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Recruitment and Selection Framework

Appointment Opportunity - Independent Chairperson and Member of the Northern Ireland Assembly Secretariat Audit and Risk Committee

Download this Framework as a PDF (11 pages, 467KB)

The Assembly's Recruitment and Selection Framework has five elements: Experience; Ability; Technical; Assembly Skills and Behaviours; and Strengths

The Recruitment and Selection Framework is being introduced to attract people of talent and experience from diverse backgrounds.

The Assembly Commission’s Recruitment and Selection Framework sets out a variety of selection options to meet recruitment needs. Assessing against different criteria, using different methods, tailored to specific posts gives the best possible opportunity of finding the right person for the role, improving organisational performance and increasing diversity and inclusion.

This approach builds on an individual’s natural strengths and talents, giving applicants greater opportunity to demonstrate their suitability for a specific role. It also enables recruiting managers to tailor criteria and selection methods to vacancies, maximising their ability to match the right person to each role. The diagram below provides a summary of each element within the Recruitment and Selection Framework:

Experience – the knowledge or mastery of an activity or subject gained through involvement in or exposure to it.

Abilitythe aptitude or potential to perform to the required standard. It refers to general mental ability, cognitive ability or aptitude (the innate potential to perform a particular intellectual function or develop a specific set of skills).

Technical – the demonstration of specific professional skills, knowledge or qualifications.

Assembly Skills and Behaviours –the actions and activities that people do which result in effective performance in a job.

Strengths – the things we do regularly, do well and that motivate us.

Not all elements are relevant to every role, so the makeup of the Recruitment and Selection Framework should be different for different types of job to improve the opportunity of getting the right person for the role.

Your experience will be assessed alongside other elements of the Recruitment and Selection Framework to get a more rounded picture of your suitability for the role. The Information for Applicants booklet will outline the elements required for the role and the selection method(s) that will be used.

We encourage the recruitment of people with disabilities. We will consider reasonable adjustments during all stages of the recruitment and selection process. If you require any reasonable adjustments to the recruitment and selection process, please let the Human Resources Office know. Examples of adjustments include providing documents in large print or braille or allowing more time for a test or interview.

 

Experience

Why we assess experience

When looking at your experience, we are looking for examples of things you have previously achieved or your knowledge in a particular field which is relevant to the job role.

We are not looking at how much time you have served in a particular field, but rather how you
performed. Sometimes experience can be transferable from a non-work context. Skills gained through voluntary work or a hobby, such as teamwork or communication, can demonstrate the experience required for the role. We will be looking at your experience, career history and achievements that are relevant to the specific job role.

 

Ability

Why we assess ability

When testing your ability we want to understand your aptitude for a particular type of work.
We assess ability to help predict future performance. This can help selection panel members to get a real understanding of whether you have the skills required for the role and assess your suitability for the role.

Ability can be assessed using psychometric tests, often in an online internet-based format.

Tests will not be the only form of selection. If you achieve the required standard, you will receive information about the next step in the recruitment process.

 

Technical

Why we assess technical skills

Some roles are specialised and you may be asked to show that you have specific skills, knowledge or qualifications to be successful, for example a job in the Finance Office, which may require applicants to have accountancy qualifications. If there is a requirement for a particular qualification or membership of a professional body, you may be asked to provide evidence of your qualification(s) or membership.

 

Strengths

Why we assess Strengths

Strengths are the things we do regularly, do well and that motivate us. The Strengths Dictionary defines strengths and is available in Appendix One. Strengths will not be listed in the Information for Applicants booklet.

 

Assembly Skills and Behaviours

Why we assess Assembly Skills and Behaviours

There are five Assembly Skills and Behaviours that apply to all job roles and grades within the Assembly Commission. The selection panel will select those skills and behaviours which are essential to successful performance in the role. You may not be asked to demonstrate all Assembly Skills and Behaviours for one role. Further information is available in Appendix Two.

 

How we assess the Recruitment and Selection Framework elements

Sift

Recruitment and Selection Framework Element

Technical

Ability

Assembly Skills and Behaviours

Strengths

Experience

Application Form

-

Psychometric Tests – Verbal and numerical

-

-

-

-

Psychometric Tests - Situational Judgement

-

-

-

 

Assessment(s)

Recruitment and Selection Framework Element

 

Technical

Ability

Assembly Skills and Behaviours

Strengths

Experience

Interview

-

Presentation

-

In-Tray Exercise

-

-

Written / Oral Analysis Exercise

-

-

Psychometric Test - Situational Judgement Test

-

-

-

Assessment Centre

 

Appendix One

 

Appendix Two

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