Best Hiring Tips for Human Resource Manager

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 the HR decide whom he or she should hire? Follow the five best hiring tips for employers!

1. Find a reliable and reputable employment screening firm.

By having an employment background screening company doing the investigative work behind the scenes, you’ll know which of the employees are worth hiring and which are the best to pass up. A service like this, provides a full range of services to help you hire the right including drug testing results, DMV records checks, criminal background searches, past employment history, and salary history. This can make the hiring a 100% certainty for HR Managers, knowing that the people they are hiring are qualified, have a clean criminal record, and are honest.

2. Write a full and descriptive job description for each position in your company.

When a position opens up, simply have the department head check that job description and then add or take away from it as appropriate. This will help the potential candidates to see exactly what would be expected of them if they were to take the position. This weeds out the under-qualified applicants (most of the time). However, with employment background screening services, the truth will come out.

3. Read the resume

No resume, no job. Everyone knows that resumes are important, especially for 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 surely 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 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.

4. 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 is 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.

5. Hire People who are 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.

6. Experience is the 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.

6. Check for references

You should always check applicants’ references before hiring. This is a good opportunity for you to verify statements made by the applicants specific to their work experience as well as obtain more information on the candidates’ overall job performance. Do not forget to ask if there were any performance issues or if there are areas where the employee needs to grow or improve relative to their experience.
Now let me jump a bit ahead of the cart. Remember to orient your new employee. Once you have hired your new employee, it is really important to make sure that that new staff member understands what is expected of him or her. Take the time to review the job, the layout of the company, your job expectations, introduce them to other members of the team, and really get them comfortable in your organization.
And always remember, a little time spent preparing for the process of finding and hiring your employees can save you time, money and needless frustration.