Once applications start coming in, you need a simple way to compare candidates and move the strong ones forward. This article covers how to review applicants and build a shortlist without getting overwhelmed.
Where do I review who has applied?
Your applicants area lists everyone who has applied, organized by job and by status, so you can review candidates for one role at a time instead of one long mixed list. Use it as your primary review screen before making any decisions.
Can I look beyond people who applied directly?
Yes. The candidates area lets you search the wider VA directory and save promising profiles for later, even if they haven't applied to your specific listing. Combining both — applicants plus proactive search — gives you a more balanced pool than relying only on whoever applied first.
What should I look for in a profile?
Focus on relevant experience, the skills listed against your actual task list, and availability that matches your hours. A VA's public rate is shown as a range rather than one fixed number, so treat it as a starting point for the conversation rather than a final number.
How do I move candidates through a pipeline without losing track?
Update each candidate's status — viewed, shortlisted, rejected, or hired — as you make decisions, so both your team and the candidate have a clear picture of where things stand. Keeping statuses current also means you're not accidentally leaving a strong candidate stuck in limbo while you consider other options.
How many candidates should I shortlist before interviewing?
There's no fixed number, but 3-5 shortlisted candidates is usually enough to compare fairly without dragging the process out. Moving too slowly is a real risk — strong VAs are often considering other roles at the same time, so timely status updates and prompt replies matter as much as thorough review.