You will need to compare applicants with different CVs, the goal is to exclude as many unsuitable candidates in the shortest possible time.


Log all applications

Firstly, log all applications. I4Resourcing’s Applicant Tracking System (ATS) makes this step easier for you as it will have all applications logged with names, email addresses, source of applications and their CVs. You can easily download CVs for you to keep on file of your suitable candidates. You can also keep a track of unsuitable candidates by filtering applications by our flag system. I4’s ATS makes this process a lot more effective for you.


Define your criteria

Before you start going through CVs, it is very important to define exactly what your ideal candidate will look like. You should use your job description and specification to pull together two lists; essential criteria and desirable criteria. You must be strict about the criteria you term as ‘essential’.


Conduct your short list in stages

The quickest way to short list is to filter out your unsuitable, maybe suitable and suitable that do or do not meet your criteria list. The suitable list will immediately make this more manageable. Go through each suitable CV and give each one a score, this will allow you to rank candidates and give you a top ten to work with. At this stage look for any inconsistencies in their CV and make sure that their presentation, spelling and grammar are flawless on their CV and covering letter.

In the final stage, you should start with a list of candidates who would all be able to do the fundamentals of the role.


Send everyone a response

Everyone who takes time to apply for a role should receive some form of response, even if it is just an automated email. A simple email thanking candidates for their interest but expressing regret that not everyone can be asked to interview should be enough.

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