Screening and selecting internal candidates

CRITERIA

NON-PERFORMANCE

BASIC

PROFICIENT

DISTINGUISHED

Explain why and when candidate background checks will be authorized.

Does not explain why and when candidate background checks will be authorized.

Explains why but not when candidate background checks will be authorized.

Explains why and when candidate background checks will be authorized.

Explains why and when candidate background checks will be authorized; provides rationale for those decisions.

Identify pre-employment screening tests for the position being recruited.

Does not identify pre-employment screening tests for the position being recruited.

Identifies a pre-employment screening test for the position being recruited.

Identifies pre-employment screening tests for the position being recruited.

Selects pre-employment screening tests for the position being recruited; provides rationale for those choices.

Articulate possible legal issues associated with screening candidates.

Does not articulate possible legal issues associated with screening candidates.

Lists possible legal issues associated with screening candidates.

Articulates possible legal issues associated with screening candidates.

Articulates possible legal issues associated with screening candidates; describes how to mitigate the risks.

Select assessment methods to use based on the job being recruited and the budget available.

Does not select assessment methods to use based on the job being recruited and the budget available.

Identifies, but does not select, assessment methods to use based on the job being recruited and the budget available.

Selects assessment methods to use based on the job being recruited and the budget available.

Identifies assessment methods and the sequence of use for screening candidates; develops and explains assessment strategy for the CapraTek position.

Develop the sequence in which methods will be used to screen applicants.

Does not develop the sequence in which methods will be used to screen applicants.

Identifies, but does not develop, the sequence in which methods will be used to screen applicants.

Develops the sequence in which methods will be used to screen applicants.

Develops the sequence in which methods will be used to screen applicants; justifies choice of methods.

Explain how technology will impact choice of screening and selection methods.

Does not explain how technology will impact choice of screening and selection methods.

Explains how technology will impact choice of screening or selection methods.

Explains how technology will impact choice of screening and selection methods.

Analyzes how technology will impact choice of screening and selection methods; recommends specific technologies for this purpose.

Design a final candidate selection process for the CapraTek position being recruited.

Does not design a final candidate selection process for the CapraTek position being recruited.

Describes a candidate selection process.

Designs a final candidate selection process for the CapraTek position being recruited.

Designs a final candidate selection process for the CapraTek position being recruited; describes procedures to maintain consistency.

Describe the method chosen to make the final hiring decision.

Does not describe the method chosen to make the final hiring decision.

Identifies the method chosen to make the final hiring decision.

Describes the method chosen to make the final hiring decision.

Describes the method chosen to make the final hiring decision; outlines the process leading to that choice of method.

Determine which candidates meet the basic job requirements.

Does not identify which candidates meet the basic job requirements.

Identifies which candidates meet some of the basic job requirements.

Determines which candidates meet the basic job requirements.

Analyzes which candidates meet the basic job requirements; explains rationale for that determination.

Identify the top three candidates to interview for the position.

Does not identify the top three candidates to interview for the position.

Identifies candidates to interview for the position.

Identifies the top three candidates to interview for the position.

Identifies the top three candidates to interview for the position; explains rationale behind ranking.

Explain rationale for why the selected candidates should be interviewed.

Does not explain rationale for why the selected candidates should be interviewed.

Identifies rationale for why the selected candidates should be interviewed.

Explains rationale for why the selected candidates should be interviewed.

Articulates rationale for why the selected candidates should be interviewed; summarizes reasons for ranking the top three candidates.

Communicate in a professional manner that is appropriate for the intended audience.

Does not communicate in a professional manner that is appropriate for the intended audience.

Communicates in a manner that is professional but not appropriate for the intended audience.

Communicates in a professional manner that is appropriate for the intended audience.

Communicates in a professional manner that addresses the intended audience and is free of grammar and mechanical errors.