So you’ve got the applications flooding in for your vacancy, now what do you do?
The answer is you need to shortlist. Here is a quick checklist of how to do it:
- Check qualifications, skills and experience against your person specification and job description. Does this applicant have what you need?
- Don’t take into account any personal information that could be discriminatory such as sex, nationality or marital status
- Avoid making assumptions based on the application – the interview will enable you to learn more about the candidate
- Remain objective and consistent – using a checklist is the best way
- Keep an accurate record of why applicants have been rejected. They may even be suitable for an alternative role at a later date.
- Keep CVs and shortlisting notes as they may be required if you need to justify why you have rejected a candidate, in any discrimination claim.
There is no doubt that doing the preparation work thoroughly and having both the job description and person specification in place will make shortlisting run more smoothly. Remember to be clear about what is essential for the role, and what you can compromise on.
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