How to shortlist

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1. Job Analysis

As covered in the Job Analysis module, you will need to start by deciding on the key criteria for your job post.

It is best practice to put this criteria into ‘essential’ or ‘desirable’ categories.​ This will significantly help when you have a number of candidates that don't meet 100% of your job post criteria.

2. Screening assessments

It’s worth considering what aptitude, competency, or other assessments you may want to implement at this stage of the recruitment campaign.

These assessments can help you to see whether your candidates have the right skills for the role prior to interviewing.

3. Look out for errors​

When attention to detail is a requirement of the job post you will want to check CVs and Covering Letters for grammar and spelling mistakes.

If it is not a requirement then consider what quantity of errors is acceptable.

4. Inconsistencies within an application

Whilst moving jobs frequently is increasingly common in today’s world, watch out for applications with unexplained gaps or inconsistencies in their forms.

If you have questions it is better to ask the candidate rather than to rule someone out of the process automatically.

5. Consider your capacity to interview

Have a clear idea of not only how many people you want to interview, but how many people you can physically interview.

For a day of interviews a typical quantity would be 4-6 candidates. This would be greater for an assessment day.

6. Screen candidates prior to face-to-face interviews

Interviews can be time-consuming and costly, so it can be helpful to speak with candidates before you commit to a face-to-face interview.

At this stage ask questions that will easily rule a candidate in or out of the process. This will help you efficiently work through a large number of candidates. 

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