Short-listing involves reducing the number of applications received down to an appropriate sized list of candidates to be invited for interview. The process varies in time depending on the ratio of application to vacancies. In recent years, as the number of graduate traineeships has stayed static, the number of graduates has increased by around 25% so the current ratio of applications to vacancies has increased, in some cases, to over 200:1. On the other hand, the number of vacancies for experienced software programmers has mushroomed so the ratio of applications to vacancies can be as low as 1:1. In the former case, there is much short-listing work to be done by the human resources department; in the latter, sadly, not a great deal usually resulting in more telephone calls to agencies to help in the recruitment process.

The aim would normally be to produce a short list of five or six candidates for interview for each vacancy.

There are two approaches in this reduction process. Firstly, there is the screening approach where unsuitable applicants are rejected until only the required number of applicants for interview is left. Applicants may be rejected for lack of experience or qualifications but it is not unknown for arbitrary decisions to be made involving the age, place of birth, handwriting or the inclusion of a photograph. Outright discrimination can also occur over the marital status, sex or ethnic background. Apart from being illegal, these methods are profoundly unfair and unreasonable as tribunals have...