Determine your shortlist criteria

Process Overview

<p>These are the essential and desirable criteria needed to do the job and the minimum level that the shortlisted candidate should have.</p><p>These criteria should be related to on-the-job performance and ideally should be captured in the job description.</p><p>Developing the right criteria is a balance between standards that are high enough to ensure good quality candidates move forward, but not too strict that you’d be unnecessarily screening out a lot of qualified candidates.</p><p>Your shortlist criteria <span>should</span> be based on:</p><ul><li>the qualities and traits of top performing employees currently in the role</li></ul><p>Your shortlist criteria <span>should not </span>be based on:</p><ul><li>personal opinion or gut feeling of what managers think are required for success</li><li>personal similarities of the candidates with the recruiters or hiring managers</li></ul><p><span>A short note on legal and discrimination issues</span>: Using criteria that are correlated with job performance to shortlist candidates helps you avoid legal and discrimination issues.</p><p>Make sure your criteria doesn’t discriminate against any legally protected classes in the first place. The important thing here is to apply your criteria consistently, fairly, and objectively across all candidates.</p>