Shortlisting is the process of selecting a few promising candidates from thousands of applicants through vetting. Shortlisted names are often publicly disclosed, and being on the list is a morale boost. The process reduces favoritism and aims to represent the most qualified candidates.
One of the main tasks faced by an HR director or a hiring committee is the selection of thousands of candidates down to a few promising ones. Those who survive the application process are said to be shortlisted. This is usually the final list of candidates submitted for consideration by the Final Recruiting Authority. For many candidates, the goal is to reach the shortlist in order to be able to compete on an equal footing.
Every time an employer or government official announces an opening, thousands of resumes and applications can appear within a week. Through a process of elimination called vetting, many of these applicants are rejected for general reasons: position, experience, hours of availability, education, etc. This vetting process should ultimately lead to the formation of a shortlist, the names of candidates who have proven themselves to be the most qualified for the position.
While the final announcement of a new hire may be kept confidential, names on a shortlist are often publicly disclosed. If a university is looking for a new president, for example, the search committee can publish a list of good candidates for that position. By consulting this list, interested parties can examine each candidate’s background or evaluate other hiring criteria. It can also let other applicants know that they didn’t survive the vetting process.
Being named on a shortlist for a promotion or coveted office is often seen as a morale boost. Even if the position goes to a different candidate, if a person knows that their skills and experience have given them serious consideration it can be quite rewarding. A shortlist often contains a few well-known names in the industry, so any candidate lucky enough to earn a spot should feel honoured.
Many executives and government officials deliberately stay out of the application process until a shortlist is created. This policy can reduce any appearance of favoritism, since even a favored candidate would have to gain entry to the list. The hope is that it represents the most qualified candidates for a particular position, not necessarily the results of a popularity contest.
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