5 Tips to Become a More Successful Interviewer

Implement these 5 tips to become a more successful interviewer!

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Unsuccessful interviewers hire the wrong person – don’t be among them!

Did you know that 74% of employers confirmed that they’ve hired a wrong person for a position, according to a recent CareerBuilder survey?

If you’ve ever conducted a job interview, this will probably come as no surprise to you. Conducting job interviews is hard. It a very demanding and complex process and a really big responsibility, considering that the cost of hiring a wrong person can cost your company upwards of $50,000, according to a global survey conducted by Harris Interactive.

In order to help you recruit the right people for your company, here are top 5 proven tips that will make you a more successful interviewer.


5 tips to become a more successful interviewer

What can you do to become a more successful interviewer?

Actually, a lot. Many characteristics of a good interviewer can be easily learned and/or trained.

Here are 5 tips that will help to become a more successful interviewer:

Tip#1: Know exactly what you’re looking for

Many interviewers make the mistake by hiring on the basis of the job description templates. However, if you want to hire the right person, you need to dig deeper. A successful interviewers know that they need to hire the best talent by finding the perfect fit for their company’s specific company culture. To capture all the skills, experience, traits and motivations of their ideal candidate, they create a candidate persona. Creating a candidate persona helps them get a complete picture of the person they are looking for.

Tip#2: Conduct structured interviews

If you want to become a more successful interviewer, you should conduct structured job interviews. This means that they prepare the interview questions in advance and stick to them. When conducting and interview, successful interviewers ask all candidates the same questions. This helps them evaluate the candidates in a more objective manner and make better hiring decisions. Decades of scientific research have established that structured interviews are a proven procedure for predicting job performance. According to research, structured interviews have a better capacity to identify candidates’ suitability for a job then unstructured interviews.

Tip#3: Ask the behavioral interview questions

If you want to become a more successful interviewer, you should always ask the behavioral interview questions. They ask the candidates open-ended questions about specific situations they encountered in the past. The studies have shown that the best way of predicting future job performance is by understanding past performance. This is because in a traditional interview approach the candidate gets a straightforward question about his/her strengths and can use it to lie and to deceive the employer.

Tip#4: Pay attention to body language

If you want to become a more successful interviewer, you should learn how to read the candidates’ body language. However, take note that this is not easy to learn – it takes a lot of practice. A good strategy is to get informed on what can you learn from candidates’ body language. Candidates’ body language won’t tell you how a candidate will perform at the job, but it can reveal how a candidate is feeling at a moment. This is very useful in a situation where candidates are trying to present themselves in the best possible light. By observing candidates’ body language, you will able to spot an incongruence between their words and the story their body is telling.

Tip#5: Provide a great candidate experience

If you want to be a more successful interviewer, you need to focus on candidates and come up with different ways to improve the candidate experience. This is important if you want to ensure that the best candidates will accept your job offer. LinkedIn’s research has found that a staggering 83% of talent says a negative interview experience can change their mind about a role or company they once liked. Always treat candidates in a professional and respectful manner and go an extra mile to make a job interview pleasant for candidates.

 

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The Secret of Conducting Great Job Interviews

What is the secret of conducting great job interviews? Discover in this article!  

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What is the secret of conducting great job interviews?

A lot has been said about conducting great job interviews. You probably already know that a great interview should have a carefully planned structure and use behavioral interview questions. You should also be mindful about your unconscious biases and provide a great candidate experience.

Conducting job interviews is a complex and demanding process. This is why the secret of conducting great job interviews lies in a single most important step – a good preparation. While it might seem obvious at first, be honest with yourself – how much time do you really spend preparing for each interview?

How should interviewers prepare for a job interview?

There are many things you need to prepare before the actual interview takes place.

Here is the checklist of the most important tasks you should go through before an interview:

  1. Have you reviewed and adjusted job description template to fit your company’s specific needs?
  2. Do you have a clear idea of job duties, job responsibilities and job requirements?
  3. Have you created your candidate persona?
  4. Have you made the selection of the best job interview questions and printed out that list?
  5. Have you developed a clear and precise rating system for each interview question?
  6. Did you do your research on each job candidate?
  7. Are you familiar with your company’s employee value proposition?
  8. Did you send a customized interview invitation email
  9. Did you send the interview confirmation email?
  10. Did you send the interview reminder email to candidates?
  11. Have you reserved an appropriate interviewing venue?

