A few years ago, many in HR predicted an upcoming labor shortage. With the impending retirement of the baby boomers, most thought that organizations would have a hard time finding talent to fill key roles.

How quickly things can change. Now, with the recession, recruiters are finding just the opposite problem. Fast-shrinking retirement funds mean that more employees are staying on the job longer. High unemployment rates (nearly 20 percent in some areas of the industrial Midwest) have sent waves of workers back to the job market. Certain roles are still hard to fill, to be sure—but if you’re looking for candidates, you’ll likely find a flood of resumes on your desk or in your e-mail inbox.

So how do you handle the influx? Here are some recommendations:

• One of the most valuable things you can do is to utilize an applicant-tracking system (ATS). An ATS is an electronic system—usually web-based—that directs candidates to apply online. You then track applicants from your computer. Most systems allow you to include screening questions when you post the job opening, which helps you instantly narrow the number of candidates. You can also search resumes using keywords so you can winnow the numbers even more. When you review resumes, you can flag and sort them, reducing the time you spend shuffling papers. And most systems permit you to e-mail candidates (both individually and en masse), improving the speed with which you communicate. (For more information on selecting an ATS, read this FlashPoint article.)

• Before you post for the opening, carefully consider the role and its duties. Clearly spell out what the job responsibilities are and be specific about what skills and experience a candidate needs in order to be considered. Think about the education level, the years of experience, and the required knowledge, skills, and abilities, and list them in the posting. You’ll still get applications from candidates who don’t meet the threshold, but you’ll at least minimize them. Just as important, when you start reviewing resumes, you’ll have a clear idea of what you’re looking for, and you’ll be better able to screen out unqualified candidates.

• Consider where you’re sourcing your candidates. Most jobs are filled via networking, so before you post, consider asking your industry peers, your colleagues, your friends and family, and others for recommendations. You might get a pool of qualified candidates without even advertising. When you do post, consider where you do so. If you’re recruiting for a specialized role, you might want to focus on career- or industry-specific job boards or websites rather than posting widely on sites such as CareerBuilder or Monster.

• As you review resumes, mark the candidates with whom you want to follow up. Also consider flagging “B” candidates. Once you’ve identified your top contenders, consider additional screening tools. Depending on the role, you might want to e-mail the candidates a brief list of questions or case studies to complete. (Be sure to respect the candidate’s time—a good guideline is no more than five questions or two case studies.) Before you invest the time to meet candidates in person, you should seriously consider conducting a short telephone interview to verify that they have the required skills and are a good fit for the job.

• To keep from becoming overwhelmed, dedicate a set amount of time each day to review resumes. If you let them pile up and wait to review hundreds of them at once, you’ll become numb and they’ll start looking the same. If you handle a more manageable amount daily, you’ll be better able to focus on your needs and make better judgments—and in the end the process will be much less stressful and much more effective.

For information on how FlashPoint can help you manage your recruiting efforts, contact us. You can also find out more by visiting the recruiting page on our website.