Step 4 – Sift the applications
Once the closing date for applications has passed you need to sift through the applications received in order to get a short-list for the next stages of the process. Using your decision-making plan you can sift-out candidates without the necessary experience or qualifications for the role, and identify those you think have the required characteristics for the job.
It might be worth including a second stage of application whereby candidates complete a personality questionnaire or psychometric test, as this can help you identify key motivations and characteristics so that you have a greater knowledge of candidates before inviting them to interview. Although this will increase the length of the recruitment process, it can usually be done online making it cost-effective and easy to do. However, it is best to be clear from the start that this will be included as part of the recruitment process so that candidates are aware from the beginning of what is involved.
As you identify unsuitable candidates you need to make sure you communicate with them. Remember that every applicant is a possible client or supplier, so ensuring that they have a positive experience of the recruitment process whatever the outcome will pay off in the long run.