Assessment & Selection
Hiring decisions must be made according to the principle of merit to ensure they are non-partisan and based on competence and ability to do the job.
Use screening and assessment tools based on the job-related knowledge, skills, abilities and competencies. This ensures that the right person is hired for the job.
The information you gather will help assess the fit or match between people and jobs. There are many assessment options for you to consider. Below are links to pages with information about the steps commonly used to assess applicants.
Reviewing resumes, cover letters and questionnaire results helps screen applicants on the basis of education and experience and determine which applicants meet the eligibility requirements. Only eligible applicants are screened for further consideration in the staffing action.
Once applicants are screened in, the hiring manager will assess the remaining applicants on the knowledge, skills, abilities and competencies required to perform the job. This is typically completed by conducting interviews, written tests and work simulation exercises.
Before conducting any assessments, decide how you will rate applicants and record the results of your competition. Templates are available to document your results.
Interviewing is the most commonly used method of assessing candidates. Interviews are typically done face to face but may also be conducted via telephone or online technology.
Past Work Performance
This factor of merit must be assessed. Past work performance is typically assessed by reference checks and may also be assessed by reviewing an applicant’s work samples.
Years of Continuous Service
Years of continuous service is the amount of time an employee has been continuously employed in the BC Public Service. Continuous service is a factor of merit and must be considered for BCGEU and PEA positions.