Start conducting great job interviews today!

To conduct a great job interview, you need to come prepared. Spending a lot of time preparing and planning an interview isn’t a waste of time. On contrary, it is an often overlooked key to conducting great job interviews.

Use the above checklist to prepare for the interview and you’ll be well on your way to conduct a more successful interview!

 

4 Ways to Promote Your Open Job Positions on Facebook

How do you promote your open job positions on Facebook? You’re probably missing out on a few effective, free ways to reach more of your perfect candidates!

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Do you promote your open job positions on Facebook?

These days, if you want to find and hire the right job candidates, you simply have to post your jobs on Facebook – the world’s largest social media network in 2018.

More and more job seekers are turning to social media to find jobs. LinkedIn’s research, nearly half of all professionals (49%) are following companies on social media with the intent to stay aware of their open job positions.

Younger generation live, breathe and find jobs on Facebook. As Aberdeen Group has found out, an overwhelming majority (73%) of millennials found their last position through social media!

These findings offer clear proof that social media recruiting is absolutely necessary if you want to hire the best people. This is especially so because your best job candidates are passive job seekers. These people won’t visit job boards or your career site, so Facebook is your chance to reach them. If you put in some effort into promoting your employer brand on social media, you may be able to convince them to leave their current job and join your company!

How do you promote your open job positions on Facebook?

So how do you promote your open job positions on Facebook?

Do you publish a post on your company’s Facebook profile? Eventually, promote that post if your budget allows it?

That’s what most companies do. And they’re missing out!

Facebook offers many more opportunities to reach more of your perfect job candidates – for free! Keep reading to learn how to get the most out of promoting your open job positions on Facebook!

4 ways to promote your open job positions on Facebook

There are 4 main ways to promote your open job positions on Facebook:

1. Ask your current employees to share your job post

Ask your current employees to share your job posts via their personal Facebook profiles. That way your job posts will be seen by a much larger audience – for free!

According to Social Media Today:

  • Content shared by employees receives 8X more engagement than content shared by brand channels.
  • Messages shared by employees went 561% further than the same message shared on a brand owned channel.

Besides, your potential candidates place much greater trust in your employees.

According to Edelman Trust Barometer:

  • Employee voice is 3x more credible than the CEO’s when it comes to talking about working condition in that company.

Your employees are your best employer brand ambassadors!

2. Promote your open job positions in Facebook groups

You can also post your job posts in different Facebook groups. There are many Facebook groups dedicated to different professional interest and areas. In these groups you can find a large number of professionals. Posting your job in Facebook groups is a unique way to reach your target population fast, easy and completely for free!

Here are a few examples of Facebook groups that can help you recruit the right people for your company:

3. Promote your open job positions using Facebook ads

If you’re willing to invest some money in promoting your Facebook job posts, you can do that using the paid Facebook ads.

Using paid Facebook ads to promote your job posts on Facebook has 2 main advantages:

  1. Greater reach (more people will see your job posts)
    Facebook is a great recruiting channel because you can use it to reach passive job seekers. These are the people who already have a job. That’s why they don’t visit a job board or your career site. However, you will find them on Facebook. If your Facebook job ad catches their attention, they might reconsider applying for your open job positions.
  2. Advanced targeting (your job posts will be shown only to your perfect job candidates)
    You can choose who will see your Facebook job ads. You can select people from the certain geographical area, based on their education level and type, current and past employers, interests, etc. Consequently, you won’t waste your money on candidates that are not a good fit for your company and your needs!

4. Promote your open job positions with the Facebook job tab

If you want to make your open job positions more visible, you can add a Facebook job tab to your Facebook profile. With recruitment software such as TalentLyft, you can easily create and set up your Facebook job tab in just a few clicks! Once you add it to your Facebook profile, your open job positions will be automatically updated.

