Intro to sorting. Something here about the comments made by Watson.

Before you begin to sort...

• Dialogue with a broad group of faculty who will be involved in sorting, hosting, and after hiring mentoring and evaluating the candidates concerning attribute and credential priorities (weightings) and why (results from this discussion should weave into search process).
• Establish the appropriate sorting process to reduce to point of asking for references (assure all who will sort are familiar with subtleties found in reference letters, cvs, and verbal statements.
• In sorting for prospective interviews assure all priority items you've identified above are systematically utilized to find top tier of applicants
• Gather appropriate information from the hosting interfaces to assure priorities for sorting are used appropriately
• Watch for biases or stereotypes from all data used for sorting

Evaluating the Applicant Pool

• Identify the top % of the candidate pool, and review for how well each applicants' experience and commitment to diversity can contribute to the institution's diversity goal.
• Immediately notify those not selected for further consideration. (example letter)

1st ROUND: Letter of Rejection