Shortlisting

When an advert closes, a shortlisting email will be sent to the recruiting manager with instructions along with a shortlisting report. This shortlisting report will contain summary candidate information and allow you to record your scores.

Recruiting managers are responsible for coordinating the shortlisting process with all panel members. You should ensure all panel members have access to the applications via ITrent and they are clear on how to score a candidate as per the guidance below.

Once all shortlisting scores have been recorded and a panel consensus has been reached, recruiting managers should: 

• update the shortlisting spreadsheet accordingly, recording scores and feedback
• access the relevant portal ticket for the recruitment
• upload the shortlisting spreadsheet to the activity section within the  ticket
• select the “Actions” button on the ticket and then select “Complete Shortlisting”

Recruitment Administrators will notify the unsuccessful applicants and answer any applicant queries.

Shortlisting Guidance – an overview

Prior to shortlisting the panel should agree an initial benchmark score which applicants must achieve in order to be shortlisted.

AEP candidates only need to meet a minimum benchmark for the candidate to be considered a potential match for the role. This means they only need to ‘reasonably” meet the essential criteria and demonstrate a minimum score of 2, across all areas, as outlined below. If this applies, please follow the AEP guidance.

Cumberland Council operates 3 guaranteed interview schemes where, those eligible, only need to meet the essential criteria for the role in order to be shortlisted. The shortlisting spreadsheet will identify if any candidates feel they meet the eligibility criteria for the scheme.

All eligible applications must be shortlisted against the following areas:

• Relevant Knowledge/ Experience
• Skills and Qualities
• Commitment to / alignment with our Values
• Essential Qualifications

Managers should always refer to the person specification for the post when shortlisting.
Scores can be awarded as:

• 0 - No match / criteria not met
• 1 - Insufficient match / information
• 2 - Satisfactory match / reasonably meets criteria
• 3 - Slightly exceeds criteria
• 4 - Markedly exceeds criteria
• 5 - Exceeds the criteria to an exceptional level

Applicants who reach the agreed benchmark should be invited to interview. However, there may be circumstances where there are a large number of strong candidates who meet and exceed the benchmark and it may not be feasible to interview everyone.  It is advised in these circumstances that the panel invite the highest scoring applicants to interview along with those that meet any guaranteed interview criteria.