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If the applicant can't set up Skype, they're automatically out of the running. So now the Skype interviews are set up, and act not only as a way to screen the applicants fairly quickly, but also as another sort of test.

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I used my scheduling service, Full Slate, to send each potential interviewee an automated email, inviting them to schedule a Skype interview. Throughout, I would read each application as they came in, and would only consider ones which I thought seemed like a good fit. I posted 3 separate times, with slightly different wording in the introduction of the post, but all contained similar text to describe the job. Then I posted 'ads' on facebook (on my personal page), which included an image of the studio, my office, or my work. I didn't even bother to open their application emails). (I still had several applicants who submitted resumes through their automated system. I posted a similar ad to Indeed, and included the same instructions. I described the studio, the position, and included a link to the landing page, being sure to mention that applications which weren't sent through my site wouldn't be considered. Then I posted an ad on my local classified's website (which set me back about $75). Any applications I received outside of that stipulated process were not considered - as it shows that my instructions wouldn't be followed (or, at the very least, that attention to detail was going to be an issue). Next, I created a landing page describing the jobs I was hiring for, that would act as a lead collector and first 'test.' The page explains that, to apply, one must fill out the form on the page. Some of the characteristics I listed were: First I defined the position(s) that I was hiring for, including a list of the characteristics that were important to me.

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