Recruitment and Selection: Shortlisting

Recruitment and Selection: Shortlisting






Shortlisting

The shortlisting phase is all about filtering job applications down to a manageable number. You can use different filters as you move applications along the process. Paper screening, telephone interviewing, ability testing etc. The more efficient and effective your shortlisting the better the recruitment experience is for everybody

Some Key Questions

  • Have you done this against the job requirements?
  • What are the competency criteria for the job?
  • What are the critical, non-negotiable skills and experience?
  • What are the things that will lead to superior performance?

Recommended Practice

  • Focus on what the job needs.
  • Consider all the evidence.
  • Make notes as you go through. This both saves time (you don't have to keep reading the CV) and meets legal requirements.
  • Ensure your criteria are accurate and justifiable.
  • Do not allow any unhelpful stereotypes to creep in.
  • Go through the applications a couple of times, filtering as you go.
    • First time through you are looking to identify those candidates that meet your base/threshold criteria. You can sort into two piles - not suitable and possible.
    • Second time round you are looking for a match to the more detailed criteria and may wish to have three piles - unlikely, possible, interesting (or something like that).
  • You should aim to shortlist no more than 3-5 people for a job. If you cannot get the list down to this level consider using telephone interviews to help you shortlist so that you get down to a sensible number to interview.
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