Abstract

When evaluating applicants, having a standardized procedure that is used consistently will increase the efficiency and success of your recruitment efforts. This effective practice shares tips to help you set up a system, and was submitted by Northwest Regional Educational Laboratory’s (NWREL) Recruitment and Development Initiative (EnCorps) in December 2006.

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Issue

For best results, it is important to evaluate each potential applicant using the same process.

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Action

When doing the initial screening, you may want to rank candidates numerically, have multiple reviewers, and/or set a basic standard for establishing whether or not an applicant is qualified.

Here are some tips to help you in the process:

1. Determine the criteria for the specific position (be sure to get these directly from the position description). What skills are necessary? What skills can be taught and which ones should they already possess?
2. Consider your best opportunities to get the information you need from applicants to determine whether they meet the criteria:
   • During screening and initial contacts
   • Through questions on the application
   • In the face-to-face interview
   • By checking references
   • Using all of the above
3. Apply your evaluation criteria. Think about all the ways that you can "get to know" the applicant (and use them to examine the individual's qualities such as energy, promptness, and communication skills):
   • E-mails: Are they professional?
   • Writing samples: Are the grammar and spelling correct?
   • Phone calls: Do candidates sound professional? Do they return calls promptly? Can they solve problems themselves or do they need help?
   • References: What is (and isn't) said by references?
   • Questions in interviews: Do they ask thoughtful questions about the program and the position?
4. Examine evaluation criteria and assign value to each one to help you make a decision. As you screen applicants and review applications, fill out a member position score sheet. Remember to first check the following:
   • Does the applicant meet the age requirement (18 years old or 17, with parental permission)?
   • Is the applicant a lawful, permanent resident or a U.S. citizen?

   At the end of the score sheet, the reviewer should summarize his/her feelings and thoughts about the application, as a guide for the interviewer. These remarks should include any achievements and positive qualities noted, as well as any red flags to be addressed in the interview. If the applicant has had any legal issues, make sure to record that information.

   The score sheet should also include a place for the reviewer to check-off if the candidate should be interviewed or not. Also, leave room for the reviewer to list appropriate placements, if the applicant is applying for an individual placement. Consider applicant's interest, qualifications and availability.

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Context

EnCorps resources carry a field "stamp of approval." Veteran program staff reviewed and recommended these resources for working with AmeriCorps and VISTA members.

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Citation

EnCorps. "Evaluating Applicants"
http://encorps.nationalserviceresources.org/resources/screening_applications/evaluating_applicants.php

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Outcome

A successful recruitment process incorporates standards that ultimately result in selecting the most qualified and best-suited applicants for available positions.

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Posted On

June 6, 2007

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For More Information

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Resources

EnCorps: Recruitment and Placement

Related Practices

• Designing a recruitment timeline
• Honing in on preferred qualities of prospective applicants

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Related sites

Topic Areas

• Recruitment
• Screening
• Supervision
• AmeriCorps
• AmeriCorps VISTA
• Member
• Program management
• EnCorps

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