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Shortlisting

How to shortlist

On your own, make time to consider each application objectively against the criteria outlined in your published job description.

Within each application, look for mention, evidence and output in respect of each criteria. You can use this as a method for distinguishing the strength of the candidate's application:

Example: 'Able to present to a wide variety of audiences'
Mention
Acknowledges criteria		 Evidence
Provides evidence		 Output
Shows effectiveness
'I have given numerous presentations to audiences ranging in size from 10 to 1,000' 'I presented at the International Conference on x, where I gave the first keynote speech to 1,000 members, followed by two presentations on y to audiences of 200, alongside four seminars to audiences of 20' 'Following my keynote speech I was invited to submit my paper to the Journal of Z. Subsequently my proposals were taken up by the UK Government Department of V'

Score each criteria on a scale of 1—5 (no evidence; weak; moderate; strong; outstanding). Totalling these scores provides you with a straightforward method to rank the applications.

In the first instance, assess the applicants against the essential criteria, to be shortlisted a candidate must meet all the essential criteria for the role.

If too many candidates remain, use the desirable criteria to reduce your shortlist.

Record keeping

You must make notes on each candidate to record your assessment of their application.

You should do this by either:

You will need to refer to your comments when you meet with your fellow panel members to produce a final shortlist. Your notes will help you discuss the relative merits of candidates and demonstrates that you have undertaken an evidence-based fair and transparent process in the event of a challenge.

If you don't shortlist within eRecruiter, your shortlisting notes must be returned to HR after your recruitment exercise.