Responsibility for talent management is increasingly shifting from HR to frontline executives—and hiring may be the single hardest task in of them all. Screening applicants is expensive, and a glut might actually signal poor recruiting. Set apart your best fits by urging away unsuitable candidates (for example, in the job listing's requirements) or communicating the ways in which your organization isn't for everyone. Because the process is so rife with variables—candidates may overstate their qualifications and many managers are subject to personal biases—some hiring managers opt to simply outsource it. And unless you regularly hire for similar types of jobs or operate on a very large scale, you'll probably get better results if outside recruiters gather applicants and winnow the field to a small number from which you can select.
Adapted from
"HR for Neophytes," by Peter Cappelli. 
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