Many recruiters these days are inundated with resumes coming in for every job they post. And job candidates feel that they should apply for anything they can in this economy — so it is important to take measures to make sure that you choose the right resumes out of the pile. You might even want to somehow put measures into place that will weed them out before they get to your desk in the first place.

Learn the art of writing a job description so that you appeal to the right candidates from the start. You want to attract the right people to create a simple recruiting effort.

As the Late Steve Jobs (Chairman of Apple, Inc.) said, “Hiring is your most important task.”

How can you cut down the amount of resumes you receive?

Write a good job post. A candidate is more than just the skill set and experience, so be sure to include desirable character traits, personality types, leadership style, etc. you will be looking for in an applicant in the job post. This way, hopefully you will spend 15-20 seconds scanning each resume but will get a good grasp of the candidates past accomplishments and personality type within that scan.

The title matters. Straightforward titles get 50 percent more responses than gimmicky ones. If you need specific degrees and experience, make sure to outline that thoroughly and ask that only people apply who have that specific array of skills and background you are looking for.

Ask questions. You can also lead the applicant to your website, where a set of questions pertinent to the job are required for consideration, and then only look at those that were able to answer each question. It is here that you can get a person’s clearance level, if needed, and why they left certain jobs. This is where you can throw in some behavioral interview questions to help weed out candidates as well.

Find passive candidates. Use social networks to find candidates and see how they interact with others. Networks such as LinkedIn will give insights into a potential candidate’s demeanor, work ethic and social affiliations before calling them. It is useful to see how they interact on social networking boards as well which will help you to see if they are helpful, knowledgeable and well-liked by colleagues.

Look at great past employees. Keep in touch with great employees who have left the company, because they may be interested in coming back in the future. Why did those employees leave? Maybe it was due to layoff, and in that instance, great people may have been let go for monetary reasons only — so try and win those people back because it will be a more informed decision on both sides.

See who stands out. Once you have the resumes you want to look at, start scanning for the right traits and background that your organization needs. Look for the key components within a resume that should make you keep it in the pile and help to simplify your effort to find the right person.

Weeding through candidates can be a daunting task — so why not identify the characteristics you want in them before having to sift through them? You will be able to make your search efforts much easier.

How does your company deal with the overload of resumes?