Tips on selection criteria for senior positions
Capability Frameworks are a new way of establishing selection criteria and must be understood. The selection criteria for senior positions are more complex because they are often based on capability frameworks.
Chapter 5 makes it all clear and guides you through the whole process. The 12 pages include:
The first move into a senior position is difficult. The responsibilities change from administrative or technical to managing people and large projects. The role has a much broader perspective and is more focused on managing people to do the work rather than doing it yourself.
Senior positions should be held by people who have “the right stuff”. Selection panels are looking for people who have certain characteristics, including higher-level education, leadership qualities, integrity, are able to manage people and persuade others, have a vision, recognise, and have the courage to take opportunities, who take risks and achieve results – people who can make a difference. These are wonderful characteristics but demonstrating them sometimes is difficult.
What the panel is looking for is real evidence of your success. Senior staff should be successful people who have made a “difference” to the system in past positions: had an “impact” on the agency in terms of better customer service, improved efficiency, better relationships with other agencies, reduced costs and smoother operation…
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