Lets picture the scene, you've put an advert out and "job Gods" have shined brightly on you and you you're starting to receive applications.
Creating a shortlisting process as soon as your job advert has been placed, can help you remain on track and keep the recruitment process moving.
Here comes the first nugget of advice… it's important to not leave shortlisting to the last minute but instead review each application as and when they come through! Putting off shortlisting can mean that the right applicant has already secured a position elsewhere or is deep in another process because you have taken too long to respond. Efficiency Is key.
From here are our top tips to shortlisting candidates would be.
Criteria and Review
Review the job description again! Familiarise yourself with what qualifications, skills and experience you require. Make a note of which ones are much needed and those which are desirable.
Eliminate applicants early who don't meet your criteria
Read through each application looking for these required qualifications, skills and experience. Award a point for each of the essential and desirable skills and add up the score for each applicant as you go.
You may want to assign a scoring system which identifies applicants as qualified, possibly qualified or not qualified. For example setting a minimum score and if applicants score below this number, they are considered unqualified or unsuccessful. Likewise if they score over a certain amount they are considered qualified for the role.
It may be best to agree on a number of candidates you
want to see at interview. This will not only help you filter out applicants but also allow you to manage your time when it comes to scheduling interviews.
The second round
In most cases, you'll find they have a large number of applications which are labelled 'qualified', and they need to review again to eliminate further. If you didn't include soft skills as part of your scoring process, look for examples of the following:
• Communication skills
• Time management
• Commercial Awareness
• Teamwork
• Organisational skills
• Problem solving
• IT Skills
Some of the soft skills, you'll be unable to identify on an applicant's CV and you may have to wait until interview to get a better understanding if a candidate possesses any of these soft skills.
Instead you can filter out applicants by looking at:
- Spelling and Grammar - are there any obvious spelling grammatical errors on their CV?
- How long has the candidate held previous positions? Have they jumped from job to job after a few months?
Cover letters - was there one? If so, did it explain why they are applying for the role?
- Does the candidates previous job roles build up to the position they are now applying for, have they held a similar position in the past or do their previous positions ap
pear to be random?
Legal requirements of shortlisting
Ensure that all staff members involved in the selection process are aware of the legal requirements when shortlisting.
Shortlisting process
All employees who will be taking part in the selection process should be briefed on what you are looking for and the overall recruitment process. A good idea would be to go through the first couple of CVs together, so all parties understand what is required and are consistent going forward.
Checking CVs
We recommend that two people review each CV. This is to ensure that good applicants are not overlooked and minimises stereotyping and discrimination.
Record
Candidates who have been unsuccessful may ask for feedback. Whilst it is not mandatory to provide a reason, it is a good idea to keep a record as to why a CV has been accepted or rejected. You don't want to run the risk of an applicant claiming they were discriminated against. We also advise that you keep a record of who reviewed the CV.
Transparent
Be transparent when it comes to the shortlisting process. This will help avoid any concerns applicants have about unfair shortlisting techniques.
Let applicants know if they have been unsuccessful
If an applicant has been unsuccessful, it is common courtesy to let them know.
In many cases employers are inundated with applications and responding to all applicants is time consuming. It is best to provide a timescale for response on the job description i.e. 'if you haven't heard from us within 14 days consider your application as being unsuccessful'
If you did not do this, consider creating an email to all applicants who have been unsuccessful. This does not have to be a long-winded email just a simple. 'Thank you for your interest but unfortunately you have been unsuccessful this time'.
Now its time for interviews…
For information and tips for interviews, look at our Interview Tips blog
As time goes on and the more you practice the shortlisting candidates process, the easier it will become. The above steps should provide you with a good selection of candidates you would like to invite interview.
If you are looking for candidates, please contact our team for assistance via enquiries@weinnovatetalent.com
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