LOS ANGELES—Where does the day go? Some managers are finally starting to get a clear answer to that common question and discovering the power of virtual office technologies to make better hiring decisions.

According to a Robert Half International survey, supervisors spend 17 percent of their time—that’s almost an entire day every week—overseeing poorly performing employees. Virtual office technologies can help managers save time coaching employees more, but there’s another side to the coin: bad hires.

Ninety-five percent of respondents said a poor hiring decision at least somewhat impacts the morale of the team, with more than one-third (35 percent) saying morale is greatly affected. The good news is virtual office technologies can help curb bad hires by helping you weed out the poor candidates—and help you find your new star—more quickly.

"Bad hires are costly, not just for the drain they place on the budget but also in terms of lost morale, productivity and time,” said Max Messmer, chairman and CEO of Robert Half International and author of Motivating Employees For Dummies.

“Underperforming employees also require significant attention from employers, distracting managers from business-critical initiatives and causing other team members to pick up the slack. Bad personnel decisions rarely happen by chance. In retrospect, managers usually discover they failed to give proper attention to the hiring process."

Robert Half identified five don'ts and dos when hiring:

1. Don't go it alone. Tap colleagues for their thoughts on needed attributes and competencies for the open role, and work with a specialized recruiting firm to find the best candidates. You can use virtual office technologies like web conferencing to pre-screen some candidates and save valuable time.

2. Don’t think the Internet has all the answers. Cultivate a talent pipeline by personally reaching out to your network and recruiting sources. Online tools can be valuable, but personal interaction is the most important aspect of the hiring process. Once you’ve tapped virtual office technologies and the candidate has passed the initial test, invite them in for an interview.

3. Don’t take too long. Extend an offer once you identify your top candidate. Companies that don't move quickly risk losing good people to other opportunities.

4. Don’t offer a low salary. Offer a compensation package that, at a minimum, meets the market standard.

5. Don’t fail to differentiate between must-have and nice-to-have candidate attributes. Identify the skills that are mandatory and those that can be developed. The goal is to hire the person who is the best match for the job and your work environment.