There is a ghost hanging around recruiting: Artificial Intelligence

Artificial intelligence (AI) changes recruiting fundamentally. In a few years, personnel management will be completely automated. Some technologies – such as “bots” and “big data analysis” – are used already today from job posting to onboard hires into companies. Others are close to, such as the Facial Action Coding System (FACS). To summarise, they all belong to the subject of “Artificial Intelligence” (AI) or “Cognitive Computing”. Meant with this are all technologies for the automation of intelligent behaviour and machine learning: The goal is to replicate human-like decision structures. Computer programs are created or programmed to learn to handle problems independently.

Machines are just better recruiters

For some of you, this technological development might be scary. But be assured it can hardly be stopped. The background is the growing pressure in recruiting: Vacancies have to be filled fast and sustainable. To achieve this, candidates and job positions (and not just company culture!) have to fit as perfectly as possible, this means “matching” is crucial. Intelligent systems with their ability to precisely process gigantic amounts of data in a short time already offer numerous application possibilities today such as:

Bots: Most of them are computer programs, which largely work automatically on recurring tasks. They do not necessarily count towards artificial intelligence, but there are also those who “learn”. This means that they can independently generate “knowledge” from “experience” and thus act intelligently. For example, recruiters or HR managers can use bots, to have questions been answered by candidates.

Big Data Analysis: Perfect for campus recruiting. Many larger companies have organized programs at colleges and universities to recruit and hire students. With the technologies for processing and evaluating huge amounts of data, it is possible to recruit many graduates directly from the university. With Big Data Analysis you can exactly determine which person with which grades from which university fits with which open positions.

Augmented or Virtual Reality (AR / VR): The different technologies in this area generate a virtual world and allow the user to perceive themselves as part of it. Anyone who thinks that this is something for future labs is wrong: International companies are already using AR / VR for interviews, where potential employees are sent the familiar AR / VR glasses and thus they look around virtually in the new working environment before the interview. We are not far away from “Beam me up, Scotty”.

Speech Recognition: Speech Recognition systems need a minute of speech to determine the personality. The decisive factor is not what is said, but how it is said. This technology can also be used during a telephone interview (with the permission of the candidate). If that scares you – it’s getting even worse.

Facial Action Coding System (FACS) or Video Assessment: Based on a psychology-based coding method for describing facial expressions, the technology is currently used primarily to combat terrorism. One and a half minutes are enough to determine the personality of 43 muscles in a person’s face. Adding eye movement, gesture and tone of voice. The perfect personality match is close to be completed.

Automated Matching: The “dating for jobs”. We rely on intelligent systems when it comes to finding partners for life. The technology works just as good as when it comes to finding the right candidates: feedback is provided to both parties, recruiters and candidates. Benefits of artificial intelligence in recruiting No matter how these technologies are evaluated, the fact is: artificial intelligence has the potential to solve current recruiting challenges:

  • 73% of job seekers are passive job seekers: For humans, it is hardly possible to find these, for machines, however, already possible (2017: LinkedIn study).
  • Top performers have a new job within 10 days: With AI, the recruitment process can be greatly shortened.
  • Machines are unbiased: Computers make their decisions neutrally, without the unconscious bias typical made of humans. Emotions only come into play during a personal interview.
  • Create equal opportunity through intelligent pre-screening of applications: Pre-screening the applicant, especially in a D&I setting  (e.g. by softfactors) can give each candidate a equal opportunity. (Soft-)skills and a candidate’s potential can be mapped beyond a traditional CV.

Rethinking required: Good matching needs assessing soft skills

To realize the full potential of AI in recruiting, companies need to rethink the way they recruit. Recruiting is currently still based on the CV (education, experience, skills, etc.). This is like driving a car through the rearview mirror. Companies learn where the person went to school and what work experience they have gained. That’s important – but it’s not enough for a really good matching. The key lies in the soft skills, such as professional and social competencies, skills, interests and values. Besides the facts recorded in the CV, soft skills are an essential part of a good match. Artificial intelligence allows to include all this data. The recruiting process will become qualitatively better, faster and more efficient.

Will recruiters soon become Ghost Busters?

