How Recruiters Select a Shortlist

Selecting a shortlist in hiring processes in Accounting

Time and time again candidates have asked me what a shortlist is and how to ensure they are selected for one. Below I’ve outlined the process recruitment firms take to create a shortlist and how candidates can put their best foot forward and stand out from the crowd.

What is considered?

Depending on the role a shortlist can take anytime from two days (so be prepared!) to two months for a more senior role, such as Partner. The shortlisting process can vary between Accounting practices but the outcome is always to assess which candidates align best to the role in question.

There are numerous competencies and criteria that recruiters focus on to identify candidates for certain positions but ultimately they are split into technical skill set and cultural alignment as both of these categories contribute to a successful hire.

First step – collating a longlist

The first step in shortlisting is creating a longlist. This is done by either candidates applying to a role, or recruiters using professional network tools such as LinkedIn to gain a rough idea of the exposure that a candidate has had and their relevance to the role.

Networking platforms are also a great opportunity to speak to a candidate about their short and long-term career goals as the most important factor in shortlisting is whether the role will fulfil a candidate’s wants and needs, not just whether they are qualified for the role.

Second step – creating the shortlist

A recruiter will interview the candidates on the longlist in order to decide who will progress onto the shortlist. To keep the process objective, each criterion on the position description will be given a value and weight according to their importance. This will be used for assessment and will provide a score for each candidate against the criteria and decide on an objective rank order.

Criteria that is often considered includes, but is not limited to:

• Years of experience
• Type of firm someone has worked at
• Qualifications – CA/CPA
• Location
• Salary expectations

Once the initial criteria has been reviewed, the shortlist must be honed further. This can be determined by:

• Skill relevance to the position
• Career and personal aspirations of the person
• Cultural fit

How can you stand out from the crowd?

As recruiters we sometimes find that candidates fit the criteria for a shortlist but these details aren’t immediately obvious and get lost when among a number of other candidates.

• Ensure that your CV is well formatted so that important details, such as years of experience, stand out
• Follow up with the hiring manager or recruiter so that your interest in the role is clear
• Follow our Interview Tips guide here to make sure you leave a good impression

Once the shortlist has been created, we will present it to our client for them to assess who they would like to interview and ultimately hire. It’s important that both the candidate and the Accounting firm find the right fit which complements both of their long term goals and aspirations.

Lawson Delaney is a leading executive search and professional recruitment firm based in Melbourne. We specialise in recruiting CEOs and leadership teams, and accountants of all seniorities for Accounting firms. Contact us on 03 9946 7300 or support@lawsondelaney.com.au to learn more about how we can assist you with a vacancy or new role today.