Longlist: From CVs to Predictive Precision

In the S.E.L.E.C.T Framework™, the "Longlist" stage is where we move beyond outdated candidate screening methods.

By combining data-driven precision with behavioural insights, we lay the groundwork for recruitment success.

The Problem with Traditional Screening

The recruitment process, as we know it, is fundamentally flawed. According to academic research, traditional screening methods have a predictive reliability of just 0.38—a far cry from the ideal score of 1.

The problem lies in its focus:

• Can do / Can’t do: Traditional methods assess whether a candidate can perform the tasks required—this focuses solely on competence.
• Will fit / Won’t fit: A secondary focus on cultural fit—whether a candidate aligns with how the organisation operates.

Despite these efforts, hires still fail. Sales professionals, for example, frequently leave after just 17–18 months. It’s not because they can’t do the job, but because they won’t.

The S.E.L.E.C.T Difference: Looking Beyond Competence

In the S.E.L.E.C.T Framework™, we solve this challenge by integrating predictive analytics and behavioural science into our longlisting process. We go beyond the CV to assess behavioural alignment:

1. Will Do / Won’t Do
• Does their natural behaviour and mindset align with the role’s demands?
• Will they consistently and proactively perform the tasks required to succeed?
2. Will Resonate / Won’t Resonate
• Will they gel with the rest of the team?
• Do their approach and behaviour align with what your clients, team, or stakeholders respond to?

By addressing these overlooked dimensions, we deliver candidates who are not just qualified on paper but ready to perform—and stay—in the role.

Remember the “Skill vs. Will Matrix” from the Specify - Profile section?

The Longlist process is where we really bring this to life.

Step-by-Step Longlist Process

Our long-listing process combines data-driven methods with behavioural insights for greater precision and accuracy:

1. Step 1: CV Matching – Scoring for Skill
CV
1. We score candidates’ CVs against the specific skills and experience required for the role.
2. Our unbiased scoring system ensures consistency and removes subjective decision-making.
3. We call this the “CV Sniff Test”
2. Step 2: Form Fill Questions
Form
1. Candidates who pass the “CV Sniff Test” complete role-specific questions designed to uncover their mindset, motivations, and suitability.
2. These questions reveal critical “Will Do” and “Will Resonate” indicators early on—beyond what a CV alone can show.
3. Step 3: Qualify
Qualify
1. The Qualify stage is where the longlist becomes actionable. At this point, candidates who have passed the CV sniff test and completed the form are assessed systematically to determine who progresses
2. It ensures you focus only on candidates who meet pre-defined success criteria, saving time and effort.
3. It removes subjectivity, providing a structured, repeatable process that can be scaled.
4. It aligns candidates’ behaviours and skills with the behavioural demands of the role.

Why It Matters

By rethinking the long-listing process with the S.E.L.E.C.T Framework™, you will:

• Improve Predictability: Go beyond competence to identify candidates who will perform and deliver.
• Enhance Retention: Find people who not only can do the job but will do it consistently.
• Reduce Hiring Risk: Eliminate decision-making bias and make data-backed recruitment decisions.

This is beautifully illustrated with our “ROI of Making a Better Hire” diagram from the Specify - GOAL section.

Traditional long-listing leaves talent overlooked and hires vulnerable to failure. The S.E.L.E.C.T Framework™ approach ensures every candidate is rigorously assessed for skills, behaviour, and alignment—delivering a stronger, more reliable shortlist.