The cover letter also plays an important role. It will give you an impression of the person’s writing style and their ability to convey interest in the job.
When reviewing the cover letter, consider:
Is it clear and concise?
Does it convey an understanding of the job?
Are there spelling or grammar errors?
Letters of reference
Many candidates do not include letters of reference until they are requested. However, if they are included, consider the nature of the references:
Are they current or from long ago?
Are they from managers or from peers and personal contacts?
Are they for relevant jobs?
As part of the overall recruitment and screening process, cover letters and letters of reference can give you an indication of the candidate’s attention to detail and can possibly break a tie when sorting candidates.
It gives you some quick insights about the candidate’s communication skills and ability to answer interview questions. (This is especially important information for jobs that require advanced customer service skills)
3. Identify top candidates
Once you have completed the screening interviews, you are ready to sort the candidates. Typically, this involves the following three steps:
Shortlist five to ten candidates for review by the hiring manager(s)
Provide your recommendations and insights to the hiring manager(s)
Summary: Screening candidates is a key part of a startup’s recruitment process—it involves reviewing resumes and cover letters, conducting video or phone interviews and then identifying the top candidates.