Have recruitment firms always delivered strong applicants when hiring people for you?
Getting a strong shortlist from a recruiter starts with a detailed brief. A good recruiter will challenge your thinking, not use buzzwords, assess candidates aligned to your needs, and only present genuine best fit with your organisation.
Make the hiring process the most effective it can be by ensuring you have quality information against this checklist.
1. Reconfirm the Brief
☐ Must-have skills and experience are clear
☐ Success markers for first 6–12 months confirmed
☐ Cultural and leadership expectations aligned
☐ Salary, location and flexibility requirements agreed
☐ Deal-breakers and red flags documented
2. Set Assessment Criteria
☐ Technical capability defined
☐ Leadership or functional strengths identified
☐ Commercial or operational outcomes required
☐ Communication and stakeholder expectations set
☐ Cultural and motivational fit criteria agreed
☐ Rating method chosen (Meets/Exceeds/Below or 1–5 scale)
3. Structured CV Review
☐ Each candidate assessed against criteria (not each other)
☐ Evidence of similar scope/scale validated
☐ Achievements checked for measurable results
☐ Gaps or concerns flagged
☐ Candidates sorted into Strong / Possible / Not a Fit
4. Phone Screen (10–15 mins)
☐ Career summary explored
☐ Motivation for the role understood
☐ Key achievements aligned to brief
☐ Salary expectations checked
☐ Location / flexibility confirmed
☐ Availability or notice period captured
☐ High-level behavioural question asked
☐ Progress / Hold / Release decision made
5. Compare Against Criteria
☐ Candidates mapped to Clear Match / Conditional Match / Not Suitable
☐ Decisions anchored to the brief, not personal preference
☐ Risks and development areas identified
☐ Diversity, Equity and Inclusion Considerations
6. (Optional) Light Evidence Check
☐ Key achievements validated
☐ Early insight into leadership style and cultural alignment
☐ Potential concerns explored
7. Present the Shortlist
For each candidate:
☐ Snapshot (role, location, notice period)
☐ Top strengths aligned to brief
☐ Relevant achievements
☐ Gaps or risks
☐ Assessment rating
☐ Recommendation
Target shortlist: 2–5 candidates
8. Align With Hiring Manager
☐ Review each candidate’s match to criteria
☐ Agree on interview order and panel
☐ Confirm areas to probe further in interviews
☐ Note any diversity considerations
9. Review & Refine
☐ Confirm shortlist quality after interviews
☐ Adjust criteria or weighting if needed
☐ Capture learnings for future roles
Let’s connect people with purpose and create real change together. Call OnTalent on 07 3305 5807 to discuss your specific requirements.
Toowoomba Regional Council. (2025, May 25). TRC appoints Chief Executive Officer [Press release]. https://www.tr.qld.gov.au/about-council/news-publications/media-releases/16546-trc-appoints-chief-executive-officer Toowoomba Regional Council (TRC) has today
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