Administrative Assistant Criteria

Prepared by: [Your Name]

Date: [Preparation Date]

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Introduction

The purpose of this document is to outline the criteria for evaluating candidates for the position of Administrative Assistant. The criteria are designed to ensure a comprehensive assessment of each candidate’s qualifications, skills, and suitability for the role.

Purpose

The criteria aim to provide a standardized method for assessing candidates and facilitating fair and objective evaluations. This process ensures that the selected candidate possesses the necessary skills and attributes to excel in the position.

Scope

This template applies to the recruitment process for the Administrative Assistant position. It encompasses various aspects, including professional experience, technical skills, interpersonal abilities, and organizational fit.

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Criteria Table

Criteria	Description	Weight	Comments	Rating (1-5)
Professional Experience	Relevant work experience in administrative roles.	25%	Includes previous job roles, duration, and relevance.
Technical Skills	Proficiency in office software (e.g., MS Office, Google Suite).	20%	Assess computer literacy and software proficiency.
Communication Skills	Ability to communicate effectively, both written and verbal.	20%	Includes clarity, tone, and professional etiquette.
Organizational Skills	Ability to manage time, tasks, and projects efficiently.	15%	Evaluate multitasking and prioritization skills.
Interpersonal Skills	Ability to work well with others and provide customer service.	10%	Assess teamwork, empathy, and client interaction.
Problem-Solving Skills	Ability to identify issues and develop effective solutions.	10%	Evaluate analytical and critical thinking abilities.

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Rating Scale

Rating	Description
1	Poor – Does not meet the minimum requirements.
2	Fair – Meets some requirements but falls short in key areas.
3	Good – Meets all basic requirements; satisfactory performance.
4	Very Good – Exceeds some requirements; demonstrates strong potential.
5	Excellent – Exceeds all requirements; outstanding performance and potential.

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Evaluation Process

1. Initial Screening: Review resumes and cover letters for basic qualifications.

2. Technical Assessment: Administer tests or tasks to evaluate technical skills.

3. Interviews: Evaluate communication, organizational, and interpersonal skills.

4. Final Evaluation: Compile scores to determine the top candidate.

5. Decision Making: Use the weighted scores to make an informed hiring decision.

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