Table of Contents
What is Shortlisting?
How Many Candidates are Shortlisted Usually?
Many companies think that taking interview of all the applicants is suitable as it allows the employers to compare different skill sets to find the best candidate. Theoretically, it’s a good idea. But doing such a thing is not wise as it creates a lot of problems for the interviewers. Besides, it’s pretty time consuming if the number of candidates is many.
Having many different possibilities also means that everyone involved in the process could have the other favourite candidate, who supports their aims or ideals, making it difficult to come to a consensus. Lots of interviewees also create more administration. It’s vital to keep in touch with your candidates and give them feedback, to manage their expectations and ensure they have a good recruitment experience that doesn’t damage your employer brand. It adds even more to your workload and eats up time. All this prolongs the decision-making period when recruiting for a new role. Even though there are lots of job seekers in the market at the moment, top-notch candidates still tend to get snapped up swiftly. Delay the recruitment process, and you risk losing your best candidates to another organisation.
Interviewing too few candidates is also a problem, as you may not be able to fill the role. If you do, you may feel you have had to settle for a less than ideal candidate.
10 Quick ways to Shortlist Candidates For An Interview
Shortlist candidates is not an easy peasy job to be done when you have many candidates. So you have to make proper and precise planning to choose the right suitable candidates for your prominent company.
To make it easier for you, I’ve come up with 10 quickest ways to shortlist candidate. These may include:
1. Determine the Number of Interviewees
2. Portray an Employee Persona
Next, you have to govern an image of how you want your next employee to be, that is employee persona. . For example, what kind of qualifications do they need? Is there a particular personality type you think will fit well within your current workforce? Does the candidate need to live or be willing to relocate to a specific area?
Create a job description and a profile of the ideal person you have in mind, decide on the essential criteria (must-haves) and the desirable criteria that would be nice to have. It ensures that there are measurable criteria to base your decisions on and enables applications that fall short of these expectations to be rejected quickly.
Once you’ve listed every trait, skill and qualification you desire, you’ll be able to form an ideal employee persona. Thus you’ll get a clear indication of what you’re looking for while shortlisting.
3. Determine Shortlist Criteria
Developing the fair criteria is a balance between standards that are high enough to ensure good quality candidates get the chance. It also means that you shouldn’t be too strict that you’d be unnecessarily screening out a lot of qualified candidates. Make sure your criteria doesn’t discourage any legally protected classes in the first place. The essential thing here is to set the criteria that are consistent, fair and objective for all candidates. The criteria may include:
shouldn’t base on personal opinion
4. Use M.E.P Method
M.E.P method ‘must-have’ tick box exercise
5. Consider Other Elimination Process
make sure that your reason is proper and ethical
6. Break the Process
If you are considering to convey a thorough M.E.P process for all the candidate, I’ll insist you not to do so! Why am I saying this? Come on! it’s too much lengthy process and you’ll burn yourself out after an hour or two. Besides, it may be an injustice to some candidates also!
So what can you do instead? The best way to evade shortlisting burnout is to break it up into stages. For this, you can follow the steps below:
7. Screen Candidates Virtually
It can be a brilliant idea to screen the applicants before face to face session. That is to say; interviews can be time-consuming. So, it can be helpful to have a short Skype chat or phone call before you commit to a one-to-one meeting.
It not only saves you time, in the long run, but it also enables you to address any burning questions you may have for the candidate. The phone call doesn’t have to be lengthy – up to 15 minutes is probably enough just as long as you can see whether they’re worth inviting in to meet.
8. Check for References
References are great for providing some additional reassurance on your candidate. Having opinion from another person on a candidate’s work ethic is helpful to decide if they are the right fit for your company practice.
Also, it means you won’t shortlist candidates if they’ve lied about where they previously worked, or their current position.
9. Competencies and Culture Fit
A resume can present a good indication of a candidate’s competency fit. However, it is pretty hard to make a call on their cultural fit by seeing a piece of paper. Therefore, meeting the person face-to-face is an integral part of the next shortlisting stage.
As well as being a critical step in determining whether a prospective employee would be successful in your organisation (and getting to know them more), a face-to-face interview also represents an opportunity to get a better understanding of their level of motivation. Do they appear to enjoy their work? Are they excited about the opportunity? Will they share the company’s vision? Would they be proud to work for the company?
These are all questions that will help you gauge if the candidate’s characteristics will align with those of your business. Ensure that your emphasis on this doesn’t eliminate candidates without good reason, as there is a danger that it could lead to unintentional bias. The best way to reduce this is to think about what might be lacking in the existing culture. If, on first impressions, you don’t think someone would ‘fit in’, consider if they might add something different to your culture instead.
10. Notify the Unsuccessful Candidates
Things to Consider on the Interview
2. Collaboration between Personal and Professional Life
3. Forerunner or Follower
4. Body Language
In a nutshell, to shortlist candidates can be difficult but not a hard nut to crack if you follow the ways one by one. The blog discusses all the 10 quick ways from determining the number of employees to M.E.P method to notifying the unsuccessful applicants. In this blog, I also provide you with a few aspects that you should consider while taking the face to face interview.
However, I intended to cover all aspects to shortlist candidates for your prominent company. I hope by following the 10 quick ways, the interviewers can be benefitted profoundly. To get courses relevant to your job or interest, please do visit our website and enrol in any course of your choice at an affordable price.
Thank you and Adios!
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