{"id":12546,"date":"2015-11-30T16:34:42","date_gmt":"2015-11-30T05:34:42","guid":{"rendered":"https:\/\/creately.com\/blog\/?p=12546"},"modified":"2023-06-05T18:39:34","modified_gmt":"2023-06-05T07:39:34","slug":"best-hiring-practices-of-top-hr-managers","status":"publish","type":"post","link":"https:\/\/creately.com\/blog\/hr-planning\/best-hiring-practices-of-top-hr-managers\/","title":{"rendered":"Best Hiring Practices of Top HR Managers"},"content":{"rendered":"
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It\u2019s a wild world out there, with companies growing at exponential pace, hiring good talent that fits into your corporate culture may be the one defining factor that can either make or break your company\u2019s success. Listed below are some best hiring practices you can put to use in your own organization.<\/p>\n

Talent comes in all forms. Depending on your type of company, it is important to identify the key areas that need good talent and make every hire count. Given limited budgets and growth plans that require speedy, yet effective hires, it is important to fine-tune your own unique techniques and tactics that work.<\/p>\n

Company cultures have become bold and distinctive statements of their unique identities and would attract potential candidates that actually want to work in a particular company purely because of their corporate culture.<\/p>\n

By way of an Organizational chart you can plan your hires effectively and ensure you are teams are aptly supported when crunch time hits. We have a\u00a0fantastic tool that can be used to draw your own unique Org chart<\/a> or even modify one of our\u00a0many org chart templates<\/a>.<\/p>\n

\"Org<\/a>

Org chart to identify future growth plans ( click on the image to use it as template )<\/p><\/div>\n

Cut the Clutter: Review every single application<\/h3>\n

Recruitment costs can be high if your HR has to spend a lot of time \u2018interviewing\u2019 applicants. Instead, review every single application and have a basic matrix of criteria that either qualify or disqualify applications based on the role advertised.<\/p>\n

This filters the irrelevant and gives you a bunch of candidates that have good credentials on paper. What it also does is, gives you a pulse of the current job seeker market. You might be able to shortlist for a future position that you hadn\u2019t been looking to fill yet.<\/p>\n

\u2018On the Floor\u2019 interviews<\/h3>\n

After you have shortlisted and weeded out your list it is important to give the candidates a feel of the real work environment. \u2018On the floor\u2019 interviews, where you conduct parts of your hiring process on the actual work environment, as opposed to a boardroom or a meeting room, would give the candidates a feel of being part of the company, even before they join.<\/p>\n

Generally, companies that have a flexible and fun culture, would become highly desirous and spread the word out to the other job seekers as a \u2018cool workplace\u2019.<\/p>\n

This may be difficult in larger organizations, but if you can invest the time to do this, it will reduce your staff turnover on the long run, as the new hires would know what they are getting into and they may be less likely to accept the appointment if they feel irked by the culture and vibes of the workplace.<\/p>\n

Diamonds in the rough<\/h3>\n

Some don\u2019t know that they are diamonds, until they get picked and polished to shine flawlessly. Likewise, there are many ways to screen applicants but recognizing their talents that make them unique and eventually a good fit for your company may be harder than it sounds.<\/p>\n

You can do this by asking 3 important questions, which leads to answers that clearly give you a reliable sense of the candidate\u2019s impromptu attitude and real self.<\/p>\n