Don't get too hung up on the job title- it's the description and qualifications that is the more important stuff.
List the things you did and is expected to be done by the company. The more skills a candidate brings to the table the better for the company.
Never assume anything about about the skill set of a potential candidate. I assume you will be asked to go over the potential candidates or are you out of that loop?
If you are in- then always make sure they at least send in a 5 min clip or a link to websites that showcase their past work. Whittle them down and ask the ones you find interesting to list their software / hardware setup. You want to look for variety and subtlety in their work and if they are familiar with different pieces of software / technology.
The last thing a company needs is a one track horse in the editing booth. Then finally the physical in person job interview. They have to ace all parts of these steps. Of course tell them they have a certain trial period to see if they a good fit for the company. If not then make sure to keep the contact info for the next three potential candidates if the first one does not work out. Sometimes the second or third candidate can actually the best fit. (You obviously have no control over their potential pay / cost structure, that's the company's role.)
I am not sure what type of field you were / are in, but the company has specific needs that need filled. An all around candidate with a wide range of experience would be preferably to someone who has a small set of skills.
Anyway- I probably said way too much info above than what you were looking for. Just going by my past work background- which was not video editing- but the recruitment steps are always similar for any company.
Rob
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