Top 10 Tips for Setting and Assessing Minimum Qualifications

Creating minimum qualifications for a position and selecting the right candidate can be daunting. Done well, it can help you maximize the pool of candidates for consideration and select someone likely to be successful in the role.

Here are 10 tips to consider when creating and assessing qualifications.

1. Because applicants who do not pass initial minimum qualification screening are not considered further, it is important to be thoughtful and deliberate when determining which qualifications are most important for the position. Start by evaluating the knowledge, skills, and abilities required for the position. Qualifications should be targeted, specific, and clearly tied to job responsibilities.
2. Having a clear process for evaluating minimum qualifications will ensure your evaluation is appropriately rigorous, meaning it is more rigorous for positions at higher classifications and less rigorous for lower classifications.
3. When considering minimum qualifications, think about what a new employee needs to have on the first day in the position. If a qualification is trainable -- something you would reasonably expect an applicant to learn or acquire in the first few weeks or months of employment – it could be considered for a preferred qualification but should not be used as a minimum qualification.
4. A degree cannot be the only way to qualify for a position unless it is closely tied to licensure, certification, or other skill sets that can only be obtained through a specific degree in accordance with Executive Order 23-14.
5. Only licenses and certifications necessary to perform the duties of the position may be required. Other licensures or certifications may only be used as preferred qualifications.
6. Focus on the type and level of experience you need. Experience may include work experience, internships, fellowships, and volunteering.
7. Use qualifications that will help you make decisions and will meaningfully distinguish one applicant from another.
8. Be sure the qualifications you set reflect cultural competency considerations.
9. Positions at the same level might not have identical qualifications, but the type and level of experience and education required should be comparable.
10. Remember, minimum qualifications are intended to screen out applicants who do not have the skills, education, and experience necessary to be successful in the position. By using assessments, if appropriate, during the interview process, considering preferred qualifications, and listening carefully during interviews, you can find the right fit for your team.

For more information, check out the new Assessing and Setting Qualifications Guide. The guide is designed to help you set qualifications, review resumes and interview employees for open positions.