8 Step Guide to Shortlisting Developers for an Interview

The purpose of shortlisting is to find candidates who have the necessary qualification for the position. It is an essential step in the candidate selection process, and every hiring manager has to do it to ensure they have the best candidates for the final interview.

Shortlisted means the candidate has been selected for the next interview round; however it does not mean the organization has offered them the job. On the other hand, being selected means the candidate has cleared the interview process and has been offered the job.

The interview evaluation parameters can vary between companies and positions. However, most recruiters consider a few criteria to evaluate candidates.

• Educational qualification
• Relevant work experience
• Specific skills for the job
• Critical thinking and problem-solving ability
• Communication skills
• Ability to work in a team environment
• Leadership qualities
• Body language
• Good fit to the company culture

Shortlisting involves choosing candidates based on the selection criteria and calling them for the next round of interviews. You also need to determine the maximum number of candidates you want to select for the next round.

The time for shortlisting developers varies depending on the business requirements. The process can take a few days to a few weeks, or sometimes a few months.

Shortlisting is a crucial step in the recruitment process where hiring managers find candidates from the large candidate pool who best meet selection criteria. It involves checking the following things.

• Education and qualifications
• Previous work experience
• Technical skills and knowledge

Screening and shortlisting applicants for developer jobs involve looking at the resumes and identifying the candidates who best meet the technical skills and relevant experience for the role. You can use applicant tracking system (ATS) software to reduce screening time for shortlisting candidates.