Time, cost, legal and moral implications are all risk areas if you are not shortlisting correctly. Find out what best practice shortlisting really means.
Understand what you can and cannot base your shortlisting decisions on. The UK has nine protected characteristics, find out what they are.
Best practice shortlisting has objectiveness based at it's very core. Find out how to shortlist objectively so that you bring the best candidates through to the assessment stage.
Find out how many people should be progressed to the assessment stage and how to make sure that unconscious bias isn't creeping into your process.
"Shortlisting can be a part of the recruitment process that is rushed. It is such an important stage of the process but when faced with 30 plus CV's, covering letters and application forms, it can certainly be a daunting prospect.
Try using the template provided in the module to help you quickly, but objectively, work through each application. Not only does it help you be objective but it also speeds the process up."
Managing Director of Bright
"We have put a lot of research into blind shortlisting. Sometimes hiring managers and recruiters feel it is an insult to bring up unconscious bias but it is an important topic to cover.
Unconscious bias is usually more subtle than people think. Such as connecting with someone that went to the same University as you or who has a shared interest. Blind shortlisting is a great way to avoid these pitfalls so why not give it a go?"
Recruitment Account Manager