5 Ways to Filter Candidate Applications Faster
If you’ve ever opened your inbox to find 200 resumes for one role, you know the feeling. At first, it’s exciting and then it hits you… most of the candidates lack job relevant skills or industry experience.
In manufacturing and ERP-related roles, this problem can be brutal. Job boards make it easy for anyone to one-click apply, and sorting through the noise can eat up hours that should be spent actually speaking with qualified job applicants.
The good news? With a few simple changes, you can filter faster, focus on the right people, and stop wasting time reading resumes that never should have hit your desk.
Here are five practical ways to do it.
1. Write job descriptions that do the filtering for you
When your post sounds like it could fit half of LinkedIn, you’ll get half of LinkedIn applying. Vague, generic job postings had their place in time, and now talent acquisition teams and hiring managers need to make adjustments.
Be specific about what’s required in the role. Instead of saying “ERP experience preferred,” say “Hands-on experience implementing or supporting Epicor Kinetic or Infor SyteLine in a manufacturing environment.” That one sentence alone will cut your applicant pool down to people who actually get it.
Include clear must-haves vs nice-to-haves. Clarity helps good candidates self-select and saves your team hours of screening time later.
2. Use pre-qualification forms or short assessments
A little friction early in the process can save a lot of wasted effort later. Adding a quick pre-screening form or short quiz can help filter out people who don’t have the right background before they ever hit your inbox.
To filter candidates, ask simple but specific questions like:
Which ERP platforms have you worked with?
Have you supported a go-live or full implementation?
What industries have you worked in?
The right candidates will appreciate that you’re serious about fit. The wrong ones won’t finish the form, which is exactly the point.
Helpful job board tutorials:
Linkedin screening questions: https://www.linkedin.com/help/linkedin/answer/a519651/add-screening-questions-to-your-job-post
Indeed screening questions: https://www.indeed.com/hire/resources/howtohub/how-to-use-screener-questions-on-indeed
3. Use your ATS and CRM to their full potential
Most hiring teams use about 20% of what their applicant tracking system can do. Whether you’re in Workday, SAP Successfactors, Bullhorn or another platform, spend some time setting up smart filters.
Create keyword tags for systems, industries, and certifications. Use Boolean searches to find resumes that mention specific ERP modules or manufacturing processes. Then save those searches for future roles.
When your database is organized, it becomes a living, searchable pool of qualified talent instead of a black hole of old resumes.
4. Build your own verified talent pool
The fastest way to hire is to not start from zero every time. That’s the value of working with a recruitment agency and you pay a premium because they have spent time and resources on building a talent pool.
Talent teams should nurture a list of pre-qualified candidates who have already been vetted for technical fit and culture. Check in with them a few times a year. Keep notes on project history, ERP expertise, and availability.
Over time, you’ll have a warm bench of trusted professionals you can call before you ever post a job online.
That’s how we work at Main Line Talent Group. We maintain ongoing relationships with ERP and HRIS professionals across North America so our clients can fill roles faster without compromising on quality.
5. Work with a recruiter who actually understands your world
Generalist recruiters can send you a hundred resumes, but if they don’t understand the difference between ERP systems like Epicor Eclipse and Epicor Prophet 21, you’ll still spend hours sorting.
A specialized recruiting partner who knows specific ERP systems, specialized industry environments, and your organization’s mission can save you hundreds of recruitment hours that can be used towards other strategic objectives. They’ll identify the right candidates early and keep your interview pipeline clean and relevant.
Final Thoughts
Filtering faster isn’t about cutting corners. It’s about creating a process that values precision over volume.
When you tighten up your job descriptions, use smart tools, and build a real community of qualified talent, hiring becomes faster, easier, and a lot less painful.
If you’re tired of sorting through resumes that don’t fit, reach out. We’d be happy to help you build a talent pipeline that works as efficiently as your production line.
For hiring-related inquiries: Schedule a Consultation
Job Seekers can submit resume here: Submit Resume
About Main Line Talent Group:
Main Line Talent Group (MLTG) is a leading ERP talent and recruitment agency dedicated to optimizing human capital through technology. MLTG aligns corporate objectives with strategic ERP initiatives, ensuring clients leverage people to achieve success and minimize turnover costs. Our holistic approach to talent management and commitment to fostering long-term relationships sets us apart from other agencies. We offer executive search and project-based staffing services for ERP-related roles across IT, Operations, and Accounting. MLTG is a 3rd party service provider.
