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 which can be generated on the e-recruitment system to record your shortlisting decisions. The spreadsheet with the scores and decisions can be uploaded back into the e-recruitment system by the Vacancy Manager in your Unit.
It is essential that a shortlisting matrix is completed as these records are the University’s strongest defence against any claims of unfair discrimination and also essential for appointing a candidate requiring a Certificate of Sponsorship.
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.