Recruitment and Selection Framework

The Recruitment and Selection Framework is being introduced to attract people of talent and experience from diverse backgrounds. 

The Assembly Commission’s Recruitment and Selection Framework sets out a variety of selection options to meet recruitment needs. Assessing against different criteria, using different methods, tailored to specific posts gives the best possible opportunity of finding the right person for the job, improving organisational performance and increasing diversity and inclusion.

This approach builds on an individual’s natural strengths and talents, giving job applicants greater opportunity to demonstrate their suitability for a specific role. It also enables recruiting managers to tailor criteria and selection methods to vacancies, maximising their ability to match the best person to each role. The diagram below provides a summary of each element within the Recruitment and Selection Framework:

Experience – the knowledge or mastery of an activity or subject gained through involvement in or exposure to it.

Ability – the aptitude or potential to perform to the required standard. It refers to general mental ability, cognitive ability or aptitude (the innate potential to perform a particular intellectual function or develop a specific set of skills).

Technical – the demonstration of specific professional skills, knowledge or qualifications.

Assembly Skills and Behaviours – the actions and activities that people do which result in effective performance in a job.

Strengths – the things we do regularly, do well and that motivate us.

Not all elements are relevant to every role, so the makeup of the Recruitment and Selection Framework should be different for different types of job to improve the chances of getting the best person for the job.

Your experience will be assessed alongside other elements of the Recruitment and Selection Framework to get a more rounded picture of your suitability for the role. The Information for Applicants booklet will outline the elements required for the role and the selection method(s) that will be used.

We encourage the recruitment of people with disabilities. We will consider reasonable adjustments during all stages of the recruitment and selection process. If you require any reasonable adjustments to the recruitment and selection process, please let the Human Resources Office know. Examples of adjustments include providing documents in large print or braille or allowing more time for a test or interview.

If you experience any issues navigating our interactive diagram, you can view the information on each element of the Recruitment and Selection Framework below:

Why we assess experience

When looking at your experience, we are looking for examples of things you have previously achieved or your knowledge in a particular field which are relevant to the job role.

We are not looking at how much time you have served in a particular field, but rather how you
performed. Sometimes experience can be transferable from a non-work context. Skills gained through voluntary work or a hobby, such as teamwork or communication, can demonstrate the experience required for the role. We will be looking at your experience, career history and achievements that are relevant to the specific job role.

Why we assess ability

When testing your ability we want to understand your aptitude for a particular type of work.

We assess ability to help predict future performance. This can help selection panel members to get a real understanding of whether you have the skills required for the role and assess your suitability for the role.

How we assess ability

Ability can be assessed using psychometric tests, often in an online internet-based format. The most common tests which are used in the Assembly Commission are:

  • Verbal Reasoning Test (VRT) – to assess your verbal capabilities.
  • Numerical Reasoning Test (NRT) – to assess your numerical capabilities.
  • Situational Judgement Test – to assess your ability to choose the most appropriate action in workplace situations.

The tests are scored automatically and you will be told whether you have achieved the pass benchmark. These tests will not be the only form of selection. If you pass, you will receive information about the next step in the recruitment process.

Why we assess technical skills

The roles within the professions are sometimes specialised and you may be asked to show that you have specific skills, knowledge or qualifications to be successful for example a job in the Finance Office, which may require applicants to have accountancy qualifications.

If there is a requirement for a particular qualification or membership of a professional body, you may be asked to provide evidence of your qualification(s) or membership.

Why we assess Assembly Skills and Behaviours

There are five Assembly Skills and Behaviours that apply to all job roles and grades within the Assembly Commission. The selection panel will select those skills and behaviours which are essential to successful performance in the role. You will not be asked to demonstrate all Assembly Skills and Behaviours for one role. Further information is available in Appendix Two.

Why we assess Strengths

Strengths are the things we do regularly, do well and that motivate us. The Strengths Dictionary defines strengths and is available in Appendix One. Strengths will not be listed in the Job Specification.

How we assess the Recruitment and Selection Framework elements


Recruitment and Selection Framework Element



Assembly Skills and Behaviours



Application Form



Psychometric Tests – Verbal and numerical





Psychometric Tests – Situational Judgement






Recruitment and Selection Framework Element




Assembly Skills and Behaviours







In-Tray Exercise



Written / Oral Analysis Exercise



Psychometric Test – Situational Judgement




Assessment Centre


A dictionary of strengths and their definitions is as follows:

You can adapt to variations in work or environment and your effectiveness isn’t impacted by change. You are flexible and versatile and act as an advocate for change.

You seek and analyse information to inform decisions based on the best available evidence.

You are self-aware and true to yourself in all situations, even when under pressure.

You are self-motivated to act to achieve a goal. You are confident using your own initiative to take forward actions.

You can bring a fresh perspective whatever the situation or context. You see other people’s views and can appreciate there are many different angles to consider.

Change Agent
You are positive and inspirational in leading and supporting others through change.

You take charge of situations, people and decisions. You communicate confidently and give direction.

You are an innovator who tries new approaches and pushes yourself to work outside your comfort zone.

You use your judgement and take a considered approach to situations and tasks when making decisions.

You follow processes, operating firmly within set standards, rules and guidelines.

You convert resources into results in the most efficient and economical way.

Emotionally Intelligent
You draw insight from your own emotions and those of others to demonstrate empathy.

You see the potential in everybody and encourage them to learn, progress and develop.

You communicate thoughts and ideas, verbally or in writing. You simplify complexities and adapt communication so others can understand.

You strive for quality outcomes and excellence in everything you do.

You recognise everyone as an individual, accepting people for who they are and treating everyone fairly. You actively encourage and provide opportunities for others to share ideas and contributions.

You influence others. You articulate the rationale to gain their agreement.

You look for better ways of doing things and enjoy coming up with new and original ideas.

You are inquisitive, you seek out new information and look for new ways to develop yourself.

You provide stability and cohesion within teams, finding common ground and purpose. You enjoy collaborating with others to drive forward a shared goal.

You pursue things which give you a sense of meaning and purpose, working towards a longer term goal.

You are highly driven and inspire others to move things along and make things happen.

You facilitate constructive discussions and enjoy getting all parties to reach an agreement.

You proactively create and maintain positive, professional and trusting working relationships with a wide range of people within and outside the organisation. You identify connections and reach out to bring people together.

You make plans and are well prepared. You seek to maximise time and productivity.

You are detail-focussed, you ensure everything is accurate and error free.

You think ahead to anticipate, identify and address any risks or problems before they occur.

Problem Solver
You take a positive approach to tackling problems and find ways to identify suitable solutions.

Relationship Builder
You quickly establish mutual respect and trust, building long lasting relationships with others.

You have inner composure, recover quickly from setbacks and learn from them.

You take ownership for your decisions and hold yourself accountable for what you have promised to deliver.

Service Focussed
You look for ways to serve customers putting their needs at the heart of everything you do.

You look at the big picture and consider the wider factors and long term implications of decisions.

Team Leader
You are confident to lead a team and can effectively manage team dynamics to drive forward a shared goal. You take into consideration everyone’s individual needs and create a genuine team spirit.

Team Player
You work well as part of a team and strive to ensure the team pulls
together and is effective.

You create and share a clear vision of the future.

Further information on the skills and behaviours associated with working in the Assembly can be found in our Assembly Skills and Behaviours Guidance.