How to shortlist candidates for a law firm vacancy
Updated: 13 hours ago
Shortlist against the requirements of the advertised role, using the same criteria for each application. Start with the capabilities needed to do the work, then identify which candidates provide enough evidence to justify an interview. A CV is an introduction to that assessment, not proof of every claim.
Build the shortlist criteria first
Use a short checklist: essential qualification or eligibility where relevant, practice-area experience, responsibility appropriate to the role, relevant client or workflow experience, and any genuine working requirements. Separate desirable experience from essentials. If the firm can train someone on a particular system, unfamiliarity with that system should not automatically disqualify an otherwise suitable candidate.
Read for evidence of responsibility
Look for the work the person actually handled, their level of supervision and the context. Job titles vary between firms. A candidate in a smaller practice may have broader responsibilities, while someone in a larger team may have deeper experience in a narrower area. Note what is clear and what you need to ask, rather than guessing from an employer’s name or the length of a CV.
Use three outcomes
A practical first review is: invite to interview; clarify a specific point; or do not progress. Record a short job-related reason. For the middle group, ask a focused question such as the nature of their relevant caseload or their availability for the stated working pattern. Avoid demanding a lengthy additional submission before deciding whether an interview is worthwhile.
Calibrate with a second reviewer
If several people are screening applications, review a small sample together first. Discuss why a candidate meets or does not meet a criterion. This exposes differences in interpretation before the whole shortlist is built. Set a decision date and a manageable number of interviews. A long undecided queue can cause good candidates to lose interest.
Use the dashboard as an organised record
On Pembroke Legal, open the vacancy’s applications, review the covering note and CV, and update the application status as the process advances. Changing the status is an internal record: contact the candidate directly with an invitation, update or outcome. Restrict candidate material to the people involved in the recruitment decision and follow the firm’s retention arrangements.
What if nobody meets the brief?
Revisit whether the role combines too many responsibilities, the salary matches the expected level, and the office or hours requirements are realistic. Do not quietly apply a different standard to some candidates. If the brief materially changes, update the advert so future applicants understand the opportunity.
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