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PSC FORM 34 COMPARATIVE ASSESSMENT OF APPLICANTS FORM To be filled out and signed by the Selection Committee members and attached to the Selection Outcome Report form (PSC FORM 35×. JOB TITLE: GRADE:

How to fill out comparative assessment of applicants

How to fill out comparative assessment of applicants:

1. Start by reviewing each applicant's resume and application materials. Take note of their qualifications, education, work experience, and skills.
2. Create a scoring system or rubric to objectively evaluate each applicant. Consider factors such as relevant experience, relevant certifications or qualifications, communication skills, problem-solving abilities, and teamwork.
3. For each category or criteria, assign a numerical value or rating. Be sure to establish clear criteria and definitions for each rating level to ensure consistency.
4. Compare each applicant against the established criteria and assign them scores or ratings accordingly. Use specific examples or evidence from their application materials to support your assessment.
5. Consider any additional information or references provided by the applicants. This could include reference letters, portfolios, or samples of their work.
6. Summarize your assessments for each applicant in a comparative assessment form or document. This can be done through a table or a structured format, allowing for easy comparison between candidates.
7. Provide specific comments or feedback for each applicant, highlighting their strengths and areas for improvement.
8. Finally, ensure that your comparative assessment is fair, unbiased, and based solely on the applicants' qualifications and abilities.

Who needs comparative assessment of applicants:

1. Human resources departments: HR departments often use comparative assessment of applicants to make informed decisions when hiring new employees. It helps them compare multiple candidates objectively and choose the most suitable candidate for a specific role.
2. Hiring managers: Comparative assessment is crucial for hiring managers who have to make final decisions about who to hire. It provides them with valuable information and insights about the candidates that can aid in the selection process.
3. Panel interviewers: When multiple interviewers are involved in evaluating applicants, a comparative assessment helps in consolidating different opinions and observations. It ensures that the final decision is based on a collective perspective rather than individual biases.

In conclusion, filling out a comparative assessment of applicants requires a systematic approach that involves reviewing application materials, establishing evaluation criteria, assigning scores, and summarizing the assessments. This process benefits human resources departments, hiring managers, and panel interviewers by providing a fair and objective method for comparing and selecting applicants.

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What is comparative assessment of applicants?

Comparative assessment of applicants is a process of evaluating and comparing individuals applying for a certain position or opportunity.

Who is required to file comparative assessment of applicants?

The hiring manager or a designated committee is required to file comparative assessment of applicants.

How to fill out comparative assessment of applicants?

To fill out comparative assessment of applicants, the evaluator must carefully review and rate each applicant based on predetermined criteria.

What is the purpose of comparative assessment of applicants?

The purpose of comparative assessment of applicants is to make an informed decision on selecting the most suitable candidate for the position.

What information must be reported on comparative assessment of applicants?

The comparative assessment of applicants must include information such as qualifications, experience, skills, and overall suitability of each candidate.