Start from the job, not the catalogue
The strongest predictor of frontline performance is a sample of the work itself, judged against a clear standard. Build the assessment from the two or three tasks that separate a strong performer from an average one.
- List the critical tasks a competent hire performs in week one
- Pick one observable sample per task
- Write the standard as good signs and warning signs
- Train two assessors to score the same evidence
Choosing instruments by role
Scoring that survives scrutiny
- 01
Fix the weighting
Decide what each instrument contributes before interviews start.
- 02
Use behavioural anchors
Describe what a 1, 3 and 5 look like in observable terms.
- 03
Set gates
Non-negotiable minimums for safety and compliance items.
- 04
Record the evidence
Capture scores digitally so decisions can be reviewed later.
Fairness and responsible use
- Use job-related content only, reviewed for adverse impact
- Offer reasonable adjustments and explain the process up front
- Keep a human decision-maker accountable for every outcome
- Treat scores as one evidence source, never the sole reason
- Retain data only as long as the hiring decision requires