Preliminary Assessment

Preliminary-Assessment | Reckon Solutions

Preliminary Assessment :

This process is often referred to as ‘longlisting’ and ‘shortlisting’. Both of these terms imply a process through which applications are assessed and a group of candidates you would like to invite to final assessment is compiled. The key difference is that in the case of longlisting there will be the inclusion of a stage before final selection known as first selection. Based on performance in this, a shortlist of candidates you would like to see at final selection will be complete. With care and effort at this stage you will find the high quality applicants you want for final selection. Scoring and assessment at the shortlisting stage should continue to hold importance right up to the final selection of the successful candidate.

Be clear on the methods to be used and the purpose of this stage in the process. Provide candidates with clear guidance that they are being invited to participate in first, not final, assessment and when they will be informed of the outcome.

Agree your assessment methods. A suggested method could be either a telephone or video interview, however other forms of assessment may be appropriate. For academic posts it would normally be a presentation ‘to the department’. Just like at other stages these should directly relate to the person specification for the role. Set a timeline. This extra stage will add time onto the overall process so make sure it is carried out efficiently and does not delay the recruitment process.

If you include a long-listing stage ensure all scores given are kept and are incorporated into your overall decision making process after assessment, particularly person specification items that are not assessed again after long-listing. With this in mind, try to make final assessment different to first assessment both in format and the person specification items assessed.

Let's we

Work together!