Shortlisting is the process of identifying the candidates who best meet both the required and desired criteria for the role AND who the recruitment decision makers should interview. If the shortlisting process is not effective, there can be negative results in both the short and long term.
Firstly, ineffective shortlisting leads to mis-identifying candidates of potential. It can lead to an increased number of unqualified candidates being interviewed, as well as not identifying candidates who could have been a strong fit.
Second, it increases the time required to recruit. This can be through holding more interviews than are necessary or by being required to advertise again to gain a different pool of candidates.
Third, ineffective shortlisting can lead to missing out on strong candidates who are offered other roles before hiring managers are able to contact them. This does not mean that the shortlisting process should be rushed, but it does mean that if hiring someone is a priority, then effective shortlisting is necessary to ensure strong candidates are contacted quickly, rather than waiting for several days or even weeks after being identified.
Finally, ineffective shortlisting can result in hiring people who are not the right fit for the role. This can be an expensive mistake, as it involves not only the time and cost of recruiting someone, but also training them and later replacing that person and training their replacement – and that’s not counting the lost potential of a qualified candidate being hired in the first place.
With this in mind, it is evident that ensuring that your shortlisting process is effective in the first place is important for the success of your business.
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For an obligation free discussion feel free to give Kim Acworth a call on 0411 278 281 or email at firstname.lastname@example.org.
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