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5 Things You Should Know In HR This Week

Posted by Natalie Pike on February 5, 2015

Half of being a successful hiring manager is how "in the know" you are with the world of human resources. Are you staying on top of current HR trends? If you're not, no sweat. We've got this week's top 5 factors to consider when hiring for your open positions.

1. Job history helps you find the best people

Before you even post the job opening, you know you need someone special to fill it. Ever wonder why? Obviously, the last person to hold the title didn't work out. Whether they left you or you let them go, it didn't end as you would have hoped. Take some time to retrace your steps and figure out why the position is open in the clockfirst place. Did you ignore red flags? Did you ask the wrong interview questions? What went wrong? According to Mashable, "it’s natural to be forward-focused when searching for a candidate to join your team. But, if you let the position’s history help guide the hiring process, you’ll have a better chance of finding the right person."

2. Watch your mouth!

I've heard a lot of buzz on what managers should and shouldn't say lately. In a recent article, Avery Augustine, a writer for The Muse, said that one of the biggest mistakes supervisors can make is to put themselves in the rumor mill. Never start a sentence with, "Did you hear about..." If you fall into the world of office gossip, prepare to deal with the consequences. "As a manager, you should be the last person heard talking about those rumors — especially with the people who report to (and look up to) you. Not only will the rumor spread faster when it's heard from someone higher up the ladder, but you set an example to your team that gossip is acceptable—and even encouraged—in your office environment," she said.  

3. Use data to influence your hiring

Analytics have been pushed to the forefront of the hiring process. The idea of "going with your gut" has vanished. If you want to hire the right person, you have to implement a data-driven process. Alan Cutter, a writer for ClickZ, said "data collection and predictive analytics are being used for everything from hyper-local targeting to drafting baseball players. HR is the strategic heart of the company—and data-driven decision making is taking its place at the table. No one can afford a bad hire." Don't waste your time and money. Collect data, use analytics and start making the best decisions for the success of your company. 

4. Let the work/life balance happen

Lately, there's been a greater demand for a balance between spending time with family and friends and working. It's easy to get in the habit of leaving the office, yet still checking your work e-mails or having your cell phone available if anyone needs to reach you. Try to completely shut down when you walk out the doorand allow your employees to do the same. It'll make for a happier and more productive workplace. 


5. Hire those youngins 

It's often difficult to accept the fact that millennials are taking over the work force. Here are a few facts on this young generation that you need to accept. According to Dan Schawbel, founder of WorkplaceTrends.com, a research membership service for HR professionals,

  • By 2025, millennials will account for 75% of the global workplace. 
  • 41% of millennials do what their managers tell them to do, which is greater than older generations.  
  • It costs an average of $24,000 to replace each Gen Y employee. 

As you can see, hiring these young professionals is essential to the success of your business. 

Take note of these tips and stay ahead of the game. Keeping up with HR trends will make potential clients choose you over your competitor. 

So, you want your company to succeed, eh? Hire millennials. Download our free eBook and we can help you out.

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Hiring Millennials, Management, HR & HR Technology, Hiring Tips, Hiring

Natalie Pike

About the Author

Natalie is Hireology's Inbound Marketing Coordinator. Her favorite topics to write about are how to hire millennials, building a strong company culture, and employee engagement. She is a Purdue University graduate (Boiler up!), social media junkie and avid iced coffee drinker.