Pre-Selection

Weeding out candidates who are not a good fit for a position can be difficult. To determine if you want to continue the interview process steps with a candidate, you can do pre-selection. This can prevent you from wasting time on a candidate you will not want do interview.

Objective

To pre-select candidates based on the criteria of the advertisement.

After the closing of the advertisement, the next step is to do pre-selection based on the qualifying criteria.

Steps For Pre-selection

• Map out the process to be followed for short-listing.
• Use the job profile appearing in the advertisement as the basis.
• List the essential criteria versus the non-essential criteria for the position.
• Rank the essential criteria in the order of importance.
• Record all decisions made, preferably on a spread sheet, indicating reasons for selecting and not selecting candidates.
• Always note on the CV why a candidate is not successful.

Moving On To Shortlisting

• Keep all records of the process followed per position for at least six months.
• It is unethical to promise a job prior to the finalisation of the recruitment and selection process and the necessary consultation. Under no circumstances should a job-offer be made at this stage.
• After the pre-selection is done and there are still too many applicants left, the candidates may be short-listed.
• During this stage, additional criteria, setting higher standards or adding additional requirements, more than the minimum set in the advertisement are looked at and CV’s are measured against these criteria.
• Where, during sifting, one looks at the ‘must haves’ at this stage one looks at the ‘nice-to-haves’. Again, it is important to note why candidates are not included on the shortlist.
• List the essential criteria versus the non-essential criteria for the position.
• Rank the essential criteria in the order of importance.
• Record all decisions made. Preferably on a spreadsheet, indicating reasons for selecting and not selecting candidates.

Essential Tips

• All candidates that meet the criteria of the advertisement should be listed on a pre-selection list.
• Use this list to compile a shortlist for interviewing purposes.
• Shortlisted candidates should meet the criteria for the job.
• CV’s with incomplete information, or no contact details, cannot be considered for shortlisting purposes.
• No late applications can be considered.
• Pre-screening/telephonic interviews may be conducted, depending on:
  • The number of applicants
  • The location of the candidates
• Normally, not more than four to six candidates should be interviewed per position.

Click here to download a pre-selection template for minimal requirements.

Click here to download a template of short-listing for interviewing.