1. Formal qualifications
This has to do with the applicant's school finishing certificate; college certificate, university diploma; degree or any other similar academic achievement.
For certain positions, particularly professions, it's understandable to look at the applicant's formal, and relevant qualifications, with scrutiny.
2. Prior learning
'Prior learning' includes the following:
Any informal qualifications from short courses;
Having performed, or assisted with, a similar job;
Reading on the topic;
Exposure to the tasks of the job; and
Any other form of relevant learning apart from formal qualifications.
3. Relevant experience
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This refers to the extent to which the job applicant has been exposed to the same or any other similar work to the job being applied for.
Traditionally speaking, it has been a key factor when looking at applicants.
Now, while the law allows you to consider these criteria, it DOESN'T allow you to unfairly discriminate against a potential applicant just because she doesn't have relevant experience.
Take all the other criteria into consideration.
4. The capacity to acquire the ability to do the job, within a reasonable time
There are generally three steps you can use in measuring such capacity.
Look at the job facets as well as the job qualities which the applicants require;
Formulate fair and objective tests to identify the necessary qualities required; and
Apply these tests, among all applicants, in a consistent manner.
So, there are four criteria that you must look into when looking to hire someone.
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