Once you start receiving resumes for position, create a list with candidates’ first and last names and email addresses (or postal address if no email is provided). This way you can keep track of the number of candidates and send them a thank you email or note. Once you start reviewing the resumes, you can separate them into piles of “meets minimum requirements” or “does not meet minimum requirements” and record this on your list. Then review the candidates with minimum requirements and evaluate them based on the job description and needs of the agency to determine your top candidates.
There are many ways to rate candidates, but the easiest is to use a number system or just put them into A, B and C candidate piles. For example if the position requires a Bachelor’s degree and prefers a Master’s degree, you can give candidates with the Master’s degrees more points. If the position requires 5 years of experience, you can give candidates 1 point for 5 years of experience, 2 points for 6 to 7 years, 3 points for 8 to 9 years, and 4 points for candidates with 10 or more years of experience. You can also rate the type of experience they have as it relates to your position. Is their experience in the same industry? If so, does that mean they necessarily will fit in better with your organization? Some companies are looking for diversity of experience and candidates may receive more points for that type of experience. Candidates with the most points, or the A candidates, should then be reviewed in more detail by the hiring manager for further screening.
