We’ve been advertising an open position recently. We get hundreds of applicants every time we run an ad. The response is overwhelming. That’s a good thing and a bad thing. We like having choices, but dealing with lots of resumes isn’t much fun.

Our Approach to Hiring

Our first task is to eliminate some of the applicants so we can focus on the most qualified candidates. We used to do that by reading the material submitted and eliminating people based on things like the lack of a college degree or the lack of pertinent experience. Going through that process required a careful review of each resume. It was terribly time consuming.

Now we use a different approach. Our new approach is faster, and it’s actually more helpful than what we’ve done in the past.

When we run our advertisement, we provide lots of information about the position. We want people to know what our needs are and what opportunities the position presents. We then carefully specify the steps to be taken by the applicant in order to be considered for the position. Typically, we require the applicant to submit a resume, a cover letter containing salary requirements, a Skype username, and a date and time during which the applicant is available for a Skype pre-interview.

Why Our Approach Works

What I’m about to tell you amazes me. Personally, I find this absolutely stunning. When we set out these requirements, we’re able to eliminate about 90 percent of the applicants. About 90 percent do not submit what we’ve requested. Mostly they fail to submit a cover letter, but even those who submit a cover letter often fail to provide the other required information. The applicants make it easy for us to sort through the resumes by virtue of their failure to follow our simple instructions.

In an ideal world, the requirements you set out for the application process will relate to the requirements of the job. For instance, if the position requires attention to detail, then make sure the application process is sufficiently detailed. If excellent written skills are required, then ask the applicant to write something.

By making the application process more complicated, if only slightly, you’ll shift the burden of the selection process from your team to the pool of applicants. In the end, you’ll end up with better candidates, and you’ll invest less time and energy in finding those people.