One way to improve the candidate evaluation process is by taking an objective approach.  It’s human nature to focus on subjective resume elements (both positive and negative) and then use those to make a generalization as to the suitability of a particular applicant. 

Instead, make a list of the core requirements for the position (whether it’s 5 requirements or 50) and then compare each candidate “apples to apples” based on those criteria.  Only then is it possible to get a clear view of how candidates compare to one another, and you’ll be surprised how quickly your perfect candidate rises to the top.

Director of Marketing, Michael Macking, says:

One complaint we often still hear from applicants is that hiring officials just don't communicate with them. The candidates understand that these managers are very busy (like a lot of people) and have a lot on their plate, but they also feel that it's just common courtesy to send a simple reply to confirm an application was received or to give feedback on an interview. Years ago we wrote about the black hole of the hiring process and that is still an area for improvement even today!

National Account Executive, Jamie Monahan, says:

When candidates apply, you should always acknowledge them right up front by sending them a quick personal message to let them know that you are carefully reviewing their application.

The evaluation process is really about personal interaction. Look closely at how the candidates interact with you because I believe that you can tell a lot from how they communicate. Remember, communication is key for a business owner when these potential employees will be assisting your customers.

Implementation Specialist, Lisa Hellene, says: 

To have an accurate picture of your applicant (and more importantly to determine if you will spend more time on that applicant) it is important to guide your applicants through a Virtual Interview Process.  Ask questions that require an applicant to give thoughtfully, well written answers to a series of short essay questions. They provide you with information regarding the applicant’s written communication skills and answer questions such as: Are they articulate? Can they spell?  What level of grammar skills does this applicant have?  

All of these things will indicate their level of written communication skills and whether they are detail oriented.  Plus, you can learn: Do they value these skills?  Did they answer your question or talk around it?  However, we also know that applicants do not like to fill out to many questions at once, so be choosy.  Don't ask too many questions; just get right to the point!