If you have chosen to use behavioural attributes as selection criteria, you will have retained the behavioural attributes section in the HR7 Further Information document for your vacancy. This instructs applicants to provide specific examples from their work, education or other experience which show how they meet the behavioural attribute requirements for the role. This is because, in order for short-listing assessors to determine how effectively an applicant can operate at the level required, they need evidence which demonstrates effectively and convincingly that the applicant has done so in the past. The principle here is that past behaviour can be used as a predictor of future behaviour and performance.
When assessing an example provided by an applicant, it is recommended that short-listing assessors use the ‘STAR’ method. An effective example will explain how the required behavioural standards have been demonstrated in a previous situation by covering the following:
- S: Situation
- T: Task
- A: Action
- R: Result
For each behavioural attribute being assessed, short-listing assessors will need to review the level definition and positive indicators and consider how effectively an applicant has provided evidence that he/she has operated at the level required in the past. In the examples provided, it should be clear to assessors what action the applicant took personally and how this contributed to the positive outcome achieved.
Each assessor should then individually allocate provisional scores to an applicant, before discussing and agreeing final scores with the other assessors in the way described in the Short-listing process and decision making sub-section.