Human Resource Management
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Managing people, human capital and culture - Human Resource Management (HRM) is critical for business success. HRM Guide publishes articles and news releases about HR surveys, employment law, human resource research, HR books and careers that bridge the gap between theory and practice.

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Successful Onboarding

Successful Onboarding: Strategies to Unlock Hidden Value Within Your Organization Mark Stein and Lilith Christiansen
  Fact: 1/3rd of all external hires are no longer with the organization after 2 years. What can you do about it? In a word: onboarding.
  More information and prices from:
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The HR Answer Book

The HR Answer Book: An Indispensable Guide for Managers and Human Resources Professionals by Shawn A. Smith, Rebecca A. Mazin
  The HR Answer Book addresses 200 questions that every employer needs to deal with. Accessible and concise on-the-job companion.
  More information and prices from:
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Finding the Best Candidates Some Top Tips

January 22 2020 - In today's competitive economy, you will often find that there's no shortage of applicants for an advertised role, but it can be surprisingly difficult to identify the best person for the job.

While having plenty of qualified people to choose from can be an advantage, finding the right individual who will be the best choice is much more complicated. Any new employee in your business will be a major investment, and neither the employee nor employer want to be in a position where you must spend more time after hiring someone, to find a better replacement.

To help you get it right the first time, here are some useful tips to consider.

Get outside help to vet candidates

At times, the sheer volume of applicants can make it difficult to select the right person, especially if your HR team or department is small. This is where having external help, such as a recruitment company, can provide some essential support.

Agencies like this will often specialise in identifying the best-suited candidates for different roles and may often already have details of potential choices to hand. They can work as an effective intermediary, helping to find potential recommendations, and make the decision process much simpler.

Create a clear job description

A job description is the first port of call for finding potential candidates, and it should communicate the advertised role and its responsibilities. However, it can say much more than that.

You can use your job description to communicate the brand's values and priorities, emphasise the kind of qualities that will make someone a good fit, or even point out the attributes that may not work in your environment. By being as clear and precise as possible at this stage, you are more likely to entice candidates that are most suitable for your company, as well as being well qualified.

Involve other team members in the process

Another factor that can get in the way of finding the right person for the job is the lack of communication with other team members and managers that may be involved in the new employee's role.

Its essential to get their input on what kinds of qualities are needed in the right person for the job, especially if they are going to be expected to work as part of a larger team. Having a conversation about this can highlight essential skills or qualifications that might be needed, as well as what kind of personality type may be a good fit.

Look for specific evidence of their skills

All companies want a candidate that can meet their requirements, but it is important to make sure an employee can demonstrate this with clear evidence.

During the interview, it is helpful to ask detailed questions about examples they may have mentioned in their application, to understand what their role was, and how they had helped to contribute in it. Asking for specific details about their examples is a great way to do this.






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