Yes, screening job applicants can be frustrating. Yet the simple secret to efficient screening starts with specifying clear job requirements. 

Be clear, exact and very precise. Let no one be in any doubt of your requirements.

Minimum Requirements:

In your ad or online posting, make sure the minimum requirements of the job and the salary range are clearly defined. 

General job ads attract a broad range of candidates, many of which may or may not be qualified for the job you need done. That may seem like the right tactic, but it actually makes hiring much harder. The reality is, you'll end up with far fewer qualified applicants than you expect once you sift through all the untargeted resumes.

Check references:
Before you select your list of potential candidates, remember this: Desperate candidates may be willing to do desperate things to get hired.  So check references now.

•  Do the schools listed on the résumé really offer the degree the candidate claims to have?

•  Do the schools really exist?

•  Confirm some of the candidate's work history to further access his suitability.

•  Also look carefully at the condition of the candidate's resume. Is it dog-eared or riddled with spelling or grammatical errors? What does this tell you about him? Is he worth interviewing?

Screen over the phone:
Speaking with someone on the phone for a few minutes can be very revealing. Be sure to give the candidate an opportunity to make a good impression by scheduling a mutually convenient time to speak for 10 to 15 minutes.

During the telephone screening, ask for a brief description of their background, work experience, and hobbies. This should give you some idea whether or not the candidate can handle the basics of small talk, telephone etiquette, and basic communication. Use this opportunity to tell the candidate about your expectations for the position and to gauge the candidate's level of interest and suitability. 

Get your Team together:
Once you've received the bulk of your responses, get the key members of your hiring team together and go over all the remaining resumes. Select the ones you now deem most suitable.

Now go back on the phone and start the screening process all over again. Briefly talk to each candidate over the phone about their skills and your company before you bring them in. 

Yes, this can be time-consuming, but it's well worth it. Also resist the idea to immediately schedule interviews with your top chosen candidates. Many people look good on paper but make a terrible phone impression.

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