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The Five Best Hiring Tips for HR

Guest post by: Clay Scroggin

Article Overview: HR has just received several new applications for a position. The problem: there are lots of applications and only one job. How does HR decide who to hire? How does HR make sure they have chosen the best person? By following the five best hiring tips for employers as outlined in “The Five Best Hiring Tips for Employers.” The article name explains exactly what the article will describe, ways to ensure that the newest employee was the best choice for the position. One of the best tips is Tip #4: Utilize HRMS software. Many HR professionals use HRMS software for help with everything from payroll to appraisal performance for current employees, but they can also use HRMS during recruiting for future employees.

The Five Best Hiring Tips for HR

HR has just received several new applications for a position; but there is a problem: there are lots of applications and only one job. So how does HR decide whom it should hire? By following the five best hiring tips for employers!

Tip #1: Read the resume

No resume, no job. Everyone knows that resumes are important, especially a jobseeker. If he or she does not put in the time and effort to create a professional, well-written resume, then he or she will not put in the time and effort as an employee. Skimming a resume should be done when there are several applicants to consider, but once the group has been narrowed down to two or three, the resumes should be read in their entirety.

Does the applicant have experience in the field? If it’s an entry-level job, experience may not be needed. HR has to hire someone who has had experience not only in the field but also in supervising others. It would be nice if there was human resource software for that!

Are there gaps in employment? With a difficult economy, more people are finding themselves unemployed for a protracted period of time. Just because a person has been out of a job for over a year, however, does not mean that he or she is out of touch with the field.

Has the applicant gone through any training after being laid off? Sometimes this can be difficult to do, so also consider if the applicant has remained active during his or her period of unemployment. Whether that be volunteering locally (at the library or at an after school program) or in the extended community (missions trip, peace corps, etc.), any altruistic or otherwise enriching activities are noteworthy.

Although coaching a local Little League team may not seem like a step to becoming the next employee at your company, it shows that the applicant took initiative and has leadership skills, two very desirable qualities. If the applicant has done nothing during their unemployment break, then the only initiative they have taken is applying. Frankly, sometimes this just isn’t good enough.

Tip #2: The Interview Says it All

Getting called in for an interview is a privilege. If an applicant does not see it as such then he or she is probably not right for your company. An applicant should show appreciation for the interview by showing respect, dressing appropriately and behaving professionally. Remember, a firm handshake says, “I am ready to be a part of your company”. A weak handshake may indicate a lack of vigor or an attitude of complacency.

Tip #3: Hire People that Fit

If you sense that an applicant lacks social skills, you would not hire him or her for a sales job, right? And why not? Because he or she would just not “fit.” Hire an applicant who has the same beliefs as the company (such as a belief in hard work and perspiration, not religious beliefs!).

Consider the applicant’s personality. Although it is not always fair to judge a book by its cover, sometimes you really don’t have a choice. Does he or she act professionally during the interview? What’s his or her job history? Keep in mind that every employee has an impact on the company.

Experience is key. If the applicant does not have the required education or lacks knowledge of and experience in the field, you might want to think twice before hiring them. Sometimes people have been searching for jobs for months and are at the point where they will apply for almost any position. Make sure the potential employee is compatible for a position in your company.

Tip #4: Utilize HRMS Software

HRMS, or human resource management systems, help with everything from payroll to appraisal performance for current employees. HRMS, sometimes referred to as HRIS, can also be used during recruiting. If you are uncertain about which HRIS vendor would work best for your company, consider CompareHRIS.com’s free selector tool.

Tip #5: Consider extraneous factors

If you hired the applicant, would your company have to relocate him or her? If so, can your company afford to do so? When could the applicant begin working? “Extraneous factors” also include things that are unique to your company and the position being offered so you may need to talk to the people with whom the new employee will be working to see if they have any special requirements.

There is a lot to consider when hiring a new employee but if you remember these tips (and look at hr information systems to help during the hiring process), you can hire great employees who will add value to your company.

Good luck!

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Article Tags: Hiring Tips, HR, Human Resources
Referred by: http://www.PEOcompare.com



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