Definition
The process of reviewing job applications and selecting candidates who best meet the criteria in the person specification to progress to the next stage of recruitment, typically an interview or assessment.
UK Context
Under the Equality Act 2010, shortlisting must be based on objective criteria related to the job requirements and must not discriminate on the basis of protected characteristics. Employers should document their shortlisting criteria and decisions to defend against potential discrimination claims. The EHRC Employment Code of Practice provides guidance.
Best Practices
- Use the person specification criteria as a consistent scoring framework for all applications
- Have at least two people involved in shortlisting to reduce individual bias
- Document reasons for both selection and rejection of candidates at the shortlisting stage
Frequently Asked Questions
What criteria should be used for shortlisting?
Criteria should be drawn directly from the person specification and relate to the essential and desirable requirements of the role. They should be objective, measurable, and applied consistently to all candidates.
Can shortlisting be done by one person?
While there is no legal requirement for multiple shortlisters, best practice recommends involving at least two people to reduce the risk of unconscious bias and improve the defensibility of decisions if challenged.