{"id":9319,"date":"2022-04-05T19:28:19","date_gmt":"2022-04-05T19:28:19","guid":{"rendered":"https:\/\/keblog.demoapp.xyz\/?p=9319"},"modified":"2022-10-19T03:49:10","modified_gmt":"2022-10-19T03:49:10","slug":"how-to-shortlist-your-candidates-properly","status":"publish","type":"post","link":"https:\/\/neo-blog.kalibrr.com\/blog\/id\/how-to-shortlist-your-candidates-properly","title":{"rendered":"How to Shortlist Your Candidates Properly"},"content":{"rendered":"<p><img loading=\"lazy\" class=\"aligncenter size-full wp-image-9320\" src=\"https:\/\/neo-blog.kalibrr.com\/blog\/wp-content\/uploads\/2022\/09\/how-to-shortlist-your-candidates-properly.png\" alt=\"how-to-shortlist-your-candidates-properly\" width=\"1326\" height=\"446\" srcset=\"https:\/\/neo-blog.kalibrr.com\/blog\/wp-content\/uploads\/2022\/09\/how-to-shortlist-your-candidates-properly.png 1326w, https:\/\/neo-blog.kalibrr.com\/blog\/wp-content\/uploads\/2022\/09\/how-to-shortlist-your-candidates-properly-300x101.png 300w, https:\/\/neo-blog.kalibrr.com\/blog\/wp-content\/uploads\/2022\/09\/how-to-shortlist-your-candidates-properly-1024x344.png 1024w, https:\/\/neo-blog.kalibrr.com\/blog\/wp-content\/uploads\/2022\/09\/how-to-shortlist-your-candidates-properly-768x258.png 768w\" sizes=\"(max-width: 1326px) 100vw, 1326px\" \/><\/p>\n<p>Imagine this: you just posted a job listing and the number of applicants is pouring in. You\u2019re overwhelmed due to the staggering number of strong candidates and having trouble narrowing them down.<\/p>\n<p>During recruitment, one of the most important steps is to find a convenient shortlisting process. According to\u00a0<a href=\"https:\/\/ideal.com\/shortlisting\/\" target=\"_blank\" rel=\"noopener\">Ideal<\/a>,\u00a0<strong>candidate shortlisting<\/strong>, the process of identifying the best-qualified candidates from your applicant pool for the job posting has been mentioned by 52% of talent acquisition leaders as one of the trickiest parts of their jobs.<\/p>\n<p>Kalibrr recommends the following ways for recruiters to shortlist candidates:<\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_26 counter-hierarchy\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\">TOPICS<\/p>\n<span class=\"ez-toc-title-toggle\"><a class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" style=\"display: none;\"><label for=\"item\" aria-label=\"Table of Content\"><i class=\"ez-toc-glyphicon ez-toc-icon-toggle\"><\/i><\/label><input type=\"checkbox\" id=\"item\"><\/a><\/span><\/div>\n<nav><ul class=\"ez-toc-list ez-toc-list-level-1\"><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/id\/how-to-shortlist-your-candidates-properly\/#Decide_on_the_number_of_interviewees\" title=\"Decide on the number of interviewees\">Decide on the number of interviewees<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/id\/how-to-shortlist-your-candidates-properly\/#Construct_an_employee_persona\" title=\"Construct an employee persona\">Construct an employee persona<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/id\/how-to-shortlist-your-candidates-properly\/#Curate_a_shortlist_criteria\" title=\"Curate a shortlist criteria\">Curate a shortlist criteria<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/id\/how-to-shortlist-your-candidates-properly\/#Screen_your_candidates_virtually\" title=\"Screen your candidates virtually\">Screen your candidates virtually<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/id\/how-to-shortlist-your-candidates-properly\/#Check_for_references\" title=\"Check for references\">Check for references<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/id\/how-to-shortlist-your-candidates-properly\/#Competencies_and_cultural_fit\" title=\"Competencies and cultural fit\">Competencies and cultural fit<\/a><\/li><li class=\"ez-toc-page-1 ez-toc-heading-level-3\"><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/neo-blog.kalibrr.com\/blog\/id\/how-to-shortlist-your-candidates-properly\/#Notify_the_unsuccessful_candidate\" title=\"Notify the unsuccessful candidate\">Notify the unsuccessful candidate<\/a><\/li><\/ul><\/nav><\/div>\n<h3 id=\"decide-on-the-number-of-interviewees\"><span class=\"ez-toc-section\" id=\"Decide_on_the_number_of_interviewees\"><\/span>Decide on the number of interviewees<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The main point of shortlisting is to cut down the number of candidates you are going to interview or move forward with. This number can also be determined by how many candidates you\u2019ve interviewed in the past out of everyone that applied for the role.