Applicant Review Template
The hiring manager should develop a job specific template prior to reviewing applications.
Finding the best candidate to interview starts by narrowing down the applicant pool.
The USC Jobs system automatically screens applicants to determine if they are qualified for a position based on answers they provide during the application process.
In conjunction with the Veteran’s Preference Hiring Initiative implemented by the South Carolina Department of Administration, the University of South Carolina provides employment preference to eligible veterans during the interviewing process.
What this means: At least one qualified veteran is required to be interviewed for every FTE (full-time equivalent) position posted, unless there are no qualified veterans in the applicant pool. This includes both faculty and staff positions.
Please review the Recruiting Veteran's section of our website to understand the procedures for applying the preference and how to interpret military experience.
The hiring manager will be able to view all applicants who are qualified based on their answers to the qualifying questions. Hiring managers must carefully review the applications to ensure those chosen to be interviewed meet the minimum requirements and that their noted experience is relevant for the job. These basic guidelines [pdf] and other tools are provided to assist in that process. If you still have too many qualified candidates, consider a brief telephone interview.
Pro tip: When reviewing applications and resumes, approach the process with methods that reduce bias. This enhances fairness and often results in a more inclusive applicant pool.
Screening an applicant’s social media can be a legal risk if the information is misused and can perpetuate bias in the hiring process.
The hiring manager should develop a job specific template prior to reviewing applications.
The hiring manager must complete this form certifying that the selected candidate meets the minimum qualification and that there are no conflicting relationships between the candidate, the hiring manager, or any members of the search committee.
These guidelines can assist you in narrowing your pool of applicants. Please note that candidates who do not meet the minimum qualifications must not be interviewed.
A sample review template may help you get started.