• Applicants can only be evaluated on the qualifications that were published in the job advertisement/description.
• The minimum and preferred qualifications in the job advertisement/description cannot be changed based on the applicants.  If the qualifications change, the position will be re-advertised.
• Duties and responsibilities should have a corresponding qualification for evaluation.  Ex.  If a candidate will be evaluated on teaching experience, it should be listed as a minimum qualification and not just a duty/responsibility.
• A matrix is an excellent tool to help determine the qualifications an applicant has met. See sample matrix.
• During the initial stages of recruitment and selection for interview, applicants are evaluated against the qualifications, not against each other.
• Some qualifications such as “interpersonal skills”, “oral communication skills”, and other similar “soft” qualifications can be determined during the interview and can allow committees greater flexibility in making final decisions.
• Qualifications can be weighted based on the importance of that qualification to the position.