In recruiting, there still are still some nagging little problems that can change big bottlenecks into a smooth, automated and FAST resume sourcing process. Some problems we just assume are "part of the process" but often that means the solution is out there and no one has the time to research/implement it.

While we're all looking for new and interesting ways to find potential candidate leads, here are some basic red flags you can identify and resolve with a little homework.

1. Manual resource searching.

There are hundreds of career sites on the market. Big ones, little ones, niche ones and local ones. But that's not the only place you search. Add in professional networks, a passive candidate lists, college alumni sites and organizations and now you're looking to login, search, extract and review resumes from a big resource list. That's great for diverse searching but hard on the sourcer tasked with mining all those databases. Search multiple sites simultaneously using an aggregator in less time than it takes to manually search and filter one.

2. Avoiding search engines because they are cumbersome.

Despite all the new ways to use social media, search engines are still your friend. Yes, I said it. And it's true. When applying the correct boolean searching practice to avoid pages of search results that aren't resumes or (worse) aren't applicable, search engines can give you great access to active and passive candidates from all walks of life and professional experiences. Are you missing potential candidates by not searching the open web?

3. Using search agents without a centralized solution.

It is great that major pay sites offer job search agents, or tools that allow you to initiate repeat searches for key positions by scheduling them to return results daily or weekly. But if you're using four different search agents, you've only partially automated your process. Consider using an aggregator to automate search agents for ALL of your resources.

4. Not using a contact management system.

There are many different solutions that can assist a recruiting function in automating personalized email communication throughout the hiring process. Most of your recruitment tools now come with these features. Save time and effort by building a communication library and give candidates meaningful contact that doesn't take hours to manage.

5. Missing the boat on hot candidates.

Time is money, so are hot candidates. There is nothing more desirable in an active recruitment pipeline than a fresh resume. When you update any of your search agents, use smart filters to ensure the new resumes show up first. Prioritize hot candidates as you review them, separating and classifying your candidates ensures you prioritize your communication with the potential talent you most want to bring on board.

6. Not understanding the "Internet Applicant Rule."

The OFCCP made it clear several years ago that they are coming after companies with discriminatory or faulty recruitment processes related to Internet applicants. For your Internet resume searching, always be sure you can provide accounting for your resumes including where they came from, disposition status and a copy of the resume to share in the event of an audit. OFCCP fines are costly but avoidable if you know you're resume search is completely traceable. Even if you aren't required to track this information - it's a great best practice to monitor, report and optimize your activity with comprehensive reporting.

7. Avoiding due diligence with resumes.

Shared tracking among recruitment teams can save recruiters from three major annoyances. 1) Contacting a candidate that's already being considered for another position at the company. 2) Contacting a candidate twice about the same position. 3) Contact a candidate that just accepted a position with your company. If your team is running like a well oiled machine, this awkward accident can happen more than you think. Avoid an unnecessary step and light apology by knowing a candidate status when you review their resume.