Making the selection decision
You’ve done your research and gathered a lot of information about your top candidates – from the resumé and initial application materials through to the behavioural interview and background reference checks. You now need to integrate this information using the established practices of your district to make a well-informed and fair selection decision.
Your district may have an established approach to integrating the data. This could involve assigning a weighting or quantitative value to each of the assessment methods used during the selection process. For example, you might assign a weight of:
- 30% for meeting qualifications and selection criteria,
- 50% for the interview score and
- 20% for reference check score.
Whatever weighting system you develop, remember to draw on all the relevant information you have collected and use the same system with all candidates.
Once you’ve applied the weighting system and consulted with the other interviewers involved in the selection process, you will be able to decide which candidate is most suitable and is the first choice to fill the position.
It’s time to contact your top candidate and offer them the job.