Choose Criteria Before Candidates

The principle

Selection becomes more defensible when criteria are tied to the role and defined before preferred candidates emerge. A structured process can reduce arbitrary judgments and favoritism. Relevant evidence, consistent questions, and documented reasons help reviewers distinguish demonstrated ability from familiarity, confidence, or personal similarity.

Worked example

A fictional community program selects a workshop facilitator. Before reviewing applications, the panel specifies subject knowledge, teaching ability, and accessibility awareness. Each candidate explains the same short teaching scenario. A familiar applicant gives an energetic but unclear answer; another applicant demonstrates a stronger method. The panel records evidence against the criteria rather than replacing the standards with an undefined impression of 'fit.'

Limits and judgment

Scoring systems do not automatically remove bias. Criteria can privilege irrelevant credentials, and reviewers can interpret the same evidence differently. Check whether standards reflect the actual work and whether candidates have a fair opportunity to demonstrate ability. Leave room for reasoned judgment, but make deviations explicit. A spreadsheet can document a weak process just as efficiently as a strong one.

RETRIEVE. REASON. REMEMBER.

Knowledge check.

Choose one answer for each question, then check your reasoning.