Conquering the Hiring Process

Even now as unemployment is very low, it is still extremely important for employers to understand that the hiring process is key to a successful business. We have found that the number one issue that causes problems in accounting, finance and tax is making the wrong hires. It’s important to keep the following in mind when you identify a position that needs to be filled: 

• Drafting an Effective Job Description: Not only will an accurate job description draw strong candidates’ attention, you can also give the description to the person you hire so they know exactly what they are getting into when they start. If you understand the job description as a hiring manager, you will be able to identify the best talent for that specific position with all the technical abilities that you want and require.
• Getting Department to Agree on the scope of the position: This is particularly important with newly created positions. Getting your department to agree on who does what is highly important. If you plan to take 25% of 4 current employees’ responsibilities to give to the new hire, you want to make sure you have the buy in of your team.
• Posting a job internally: A viable option is often overlooked when recruiting. Are there any internal candidates? Internal candidates can often be the best fit for positions you are hiring for. They don’t have to get through the learning curve of how your company does business, they just need to figure out the responsibilities of the new job. It can be a seamless transition. Also, if there is someone deserving of a new position on your internal staff and you pass them up, they may decide to look externally for new opportunities.
• Post the job externally: Post the job on your company website, and job boards that make sense, and on any and all social media sites that make sense for your company. In most cases, the job boards find candidates that are unemployed and potentially unhappy, but occasionally you will find a star candidate through this method.
• Taping into your network for candidates: Think about where you have worked before and who you have worked with before. Think about companies that might have candidates that could be a good fit. Reach out to your networking groups and any colleagues you can think of that might know someone that could be a fit for your position.
• When and why to contact a recruiter: If you are looking for a highly specialized position or you are in a hurry to fill a position, a recruiter can be a viable option. Recruiters spend 100% of their time getting to know people in your field so that when you need to make a hire, they have qualified candidates or know where to look to find candidates for your role. Recruiters also produce candidates that are passive. These are the candidates that are employed, happy, and the candidates you want for your position. They are not looking at job boards and they are not making it public knowledge that they are looking for a new position. The best employees are more than likely currently employed and recruiters are the best source to tap into these types of candidates.
• How to best work with a recruiter: Recruiters that focus in one area are typically going to be the best resource. Firms that provide candidates across many fields may not be as knowledgeable as specialized recruiters. Also, it is incredibly important to communicate with your recruiter- initially providing details about exactly what you are looking for; and also to communicate with them through the process when your requirements change, you find a candidate that you really like / dislike, etc. Giving a recruiter honest feedback on candidates helps them to hone in on their search and find you the best available talent on the market.
• Give up on finding the perfect candidate: The perfect candidate does not exist. You want to work to get as close to as you can to the best candidate the market will bear. Passing up on candidates that are not perfect will get you no where.
• Figuring out the best way to do the interview process: The interview process is extremely important. The way that your company interviews gives the candidates a picture of how you run your company. If you are late to an interview, the candidate may perceive you as unorganized or even disrespectful. They have likely taken time off of work to meet you. Make time for them. Have specific questions prepared for the interview. Ask about their career progression, their technical skills, and anything else important or appropriate. Don’t let your perception of their resume speak to all of their experience. Have a conversation with them about it.  Also, if the interview process is too lengthy, the candidate may perceive that your company is slow moving, lacks direction, and their interest may wane. While it is certainly nice to have candidates to compare, it’s important not to wait too long and let a great candidate go by because they happened to be the first person you interviewed. If you meet someone you like, get them through the process quickly, and make your decision. Also, be very cautious that you are not checking references at the candidates’ current employer unless given explicit permission to do so. Their candidacy is made in complete confidence and should be protected as such.
• The best way to make an offer and get your candidate: Once you have determined who your best candidate is, make a verbal offer. Typically, candidates should receive a 10-15% jump from their previous position. Make a fair offer. Once you have the verbal ok, draft an official offer letter. Do not expect a candidate to give notice until they have the offer letter and all background checks, etc, are cleared.