External Staffing Processes Glossary

Review of Applications

A process that identifies those candidates who have applied by the advertised deadline and meet the qualifications as stated in the merit criteria such as education and experience.

If you meet the criteria identified for screening, you will be invited for the assessment process (i.e. written examinations, interview or both).

The assessment process

The statement of merit criteria is the keystone of the assessment process. The assessment methods are usually to assess knowledge, abilities and personal suitability. Candidates are rated on their ability to provide full, well-organized responses to questions.

In assessing candidates, several tools are available such as:

• Written exams prepared by the department (which can be administered electronically); the exams can consist of multiple choices, essay questions while others may require to complete certain tasks.
• Standardized tests which are used throughout the public service;
• Interviews; and
• Reference checks for confirming information provided in an interview and for assessing personal suitability. You should prepare a list of the names and recent contact information of at least three references. Although a direct supervisor can make a great reference, don’t overlook regular clients or a co-worker.

For this particular process the Grammar, Spelling and Punctuation Test (GSPAT) will be administered to assess the ability to identify and correct grammar, spelling and punctuation errors in existing English text quickly and accurately. The Grammar, Spelling and Punctuation Test consists of 75 multiple-choice questions divided into three sub-tests.

Please note that candidates are entitled to be interviewed and assessed in their language of choice (English or French).

Pool

Once the assessment board has evaluated all candidates, it establishes a pool of qualified, but unranked, candidates. This pool is available to management as a source of qualified candidates who can be appointed to fill future vacancies.

Managers will then select individuals from the pool for specific positions. The managers may further assess some asset criteria before making a final decision.

If you were not found qualified, you will receive a letter or e-mail that may outline which elements you did not meet.