At some point in the selection decision, the over-used phrase ‘team fit’ almost always comes up. For some, ‘team fit’ simply means hiring someone else just like all the others; or just like me. At first glance, it seems a sensible enough decision, but what business opportunities are you missing out on if you keep hiring like minded people? Here’s a 2 minute read from two senior recruiters on the risks of hiring like minded people and 3 ways you can avoid it.
Starting a conversation about under performance is never easy, but the longer it is left unaddressed, the harder it becomes to initiate. Meanwhile, the impact on your hard-won clients, your other staff and your own reputation keeps on growing.
Writing a job ad or posting is just like writing any advertisement. If you take the analogy that the job is your product and the job seekers are your customers, you need to make a compelling case for why they should take time to apply for the vacancy.
Choosing between qualifications versus work experience is often one of the most challenging decisions during the recruitment process, so it needs to be a decision made carefully. It’s best to consider both sides.
Even though hiring managers do a great job preparing for the interview, putting a lot of thought and effort into interview questions and comparing candidates, at the end of the interview, they fail to ask THE question that could close the deal and secure the top candidate. So what's the question?
Hiring is hard. General Managers know it. Partners know it. HR knows it. School principals know it. Hiring is hard because both sides are in the dark. But hiring is not hopeless. Like any consequential business decision, it has been exhaustively studied. This is the science behind hiring
How many interviews are too many? Who else needs to be involved in the decision? How long do I keep a candidate waiting? In a world where your candidate is also a fully engaged social media commentator & quite often a customer too, here’s some practical yet essential steps to follow to avoid abusing candidates and getting the negative reviews that some employers thoroughly deserve.
Put simply, many talented people just don’t see their strengths as attributes that enable them to do things that most others struggle with. As a result, whilst every employer and manager wants to believe they allow staff to ‘play to their strengths’, if staff don’t know what those strengths are, it’s not likely to happen. Here’s a 2-minute read with practical steps for identifying strengths and latent talent among your team.
Giles Pearson, Director here at Accountests, explains how important it is to get the hiring process right the first time, and introduces the new Bad Hire Calculator tool, available now on our website. Use the calculator to work out exactly how costly it can be to your business to fix the issue of hiring the wrong candidate.
To our male readers, thanks for opening rather than deleting this one after reading the subject line. This isn’t a twittersphere pointless rant on gender, but rather the findings of extensive research that could be putting fifty percent of the job seeking population off applying for your vacancy based on the words and phrases you use in your job advertisements and position descriptions. Accountants and bookkeepers are hard enough to find already, without unconsciously removing half of the applicant pool, so keep this article handy whenever you’re writing job advertisements.
When candidates are hard to find, employers need to think creatively to find hidden talent. Experts share five top tips for filling hard-to-fill roles.
Guest author Ed Chan from Wize Mentoring walks us through the 3 top principles to get the best out of your accounting staff. This is the key to working ON your business and not IN it.