Define quality in observable terms
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
Quality needs more precision than good candidates or strong service. Define whether an output is accurate, complete enough for its purpose, timely, relevant and appropriately handled. A shortlist standard might require a source for each material claim and a visible gap where evidence is missing. Distinguish a critical defect, such as sharing the wrong candidate’s information, from a minor formatting issue. Standards should help people make decisions, not create paperwork unrelated to the work. Show examples of acceptable and unacceptable outputs and calibrate reviewers before using scores for evaluation.
Worked example
Two reviewers disagree on whether a summary is complete. The standard now requires evidence for three essential criteria, candidate-confirmed interest and clearly labelled unknowns. Length is no longer used as a proxy for quality.
Put it into practice
Define four standards for a shortlist, each with a pass example and a defect.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
At least one standard should concern factual accuracy and one should concern handling or access. Label missing evidence as an explicit gap rather than demanding that a recruiter invent completeness.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Recruitment
Professional context for the recruitment lifecycle.