Apr 14 2022

What Is a Short Listing in Business

As explained above, it should be noted that any criteria used during the selection procedure do not discriminate against legally protected categories of candidates. For example, it is preferable to indicate the type of experience required than to request a certain number of years that could discriminate against an applicant because of their age. The holy grail of recruitment is to find a fast, easy and accurate way to automate candidate selection lists. While the entire hiring process aims to filter the number of candidates to just one – your new employee – the shortlist is a specific step in the recruitment process. It takes place after finding a pool of candidates and before starting the interview. Pre-selection and pre-selection take place at the same time: when you review resumes, you start creating a shortlist of candidates who can proceed with the process. Notwithstanding the legal risk of unlawful discrimination against applicants on the basis of a protected characteristic mentioned above, an employer may take certain steps as part of the selection process to effectively assist persons who share a protected characteristic. This is called positive action. To make the selection process a little more manageable, the following practical steps listed below provide a good place to start, namely: Overall, screening makes the hiring process more manageable and helps you speed it up. Once you have defined the target length of your shortlist, the next step is to decide on the key criteria you deem necessary for the position, although these must already be included, at least in part, in the job description and the specification of the person as advertised. The shortlist is a crucial step in the recruitment process in which employers are required to identify the candidates in their pool of candidates who best meet the essential and desirable criteria of the job offer in question. Your shortlisted criteria should be carefully derived from your job description and personal specifications, which are based on essential and desirable requirements.

To improve the quality of the pool of candidates from which you can select the right candidates, you need to ensure that the criteria are specifically tailored to the position in question and the needs of your company. You can create multiple selection lists throughout the hiring process. Imagine, for example, that 50 people applied for a vacancy. Your first shortlist would be a list of all the candidates whose resumes met your requirements. You can select 20 candidates to participate in an online assessment that will further pre-screen them for the position. After reviewing the results of the assessment, you can create another shortlist of candidates you want to interview. Finally, you can create a shortlist after the interview of the people you want to offer the position to, or stay on hold if your first choice doesn`t accept it. Make the hiring process easier to manage by having a plan in place before you start selecting candidates. Building a strong shortlist is key to finding a good candidate and making smart, strategic hiring decisions. Follow these steps to create an efficient selection process and select the best candidates to move on to the next phase of hiring: One way to solve the problem of too many candidates is to introduce another screening aspect into your selection process, such as .

B a short Skype chat or phone call before the interview. Again, however, you need to make sure that any decision to remove someone from your shortlist isn`t tied to a protected feature revealed by some form of direct communication. Here are some examples of selection criteria that can help you avoid discrimination while checking an incredible list of candidates: Essential skills are those that are absolutely necessary to succeed in the role. For example, if you hire a copywriter, essential skills include things like perfect grammar, familiarity with Google Docs, and perhaps some experience with SEO. Your selection criteria should be based on the qualities and characteristics of high-performing employees who currently hold the same or similar roles in the company. .

Comments are closed.