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? By following the five best hiring tips for employers:
1. 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 read the resumes in their entirety.
Does the applicant have experience in the field? If this is an entry-level job, experience may not be needed but for managerial positions HR has to hire someone who has had experience not only in the field but also in supervising others.
Are there gaps in employment? With a difficult economy, more people are finding themselves unemployed and unemployed for a longer 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 done anything during their unemployment, whether that be volunteering locally (at the library, at an after school program for children like the Boys and Girls Club, or even at an animal shelter such as the SPCA are just a few examples) or been involved in the community? (Did they go on a mission’s trip with their church? Did they gain a position on their homeowner’s association board?). 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 and unfortunately that just will not cut it.
2. 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. And remember, a firm handshake says I am ready to be a part of your company. A weak handshake says move on to the next applicant.
3. 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 nice to judge someone when you meet them, you have to. Do they act professionally during the interview? Why were they fired from or why did they quit previous jobs? Was it because they had an overly aggressive personality that made them difficult to work with?
Experience is key. If the applicant does not have the required education or lacks knowledge of and experience in the field, please do not hire 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, however, that they fit for the position for which you are hiring them and that their experience is useful for that position.
4. 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 the recruiting process. If you are uncertain about which HRIS system would work best for your company, consider the free HRIS selector tool on this site.
5. Tip #5: Consider extraneous factors
If you hired the applicant, would your company have to relocate him or her? 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 with 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 make the best choice in your hiring decisions, adding productive employees who will only add value to your company. Best of luck!
About the Author
Carolyn Sokol writes about issues that may affect small businesses such as human resources, HRMS and HRM Software. She is a founder of PEOcompare.com and contributor to compareHRIS.com which both help match businesses to the right HR or Payroll Service provider for their particular needs.
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