As a manager, how do you differentiate between the applicants and based on what?

Based on experiences - and the skills and certifications - and the tasks carried out by the

Thanks for Mr  Vinod Jetley; he has provided us with a good and satisfactory answer.

If I were to take an intervew I have to judge the persons attitude towards work first. If he is a fresher and says I cannot do night shifts he cannot be chosen. A person who has experiance knows that u have to perform according to the metrics and lawas of the job which may include doing night shifts.

Also a candidate who needs a job badly (an outstation candiate or a foreinger who has to earn his keep ) whould give the best performance at least for the current year. I think willing neess to give ones best is the2nd consideratoin in the short run after minimum qualification and health check. In the long run attrition is not the KRA of the recruiter.

Being a senior manager, I always involves in the hiring process of sales & marketing staff. I mostly go-through all the CV's of  applicants and short-list the CANDIDATES for the initial interview on the basis of2-3 core points:

1- Relevant experience as per the vacant position

2- Education

3- Employment history

4- Potential for the long term stay

5- Potential for the future development 

If the candidates having3 or more point in their CV, the are contacted for the interviews for further filtering etc etc.............. 

I fully agree with the answer been added by MR Vinod Jetlet ................. thanks

After your position closes, Staff Human Resources will review each application for the minimum experience and education requirements base on your specifications and the CSU system-wide classification standards. At that point, you or your search committee will need to screen your applicants based on your search criteria to determine whom to interview. While some departments like to review every minimally qualified applicant, others prefer to see only those applicants that most closely meet the experience, knowledge, skills, and abilities required to be successful. If you would like your recruiter to screen your applicants beyond the minimum requirements, please let us know and we will be happy to provide more advanced screening.

When you evaluate the applications, you should compare them based on their experience and qualifications. You should also look at other indicators such as employment gaps, reasons for leaving previous employment, salary – job duty mismatches, and having many short-term jobs. While these should not necessarily rule out an applicant, they should be considered and clarified if you choose to interview an applicant.