The divine grail the recruitment is recognize a quick, easy, and also accurate method to automate candidate shortlisting.

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As establishments start to adopt the idea the recruiting and also retaining talented employees represents a competitive advantage, Deloitte’s Human capital Trends Reportfinds the HR departments room being tasked to redesign whatever they perform to adjust the means organizations hire, manage, and also support your people.

But the much more things change, the more they stay the same. In spite of these needs for change, the classic challenges of recruitment remain including how to find, attract, screen, and also shortlist candidates.

Shortlisting is regularly the most complicated and time-consuming action in the recruitment process.


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Having a shortlist scorecard serves two purposes:Ensures you are using each criterion relatively and consistently across candidates.Allows you to easily identify and rank that the strongest candidates are to move forward.Step 3: identify the size of her shortlist

How many candidates do you have to shortlist to obtain a successful hire?

When it pertains to deciding the length of her shortlist, most world have a pre-determined number in mind. Because that example, interviewing four to 6 candidates to acquire one effective hire.

For high volume recruitment roles favor customer business representatives whereby you have to hire thousands of people, you can shortlist any kind of candidate that meets your criteria.

The best way to identify the length of your shortlist is to work-related backwards from the typical conversion prices in your own recruitment process. As a reference point, the market average applications to interview conversion price is 12%, the interview to sell conversion rate is 17%, and the sell to embraced conversion rate is 89%.

According to these numbers:

For every 100 candidates girlfriend sourceYou should shortlist 12 the them come interviewTwo of castle will get an offerOne candidate will certainly accept in order because that you to get one effective hireStep 4: Screening resumes to shortlist candidates

According to sector stats, 75% that applicants are unqualified and 88% room not strong enough to relocate forward to an interview.

When 75 come 88 percent that the resumes you receive for an open up req are ones you have to display screen out, it’s apparent why shortlisting is the many time-consuming component of recruitment.

Traditionally, screening and shortlisting candidates were hand-operated processes. This days, a project opening receive 250 resumes ~ above average, which deserve to take approximately 23 hours per hire just to screen resumes, rate each candidate making use of your scorecard, and determine your last candidate shortlist.

Recruiters and also talent acquisition leader realized long back this was a significant problem, for this reason they turned come technology: the Applicant Tracking mechanism (ATS) to be invented. In countless ways, ATS software has actually been a boon. Of the organizations who use one, 94% to speak an ATS boosted their hiring process.

The advantages of utilizing an ATS include:Organizing all applications got for an open up req.Tracking candidate resource as fine as other recruitment metrics (e.g., applications to interview ratio).Automating resume screening through knockout questions.Ranking candidates v keyword matches.Allowing searches because that candidates in your existing resume database using keywords or Boolean searches.

Unfortunately, few of these strengths of an ATS have end up being their weaknesses. It’s become common understanding that most ATS software program use keyword equivalent to display screen resumes, which has led come candidates gaming the system through keyword stuffing on their resumes.

The two significant weaknesses of one ATS are:False positives: erroneously moving forward candidates who are not actually the best qualified ones because of keyword stuffing.False negatives: screening out an excellent candidates who don’t fulfill the keyword filters yet have solid qualifications otherwise.

Traditional ATS software wasn’t designed to improve how it shortlists candidates by learning which ones walk on to come to be successful and also unsuccessful employees. That means each brand-new req requirements to re-invent the wheel, also for the same duties you’ve to fill previously.

So if ATS software application is virtually a must-have this days because that recruitment and also talent salvation departments, their restricted functionality is understandably frustrating.

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But as with the innovation of the ATS, an innovation is again coming to the rescue to allow the following generation that candidate shortlisting.