Shortlisting
How to shortlist
On your own, make time to consider each application against the essential and desirable criteria.
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:
| 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 produce a list of interviewable candidates.
If too many candidates remain, use the desirable criteria to reduce your shortlist.
Record keeping
You must make notes on each candidates that reflect your assessment of their application.
You should do this by:
- using eRecruiter to record your shortlisting notes and preferences, or
- creating your own shortlisting documents to record your comments and assessments of each candidate
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 consequently where the candidates may be considered overall.
If you don't shortlist within eRecruiter, your shortlisting notes must be returned to HR after your recruitment exercise.