This follows on from my earlier post about how to write a job description
Selection criteria: essential and desirable
When preparing the job description, the selection criteria will develop as you define the role and decide which criteria are essential or desirable. A quick test to see if a criterion is essential (E) or desirable (D) is to consider if the candidate must already have the skill or experience (E), or if it can be learnt on the job (D).
Criteria may be moved between the E and D categories depending on how many candidates you expect to have applying for the job: if you anticipate a large number of applications, you might consider moving some criteria from D to E in order to narrow the field. However, you may only do this before the job is advertised: once it’s out there, the criteria must stay and E or D in order to be fair to the people considering applying for the job.
All the people on the interview panel should be involved in shortlisting the candidates. Use a shortlisting matrix to evaluate each candidate against the selection criteria:
A variety of scoring systems may be used:
- Simple tick or cross to show the criterion is met or not met
- Marks out of 10 for how closely the candidate and the criterion match
- Different criteria may be weighted according to their relative importance
It can be helpful to have several rounds of shortlisting. For example, applicants for a graduate trainee position are required to have an undergraduate degree. The first round of shortlisting would assess all candidates on that single criterion, and subsequent rounds would involve the remaining selection criteria.
Aim for about 5 interviewees. Have a few reserve candidates in mind in case any interviewees drop out. List the reserve candidates in priority order. Allow at least 5 working days between shortlisting and interviews.
- Remember to compare the candidates against the selection criteria, not against each other.
- Keep a record of the shortlisting matrix. This is very helpful if any candidates ask for feedback on why they were unsuccessful in being called to interview.
- When advertising the vacancy, state clearly the closing date and time. A cut-off time of 12:00 (rather than 17:00) can be helpful if any applicants have any last-minute problems with submitting their documents, and allows time in the afternoon for packs to be produced for the interview panel who will then begin shortlisting.
For more posts in this series, click the “Recruitment” tag below.