It seems like we are always recruiting, and have ads on various sites like Indeed, Ziprecruiter etc
How do you mange them?
I have had guys flake out, apply and not call back for interview, unqualified, and various other events. How do you manage these and keep their resume on file so you aren't calling them back, track what their salary was etc? I guess we could go really old school and just use folders.
There are rules from the Dept of Labor of how you handle resumes, applications and the hiring process. I would check with your local laws as well as the Federal laws. For example a Dept of labor rep told me a few years ago that there were strict rules as to who could see applications only verses the complete hiring docs.....anyway I am not an expert just recommending you "dot your i's" if you document a process.
Respect confidentiality, however I have witnessed and seen many water fountain conversations regarding potential employee names being tossed around.
"Hey you worked at this place, do you know this guy/gal?"
"Are they any good? Look what is qualified on this resume, is all of this true?"
"I have heard too many bad things from people with the same roles but nothing but praise from management".
Last but not least, Project Managers, Engineers, Technicians and even Sub-Contractors can talk a big game on paper. My rule is this, come meet me on the white board for some brain storming, problem solving and brief technical writing, we will see what you know. I dislike promising resumes, linkedin rhetoric and long winded stories about how someone is so good they are asking for top dollars. Prove the basics on the white board and we go to the next round, if we find holes in your game...GOOD BYE.
Listening to old friends vouching for one another is not a good way to hire people you anticipate for critical positions.
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