Candidate Shortlisting Process | Filtering Through the Sea of Resume’s

Employers use the candidate shortlisting process to identify and select the best candidates for a job. This process involves several steps, including:

What is the Steps in Candidate Shortlisting Process?

  • Reviewing resumes and applications
  • Conducting initial screening interviews
  • Evaluating the candidates’ Qualifications, Skills, and Experience

The first step in the process is to review resumes and applications. This employer looks at the following aspects of the applicant

  • Education
  • Work History
  • Skills
  • Personal Characteristics

Using Automated Screening Tools

Based on these aspects the recruiter determines whether they meet the basic requirements. Employers also use automated screening tools to help filter out candidates that do not meet certain criteria. such as certain keywords or minimum levels of education or experience. These automated tools can save a lot of time if the volume of candidates is particularly high.

Conducting Initial Screening Interviews

The next step in the candidate shortlisting process is to conduct initial screening interviews. This can be done in many ways, such as in person, over the phone, or through video conferencing. This depends on the employer’s preference and the circumstances.

During the initial interview, the employer will ask the candidate a series of basic questions. This is done to get a better understanding of their qualifications, skills, and experience, and to determine whether they are a good fit for the job.

Candidate Evaluation

The final step in the candidate shortlisting process is to evaluate the candidates’ qualifications, skills, and experience. This can be done in many ways for example

  • Verifying the candidate’s employment and educational history
  • Checking any professional licences or certifications they may have
  • Conducting reference checks

Employers also use candidate assessments to get deeper insights into the candidate’s skills and abilities.

Based on the results of these evaluations, the employer will create a shortlist of the most qualified and suitable candidates. This shortlist will include a small number of candidates. They will be invited to take part in further rounds of interviews or assessments as part of the final selection process.

The Challenges of Candidate Shortlisting Process

There are several challenges that employers may face during the candidate shortlisting process:

Sifting through a large number of resumes and applications:

Employers may find it hard to sift through a large number of applications to identify the most qualified candidates. This can be time-consuming and may need significant resources.

Identifying the most qualified candidates:

Identifying the most qualified candidates based on their resumes and applications is also hard. Figuring out who has the skills and experience based only on limited information.

It may be necessary to conduct extra evaluations to get a more complete picture.

Ensuring fairness and objectivity:

It’s important for employers to ensure that the candidate shortlisting process is fair and objective. This can be challenging, as it’s easy for personal biases and subjective judgement to influence the process. Employers should take steps to minimise these biases and ensure that all candidates are treated fairly.

Maintaining confidentiality:

Maintaining confidentiality can also be a challenge during the candidate shortlisting process. Especially a large number of candidates have applied.

Crafting Your Shortlist Criteria: It’s Not Just About Keywords

While keywords are important, effective shortlisting goes beyond simply scanning resumes for specific terms. Here’s what you need to consider:

  • Essential Skills and Experience: Identify the core skills and experience necessary to excel in the role. Think of it as your non-negotiables – the things a candidate absolutely must possess to be successful.
  • Cultural Fit: Skills are important, but will the candidate mesh well with your company culture? Consider factors like work style, communication preferences, and overall values alignment during the shortlisting process.
  • Red Flags: Let’s be honest, sometimes a resume raises red flags – unexplained employment gaps, a history of short stints at different companies, or questionable qualifications. Use your judgment to identify these potential concerns during shortlisting.

Tools of the Trade: Streamlining Your Candidate Shortlisting Process

Technology is your friend! Here are some tools that can help you shortlist candidates efficiently:

  • Applicant Tracking Systems (ATS): These platforms automate resume screening and allow you to filter candidates based on specific criteria.
  • Skills Assessments: Go beyond the resume – utilize online assessments to gauge a candidate’s technical skills and problem-solving abilities.
  • Video Interviews: Shortlisting can be done remotely! Conduct brief video interviews to assess communication skills and get a feel for a candidate’s personality before inviting them for an in-person meeting.

Beyond the Shortlist: It’s All About Communication

Once you’ve shortlisted your candidates, communication is key:

  • Transparency is Golden: Let candidates know their application status. A quick email informing them they’ve moved forward in the process goes a long way.
  • Respectful Decline: For those who haven’t been shortlisted, send a polite and professional rejection email. Thank them for their time and interest in the position.
  • Setting Expectations: For shortlisted candidates, communicate the next steps in the interview process. This helps manage expectations and keeps everyone on the same page.

Unlocking the Ideal Employee with Serand

Comprehensive Candidate Profiling

 “Serand doesn’t simply check skills off a list. Our assessments generate in-depth personality profiles, measuring crucial traits like integrity, attention to detail, and adaptability. This provides insights no traditional interview can match.”

Situational Judgement for Real-World Success

“Technical knowledge is only part of the equation. Serand’s job-specific situational judgement questions put candidates into realistic accounting scenarios. Their responses reveal how they think, prioritise, and handle challenges – critical for long-term success.”

Cutting Through Social Desirability Bias

“Serand’s assessments incorporate subtle measures of social desirability, helping pinpoint candidates who are genuinely trustworthy and ethical. This adds a layer of security to your hiring process, vital when handling sensitive financial data.”

Identifying Hidden Potential

Serand’s personality profiling might uncover high-potential candidates whose resumes don’t reflect their full capabilities.

Beyond the Resume

Assessments reveal how candidates think under pressure, their communication style, and their ethical compass. These intangibles are impossible to gauge from a resume alone.

Ready to find employees with not just the right skills, but the right mindset? Discover how Serand’s assessments unlock a deeper understanding of candidates. Ask us a question.