The purpose of shortlisting is to identify those candidates who best meet the selection criteria for the post; who are most likely to be capable of carrying out the duties of the job; and about whom you wish to find out more during a formal interview.
Selection for the shortlist must be done by assessing applications in relation to the essential and desirable criteria as detailed in the person specification. Candidates should be assessed against the selection criteria and not against each other. Therefore, it is very important to ensure the person specification is clear, up-to-date, and appropriate to the duties to be undertaken. New selection criteria should not be introduced at the shortlisting stage. The shortlisting panel need to ensure that the process used is consistent and fair and that the decisions made comply with legal requirements.
Shortlisting in Stonefish
Following the introduction of Stonefish, the process of shortlisting has been moved online. By using the e-recruitment system we can ensure that the recruitment and selection process is fair and transparent and that all documentation, including shortlisting notes, complies with our statutory obligations under GDPR.
The Shortlisting Guidance describes the Stonefish system’s functionality and individual tasks that need to be undertaken by shortlisting panel members and the panel chair.
The University is a Disability Confident employer whereby all disabled candidates who meet the minimum selection criteria will be guaranteed an interview. If a non-shortlisted applicant meets the disability promise under the Disability Confident Scheme i.e. meets all the essential criteria, a warning will be displayed and the applicant will be set to shortlisted.