<\/p>\n<h3 id=\"construct-an-employee-persona\"><span class=\"ez-toc-section\" id=\"Construct_an_employee_persona\"><\/span>Construct an employee persona<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Having a clear picture of what your ideal candidate looks like also helps you in determining whether you want to place them in your shortlisted candidates. While constructing your persona, things you need to consider include their skills, traits, and qualifications. It is important as well to make sure these items match the job description.<\/p>\n<h3 id=\"curate-a-shortlist-criteria\"><span class=\"ez-toc-section\" id=\"Curate_a_shortlist_criteria\"><\/span>Curate a shortlist criteria<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>These criteria should be based on the must-haves and nice-to-haves characteristics of your ideal candidate. Must-haves criteria are minimum requirements that your candidates must have, whereas nice-to-haves are additional characteristics that may get your candidates bonus points. These criteria should correlate with on-the-job performance and should ideally be captured in the job description. The essential thing here is to set the criteria based on your current employees\u2019 top qualities and traits and not to base it on personal opinions or personal similarities that the recruiter or manager has with the interviewees.<\/p>\n<h3 id=\"screen-your-candidates-virtually\"><span class=\"ez-toc-section\" id=\"Screen_your_candidates_virtually\"><\/span>Screen your candidates virtually<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Since interviews can be time-consuming, it is also a good idea to screen your candidates via chat or phone call before conducting a one-on-one meeting. Aside from saving time, virtually screening your candidates also enables you to address any burning questions you may have for the candidate. The phone call does not have to be lengthy \u2013 up to 15 minutes is probably enough just as long as you can see whether they\u2019re worth interviewing.<\/p>\n<p><strong>Read on<\/strong>:\u00a0<a href=\"\/blog\/this-is-how-the-biggest-ceos-hire-the-right-people\">How Biggest Corporate CEO hire the right people<\/a><\/p>\n<h3 id=\"check-for-references\"><span class=\"ez-toc-section\" id=\"Check_for_references\"><\/span>Check for references<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>A reference check enables you to establish reassurance of the candidates that you are interested in. By doing this, you are able to validate the candidate\u2019s experience. Hearing another person\u2019s point of view regarding a candidate\u2019s work ethic is helpful in determining whether the candidate is the right fit for your company.<\/p>\n<h3 id=\"competencies-and-cultural-fit\"><span class=\"ez-toc-section\" id=\"Competencies_and_cultural_fit\"><\/span>Competencies and cultural fit<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Although CVs and resumes can give a good indication of a candidate\u2019s competency fit, a recruiter must also get a sense of a candidate\u2019s cultural fit, which can be challenging to indicate through a piece of paper &#8211; this then highlights the importance of meeting the person face-to-face.<\/p>\n<p>Aside from getting to know more about your future employees, a face-to-face interview also represents an opportunity to get a better understanding of the interviewees\u2019 level of motivation. Questions you may ask yourself include:<\/p>\n<ul>\n<li style=\"list-style-type: none\">\n<ul>\n<li>Do they enjoy their work?<\/li>\n<li>Are they excited about the opportunity?<\/li>\n<li>Do they align with the company\u2019s vision and mission?<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>These are all questions that will help you gauge if the candidate\u2019s characteristics will align with those of your business. Ensure that your emphasis on this doesn\u2019t eliminate candidates without good reason, as there is a danger that it could lead to unintentional bias. If, on first impressions, you don\u2019t think someone would \u2018fit in\u2019, consider if they might add something of value to your company culture instead.<\/p>\n<h3 id=\"notify-the-unsuccessful-candidate\"><span class=\"ez-toc-section\" id=\"Notify_the_unsuccessful_candidate\"><\/span>Notify the unsuccessful candidate<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>After the completion of shortlisting candidates, make sure you notify the unsuccessful ones to give closure in a positive way. It would be best if you highlighted the reason why they were unsuccessful without revealing too much information. Although they may not be a great fit for this specific role, if you supply feedback, the candidate can have a clearer idea of what they need to work on their weaknesses.