3 Tips to Help Busy HR Departments Hire Winning Employees


It is funny how something so important can, at the same time, become so meaningless with the passage of time. Take, for example, the art of writing a great resume. Not so long ago, graduates of the top colleges and universities across the land were instructed on how to write a winning resume. Not only were they instructed in how to properly format the document, but they were also given instruction as to what key information to include, what to exclude, and were even counseled on the importance of the minutest details, such as the proper weight of paper the document should be printed on. In days gone by, a person's resume was seen as his ticket to a successful future. Having a great resume translated into huge career potential for a hard-working, intelligent individual.


No longer is this the case. Yes, having a great resume may get a job seeker a foot in the door, but even more important to the current job market is having a connection. After all, when a company advertises a job opening, thousands of applications and resumes may be received. No matter how big the hiring organization is, wading through a sea of paperwork, whether literal or digital, is not something to which a busy employer wants to direct his time and energy. An astute business owner would also not want his people in the HR department spending more time than necessary on the task, since most human resource departments already have more work than they can handle.

Narrowing down your potential hires to a selective few can be a daunting process, but we have a few tips to help you choose the best candidate for your open position.

Set Limits

Your time is valuable, both to you personally, and to the company you work for. To ensure that the interview process does not consume an exorbitant amount of your time, set limits on how long you will accept resumes and applications. Allow as much time as you feel appropriate, but do not drag out the process. 

Decide Beforehand on Appropriate Qualifications

Before advertising a job opening, know your basic qualifications for any potential hire. For example, determine what work history, experience, or education a winning candidate MUST have. By laying out some basic required qualifications before resume's begin piling up in your inbox, you can almost immediately determine which candidates you should seriously consider, and which ones will be finding employment elsewhere.

Setting up Interviews: How Many? With Whom?

The interview process for your particular company will depend on the size and scale of your organization, as well as the position to be filled. Determine ahead of time exactly who inside of your company should be involved in the interview process. Department heads will, understandably, expect to interview those working in their department. Determine whether a separate interview would be in order, or if your department head could sit in on the initial interview with a representative from HR. 

Thanks to advances in technology, more and more companies are relying on web-based interviews, particularly if a face-to-face interview would require extensive travel on the part of the potential hire. Perhaps, setting up this type of interview as a precursor to an actual face-to-face session, would help narrow your field quickly and easily.

Finding the perfect team member for your company can be an expensive, time-consuming process, but it doesn't have to be! Yes, good help is hard to find, but qualified, capable individuals are out there. The search may be intensive, but finding the perfect person to fulfill a specific role within your company is worth it!