Shortlisting
After reviewing the applications against the job and person specifications for the role, select a short list of suitable candidates.
Use the Recruitment Screening Form. Read each application carefully and as you find each of the essential qualifications put a tick-mark in the appropriate column, and if they have any of the desirable qualifications then put a tick-mark in that column as well. Avoid comparing applicant against applicant at this stage – you are screening against an established set of criteria.
When completed, look at the form and wherever an applicant does not have a tick-mark in an Essential column, mark them “N” in the Interview column. These people have not presented evidence that they possess the required qualifications. Advise them they are unsuccessful using the Unsuccessful Candidate Letter.
The remaining candidates are potentials for interview. Ideally you should not interview more than 3-4 candidates for a job.
Interviewing
The primary purpose of an interview is to allow you to gather as much information about the applicant as possible through interview questions. Interview questions must be tailored to test the applicant’s suitability to the requirements of the position.
Use open-ended questions such as “tell me about a time…” or “please give me an example of…” to help applicants to open-up and give detailed answers.
For further information on interview techniques, use the Interview Guide.
Ask all candidates the same or similar questions to effectively compare responses and ensure fairness. Failure to do this can be seen as evidence that not all applicants were given equal treatment. Use the Interview Form to record the responses during the interview, not afterwards.
You may decide that a second interview with another manager would assist in evaluating a candidate’s fit and potential contribution to the role.