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2 hiring tips for HR managers

Published on February 27th, 2017 by Triton Benefits & HR Solutions

HR  managers aren't just looking to quickly hire people to fill open positions. Instead, they need to match individuals with the necessary skill sets and availability with positions where they will thrive and promote company growth. This isn't just a quick resume review process, it takes a lot of knowledge to source out potential new hires while recruiting. If you're a hiring manager, read on to learn some tips.

1. Share all relevant information
Talk about the details of a position when interviewing candidates. These people are getting a feel for the position and company just like you are assessing whether the individual is a good fit. Both parties should have all the information about the job and business. That means discussing the salary and benefits like 401(k) and paid time off.

Leaving these topics until an offer letter can be a turn-off to applicants as everything isn't on the table right away. And don't forget to mention company-specific fringe benefits. These days, plusses like weekly fruit delivery or an in-house espresso bar just might be that extra bit to sway an awesome candidate to join your company.

Susan Carrero, director of human resources at Triton Benefits & HR Solutions told NJBIZ that employers should ask applicants about their financial needs before even scheduling an interview. This will allow them evaluate possible new employees and offer interview spots only to those who are in a position to take the job.

"Only interview individuals who fit what your company can offer."

2. Find the candidate you need
While going through applicants, you may find an individual who strikes you as someone who could really fit in with the company culture. His or her skills may be impressive but not quite what you're looking for. Don't hire someone who isn't an exact fit. You could end up wasting time on training and bringing this hire up to speed when your next interviewee might have been the perfect addition to the company.

Some organizations opt to build positions around new employees if they are just too good to pass up, but that's not always a great idea when you need to keep personnel budgets and company growth in mind. You'd have to hire two people, one to take the open position and the one you just couldn't give up, and that may create an entirely new set of issues. It helps to have a well-thought out job description that details daily operations as well as major project requirements so both you and applicants fully grasp the job before going into the hiring process.