Drawing up a Staff Shortlist

If care is taken when sifting through job applications, it will increase the likelihood of finding the best possible staff for the barber shop. When drawing up a shortlist, the first task is to decide how many applicants will be invited to interviews.

Rather than try to cram as many interviews as possible into the time set aside, it makes sense to select a manageable number of candidates. Allow time for preparation and discussion before and after each interview and do not attempt to see more than three or four people in a day.

The best way to draw up a shortlist is to look at how many of the candidates meet the essential requirements of the job. Those who tick all the boxes could form the shortlist. If too many candidates have all the essential skills, consider cutting the shortlist down to size. Look for candidates with additional, desirable qualities that will benefit the barber shop.

Avoid Any Discrimination

Be consistent in the way the personal data is used to draw up the shortlist, and try to get more than one person to compile a shortlist to ensure the lists match and no-one has been unfairly overlooked. Of course, it is essential to avoid any discrimination against applicants on the grounds of sex, race, age, disability, sexual orientation, religion or belief.

Most employers will collect the required information from candidates either by providing an application form or by requesting a CV with a covering letter. Using an application form allows the employer to control the information provided, making it easier to compare the skills and experience of different applicants.

Once the application form has been created, it can be re-used to help fill future vacancies. On the downside, it can be time-consuming and tricky to design a form that is easy to fill in and has clear, unambiguous instructions. It will cost money to produce and send out application forms and some candidates can be put off by forms. An application form should include:

• The name and address of the barber shop.
• The job applied for.
• The name, address, telephone numbers and email address of the candidate.
• Educational and professional qualifications.
• Work experience.
• Other relevant information and skills.
• References.

If requesting a CV, there is no need to produce and send out an application form to every applicant. The way the CV and covering letter are presented may give a hint of the applicant’s abilities, but it is more difficult to compare the skills and experience of different candidates and easier for candidates to hide gaps in education or work.

Once the shortlist has been drawn up, consider notifying candidates who will not be invited for interview. Invite the most suitable candidates and confirm the arrangements in writing. Tell candidates how long the interview will be, what documents they should bring and the names and job titles of the people conducting the interview.

Provide directions to the venue for the interview and state whether candidates will be paid travel expenses. Finally, if there is to be a test as part of the interview, tell candidates what it will be and how long it will last.