Intelligent systems and artificial intelligence bring positive impulses to recruiting: The roles of the recruiters of tomorrow will change massively. The focus shifts to skills in which computers and machines are clearly inferior to us humans: in a good discussion in the interview and in general by the “human touch”. In conclusion, Artificial Intelligence enables us to be more humane in recruiting – and not just in 2030, already today. Are you ready to be a Ghost Buster?

By Reto Ruegger

Why Should You Make Your Recruiting Process More Collaborative?

How can making your recruiting process more collaborative benefit your company?

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Why Should You Make Your Recruiting Process More Collaborative?

Although it may seem more complicated at first, a collaborative model of hiring can improve your whole recruitment process and have a positive effect on your company culture and overall business results.

If you want to keep up with the best recruitment practices, you should follow the world’s best and most famous companies such as Apple, Google, Netflix and make your recruiting process more collaborative.

4 reasons to make your recruiting process more collaborative

Here are the 4 key reasons why you should make your recruiting process more collaborative:

Collaborative recruiting process helps you achieve better hiring results

By involving more people into your hiring process, you will get more diversified perspectives on the candidate. This will enable you to choose candidates with the best skills who will also be the best cultural fit for your team and your company culture.

Collaborative recruiting process improves candidate experience

Introducing candidates with their potential future employees can significantly improve candidate experience and showcase your great, collaborative company culture. Candidates appreciate being introduced to their potential future team members with whom they will possibly spending most of their awaken hours every day. They will also feel important by having so many people show interest in them.

Collaborative recruiting process improves is good for your employees

Giving your employees a voice in choosing their future colleagues will empower them and make them feel valued and important. As a result, they will be more engaged, motivated and productive. They will also provide your new employee with a warm welcome and all the needed resources and assistance. Consequently, your company will have less turnover and better retention rate.

Collaborative recruiting process enhances your company culture

Finally, making your recruiting process more collaborative will help you establish a more open, transparent and collaborative company culture. In such a culture, teamwork won’t be just a sign on your wall – it will be a value brought to life through real-life practices of collaborative recruiting.

How to make your recruiting process more collaborative?

If you want to make your recruiting process more collaborative, our detailed, step-by-step Guide for collaborative recruiting and hiring will come in handy!

10 Tips for Guest Blogging

Be The Best Guest Blogger, Know How

If you are a good writer and you want to promote your brand then you can try Guest Blogging. Create your own blog and showcase your expertise and knowledge. Consider the following steps to get your blog done right.

Read the guidelines carefully

When you are posting articles on the guest posting sites you must follow all the guidelines set forth by the editor of that site. The format must be similar to the ones already posted to the site. You must follow each and every rules and guidelines to get accepted for writing for that guest post website. Guidelines include rules such as – use of proper and decent images from acceptable sources, guest post author biography and headshot, remember the number of links you are allowed to use in a guest post, you must be careful about the word count, it must not be less than the mentioned word count. Your writing must have a formal tone. Write a guest post using these guidelines and your writing will stand out.

Be innovative while using your expertise

You must be an expert in your field of knowledge. Audience always wants something new. So if you could brainstorm and bring out some ideas which your target audience still did not think of, this can make your work stand out and it will be the subject of talk for the people.

Let your imagination flow

A flow in your guest post is very necessary to keep your target readers engaged. Your post must have continuity and it must appear to the reader that it have been written in one shot (even if it took days to complete).

Search Engine Friendly content

You must write title in H1 header. You will need to bold the sub-headings. You can also use H2, H3 and so on. You should write concise and clear paragraphs. You can use bullet points and numbering when required. Neatly organizing your guest post also saves the time of the editor. They can copy and easily paste your work. SEO friendly guest posting creates traffic to your guest post website and thus increases awareness.

Know the format

You usually need to use the Keywords properly. You can use the keywords in different sections of your article. You can add keywords in the title, body copy and even in meta description.

Link your sites

Do not forget to put the links to your own site in the post. You can even add links of other authoritative sites which have high domain authority.

Use images in your post

As a guest post author you should always want your copy to be exceptional. The work of the Editor gets tedious as they checks number of copies together. When you use visuals in your post, you make it stand out. It also attracts readers.

