The modern job application process — type email, attach resume, hit send — can be easy for job applicants. Maybe even too easy — at least for the managers who receive those resumes. The onslaught of applications can quickly overwhelm managers and lead to the “black hole” syndrome for job applicants. A simple strategy can help you dig through it all.
When the emails arrive, be sure to reply to everyone. Really. If you’re collecting the resumes, ask your IT department to set up a special email address for the job postings. Create an out-of-office or other automatic reply with a standard “Thanks for your application. If we’re interested, we’ll be in touch” type of response. Some sort of reply — even when it’s obviously an automatically generated form letter — will give job seekers a much more favorable impression of you and your company.
Sorting through that pile of email doesn’t have to be as difficult as it seems. Block off five minutes to make a dent in that stack, close your door, and try this approach:
- Figure out exactly what you’re looking for. This sounds obvious. After all, it’s what you put in the job posting, right? Sure, but in addition to those basic qualities, think about the experience you need, the experience you want, and the skill sets or personality types that will help balance out your team? Do you need someone with project management experience in general or specifically in enforcing deadlines with a team with poor time-management skills?
- Rate resumes based on your top five necessary qualifications. Use a simple scale (say, one to five), and rate each applicant on each qualification. By skimming the cover letter and resume, you can usually get a good feel for how the applicant will meet your needs.
- Sort the resumes based on “score.” Put the resumes with the highest scores in a “yes” pile. Mixed scores can go in a “if needed” pile. You can probably resist the temptation to create a “no” pile. After all, you’ve already responded to them, and it’s better to leave a position unfilled than to fill it with the wrong person (the “no hire is better than a bad hire” or “no false positives” approach).
- Bring the good ones in for an interview. Check out our “Now Hiring: Brilliant People” feature package for tips on the interviewing process.
