What to do with all those applicants?

Hiring in this economy can be a challenge and can take more time than you expect or want. I just spoke with a sales manager who was pleasantly surprised by the number of applicants -- and very disappointed by the skills and experience of most of them. Here are a few quick ideas I gave her to help her move the process forward to the in-house interview stage.

1. Create a spreadsheet with a column for every important skill or attribute and evaluate the possible candidates for each attribute.

2. Set aside a few hours each week to evaluate the new candidates. Don't let them stack up to impossible numbers. Once you get going you can get through 10 an hour, so it needn't take long.

3. Don't waste time evaluating those who don't meet the minimum requirements. They may include people who don't write a grammatical cover letter - or any cover letter at all. If you require a cover letter (and you should for any position that requires the successful candidate to write emails or letters or ad copy or marketing pieces --or any important document for the company)then do not accept any resume that does not include a cover letter. If they need QuickBooks experience and don't have it, if they must have a college degree and don't have one -- then just send them a nice no-thank you and move on to the next candidate.

4. Do send every applicant a response. Create a "No-Thank-You" notice in clipboard or auto-text and send it to every candidate you will not move forward. Why should you take the time to send "No Thank You" notes? First of all, it is simply polite. You have asked them to submit a resume and cover letter, let them know that it was received and evaluated. Secondly, it will save you time from answering phone calls and emails from candidates who want to know, "Did you get my resume?" Finally, if your name and your company name is listed in the ad, you will want to create a positive impression by sending a polite response.

5. Phone screen the best candidates. Create a scripted phone screen and ask every candidate the same questions. Take down the answers to the best of your ability and you will have a way to evaluate their phone skills and their experiences and qualifications prior to a face-to-face meeting.

Now you can decide who to bring in for an in-person interview. More on that in the next blog.