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  1. 5-point rating scale
  2. 3-point rating scale

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