Check your work thoroughly before submitting

Before submitting your work you can proofread your article to avoid some silly mistakes. You should check the spellings and grammar. Posts which are without any kind of mistakes are easily accepted. The guest post author also can make himself known for submitting fresh and clean articles.

Prove your knowledge

You must always write in such a way that the readers realize that you know much about a particular topic. Even if you do not know your writing must not reveal the truth. You must be spontaneous in your writing and must research facts and figures and put those together.

Call to Action (CTA)

At the end of your post you will tell the readers what they should do. They must be guided by you about what they are supposed to do next.

Security Measures To Employ On Your Company Property

Disasters and accidents happen. It’s an inevitable part of both life and of doing business. That’s why you should think of any financing of safety measures as an investment. An investment in the future, that will save you a great deal of grief and anger once and if tragedy does strike. Some of these can be introduced once you actually have your business set up, while some are only effective If you take them into consideration before you even open your enterprise.

We understand that this can be costly, but what costs even more, is damage control once you get robbed or once your assets get damaged. And while natural disasters and the malice of other people can’t really be controlled, you should do everything you can to minimize their effects over you. Below are some tips that you may find useful to keep your business safe.

The location

 

The first thing you should do is think about where you want to open your business in the first place. Of course, you need to take into account your budget and means, as well as any local competitors. So, if you can, try to avoid opening your company in a high-crime area. However, this can be more a matter of budgeting. For example, let’s say you want to open a company in Melbourne. You need to decide whether you want to buy quality automatic gates in Australia, and move into a seedy neighborhood, or pay a higher rate and forgo the gates (or whichever security system you choose). It’s essentially a balancing act.

An interesting thing to point out is that high-crime areas, while dangerous, tend to lack many businesses. So you may end up with very weak and soft competition.

What to get

 

Next, what equipment do you need. There are lots of items people get, but the most useful are usually steel security doors, alarm systems, and folding gates. Doors are pretty obvious, but gates and alarms still require a bit more deliberation. Folding gates are metal sheets that cover their storefront. However, these can be an eyesore, even in poorer areas.

Alarm systems are always a good idea, but they can be expensive. Cameras are an excellent choice for any retail, sales business. In fact, they should pretty much be mandatory. However, for office-based businesses, it’s enough to get a camera for each entrance, just in case.

Bullet-proof glass and safes should be set up in very high-risk areas, for business that have very valuable equipment. Furthermore, getting gates, fences, and other protection around the company yard will help ward off any would-be robbers. Hiring a security guard is even better.

Measures to implement

 

It’s not enough to just throw money at the problem, you also need to rethink the way you do things. First, think about all your electronic gadgets. These are very easy and popular targets, because of the ease and price at which you can sell them. Be sure that they are locked away safely. Never leave them unattended. The same goes for handbags and wallets.

Furthermore, promote security measures. If you have cameras or guard dogs, place signs everywhere to let would-be burglars know. This will make them think twice about infiltrating your place. Furthermore, let your staff know this as well. Promote security and safety-mindfulness.

 

Employee focus

 

Besides making your people be aware of all the safety measures you implement, you should also train them accordingly. Now, this is different from business to business, but they should essentially be trained in how to report and record malicious activity, how to follow security procedures (like locking and setting up the safety protocols), and how to deal with any aggressive individuals.

If you can, set up and promote safety training courses. Get an authorized individual safety coordinator to help you out. Here they can teach them how to handle an aggressive individual that may enter the place of work. It will also teach them how to safely handle money, how to stay safe when walking to their cars at night from work, as well as how to handle themselves.

Finally, you should teach them how to handle sensitive information. This is especially important for the IT sector. Essentially, cyber security measures, tricks and tips.

 

Conclusion

 

Getting robbed can be devastating and damaging, both for your finances and for morale. That’s why you should invest properly in setting up your office’s security system. We’re not talking about only an alarm system, but also getting the right gear, blinders, fences, gates. Furthermore, you should train your people accordingly. They should know what to do in case of danger, and how to handle sensitive information. If you follow these rules properly, you will definitely minimize any risk of damage or thievery.

