When you’ve got a high-profile job in tech and you don’t want to leave, you’re going to have to make a decision.
That decision is: “Should I be hiring someone for the next six months?”
But where does that leave you?
How do you make a hard decision on someone when you have no idea if that person is worth the investment?
This is where HR comes in.
If you’re a career-focused person, HR may not be your first choice.
And if you’re looking for someone who knows what they’re doing and knows how to use their skills, HR might be your best bet.
This article focuses on HR and what to look for when you’re considering someone.
Before you hire someone, think about their previous experiences, and then ask yourself if they fit your company’s vision for the person you’re hiring.
Before hiring someone, try to understand what your team needs and how that fits in with their skillset.
This is an evolving industry, so HR is still an important part of the hiring process.
To get a better sense of what HR is looking for, check out the HR Salary Calculator.
What HR is Looking For First, decide what your company needs from a HR professional.
For example, if you have a new hire on your team, they might be looking for: 1) experience in the company, 2) a person with the ability to help others succeed in their role, 3) a well-rounded experience with HR, 4) an understanding of the industry, and 5) a strong team-first attitude.
You might also need a candidate with a few key attributes that could impact your company, such as: 1.
Experience with social media 2.
A passion for making great things 3.
A commitment to the company’s culture 4.
Ability to work well with others 5.
Strong communication skills.
If there are no specific skills or attributes that are unique to HR, it’s probably a good idea to search for a HR partner or a partner that knows the industry and the people who work in it.
You may also need to ask yourself: How is HR doing with HR’s teams?
Does HR have an HR director?
A team lead?
A senior HR person?
An HR consultant?
A HR team member?
What are their biggest challenges?
If you find someone who fits your company culture, you may be able to find a HR employee who fits with your company and you can hire that person.
What to Look For When You’re Considering a Candidate A good HR person will know your company best.
They’ll be able see past the rhetoric and the politics of HR and understand the culture.
They can be trusted to make the right decisions and will work with your team to ensure they have the best outcomes.
If the candidate isn’t that qualified, you’ll need to look at your specific skills.
How do I know what I’m looking for?
You may need to know where the candidate is based.
This may be because they’ve been a candidate before.
Or it may be that you already have a candidate who fits that role.
Here are a few ways to help you determine who to hire: 1.)
Ask about previous experiences and how they fit with your goals.
Compare candidates and what they’ve done to evaluate their skills.
Identify how you can best fit the candidate’s strengths and weaknesses.
Look for the qualities that are most important to the HR department, such a: Ability to build a strong relationship with the CEO.
Strong communication and interpersonal skills.
A passion to be the best at their job.
The ability to work for a company that values the diversity of its workforce.
The knowledge to understand your company policies and practices.
The experience of having worked in HR in the past.
The capability to work with a team that has a clear vision for how the company will work.
What About Someone Who Isn’t a Candidate?
If the company doesn’t have a HR director or team lead, or if they don’t have the skills to build your culture, it might be a good time to ask the candidate.
If they have a reputation for not caring, that may be a red flag.
What’s the most important trait you want in a HR person to look out for?
HR professionals tend to be very laid back.
If that’s the case, they’re probably looking for an HR person who doesn’t care much about what people think.
In the HR world, it means someone who’s comfortable asking questions about the company or asking the company to answer questions.
How does that sound?
You want someone who has the ability and the energy to get you the best answers you can.
If HR is paying attention to your personality and skills, they may be looking at someone who will be able bring you answers to a question quickly.
If someone who is a team leader and/or an HR specialist has experience in a number of areas, such the team’s