CP Blog 23rd Aug (5)

Shortlisting – A guide to securing top talent!

CP Blog Main 23rd Aug (5)Whether you are using a recruitment company or handling recruitment internally – finding top candidates for the role is your main priority! After advertising a role, you may become bombarded with applications which may be overwhelming. We have developed a shortlisting guide to ensure your company secures the top talent.

Specify your criteria

The next step is to develop a grading system. Use a scale to review against the criteria. The Finance industry is likely to have a more rigid and easily defined grading system as it will depend heavily on qualifications, experience and systems experience being ‘essential’. Traits and personality will be ‘desirable’ but ultimately you will want the candidate to be able to carry out the role as a main priority.

0 – Does not meet criteria

1 – Meets some criteria

2 – Meets all criteria

3 – Exceeds all criteria

CP Blog 23rd Aug (5)

Don’t stockpile applications!
Shortlisting can be a daunting and time-consuming process; however, review the CV’s as they arrive. It is better to stay on top of the applications in order to keep your candidates updated, you must avoid losing any top talent. Remain vigilant – don’t let your applications build up!

Keep your candidates in the loop
It is courteous to inform candidates that don’t meet the job description, throughout the process to avoid time wasting (candidates graded 0) – or keep the recruiter updated to let the candidates know on your behalf. Keep your top candidates in the loop – you don’t want to risk the possibility of them starting a new role!

Interview Numbers
It is imperative to decide on how many candidates you would like to interview – this will decide the length of your short list. Consider the available time; interim roles should have a swift and efficient interview procedure in comparison to permanent roles.

 

CP Blog 23rd Aug (1)

Interview Stages

If your shortlist is still considerably lengthy – you may want to contemplate the use of a telephone interview to filter applicants. Candidates graded 2 and 3 should be short listed for interview, but before requesting a face-to-face meeting, you should deliberate their location and salary expectations. As an extra process, many of our clients use supplementary screening tests such as aptitude tests and psychometric testing.

 

Red Flags/ Deal Breakers

Although some candidates may be a perfect fit – be wary of any red flags/deal breakers such as poor spelling, grammar and a poorly formatted CV. Unresponsiveness, lateness, dress code (an overall unprofessional feel) – you should be mindful of hiring. It is also vital to consider any inconsistencies, unexplained gaps in work and personality fit for your company culture. As a final step, you can also request previous professional references and view the candidate’s social media sites for any unprofessional content