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| First task at hand is to weed out the definite no's. If possible, send them an email and let them know that you appreciate their interest, and will keep them in mind for future positions. |
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| As you work through each resume, try using a point system. 1 point for each quality, skill or achievement that matching your position criteria. Add them up and mark the total score in large letters on the front of each resume. This will assist you in short listing your applicants. |
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| Sometimes you get a really good feeling about an applicant. Use your gut instinct, but only if all the criteria are met and you feel this applicant can stand the test of time and has the ability to do the job effectively. |
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| Test # 1 for the short-listed qualified applicants – Send them each an email, and indicate the time and place of the virtual interview. If they cannot make the interview on your terms, pass on them. If you are lenient from the very beginning, you are asking for problems down the road. After all, a virtual interview demands no driving or commuting. The applicant merely needs to arrange to be at their computer at the given time for 20-30 minutes. |
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United States
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