I have been interviewing people for a couple of positions at Brightpod:
1. full stack PHP developer
2. digital marketer.
Most of the emails I get are from Brightpod's Job page - so, I find some dedicated time, sit back and go through each of them once or twice a week.
I delete about 50% of these emails due to spelling errors, communication issues and un-impressive resumes. Sometimes, you just feel that the person will never fit in.
For the remaining, I try to set up an informal phone chat. A causal phone call is a good way to remove bias that could be associated when you actually meet the person. The phone call is about the person's current projects and what they have accomplished so far. For a developer I try to understand their best projects and the ones they loved working on. This gives me a sense of what they like to work on. For a digital marketer I would like to learn more about a successful project that they were a part of - this gives me an idea of whether they just sent out some tweets or actually drove traffic to a site.
Oftentimes, I come across people have not even checked out Brightpod. This shocks me to no end. After further probing, these people want to just work on something, they don't care which product they are working on. I generally tend to avoid hiring these people as they don't know what they want.
Now, back to the very few that got through the next round. I generally do an email back and forth to see how responsive and creative they are and if they can clearly communicate. This is important when working in a team where email/Slack/Brightpod communication is paramount.
Next up, would be an invitation to the Brightpod HQ.