Candidate Selection Criteria

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“Candidate Selection Criteria related Frequently Asked Questions by expert members with experience in all professional fields. These questions and answers will help you strengthen your technical skills, prepare for the new job test and quickly revise the concepts”

29 Candidate Selection Criteria Questions And Answers

3⟩ What does the professional past of the candidate mean?

While interviewing the individual, first make sure that you find out about the professional past of the person. Try to find out the interviewee's first job and other relevant details about his or her professional and personal life. You also want to verify his or her qualifications, education, courses and lessons.


4⟩ What is candidates list?

After you have the information in place, make a list of all the individuals who are supposed to come for the interview, making a note of the times that they would be coming in, along with the questions that you are supposed to ask them. This goes a long way in helping you picture the candidate, long after the candidate is gone, and would help you in remembering any intricacy of the interview.


7⟩ What is the job requirement?

You have to make a table jotting down all these aspects in a single file. Some of the aspects that should come out are:

☛ What type of employee would better fit your organization?

☛ What are the skills that your organization is looking for?


8⟩ Please define candidate selection criteria?

Your first task when planning to fill a vacancy is to identify and define the criteria you will use to assess and evaluate potential candidates. This approach allows you to avoid common selection problems, consistently evaluate each candidate and be in a better position to hire strong performers.


9⟩ List five types of pre-determined selection criteria?

Selection Criteria 1: Education: Level completed, relevancy and quality.

Selection Criteria 2: Previous Work Experience: Amount, relevancy and quality organizational skills including the ability to work in a diverse environment, multitask and work under pressure; reliability including good attendance and punctuality.

Selection Criteria 3: Communication: Written, oral and interpersonal skills.

Selection Criteria 4: Technology (if applicable): Amount, relevancy and quality of information technology training and/or experience.

Selection Criteria 5: Licenses and Certification (if applicable): Possesses or can timely obtain necessary licenses and/or certifications.


12⟩ What does a selection criteria include?

Selection criteria go beyond minimum qualifications and look at quantity, quality, and relevancy of education, experience, knowledge and other skills that each applicant possesses. Selection criteria also include qualifications that may be unique to the particular job and the particular department rather than the more general minimum qualifications. When applicants are compared to each other and selection criteria are applied, the best-qualified candidate can be selected.


13⟩ What is the purpose of minimum qualification tool?

Minimum qualifications are used to screen applicants by comparing their qualifications to those minimally necessary to do the job. Minimum qualifications for non-instructional positions are found in teams under Position Descriptions.


14⟩ What is the purpose of selection criteria?

Selection criteria are used to determine the best-qualified applicant from among all of the candidates who have met the minimum qualifications and were selected for an interview for the particular position.


15⟩ What are the tools for screening the best candidates?

In order to fill an open University position and to find the best qualified applicant for the position, applicants must be judged by using clearly defined standards or criteria which reflect the specific needs of the department. Two sets of standards are used in screening applicants. These are:

☛ Minimum Qualifications

☛ Selection Criteria


16⟩ What are the questions which should be asked by the interviewer in candidate selection?

The following are interviewing questions to ask the candidate as well as the basic criterion and interviewing tips for selecting a job candidate:

☛ The professional past of the candidate

☛ The technical aspects - professional skills

☛ The balance

☛ Initiator or a follower

☛ The attitude

☛ The answers

☛ Body language

☛ Documentation

☛ The salary

☛ The time-frame - (Availability)


18⟩ What is the use of asking about the references while interviewing?

If the interviewee has informed you about any references, allow the interviewee to speak about them. With this, you can get to cross check whatever the interviewee has informed you about them earlier. Also, you can also cross check these facts, later on when you give a call to the references. If the references that the interviewee has provided are his or her previous managers or colleagues, the interviewer should try to know the former-mutual-contact experiences.


19⟩ What should an interviewer do when it comes to the salary in candidate selection criteria?

The salary is quite an integral part of the final decision whether the individual would join the organization. The salary also plays an integral part in the interviewer's decision whether the interviewee is perfect for the organization. Therefore, the interviewer should find out the expected salary of the interviewee, and also gauge whether the individual would bargain or negotiate about the salary.


20⟩ How should an interviewer handle the documentation of the candidate?

The interviewer should make sure that all the documentation and formal information that might be needed for the quick process of hiring are presented and collected as soon as possible. Apart from the academic qualifications, the interviewer should also ask about any hobbies or extracurricular activities that the interviewer has taken part in.