The hiring process can take up a lot of your time. When you have to sift through seemingly endless piles of resumes, they can all begin to blur together after a few hours. You'll have a set of guidelines and expectations to help you find the ideal candidate, but it could still take you quite a while to narrow down your selection before the interview process begins. If you're running a small business, all of this work could easily cut into time that might be better spent actively managing the staff you already have.

Finding an HR outsourcing company could save you time and money, while making you more productive at the same time. Why sort through that stack of candidates when you could just come in at the interview stage? If you go that route, you can come into the situation knowing that the candidates already fit the basic requirements of the position – from there, you can narrow your focus and spend that time wisely. The end result will be a candidate who meets or even beats your expectations.

Another way to speed up the process is to think of candidates in terms of archetypes. While it's true that every applicant is unique, using archetypes can help you to more quickly weed out the candidates who obviously aren't right for the job.

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Here are some typical job candidates who might come across your desk:

1. The beginner
As more and more millennials join the workforce, you're bound to come across some candidates who have little to no experience. These resumes shouldn't be immediately discarded. You'll find that many fresh-out-of-college applicants have a drive and energy you won't find elsewhere. While they may not be good for advanced positions within your company, they may be perfect for your entry-level positions. Amit Chauhan, writing for Fast Company, noted that hiring new talent can have advantages such as increased familiarity with technology. If you're running a tech startup, for instance, you'll want people who have practically been on the internet since they born. Such candidates will probably pick up on your proprietary systems with ease.

2. The veteran
At the other end of the spectrum is the veteran, the slightly older candidate who has been in the field for a long time. These applicants have a lot of advantages, such familiarity with jargon, office dynamics and real day-to-day skills. Those with lots of experience dealing with customers and clients will require less hand-holding and training. When you interview such candidates, try to get a feel for just how set in their ways they are – will they be willing to try things your way? Michael Alter, writing for Inc. magazine, explained that people with lots of experience will be able to set realistic goals for their projects. They will know their limitations as well – if they're willing to admit those limitations and ask for help, all the better.

3. The industry-swapper
Here's a tough one – the applicants who are experienced in another industry, but not the one they are applying for. Your first instinct might be to ignore them. After all, if you're in the tech business, but all their experience is in the hospitality industry, what could they have to offer your business? In some cases, it might actually be more than you think. Look at how they present their experience and ask them how they believe it will transfer to the new position. You might be surprised at how a new perspective can present new solutions to old problems. At first they might seem like a long shot, but such applicants could offer new insight.