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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.

How do some professionals seem to get ahead with their career? Is it luck, good fortune or who they know? Well to some extent it is to do with who you know, but for most it’s because they know that you have to let people be able to offer you your next job rather than have to go and find it yourself.

If you are sought after, instead of a job seeker you can command so much more in terms of salary and remuneration package.

If you are a student for example and looking to start your career in finance or accountancy for example then you need to tell people, organizations, recruiters who you are and why they should hire you. These days it’s not enough to go through the “milk round” the best and key positions have already been snapped up.

To succeed you need to register with some key job boards. Remember though you don’t want to plaster your cv details wide and far but be careful in how you choose to distribute your CV details. So if you have been studying finance and accounts for example make sure you choose a recruiter or job board that specializes in accountancy and financial markets. A good example of a specialist jobboard is Financejobs.co.nz they specialize in NZ and AU finance and accounts jobs and have a wide range of recruiters and employers that use them to fill their job vacancies. If I was a student looking for finance work i’d register free straight away and make sure that my best CV was uploaded so employers could find me rather than wait for ad response.

The other key advice to take on board is that when you are applying for positions, to make sure that your CV is relevant to the position that you are applying for. I would highly recommend that you “design” several CV’s for the specific positions that you are interested in, use the keywords for the type of work that you “want” to do rather than leaving them out. Many recruiters will base their searches on the skills they need, by doing this you are likely to get shortlisted even if you don’t have the experience! After all if you don’t get interviews how will you get the job!

For experienced and key employee’s it may have been sometime since you were actively job seeking, I’d highly recommend keeping your options open especially if you are working in finance or accounts sectors; you can quickly find that companies are going bust, merging, or making redundancies. So get your CV updated and keep all your options open.

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