<\/p>\n<figure class=\"kg-card kg-image-card\"><img class=\"kg-image\" src=\"https:\/\/lh6.googleusercontent.com\/jdJzNN2WdcxvGCDkM61nul5GvNqJ-sfILJ-C1-TjMWF-xadMF018hDlcdZZqmVon9rtJo5RthTPOHLQsPo7CkjAN5ygSOW_WHC5Vbyu_mZB1FLOyLV_vhN8CpuY48n2Lwj1OrGJZ\" alt=\"\" \/><\/figure>\n<p>This article is sourced from:<\/p>\n<blockquote class=\"wp-embedded-content\" data-secret=\"TynbKEFURk\"><p><a href=\"https:\/\/harver.com\/blog\/shortlisting-candidates\/\" target=\"_blank\" rel=\"noopener\">9-Step Guide to Shortlisting Candidates For An Interview<\/a><\/p><\/blockquote>\n<p><iframe class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; clip: rect(1px, 1px, 1px, 1px);\" title=\"&#8220;9-Step Guide to Shortlisting Candidates For An Interview&#8221; &#8212; Harver\" src=\"https:\/\/harver.com\/blog\/shortlisting-candidates\/embed\/#?secret=1rvdsDfUwJ#?secret=TynbKEFURk\" data-secret=\"TynbKEFURk\" width=\"600\" height=\"338\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe><\/p>\n<blockquote class=\"wp-embedded-content\" data-secret=\"1wpWwPIGjD\"><p><a href=\"https:\/\/www.oneeducation.org.uk\/shortlist-candidates\/\" target=\"_blank\" rel=\"noopener\">10 Quick ways to Shortlist Candidates For An Interview<\/a><\/p><\/blockquote>\n<p><iframe class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; clip: rect(1px, 1px, 1px, 1px);\" title=\"&#8220;10 Quick ways to Shortlist Candidates For An Interview&#8221; &#8212; One Education\" src=\"https:\/\/www.oneeducation.org.uk\/shortlist-candidates\/embed\/#?secret=6hyMQLJsTF#?secret=1wpWwPIGjD\" data-secret=\"1wpWwPIGjD\" width=\"600\" height=\"338\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe><\/p>\n<p>\u2013<\/p>\n<p><em>Kalibrr is a recruitment technology company that aims to transform how candidates find jobs and how companies hire talent. Placing the candidate experience at the center of everything it does, we continue to attract the best talent from all over, with more than 5.5 million professionals and counting. Kalibrr ultimately connects these talents to companies in search of their next generation of leaders.<\/em><\/p>\n<p><em>The only end-to-end recruitment solutions provider in Southeast Asia, Kalibrr is headquartered in Makati, Philippines, with offices in San Francisco, California, and Jakarta, Indonesia. Established in 2012, it has served over 18,000 clients and is backed by some of the world\u2019s most powerful start-up incubators and venture capitalists. These include Y Combinator, Omidyar Network, Patamar Capital, Wavemaker Partners, and Kickstart Ventures. For more business and recruiter advice, follow Kalibrr on\u00a0<\/em><a href=\"https:\/\/www.facebook.com\/kalibrrforbusiness\" target=\"_blank\" rel=\"noopener\"><em>Facebook<\/em><\/a><em>\u00a0and\u00a0<\/em><a href=\"https:\/\/www.linkedin.com\/company\/kalibrr-technology-ventures\/\" target=\"_blank\" rel=\"noopener\"><em>Linked<\/em><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Imagine this: you just posted a job listing and the number of applicants is pouring in. You\u2019re overwhelmed due to the staggering number of strong candidates and having trouble narrowing them down. During recruitment, one of the most important steps is to find a convenient shortlisting process. According to\u00a0Ideal,\u00a0candidate shortlisting, the process of identifying the [&hellip;]<\/p>\n","protected":false},"author":16,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[16],"tags":[],"_links":{"self":[{"href":"https:\/\/neo-blog.kalibrr.com\/blog\/id\/wp-json\/wp\/v2\/posts\/9319"}],"collection":[{"href":"https:\/\/neo-blog.kalibrr.com\/blog\/id\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/neo-blog.kalibrr.com\/blog\/id\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/neo-blog.kalibrr.com\/blog\/id\/wp-json\/wp\/v2\/users\/16"}],"replies":[{"embeddable":true,"href":"https:\/\/neo-blog.kalibrr.com\/blog\/id\/wp-json\/wp\/v2\/comments?post=9319"}],"version-history":[{"count":0,"href":"https:\/\/neo-blog.kalibrr.com\/blog\/id\/wp-json\/wp\/v2\/posts\/9319\/revisions"}],"wp:attachment":[{"href":"https:\/\/neo-blog.kalibrr.com\/blog\/id\/wp-json\/wp\/v2\/media?parent=9319"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/neo-blog.kalibrr.com\/blog\/id\/wp-json\/wp\/v2\/categories?post=9319"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/neo-blog.kalibrr.com\/blog\/id\/wp-json\/wp\/v2\/tags?post=9319"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}