3 Collaborative Recruitment Practices You Can Implement Right Now

How can you make your hiring process more collaborative? Here are 3 great, easy to implement collaborative recruitment practices!

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Why should you consider implementing collaborative recruitment practices?

Collaborative recruiting is the hot new HR buzzword everybody is talking about.

The world’s most successful companies such as Apple, Google, Netflix have turned their recruitment into a collaborative process.

There is a good reason why collaborative recruitment is gaining popularity every day – it works. There are many benefits of collaborative recruiting for all the involved parties – including your HR team, your employees and your candidates.

What can you do to make your recruiting process more collaborative?

If your company probably still has a traditional, top-down recruitment process where hiring managers call all the shots, switching to a collaborative recruitment model can be quite a challenge.

First, you need to convince your HR team that this is a good idea. Then, you need to get a buy-in from your C-suite. Following, you have to engage your company’s employees. Finally, you need to get all of them to work together.

In other words, you need to completely transform your recruitment process. Before diving deep into this transformative process, we suggest you start by implementing a few collaborative practices.

3 collaborative recruitment practices you can implement right now

Here are the top 3 collaborative recruitment practices that are quick and easy to implement and bring the highest ROI:

Collaborative recruitment practice #1: Panel interview

Revamp your selection process by switching to a panel interview. By involving more people as interviewers, you will be able to achieve an in-depth, detailed assessment of every candidate. This will help you choose the best candidate not only for your open position, but also for your team and company culture.

Having more people sharing their perspectives on candidates can also help you avoid unconscious biases and improve your hiring diversity!

Collaborative recruitment practice #2: Employee referrals

By setting up an employee referral program, you can turn all your employees into recruiters! Your employees can help you find the best candidates by recommending talent form their personal networks.  

Employee referrals are one of the most productive recruitment practices with the highest ROI. Employee referral programs can improve the time, cost and quality of hire, employee retention and turnover rate.

Collaborative recruitment practice #3: Social media recruiting

Your employees can help you find the best candidates by sharing your job posts on their social media profiles. According to Social Media Today, content shared by employees went 561% further and received 8x more engagement than the same content shared on a brand owned channel.

Another reason why you should involve your employees into promoting your job posts is that employee voice is 3x more credible than the CEO’s when it comes to talking about working condition in that company, according to Edelman Trust Barometer

3 Key Challenges in Campus Recruiting (and How to Tackle Them)

Learn how to tackle 3 key challenges in campus recruiting and attract top young talent!

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Changes in campus recruiting

Campus recruiting is the term used for hiring students and recent graduates straight from college or university.

The process of campus recruiting has completely changed in the last few years.

If you want to attract the top young talent, you have to stay up to date on accounting and finance employment trends and challenges.

3 key challenges in campus recruiting (and how to tackle them)

Campus recruiting has completely changed in the last few years. Here are the 3 key challenges in modern campus recruiting:

1. War for young talent

A recent survey from CareerBuilder has found that 74% of employers plan to hire recent college graduates, which is the highest outlook since 2007. This means that the competition for students and recent graduates is escalating to a degree we haven’t seen in the last 10 years.

How to tackle this challenge?

Employee referrals are one of the most effective recruiting methods you can use to improve the time, cost and quality of hire. Utilize the power of referrals in campus recruiting by setting up a student referral program. Ask your employees and their family members and friends to recommend great students and recent graduates for your company’s entry-level positions.

Another thing you can do is to establish a long-term relationship with university professors, assistants and career center staff. That way, you can secure a stable income of high-quality referrals every year!

2. Creating an employer brand that attracts younger generations

Many employers are struggling to attract young talent. In fact, according to Collegefeed’s research, 92% of employers believe they have a “brand problem” when it comes to their campus recruiting efforts.

How to tackle this challenge?

One of the best ways to promote your employer brand among university and college students is to offer student internship programs and/or job shadowing opportunities. That way, your company will have a chance to impress young talent with your amazing company culture and the knowledge of your experienced professionals. When your interns return to their universities and colleges, they will serve as on-campus ambassadors who will promote your company among other students. Other great ways to create an employer brand that speaks to younger generations include giving interesting and inspiring in-class presentations and supporting the work of students organizations on campus.

