Choose criteria that explain the work
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
Start with role outcomes and identify the capabilities that enable them. Avoid duplicating the same underlying trait under several labels, which gives it hidden extra weight. Criteria should be distinguishable and assessable through the planned process. Culture fit is too vague unless translated into specific job-related behaviours, such as sharing safety concerns or coordinating across shifts. Keep the number of criteria small enough that each receives meaningful evidence. State essential thresholds separately from preferences. A beautifully formatted scorecard cannot rescue an unjustified requirement.
Worked example
A quality-lead scorecard uses incident analysis, corrective-action leadership and stakeholder communication. It removes both executive presence and gravitas because neither has a clear, independently assessable definition tied to the role.
Put it into practice
Create five criteria for a fictional role and map each to an outcome and assessment method.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
Check for duplicate constructs and unsupported personality labels. Every criterion should have an evidence route. Remove criteria that the process cannot meaningfully assess.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Selection methods
Professional context for selection methods and their limitations.
- GOV.UK: Discrimination in recruitment
UK legal context. Obtain advice for your jurisdiction and circumstances.