Shortlisting

First, make sure you are treating applicants fairly.

• Have you made sure that any questions about equality and diversity including access needs or disabilities are on a separate form? This is important so you can remove the forms and people involved in selection do not see them until the end of the process.
• Have you created a structured set of scoring criteria and removed identifying information from the forms so that you can reduce unconscious bias during shortlisting?

Then, make sure you are picking up any potential safeguarding warning signs.

• Are there any inconsistencies in information or dates?
• Are there any unexplained gaps in employment?
• Are there repeated changes of employment?
• Are there vague reasons for leaving?

If you find any of these in a candidate that you would otherwise wish to interview, then speak to the applicant directly.