Selection criteria 

Getting the right selection criteria was crucial, allowing for trainee selection from target audiences.

It meant by not asking for any past knowledge, experience or qualifications, applicants from target groups had the confidence to apply.

If somebody sent a CV we didn’t look at it, we only looked at the responses to the questions.

By selecting for attitude, those who could most benefit and how we could make the biggest differences to their lives, we selected people who not only had masses of potential, but who had also encountered barriers in their lives which had prevented them from succeeding.

Selecting candidates for passion and enthusiasm was crucial in getting people with the right attitude to work in the heritage industry within a very competitive environment.

Without the correct selection criteria, we would have been unable to appoint people from our target groups. If we had used a competency framework based on knowledge, past experience and qualifications, we would have appointed people from groups already represented within the National Trust.

Every time you put in a selection criteria, you create a barrier for somebody. It is important that only crucial selection criteria is included. View the Selection Criteria

The Accessibility Needs Audit looked at the property, and areas, such as barriers to accessibility and strategies which could be put in place to overcome them.

When we tested the abilities and skills to do the job, we did not look for the persons most able to complete a physical activity or who had the highest score. We looked to make sure they had the baseline skills to do the job.

Selection Criteria Note NT Employee with Guide Dog below Qoute

Selection criteria 

Getting the right selection criteria was crucial, allowing for trainee selection from target audiences.

It meant by not asking for any past knowledge, experience or qualifications, applicants from target groups had the confidence to apply.

If somebody sent a CV we didn’t look at it, we only looked at the responses to the questions.

By selecting for attitude, those who could most benefit and how we could make the biggest differences to their lives, we selected people who not only had masses of potential, but who had also encountered barriers in their lives which had prevented them from succeeding.

Selecting candidates for passion and enthusiasm was crucial in getting people with the right attitude to work in the heritage industry within a very competitive environment.

Without the correct selection criteria, we would have been unable to appoint people from our target groups. If we had used a competency framework based on knowledge, past experience and qualifications, we would have appointed people from groups already represented within the National Trust.

Every time you put in a selection criteria, you create a barrier for somebody. It is important that only crucial selection criteria is included. View the Selection Criteria

The Accessibility Needs Audit looked at the property, and areas, such as barriers to accessibility and strategies which could be put in place to overcome them.

When we tested the abilities and skills to do the job, we did not look for the persons most able to complete a physical activity or who had the highest score. We looked to make sure they had the baseline skills to do the job.

Selection Criteria with National Trust employee with guide dog
Ingredient for Change Header Image
NT Employee Sorting cupboard

If we had used a competency framework
based on knowledge, past experience and
qualifications, we would have appointed
people from groups already represented
within the National Trust.

Statistics

The selection criteria was key to recruiting 93% of our trainees from groups under-represented in the heritage industry.

‘The selection criteria wasn’t after previous experience, it was after the people who really shone and wanted to make a difference in their lives, allowing them to access our industry.  Previously skills, experience and qualities were required. This was turning things around and looking at personal qualities.’

Line manager

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