1. The role profile
Everything starts with a clear description: responsibilities, expected results, competencies and minimum conditions. Criteria are set before seeing any candidates.
2. The job ad
A good ad says what the person will do, what the company offers and how to apply. Minimum requirements must be clear and free of discriminatory criteria.
3. Long list and short list
Applications are first checked against the minimum conditions, then compared using the agreed criteria. The result is a short list of candidates invited to interview.
4. The structured interview
All candidates get the same core questions and answers are scored on a grid. This keeps the comparison fair and easy to explain.
5. Checks and references
With the candidate's consent, CV information can be checked and references requested. Personal data is processed strictly for the selection process.
6. The final report
The report shows the ranking, scores and reasons for the recommendations. The decision belongs to the employer, but it is backed by a documented process.
This article is for information only and reflects requirements published by institutions at the time of writing. It is not legal advice. For your specific situation, ask us for an assessment.
