Requirements
2.5.1 Where an application process has been followed:
Shortlisting must be conducted by the person responsible for the appointment (see Section 2.1: Responsibilities) and at least one other person.
Applicants must be shortlisted for interview based on the evidence provided in their application form and CDF and only those who meet criteria defined in the statement of needs must be shortlisted (even where there is only one applicant).
Application forms must be properly scrutinised and any gaps or queries (e.g. in employment/education/church/volunteering history etc) must be marked for further exploration if the applicant is shortlisted and invited to interview.
Guidance
Shortlisting Applicants
Why?
The purpose of shortlisting is to identify, from their application form, those individuals who best meet the selection criteria for the role and who you wish to take forward to the next stage of the appointment process.
Even if there is only one applicant to be considered, their application still needs to be assessed to ensure they meet any essential selection criteria identified in the statements of needs.
How?
Candidates should be shortlisted by evaluating the information provided on their application form.
Shortlisting Panel
The person responsible for the role (see Section 2.1: Responsibilities) usually leads on the shortlisting process, with support from other members of the interview panel (minimum of two people). This helps maintain consistency across this stage of the process.
Incomplete application forms
If an application is not fully completed, or it is not clear how an applicant meets any essential selection criteria, the application would usually be rejected from the process at this stage. There may be exceptional cases where it is decided to shortlist based on the information that is provided and then the issues/gaps etc. explored further during the selection process.