3. Outdated recruiting practices

We now live in a digital world where social media has become mainstream, especially in the lives of younger generations. Despite the digital disruption of on-campus recruitment, many employers still use traditional methods of recruiting students and recent graduates. However, these methods is no longer enough to recruit the best young talent.

How to tackle this challenge?

If you want to be successful at recruiting the best and the brightest students and recent graduates, you need to think beyond on-campus career fairs and posting jobs on campus job boards. Apply recruitment marketing tactics and meet students where they are – online. Use social media to promote your employer brand and attract students’ attention. You should also create a specialized landing page for student and recent graduates on your career site.

3 Key Challenges in Accounting and Finance Recruiting (and How to Tackle Them)

Learn how to tackle 3 key challenges in accounting and finance recruiting!

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Changes in accounting and finance recruiting

Accounting and finance recruiting is a term used for finding and hiring the right job candidates in the accounting and finance industry sector.

Accounting and finance sector has been going through some major changes lately.

If you want to be successful in recruiting accounting and finance professionals, you have to stay up to date on accounting and finance employment trends and challenges.

3 key challenges in retail recruiting (and how to tackle them)

Recruiting the right people for an accounting and finance jobs can be a challenging task. However, if you leverage the latest innovations in recruiting, you can recruit finance and accounting professionals much easier and faster.

Here are the 3 key challenges in accounting and finance recruiting:

Accounting and finance recruiting challenge #1: Talent shortage

According to the Bureau of Labor Statistics, the unemployment rate for accounting and financial sector at 2.2%, which is even lower than the overall national unemployment rate of 4.9 percent.

As a result, many studies (such as recent survey by Accounting Today or another by Robert Half) report on difficulties with finding accounting and recruiting candidates. According to recruitment consultants Hays, 76% of accountancy and finance employers said their top challenge is a shortage of suitable applicants.

How to tackle this challenge?

Differentiate your employer brand in order to stand out among your competitors and attract the attention of the scarce talent. Don’t be afraid be different and even break the rules! Change the stereotypes of the finance and accounting sector and boring and conservative.

Take a look at the example of a The Motley Fool, a financial services firm who decided to break free from the buttoned-up image of its industry. This company’s “foolish” culture became their recruiting powerhouse – even in a time of talent shortage!

Accounting and finance recruiting challenge #2: Attracting candidates with the right skills

Advances in technology are changing the accounting and financial job positions and its requirements. As a result, companies are requiring accounting and financial candidates who can do more than just crunch numbers. They want people with technology and people skills in order to have the ability to change and evolve with the times.

Research by recruitment firm Robert Half has indicated that 89% of chief financial officers in Australia struggle to find skilled finance staff, primarily due to a lack of professionals with the required niche and technical skillset.

How to tackle this challenge?

Write great job descriptions for accounting and finance positions you need to fill. Make sure you highlight the technical and niche skills and experience you are looking for in your ideal accounting and finance employees!
During the interview, ask the best interview questions to assess candidates personality and culture fit.

A good way to assess candidates knowledge and skills is to present them with a work sample test. Give your candidates a short task similar to the one they would perform at the job.

Accounting and finance recruiting challenge #3: Attracting millennial employees

The salient challenge in accounting and finance recruiting is attracting younger members of the workforce.

A recent survey by the Institute of Management Accountants found that 62% of senior finance professionals believe that recruiting millennials is the biggest challenge for their business!

According to Upskilled report, accounting and financial professionals under 25 years make up for only 8% of total accounting and finance employees!

How to tackle this challenge?

Set up an employee referral program and ask their existing employees to recommend suitable finance and accounting professionals that would make great candidates. According to the Institute of Management Accountants survey, the recruiting practice that has been most successful in recruiting millennials for finance jobs is employee referrals!

Another way to reach millennials is to advertise your open job positions on social media! Instead of posting a classical job description with a list of duties, provide a candidate with a glimpse into your company culture. Here is a great example of Twitter job post published by UK accounting firm My Accountancy Place.