Kennedy Recruitment company profile

Kennedy Recruitment


LogoKennedy Recruitment is a provider of temporary an permanent staff across a range of sectors.

This section shows a graph of ratings for this recruiter which are based on all ratings received. For reasons of confidentiality this graph will not show until a minimum number of ratings have been received

Scores Graph
Employers & Candidates: Register and login to rate this recruiter now.

Agency Type: Recruitment Agency
Start Date:
No of Employees:
No of Offices:
Geographic Coverage:
Industry Sectors Covered:Education,    Industrial and FMCG,    Technology, ICT, Telecoms,    Health,    Professional Services,   
Job Areas Covered:Scientific and Technical,    Other,    IT,    Medical, Pharmacy & Dentistry,    Administrative, Secretarial and Office Services,   
Mission Statement:




13 Steps To Recruitment Best Practice: Step 5: Shortlisting

In these 13 steps we offer advice on how to best recruit excellent members of staff for vacant jobs in your organisation from the beginning of the recruitment process to the end. 

Step 1: Recruitment Resource Planning / Step 2: Defining The Job Vacancy / Step 3: Defining The Job Requirements / Step 4: Attracting Candidates To Your Vacancy / Step 5: Shortlisting / Step 6: Collecting Candidate Recruitment Data / Step 7: Making The Recruitment Decision / Step 8: Taking References Before Recruiting / Step 9: Pre-Employment Health Checks / Step 10: Making Recruitment Appointments / Step 11: Giving Feedback To Job Applicants / Step 12: Recruitment And Selection Induction / Step 13: Evaluating Recruitment Selection Processes

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.

For the other steps visit our Recruitment Blog.

Hirescores recruitment scores of recruitment company service