With the demand for talent so very strong you would think that niche skills would prioritise over bad interviews techniques? Wrong!
Employers are telling us that they would still rather have a shortfall on talent than hire the wrong person. Senior employees and experienced staff members have a follow on effect to junior and other team members. By hiring the wrong person you might find that you will be looking for more staff very soon indeed.
Key points for the employer to consider when hiring are:
• Why did this person leave? If you know this answer you must use this information, if it was the fault of the firm then make sure it doesn’t happen again. Do not brush things on under the carpet as history has a habit of repeating itself.
• If you do not know why the employee left, then you really should consider conducting a termination interview where you can have an informal talk with the employee before they leave. Many firms use a HR company to do this if they do not have sufficient resources themselves.
• Decide how you are going to hire this time; it may be better to be low key and use a specialise recruitment agency that can specifically find you a person with a valid motive and skills rather than try to decipher potential employees from the masses that could apply.
• Decide what you want as a firm wish list of skills and personality before you start interviewing. Make a mental note now to write this list down. You’d be surprised how many people interview without having a set skill list of particulars they need the candidate to possess. By not being prepared it’s a dangerous method of interviewing.
• Plan your time line of how you will interview and when you will reject candidates. Many candidates that work in your sector will hold memory of how they are treated if they are unsuccessful in their application; how you handle your recruitment and “declines” is extremely important if you want to keep a good personal and company reputation.
• If there is more than one decision maker involved in the decision making process of hiring don’t go ahead and book your job advert unless you are all agreed on the same preferred outcome.
• Lastly, look to see what other similar employers are offering in terms of pay and benefits before you start to advertise, interview or commit to your recruitment.
Find out the right information about the employment markets, pay rates and candidates at financejobs for accounts jobs and financial accountancy employment.