Screening Applications
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Engage Multiple Screeners:
- Have at least two people independently review applications to reduce individual bias and ensure consistency.
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Use Pre-Determined Criteria:
- Base evaluations on the selection criteria outlined in the job posting.
- Consider diverse qualifications, including non-traditional pathways such as lived experience or volunteer work.
- Do not overlook applicants who have gaps in their employment history due to reasons such as caregiving responsibilities or medical leave.
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Standardize the Process:
- Spend an ample amount of time reviewing each application (eg. twenty minutes per application).
- Use a scoring rubric or evaluation matrix to objectively compare candidates. For guidance, refer to this template.
- Screeners should document their evaluations and decisions for transparency and compliance.
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Select Candidates for Interview:
- Interview all candidates who meet the selection criteria. If you have more candidates who meet the criteria than you can feasibly interview, base decisions on the scoring rubric.
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Build Trust Through Transparent Communication
- Inform candidates promptly of delays in processing applications.
- Provide follow-up feedback to all applicants, not just those who advance to the next stage. Ensure feedback is specific and constructive.
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