There are hundreds, if not thousands, of applicants for each job opportunity. For this cause, recruiters have very little time to look through each of the resumes. In reality, according to a report by The Ladders, hiring managers spend an average of 7.4 seconds on a resume.
In the ideal future, we will review every candidate who applied and ensure that their resume examined by the recruiting manager and interviewed in person.
The truth is that recruiters are short of time to fill roles as they are and having to interview each candidate will result in a job never being filled and the management team would get exhausted. That’s why shortlisting is such an important technique for recruiters and means that they can quickly transfer their applicants through the candidate shortlisting process.
How Recruiters nominating candidates?
Shortlisting can be defined as the process of selecting a list of items or candidates who have been selected for final consideration, such as when granting or occupying a position. When you screen the candidates, you will pick the right ones to move forward that a better fit for your opening or your organization.
Also read: How To Read a Job Description The Right Way Before Applying
Being considered for the process
It all depends on the job. A candidate shortlisting process can take from two days to more than a month. Many factors thought of by the recruiter when they start their hiring procedure. There are a few ways you can become a very desirable candidate:
1. By making a resume that stands out. The way to that is to make sure the CV contains the desired skills and qualities required by the company. It should also display your leadership experience and skills.
2. The CV should be well written organized according to different job requirements. In addition to their most significant characteristics, you can also be very mindful of what you’re not looking for. This means both career hoppers and applicants with contradictions in their resumes.
3. Activities such as jobs while going to college, fundraising, leisure activities, and community service will also offer useful insight into a nominee. Only make sure it’s important and you don’t list your culinary skills or business preferences to the sales manager.
4. You may have a lot of expertise and all the expertise you need in the industry, but the presentation is a completely different matter. Ideally, the CV should be according to the increasing order of your qualifications. Skills should be defined according to the importance of the jobs you have applied for.
Red flags on a resume include
- Grammatical mistakes
- No symmetry in writing or the formal
- No employment history in detail
- Being under or overqualified
5. Highlight those accomplishments of the past that show how much you are capable of and have achieved. It’s a lot easier to have milestones on your resume instead of displaying your duties. Achievements demonstrate that you are a result-driven candidate who moves beyond day-to-day jobs to develop operations and offer solutions to market problems.
Also read: 12 Things That Job Seekers Should Never Say During Interview
Steps for the Process
The first step includes the shortlisting process to draw up a long list. This step done either by candidates applying for a job or by recruiters using social networking sites such as LinkedIn or even Facebook. This is done to evaluate the socializing skills and people skills for the job at hand. It gives them some amount of insight if how the candidate has been in the previous organizations or how he or she is generally. Personality plays a very important role, as it helps the person to adjust to the company’s environment.
Through these networking channels you can understand the main goal of the candidate and how it aligned with the goals of the company overall. This plays a huge role in deciding the candidate’s adjustment to the company.
The next step is when the recruiter will interview the candidates on the long list and decide who will make them on the shortlist. This is the part where the committee or team decides who gets to stay in the organization. To maintain the intent of the candidate shortlisting process, the value and weight of each criterion in the description of a job would be calculated based on their validity. There are many forms of evaluation of such procedures. Three main approaches taken for this step such as the balanced scorecard approach or the ranking method. That’s how the candidates are assigned scores and shortlisted for the next procedure.
Also read: 4 Soft Skills That Employers Need in Workplace
How you stand out from the crowd?
Recruiters often notice that applicants meet the criteria for a shortlist, but these particulars not generally obvious and are ignored with a majority of other applications. The main things both stand out are
- Experience
- Form of business you employed at
- Salary Figures
If the original requirements reviewed, the shortlist must be more refined. This may be decided by:
- The relevance of skill to the role. The skillset from previous jobs should fit form the job applying for
- Career and personal ambitions of the candidate
- How well you fit in the organization’s culture
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