Applications and short listing
Advertisements may attract a large number of applications.
Providing a standard format for applications will help you to short-list candidates for interview.
Short-listing can be a tedious business but has an enormous impact on the recruitment process.
There is a risk that those involved do a bad job for lack of guidance or understanding of the process, or even abuse their position for personal gain or influence.
Suggestions:
- A two-stage approach is useful in managing large numbers of applications, with initial screening against broad requirements, then more detailed screening of a smaller number of applications against more specific criteria.
- Use of a standard rating system can overcome subjective assessment of one application against another.
- At least two people should be involved in short-listing. They should:
- hold positions which are more senior than the one being recruited for. Ideally one should be a member of the team who is aware of team dynamics
- be provided with the job description and person specification
- have clear guidance on the criteria to use in rejecting or retaining applications.
- leave a written record of why each applicant was rejected or retained.
This page was last updated by Phil Wilks on 28 April 2010 at 12:14:45 (2 years ago).
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