Hiring the Right Job Candidate

Hiring the right job candidate can  be one of the biggest challenges for hiring managers.  It is also one of the most important choices that a hiring manager makes.  Incorrect hiring decisions can cost you both monetarily and in wasted time. However, if you hire right the first time, it can be very rewarding.

Below are  some suggestions to increase your odds at finding the right job candidate:

Employer Branding Attracts Job Candidates

In this competitive job market, companies must build a strong employer branding strategy that draws-in the right job candidates.  These days most employers are using social media to highlight their perks and team-building efforts.  A well-publicized positive work environment becomes a calling card for quality job candidates.

Know and Name Your Company’s Culture

Assure that you know your company’s culture. This includes its internal and external interactions with customers, the general public, employees, and business associates. Points to consider are:

  • Interaction style
    • Is it informal or formal?
    • Do managers have an open-door policy?
  • Growth opportunities
    • Is learning encouraged?
    • Is career development supported and rewarded?
  • Customer relationships
    • Does your organization’s philosophy state its desired relationship with consumers?
    • Is customer satisfaction consistently tracked, reported, and improved upon?

The second step is to name these in organizational materials and resources. Use consistent language that is embedded in business value statements, recruitment postings, and performance evaluations. Examples include:

  • Managers are routinely available and open to suggestions and fresh ideas.
  • Our company values growth from within.
  • Customers are a vital part of our company’s community. We learn and grow from their experiences and feedback.

Be Tech Savvy and Articulate in Interviews

Use up-to-date technology and recruiting resources to hone in on your best job candidate. This can mean upgrading your own skills or creating the opportunity within human resources.

Review and revise current interview information-gathering procedures to assure interviews provide you with:

  • The type of employment situation each job candidate is seeking.
  • The skill sets candidates have, including those that are unique or not directly applicable to the job.
  • Opportunity for applicants to ask questions. This lets you know where candidates’ interests lie. When you offer transparent, engaging responses, it lets candidates know that their insights are welcomed and encouraged.

 Partner-up with an Accounting & Finance Staffing Firm.

A top rated accounting and finance staffing agency like Beacon Resources knows the ins-and-outs of the accounting and finance candidate market.  Beacon Resources has a sizable database of job seekers, including job candidates who you won’t have access to by checking the job boards.