- Culture & Wellbeing
- Offers & Onboarding
- People Management
- Selection Process
- Sourcing Talent
Ryan concludes that accounting firms should treat new hires like any other investment decision – what is the ROI, especially in terms of the tasks this new person will be able to take off the firm owner. This will likely sway decision making more towards hiring senior rather junior than might otherwise have been the case. Taking the strategic view might result in a different decision than initially considered.
When used effectively, phone-interviews bring all the benefits of identifying the best candidate for the role, without the current risks and expense of bringing candidates in from all over and organizing the resources to accommodate interviews and candidates. However, they also bring the considerable risk of missing out on great candidates when run ineffectively.
In our continued world of candidate scarcity, I and most of my clients are regularly reviewing selection/vetting processes to ensure they are as effective as possible in screening candidates, which led me to revisit the Transparent Interview. Soft substitute for ‘real’ interviews, or fair and reliable way of consistently measuring a candidate’s performance?
What do you do when two outstanding candidates are vying for the same position at your firm and they have been neck and neck throughout the recruitment process, how do you decide which person to hire? Here are four strategies to consider:
Maintaining a robust selection process with choosy candidates in a labour shortage is just another day in the challenges of management. Here’s a guide for landing great selection decisions in a tough job market.
Every interaction with a candidate reveals their commitment and most importantly their attitude. Once you have your preferred candidate, you will know in the first 3 months if they are the right candidate because what they do in the first 3 months is what they will do for the next 30 years.
The purpose of shortlisting is to assess candidate’s suitability and identify those who best meet the selection criteria and who are most likely to be capable of carrying out the duties of the job.
Checking references can be time-consuming but it is a vital part of the hiring process. It verifies the information provided by the candidate on their CV, during the interview, and as part of the testing and assessment process. It also allows for any red flags & concerns to be debunked or confirmed.