I think if your channel is noisy you should check the input. If you're flooded by inexperienced or new grads for the role, the question isn't how to screen cand

I think if your channel is noisy you should check the input. If you're flooded by inexperienced or new grads for the role, the question isn't how to screen candidates but how to reduce the number of applications. For instance, don't put an ad out on Angel List or LinkedIn and take form applications with only a vague job description. Retain a recruiter and don't work with people on contingency. This happened to me last week, and it wasn't a blind application. It was a recruiter who came to me about a job. I told them I wasn't interested in doing a technical screen for a job and company I knew nothing about, and in the past few months I've been soliciting interviews, not a single company I talked to tried that without a quick 15 minute phone call to see if everyone agreed that would be a good next step. It saves time and money for everyone.