would require significant development. |
3-point rating scale
In this example, a candidate’s performance would need to be rated at 2 or higher to be assessed as meeting the capability requirements.
Example: 3-point rating scale
Rating | Definition | Description |
---|---|---|
3 | Exceeds requirements | All behavioural indicators were seen. The candidate provided an excellent response demonstrating consistent application of capability at this level and could mentor others. |
2 | Meets requirements | A satisfactory number of behavioural indicators were seen. The candidate provided a satisfactory response which met the pre-established standards for this capability. |
1 | Development required | Few of the behavioural indicators were seen, or negative behaviours were seen. The candidate would require development on this capability. |
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