Develop a criterion chart

Use of a criterion chart to rate and compare applicants’ skills and qualifications can help make the screening process more objective, systematic and effective. The selection criteria in the chart must be carefully defined and directly related to the requirements of the position. Listed below are examples of  what can be included when preparing a criteria chart.

• Educational requirements
• Years of experience requirements
• Most important job duties or responsibilities of the position
• Most critical technical skills or competencies required for the position
• Most critical interpersonal or interactive skills required for the position
• Professional affiliations
• Veteran status: Eligible veterans status must be taken into consideration, consistent with state and institutional policy, where the applicant meets the minimum/ required qualifications for the position. See details in the Veteran's Preference Guidelines. 

Exercise discretion when using criteria charts, and do not not “rank” candidates or assign them a numeral value. It is also important to note that not all evaluative criteria should be weighted equally. For example, a specialized degree may not be “equal” to years of experience. It is advised to evaluate candidates based on areas of perceived strength related to the position description, areas of perceived weakness related to the position description and areas where more clarification on the candidate’s skills and qualifications can be provided. Review sample evaluation tools.