Robust Assessment Guidelines
- What are the Robust Assessment Guidelines and why are they in place?
- What do the Robust Assessment Guidelines say regarding the assessing the growth potential of candidates?
- Robust Assessment Guidelines: Does the robust assessment process need to be referred to in job advertisements?
- Are there any training tools for hiring managers for the robust assessment guidelines?
- Robust Assessment Guidelines: What documentation should be kept around assessing the initial 70% while shortlisting?
- What kind of information should be included in a selection report?
- Robust Assessment Guidelines: When do hiring managers need to apply the VPSC Recruitment Principles and Standards?
- What circumstances would give rise to a ‘review of actions’?
- How do the Robust Assessment Guidelines support the principle of merit in recruitment?
- Do hiring managers need to still consider growth potential when hiring for a fixed-term position?
- How is growth potential assessed?
- Even after taking growth potential into account, what if the panel does not consider any of the candidates are suitable for the role?
- Robust Assessment Guidelines: Can selection criteria be weighted to emphasise their importance?
- Can a candidate who does not meet a mandatory requirement be shortlisted for a role?
- Robust Assessment Guidelines: If the preferred candidate scores less than 70%, can they be appointed to the role?
- How do hiring managers assess 70% of the overall requirements of a role?
- Does growth potential need to be considered for roles under 6 months?