Keep in mind that you are selling the position, department and institution, even in the earliest contacts with candidates. The initial screening identifies candidates who do not meet position requirements. Communicate with candidates who are screened out and keep track of why they are removed from consideration. It is now time to reduce the pool to a group of semi-finalists. Make sure files are complete, and obtain additional information if needed before you begin this work.
Meetings now get longer.
Be sensitive to gaps in credentials and to candidates' expectations. In ranking the qualified candidates, we recommend that when you are in doubt, leave candidates in the running. If you err, do so by retaining credentials for further consideration. Good File Management and Record Keeping are imperative at this stage. The process of selecting semi-finalists requires that you keep your job description and selection criteria clearly in mind, emphasizing candidates who are a good fit for your position and needs.