Now that the phone or video screening is complete, you need to score the candidate based on their performance and eligibility for the role. Once again, it is recommended that you adopt a numerical system of 1 - 5, or a graded system of A - D. Score their answers to your screening questions, along with their insight or initiative shown through any questions the candidate asked back.
Consider aspects beyond your questions such as:
- Their communication skills
- Their tone - if enthusiastic there is a greater chance that the candidate will be engaged with the position they are applying for
- Any inconsistencies between their answers and their resume
- Their long-term plans or career aspirations
Once the candidate has been scored on all of these, combine this with how they previously ranked on examination of their resume (keywords, personalization and in-depth analysis). If they are in the high end of the scoring system, make the final preparations before proceeding to interview them.