The panel should discuss their provisional shortlists and by consensus decide on a final shortlist.
Only applicants who meet all of the essential criteria on the person specification should be shortlisted. If it is necessary to reduce the number of candidates further, the desirable criteria in order of priority should be used until the required number of candidates is produced.
Use the shortlisting matrix to record your shortlisting decisions. This should be returned to HR along with any hand-written notes and other paperwork.
Records of shortlisting exercises indicating how shortlists have been drawn up must be retained along with the applications for at least six months. These records are the University’s strongest defence against any claims of unfair discrimination.
Shortlisting Matrix (Excel, 20KB)
If the shortlisting process results in insufficient candidates, consideration should be given to :
Care must be exercised, however, and guidance sought from your HR team to ensure that inadvertent discrimination does not occur. Any such action should be recorded on the shortlisting matrix for further reference.
Should the shortlisting process provide a single candidate for interview, that candidate must be interviewed to assess their suitability for the role.