Why wasn i shortlisted

Section 2: How to shortlist Section 3: Innovative ways to shortlist candidates Section 4: A summary of shortlisting. What is shortlisting? How to shortlist. Step 1: Determine your shortlist criteria These are the essential and desirable criteria needed to do the job and the minimum level that the shortlisted candidate should have.

Your shortlist criteria should be based on: the qualities and traits of top performing employees currently in the role Your shortlist criteria should not be based on: personal opinion or gut feeling of what managers think are required for success personal similarities of the candidates with the recruiters or hiring managers A short note on legal and discrimination issues : Using criteria that are correlated with job performance to shortlist candidates helps you avoid legal and discrimination issues.

Shortlist criteria can include: Education Work experience Skills and knowledge Personality traits Competencies Differences between essential and desirable criteria: Essential criteria are the ones that a candidate must meet to be considered for the role. Allows you to easily identify and rank who the strongest candidates are to move forward. Step 3: Determine the length of your shortlist How many candidates do you have to shortlist to get a successful hire? The advantages of using an ATS include: Organizing all applications received for an open req.

Tracking candidate source as well as other recruitment metrics e. Automating resume screening through knockout questions. Ranking candidates through keyword matches.

Allowing searches for candidates in your existing resume database using keywords or Boolean searches. The two major weaknesses of an ATS are: False positives : erroneously moving forward candidates who are not actually the best qualified ones due to keyword stuffing. Innovative ways to shortlist candidates. Artificial intelligence comes to recruitment. A summary of shortlisting.

Definition : Shortlisting is the process of identifying the candidates from your applicant pool who best meet the required and desired criteria for the open req and who you want to move forward.

How to shortlist : Determine your shortlist criteria, create a scorecard, and screen resumes against that scorecard.

Shortlisting Step-By-Step Guide For Candidate Recruitment Remember to bookmark this post and keep it as a resource to answer all of your shortlist questions! Want to Learn More? Here Are Our Top Tools and Resources: 6 Tools for Shortlisting Candidates 6 tools and technologies to improve the efficiency of your candidate shortlist. We use technology, such as cookies, on our website to give you the most relevant experience by remembering your preferences and repeat visits.

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But opting out of some of these cookies may affect your browsing experience. Using numbers to quantify your achievements is an excellent way to impress an employer. Carefully proofread all your job application documents , and, if you can, have someone else look them over for you.

Generic cover letter. Your cover letter was generic and not tailored to the job. The goal of a cover letter is to sell your accomplishments. You should write about what you can offer the company, not what you want in a job. Be specific, and customize your cover letters so they highlight your best attributes.

Cover letter too short. Your cover letter was too brief, and the hiring manager assumed that you weren't highly motivated to pursue the position. Be sure that your letter includes all the components of a successful cover letter , and is full of details about what you can offer the employer.

The hiring manager may have concerns about a pattern of job-hopping in your background. Lack of credentials. You don't possess a required educational credential. Many jobs have a required level of education or equivalent experience. Too expensive. Your salary expectations or perceived salary requirements exceed the available resources. Short on experience. You could have applied for a job a step or two further up the career ladder than is optimal for getting selected at this point.

If that's the case, start with an entry-level position, then try applying again after you've gained more experience. Perhaps you haven't made a strong enough case for your interest in the job. Have you sold the hiring manager on why they should interview you? One way to make a compelling case is to show a bit of personality in your cover letter.

It will help you stand out from the crowd. You haven't made it clear how the job fits into your career plan. Have you shown the employer why this job would be a good fit for both you and the organization?

No referral. You were unable to enlist the assistance of any contacts at the employer to advocate your candidacy. Another candidate may have had a referral from someone who worked at the company.

Employment gaps. There are unexplained gaps in your employment. Glaring gaps on your resume could be a red flag for a prospective employer. There are ways you can make employment gaps less obvious on your resume so you have a better shot at getting an interview. Unprofessional social media presence. Your online image may have damaged your candidacy. Have you carefully adjusted your privacy settings?

Is everything available to the public appropriate? Out-of-town candidate. You live outside of the area, and the employer prefers local candidates. Using a few handy tips can help you find a job in a new city, regardless of where you are currently located. Tailoring a CV and cover letter can be time-consuming, especially if you are applying for lots of jobs.

There are a couple of ways to combat this problem. Firstly, become more selective about which jobs you apply for. Only apply for jobs that you are genuinely interested in. This will free up more time to spend on maximising the impact of applications for jobs you are really passionate about. Secondly, utilise the summary at the top of your CV to add in a couple of sentences or points that relate specifically to the job you are applying for.

This will show potential employers that you have put some thought into your application. Make sure you address some of the job specification criteria in your cover letter and address any of the relevant points above. As mentioned in point 1, recruiters and employers get a lot of CVs sent per role, it can be impossible to read every CV. To ensure your CV is noticed, contact the recruiter or employer via phone to check that they received your CV the day after you sent it.

This will lead to a short conversation about your skills and relevancy to the role. It will also mean that they have definitely seen your CV and will be more likely to consider you for the role.

These articles might also be of interest to you: How to write an email cover letter CV writing advice Be selective with your CV.

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