5 things to remember while shortlisting candidates for interviewPosted by Postajob Uk on April 27th, 2021 The process of boarding the right candidates for a job role obviously starts with short listing candidates for an interview. Of course, with a job advertisement on leading job portals, you can draw several applicants. In this article, Post a Job helps you with 5 tips to identify the right candidates from a large pool of applicants which is the hardest part of recruitment. Let’s look at the basics before we get into the actual topic. What is a short listing? How to create a strong shortlisting process? 1. Determine your criteria If you’re not sure what your criteria should be, you can take a look at the individuals already operating in that position, or if you’re replacing someone. Ask them what skills they believe are most important to their job. 2. Drop candidates who are missing your criteria Keyword identifying tools can be the best solution to weed candidates who don’t meet your basics. But just be careful that your automation process is working appropriately. You can’t accidentally remove any qualified candidates. 3. Try drawing in candidates In such special cases, there’s no other option except trying to draw or shortlist candidates who are meeting most of the set standards. However, it’s more responsible to have interaction with the technical team before you invite them for the interview. 4. Make screening a parameter of success Make sure the screening you do removes all demographic data from resumes and applications. Just focusing on the relevant criteria, you can reduce hiring bias and prevent it from creeping into your hiring process. 5. Finalize the count number There might be a set number or it could be a percentage of applicants. You can also find this number by estimating for a certain role, and how many candidates you’ve interviewed in the past out of everyone. Like it? Share it! |