"I find the process of sorting through candidates to be the most challenging. Attracting candidates can sometimes be tricky, especially in a tight job market, but with the right tools and a strong job posting you always end up with applications. That's where the tricky part begins. If you have a large number of applications, you have to rely on resumes alone to decide who is a strong enough candidate for an interview. There are always some resumes you can eliminate quickly based on lack of experience or skills, but then you are left with a large number of applicants who all seem to have the right qualifications for the job. And if the manager can only interview a limited number of candidates, you have to choose who the strongest applicants are simply based on a piece of paper. Fortunately, a lot of Talent Acquisition departments are starting to incorporate additional questions or even assessments during the application process. The additional information gained through those tools makes it much easier to evaluate each candidate and bring in only the best of the best for the manager to speak with."
