Short Listing. The staff most related to the posted or vacant position shall be involved in short listing prospective candidates.
Short Listing. In order to be shortlisted, a candidate shall meet the minimum qualifications and experience as posted and as established through their application. However, meeting the minimums does not guarantee an interview. When more than a reasonable number of applicants meet the minimum requirements so that interviewing all would not be practical, further levels of shortlisting must take place which shall include considerations of qualifications and/or experiences in excess of the minimums posted. However, where a position was posted with Employment Equity considerations, no applicants who did not self identify as meeting those specific posted Employment Equity considerations will be shortlisted unless or until all qualified (meeting the minimum for qualifications and experience) internal Employment Equity applicants specific to that posting have been shortlisted. Where at least one (1) applicant meets the minimum qualifications and experience as posted and as established through their application, a full selection process will commence.
Short Listing. 2.2.1 Contracting Bodies will then proceed to reduce this list of service offerings down to a short-list. They will short-list those offerings which provide a suitable service within the available budget of the Contracting Body.
Short Listing. Only those candidates meeting the “Musts” will be considered for an interview. The names and resumes of those not making the musts will be given to the Local for review and agreement. The list of applicants will be short listed based on seniority. • Only current 2724 members who have met the “Musts” will be interviewed in the first round. • Any 2724 member who has applied and not met the posted “Musts” should be contacted by Human Resources to ensure that they do not meet the needed criteria and that they are informed of why they will not be interviewed. • Where there are no LU2724 candidates or qualified LU2724 applicants (did not meet the musts and meet the bar), the process will be the same for interviews outside of the bargaining unit. Any of the candidates who meet the minimum musts and bar can be selected. ∗ The committee must not have access to information about individual candidates until after all possible short listing has been done. ∗ If none of the 3 senior applicants are successful, then the next three senior candidates are interviewed.
Short Listing. 6.1 Shortlisting will be completed on-line via Talent Link. The recruitment team will provide panel members with access to view applications and each member should refer to the Managers Guide attached to the short listing email. Each applicant should be compared against the job description and person specification and panel members should reach agreement with the Chair of the appointment committee on a short list of candidates to take forward to interview. A standard template to assist with this process can be found in Appendix 2.
6.2 The Council is a Disability Confident Employer and applicants who can clearly evidence in their application that they meet the essential criteria for the job as shown in the job description should be shortlisted and given the opportunity to demonstrate their abilities at interview. Due consideration should also be given to any reasonable adjustments which may be required in relation to the interview process. Where there needs to be a limit on the overall number of candidates, it is important to select the disabled and non-disabled applicants who best meet the minimum criteria for the post.
6.3 In drawing up the short list, appointment committee members must also give consideration to applications from all suitably qualified teachers regardless of current employment status and to applications seeking variations on the advertised contract in order to comply with Equalities legislation. With regards to Head Teacher appointments the Depute Chief Executive and Director of People or his/her representative will draw up a short list of candidates after which they will meet with the eligible members of the parent council to discuss them. The parent council can remove or add names to the list of eligible candidates. The Depute Chief Executive and Director of People or his/her representative will present the short list to the Portfolio Holder for Children and Young People. In relation to Depute Head Teacher appointments, the Head Teacher of the school and the authority representative will draw up a short list of candidates and present these to the appointment committee. For Principal Teacher appointments the short list will be drawn up by the appointment committee at a meeting arranged by the Head Teacher.
6.4 The on-line short listing process will allow panel members to record their decision on each applicant.
6.5 Once agreement has been reached on suitable candidates to take forward, the chair of the appointment committee should compl...
Short Listing. The challenge to the members of the Appointing Committee is to reach a shortlist in a way which is reliable, valid and fair by comparing evidence in the application against the essential & desirable criteria for the post. The job description/person specification should identify those essential and desirable criteria which can be assessed from the details contained in the application form/CV/letter of application. It is extremely important that the essential and desirable criteria are compiled on the needs of the post and the skills required. All members of the Appointing Committee should normally be involved in the short-listing process and complete a shortlist assessment form to be used a reference guide when discussing the short list. All candidates called for interview must meet all essential criteria, where a candidate does not meet one or more of the essential criteria, that candidate cannot be appointed to the post. If you have a large number of applicants who appear to meet the essential criteria then the desirable criteria should be used to identify those who are most suitable. It is essential that all information is completed correctly on the short list assessment form in order that this can be used as a formal record for those candidates you have short-listed and reasons for not short-listing other applicants. Remember that individuals can potentially appeal against a decision not to be short-listed, decisions taken therefore must be fair, objective and non-discriminatory and properly recorded. You should not normally expect to interview more than 6 candidates. The structure of the interview should be decided upon at this stage. One fully completed and clear short list assessment form representing the collective view of the Appointing Committee should be returned to Human Resources at the University with the shortlist recommendation form.
Short Listing. Contracting Bodies will then proceed to reduce this list of service offerings down to a short-list. They will short-list those offerings which provide a suitable service within the available budget of the Contracting Body. S2-3.3 Contracting Bodies may at this point directly award to the service with the lowest price. S2-4.1 In the event that Contracting Bodies are unable to identify which service best meets their needs purely on the basis of an evaluation of price then all short-listed offerings will be compared to the Customer’s service requirements.
Short Listing. In order to be shortlisted, a candidate shall meet the minimum qualifications and experience as posted and as established through their application. However, meeting the minimums does not guarantee an interview. When more than a reasonable number of applicants meet the minimum requirements so that interviewing all would not be practical, further levels of shortlisting must take place which shall include considerations of qualifications and/or experiences in excess of the minimums posted. However, where a position was posted with Employment Equity considerations, no applicants who did not self-identify as meeting those specific posted Employment Equity considerations will be shortlisted unless or until all qualified (meeting the minimum for qualifications and experience) Employment Equity applicants specific to that posting have been shortlisted. Where at least one (1) applicant meets the minimum qualifications and experience as posted and as established through their application, a selection process will commence. Internal Competitions (permanent contract teachers, probationary contract teachers declared surplus in ROUNDS A & B and term contract teachers on the “390 day list” in ROUNDS B & C) For a candidate to be considered eligible, the candidate must meet: • The minimum qualification as posted and established through the application form; • The minimum experience as posted and established through the application form; Provided those two (2) minimums have been met:
Short Listing. IPA, in its sole and absolute discretion, may declare a Short List of Proposers by the Short List Deadline, following review of Proposals received by the Proposal Deadline. IPA will not be required to announce which Proposers, or how many Proposers, are on the Short List.
Short Listing. Internal applicants who have not been short listed for an interview in a job competition shall be notified in writing prior to interviews being conducted.
