Shortlisting grid template

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This cookie is set by Segment. The cookie is set by Segment. These cookies are set via embedded youtube-videos. With a good shortlisting process, you can minimise it — and sort the top candidates from the weaker ones nice and early. Shortlisting is a useful bridge between applications and interviews. And with applicant numbers growing all the time, recruiters are finding it more valuable than ever. With the following methods, you can avoid progressing candidates who are clearly unsuited for the role.

This might seem like a lot of work to begin with, but it will speed up the process later on by making information quickly accessible. The shortlisting grid is a useful method of evaluating applications. It allows you to compare each candidate against the criteria you set for the role, in a fair and systematic way.

You can now score each applicant against the list on your grid. If any applicants have scored zero where a skill is vital, you can reject them straight away.

Once all scores have been assigned, compare totals and invite your ten highest scoring candidates or a number more suitable to your applicant pool to the next stage of selection. If opinions do conflict, you might take the opportunity to discuss the role in more detail and iron out any ambiguities about the type of personality or experience needed. Both parties do their utmost to impress the other, hoping for long-term compatibility and mutual happiness.

The recruitment process is no…. And your own organisation might…. A probation….