Shortlisting: Selecting Candidates Fairly and Inclusively

Shortlisting is a crucial stage in the recruitment process. By reviewing applications fairly and consistently, you can ensure that strong candidates, including those with long‑term health conditions, disabilities or caring responsibilities, are not unintentionally excluded. As a result, you widen your talent pool and strengthen the quality of your final shortlist.

Best Practice for Inclusive Shortlisting

Assess skills, not circumstances

Focus on whether applicants meet the essential criteria set out in the job description. This ensures decisions are based on ability rather than assumptions about someone’s health or background.

Apply criteria consistently

Use the same scoring or decision‑making framework for every application. This helps remove bias and creates a transparent, reliable process.

Keep requirements realistic

If you included “nice‑to‑have” criteria, avoid letting these overshadow the essential skills. Over‑emphasising extras can limit opportunities for candidates with unconventional career paths or health‑related barriers.

Avoid making assumptions

Do not try to guess whether someone would “cope” with the role based on gaps in their CV, career breaks or limited availability. Instead, shortlist based on their ability to fulfill the core duties.

Consider adjustments at selection

If a candidate indicates they may need adjustments later in the process, treat this as neutral information. Adjustments should support applicants — not influence whether they are shortlisted.

Document decisions clearly

Record why each shortlisted candidate met the criteria. This ensures transparency and helps defend decisions if questioned.