Hire the Right Person

Recruiter Short Listing Process

An applicant ‘short list’ is culled and sifted from the response generated by a posted job opening. The recruiter takes the original applicant list, narrowing it to their own short list and then to the final client’s short list; those chosen few who meet 100% of the hiring criteria.

Here is how I create my shortlists from the storm of applications we receive. I identify essential and desirable professional job related qualities that matter most to my client, then sift through the applications to select the best candidate as quickly as possible.

I love to do the ‘placement dance’, but before I can get there some pretty hard work has to be done.

When I begin trimming out the applications I have two points to look at: POINT A. the absolutely important criteria and POINT B. the desirable criteria. A candidate can have A and not B but still be on my list at this stage. 

My goal is to exclude as many unsuitable candidates early and as quickly as possible but I may have to come back to my POINT A candidate list later. Use these steps:

Decide on a rough number of candidates to interview for this posting – Remember the 80/20 rule. Eighty percent of the best overall candidates for any job will be found in twenty percent of your professional applications. That twenty percent you are looking for now will most likely be in the applicants for this posted job. So, don’t reach very far back into the files unless you really didn’t get enough response to your initial job posting. The "Pareto principle” is very much alive and at work. Re-tap your recruitment network if you need to. Referrals are golden.

 

Do preliminary eliminations - Once the first shortlist is complete carry out additional stages that refine the list further based on client criteria. Only eliminate for not meeting minimum qualifications at this stage. Keep a list of applicants that meet the minimum, those left meet POINT A.

• How to set minimum qualifications –Refer to the educational, professional and experience required in the job description furnished by your client.

Further eliminate – Look at factors important to the client. If length of previous employments, sector exposure (previously worked in their same job environment), specialized training, professional affiliations and other job related desirables are present then impose additional filters. The candidates remaining now meet POINT B

• Conduct applicant interviews – Schedule interviews that are competency based for this specific job. Now you are looking for a good personality and expectations fit for both parties and other checks to evaluate the applicant's compatibility. Use common sense and detach your own personal preferences and personality from the equation.
• Eliminate personal bias - Every recruiter listens to their client carefully and encourages frank discussions about work place environment, job performance expectations and current labor laws for interviewing and hiring. Keep the entire selection process fair and adhere to the letter of the law.
• Facilitate client/candidate interviews – The client’s short list should be 2-3 candidates, ideally. You have screened, checked, verified, interviewed and feel confident these candidates are fully qualified for the position offered.

Final client selection – Joy and another success story. You placed a good fit candidate.

Now it’s time for the placement dance. Close the office door first.