compiling a shortlist
Whether finding candidates through ‘traditional’ methods – such as newspaper advertising or recruitment agencies – or through online job platforms such as Monster and Glassdoor, there are still tried-and-trusted routes to follow when applications arrive.n or competency framework.
After requesting CVs or application forms you will need to sift through them to shortlist candidates for selection by interview, based on the job and person specification or competency framework. Ideally, two people should carry out the sifting process, such as the line manager and someone with HR responsibility. Recruitment agencies will often carry out this initial sift on behalf of the company.
You should score candidates according to the job and person specifications or competency framework (see ‘job and person specifications’ and ‘competency frameworks’ in chapter 3), allowing some flexibility to ensure that a good candidate, who does not quite tick all the boxes, is not screened out. The sifting process should also enable you to evaluate the effectiveness of your recruiting strategy, advertising and any application form.
more articles about: the selection process
- recruitment is changing
- compiling a shortlist
- sorting applications
- the job interview
- preparing to interview candidates
- interview questions
- psychometric and other tests
- medical tests
- group selection methods and assessment centres
- keeping the selection process short
- candidate care programme
- taking up references
- foreign workers entitlement to work