I was sure to test Skype, the camera, and mic, before I started the interviews and to set a timer for 20 minutes before each one. I then arranged them in order of when the interview would be taking place, and printed out several copies of the interview form I planned to use. Once an interview was scheduled, I would print the application, including the resume and cover letter (if applicable) of each applicant, then write the time of the interview appointment at the top of the front page, and staple all the documents for each person together. (I work with fairly complicated software in my studio, and I need to know that whomever I hire can use it - or at least has the ability to figure it out.) 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. 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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