Following the closing date for your post, you will be able to access all applications within e-Recruitment and begin shortlisting for the next level of selection action. The most effective way to ensure that you are confidently selecting the best candidates from this pool, is to plan in advance in the following areas:

Shortlisting

Shortlisting Panel
There should be a minimum of two members on the shortlisting panel to ensure objective decision-making and a high quality outcome. A larger membership will be useful for most posts, as different members can bring a range of perspectives to the process. All shortlisting panel members should offer specialist knowledge relevant to the role. A diverse representation of relevant colleagues is required. Aim for a mix of ethnicity, age and gender where possible. There must be continuity of membership with the Interview/Selection Panel to facilitate understanding and consistency within the selection process. See right hand link for University guidance on membership of Interview/Selection Panels.

Criteria
Agree in advance the criteria by which the panel will shortlist candidates to be invited to the next round of selection action, as per the criteria specified within the Person Specification section of the About the Job. Be consistent in your approach for all applicants, DO NOT introduce new criteria beyond those advertised at this stage. If the post has changed, pause the selection process and re-evaluate whether or not you need to halt proceedings and readvertise a different job to meet your new needs.

Longlisting
It may be useful to include this additional layer of action in your selection action planning where you have received a large number of applicants. It allows you to select a final shortlist on the basis of measured, objective assessment action. You may opt to review the longlist in a number of ways, including :

Interview options: representatives of the full interview/selection panel could hold longlist interviews in person, by telephone or remote access technology, to identify a shortlist to be invited to participate in the next round of selection action.

Selection tests: it may be useful to have a longlist of candidates undertake an assessment test which will identify whether they have a key skill(s) required for the role. Successful candidates could then be invited through to the next stage, as per the "Candidates with disabilities" section below.

All longlist action should be objective and relevant to the advertised About the Job. All candidates must be treated equally and offered the opportunity to request additional assistance/adjustments at each stage.

Decision-making
Should be open, transparent and fair. Ensure that the panel have clear understanding of the role and the key criteria being measured. It is important that you focus all decision-making on professionally focussed criteria. This will provide you with a robust decision-making approach which will help you identify the right person for the role. At all times, avoid assumption or presumption around candidates´ abilities based on protected characteristics including age, gender, disability, ethnicity etc. This form of discrimination is illegal and should not influence any form of decision-making as it would undermine the validity of the process and restrict you in achieving the ultimate aim of finding the best person for the role.

All panel members should routinely challenge their own decisions to ensure that they can confirm that they have maintained an objective, professional focus for all of their selection choices.

e-Recruitment
You can use e-Recruitment to shortlist on-line. Panel members can rank each candidate, add comments individually and flag any candidate which they think warrants discussion. The rankings are then aggregated and comments can be shared with all panel members. Priority candidates can be invited to the next level of action by e-mail. Candidates who will not be progressing further can also be informed promptly by e-mail.

Candidates with disabilities

The University of Sheffield is committed to equal opportunities and is a Two Ticks employer. Under the Two Ticks Disability scheme we guarantee an interview for disabled applicants who meet the essential criteria for the job applied for. Further detailed information on the Two Ticks Disability Scheme can be found at www.shef.ac.uk/hr/diversity/twoticks

Recruiting departments should ensure that all longlisted/shortlisted applicants, whether or not they have disclosed a disability or health concern, have the opportunity to request any special adjustments or equipment that they would need to attend interview/selection tests. Use the invitation to interview template in e-Recruitment as your basis for inviting all candidates to interview to ensure that you have addressed this appropriately for all invited candidates.

If an applicant requests special adjustments or equipment to enable them to attend interview, consider this priority action and contact your customary HR contact for further advice on how to facilitate this.