1. The hiring managers should first establish the methodology to fairly and consistently conduct the preliminary evaluation and assign disposition statuses. Before starting the screening process, hiring managers should decide which, if any, of the desirable education, work experience, language criteria, and/or non-eliminatory custom questions will be invoked/applied to create a short list of candidates.
  2. Different approaches to the preliminary evaluation process may be taken:
    1. Mark candidates as Not Suitable and create a Long List by applying only the required criteria and the eliminatory custom questions, OR
    2. Mark candidates as Not Suitable and create Long List and Short List by applying or invoking one or more desirable criteria in the job opening and/or the non-eliminatory custom questions.
  3. Then, the hiring managers change the dispositions of the released applicants from
    Screen to Not Suitable, Long List, Remain in Long List or Short List. After all released candidates have been reviewed, if the resulting short list lacks size or diversity, the hiring managers may consider changing the number of invoked desirable criteria and non-eliminatory custom questions. The hiring manager is required to document the desirable criteria and non-eliminatory custom questions that were applied/invoked in the Transmittal Memo for review by the recruiter and members of the Central Review Bodies (CRB).
  4. There are two options to conduct the preliminary evaluation – the Candidate Summary tool and
    the legacy inspira tool. Instructions for both options are described later in this chapter.


Last modified: 13 May 2023