Creating a fairer Britain
Shortlisting is when you decide who to meet or interview to discuss their job application. The meeting or interview could be face to face or by phone.
Equality law does not say that you have to meet someone or interview them before offering them a job.
But if you do decide to have a meeting or interview with one or more job applicants, then you must not unlawfully discriminate against a job applicant when you decide who to meet or interview.
View the Core guidance to make sure you know what equality law says you must do as an employer.
Even if you are using positive action measures during the recruitment process, you must not shortlist applicants who do not meet the standard you have set for deciding who to shortlist just because they have a particular protected characteristic if there are better qualified applicants without that protected characteristic. The only exception to this is if you are recruiting disabled people.
Your organisation may have a guaranteed interview scheme for disabled people. In this case, if someone meets the minimum criteria for the job then you should shortlist them for interview. Equality law does not say you have to have a guaranteed interview scheme. If you do not, you must still take account of how reasonable adjustments could enable the person to participate in the recruitment process if you know or could reasonably be expected to know that they are a disabled person.