E.A. Anne, Contributing writer

As American unemployment levels rise, employers are being flooded with more and more job applications.

Understandably, the job selection process can be daunting. While increased numbers of applicants can make the hiring process more arduous and time-consuming, a large applicant pool also increases an employer's likelihood of finding that perfect candidate to fill the job opening.

Employers who find themselves in this position should take caution when commencing the job selection process. There are important steps that need to be taken when searching for the perfect candidate, and methods that are recommended to make the task easier, and ultimately, successful.

According to Purdue University, employers should develop a detailed, all-inclusive job description for the open position. A detailed job description will assist the hiring manager and others involved in the hiring process to know exactly what to look for in resumes and candidates. The more specific the job description, the easier it will be to sift through unqualified resumes and choose a handful of qualified ones.

The job description should not only detail a list of job duties, but also specify a list of necessary and recommended qualities. Several examples include writing skills, computer literacy and an ability to articulate ideas well. This list of qualities will be of the utmost use when evaluating resumes. A list of job qualifications, such as two years relevant experience or managerial experience, also should be developed.

After job descriptions are solid, it is time to begin evaluating resumes. Sifting through resumes should be done at various levels. A hiring manager, or in the case of a smaller company, a trusted lower-level employee, should be the first to review resumes. This person should evaluate resumes strictly on the qualifications enumerated in the job description. If a candidate does not meet the very minimum qualifications, the resume should be placed in a folder labeled "not qualified." If a candidate does meet the necessary qualifications but not some of the more recommended qualities, the resume can be placed in a folder labeled "semi-qualified." Lastly, candidates who meet all of the enumerated qualifications and qualities can be placed in a folder marked "fully qualified."

After the resumes have been sorted and evaluated, the higher-level employer should take over. At this point, the analysis of resumes can be done at a more discretionary level. Employers can look at some of the following attributes of candidates when sifting through the "fully qualified":

Relevant previous experience

Passion for the job

Educational background (including degrees, GPA, writing quality)

Professionalism of resume appearance and organization

Length of time in previous positions

Internal company promotions, etc.

Employers should come up with discretionary qualities that matter specifically to life at their company and demands of the particular position. Cover letters should be examined based on content, writing skill and personalization.

Once employers have reduced the number of resumes under consideration to a handful (10 at most), co-workers who will be working with the applicant should then evaluate the resumes based on their own concerns and preferences. It is important that company employees who will work closely with the prospective employee get a chance to contribute to the hiring process -- this will ensure that the interpersonal dynamics in the company remain stable.

It is important, at this point, that employers contact the previous employers and references of the applicant. After employers have heard the opinions of their employees and references, several resumes can be placed in the "A" pile and the rest in the "B" pile.

Interviews should commence and decisions should be made based not only on the potential of the applicant, but also the well-being of the company as a whole.