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Confidential Data - shortlisting documents contain highly confidential personal data and should only be viewed by panel members. It is the responsibility of the Chair to ensure that confidentiality is maintained during the short listing and interview process.

Agreeing the shortlist - we recommend arranging a shortlisting meeting with the panel to agree your interview shortlist. If this is not possible this can be completed over Teams/email.

Steps to follow:

• Assess each application against the Job Description and Person Specification
• For E&R and Research Only roles please ensure you are using responsible metrics to judge research output, you can find more information in the Responsible Metrics Reviewer Guide.
• Decide which candidates should be invited to interview
• Consider whether the selection process should include a presentation / assessment of some kind to assess certain selection criteria

Use of AI in Candidate Applications

The use of AI within candidate applications has been increasing in the last year, it is clear that AI is going to play a significant role in the future of work, becoming increasingly integrated into various aspects of what we do. It will be useful to us all and in recruitment especially it’s a good starting point for tasks like writing sections of job adverts and suggesting interview questions based on a person specification.

The tools undoubtedly help applicants communicate more effectively and efficiently, but genuine understanding of the purpose and the underlying knowledge of the subject matter will still be tested through the selection process.

Keeping records - A decision not to shortlist an applicant can be challenged under discrimination law at an employment tribunal.  It is recommended that a record is kept of the criteria under which candidates are shortlisted for at least 6 months.

At the University of Exeter we are committed to attracting and retaining quality staff who will help us achieve our future goals and ambitions. Our commitment to redeployment enables us to retain essential knowledge and skills and build a resilient workforce.

Redeployment can also help a Recruiting Manager to fill their vacancy quickly.

Find out more information about redeployee recruitment.

• The University of Exeter is an equal opportunity employer which is 'Disability Confident'
• The University has made a number of commitments regarding recruitment, training, retention, consultation and disability awareness
• In terms of recruitment, the commitment we have made is to interview all disabled applicants who meet the minimum criteria for a job vacancy and to consider them on their abilities
• Applicants are advised to disclose whether they have a disability in their application and it is the responsibility of the selection panel to ensure that any disabled applicant who meets the minimum essential criteria is offered an interview

For further information on shortlisting, please refer to 

Reasonable adjustments - Panel members should also be aware of the duty to make reasonable adjustments for any candidate with a disability. For guidance on this, please visit