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For the purpose of this guide, the recruitment process includes recruitment actions to fill a new or existing role advertising for ongoing, temporary or fixed term roles and internal movements such as secondmentsand transfers.  \n1 | INTRODUCTION  \n6  \n1.2 Recruitment in the NSW Public Sector  \nThe NSW public sector recruits employees based on merit with the objective of selecting the person best suited to the role and the needs of the agency. We advertise widely to attract a competitive and diverse field of candidates and use multiple assessments to determine who has the capabilities, knowledge and experience needed for the role.1  \nRecruitment and Selection Guide  \nThe NSW Public Service Commission’s Recruitment and Selection Guide is a best practice guide on how to manage the recruitment process including:  \n• Effective planning for your recruitment  and selection approach – covers how to create a positive candidate experience, promote diversity and inclusion and prevent discrimination in the recruitment process.  \nTop Tip!   \nConfirm with your HR business partner who is going to be the contact point for candidates and who will give feedback to ensure you’re both clear on who is doing what and when.  \n• Reviewing the resume and application – covers how to pre-screen and shortlist applications for interview, minimise bias and document your decisions.  \n• Consolidating results and making  selection decisions – guidance on how to systematically review assessment results (comparative and suitability) and document your decisions.  \nTop Tip!  \nIdentify a few key strengthsand areas for development for each candidate to help you give feedback later on.  \n1 Capabilities, knowledge and experience make up the ‘pre-established standards’ for a role and are required to be assessed as part of a comparative or suitability assessment.  \n1 | INTRODUCTION  \n7  \nNSW Public Sector Capability Framework  \nThe NSW Public Sector Capability Framework describes the capabilities needed to perform work effectively. Capabilities describe the core knowledge, skills and abilities needed to do a role. They apply to all public sector employees, across all levels and occupational groups.  \nTop Tip!   \nDocumenting your selection decisions against the capability framework will help you to provide factual, specific and actionable feedback to candidates.  \n1 | INTRODUCTION  \n2  \nWhy good feedback matters  \n“We all need peopl","cbCaieRYq79k6VTS","https://ap.wps.com/l/cbCaieRYq79k6VTS","pdf",1261566,26,"English","# Introduction\n## Purpose of this guide\n## Recruitment in the NSW Public Sector\n# Why good feedback matters\n## Good candidate care\n## It’s the smart thing to do\n## Enhance employer of choice\n## Actionable feedback can improve career development\n# Diversity matters\n## Good feedback requires us to tackle our biases\n## Specific and actionable feedback matters to all\n# How to provide good feedback\n## Plan ahead and be prepared\n## Be positive and realistic\n## Offer specific and actionable feedback\n## Be thoughtful\n## What to do when feedback doesn’t go well\n## A feedback scenario\n# Quick tips\n## Apply the SMARTT principles\n## Dos and Don’ts checklist","[{\"question\":\"Who is this guide for and what recruitment situations does it cover?\",\"answer\":\"It is for hiring managers and recruiters preparing to give feedback to candidates. It covers recruitment actions for new or existing roles, advertising for ongoing, temporary or fixed-term positions, and internal movements such as secondments and transfers.\"},{\"question\":\"Why does good feedback matter in the recruitment process?\",\"answer\":\"Good feedback improves candidate care by showing respect for the person and the time they invested. It also benefits agencies through better reputation as an employer of choice, stronger candidate satisfaction, and increased referrals and optimism for future opportunities.\"},{\"question\":\"How does the guide address diversity and bias in feedback?\",\"answer\":\"It emphasizes that good feedback requires tackling personal and organizational biases. It also stresses the importance of providing feedback that is specific and actionable so candidates receive fair, useful guidance.\"}]","Providing feedback to job applicants after interview - PSC Guide to giving good feedback | PDF",1789851291,9]