Most of our followers know the "Golden Rules of Accounting", so we've decided to share one of Biltmore's Golden Rules of Hiring. 🌟 Meet the Needs. We could write a book on this topic alone (and many have), but let's break it down and make it simple. The candidate and the hiring team need to have their needs met. Both parties. Equally. Interviewing is not a one-way street. It is a collaborative and cooperative effort to share what needs to be done and how a candidate's experience can make it happen. If you've interviewed with our Biltmore team, you know we approach our candidate interviews with a conversational feeling - like a meeting over a cup of coffee. This is an authentic way to share information, without pretense, and explore if there is a candidate/role match quickly. Remember - If the ground rules are "it needs to be good for everyone", the process has balance. Another reason this is effective? Our clients are looking for skill fit AND culture fit. Interviews are stressful enough. We aim for an experience that allows candidates to exhale, relax their shoulders, and have an authentic conversation that reveals transparency in what they bring, and what's important to them. If this matches the job description and our client's needs, there's a stronger chance of finding the right person quickly. That's good for everyone. Recruiting should be a balance. If it isn't, then it becomes all about numbers, which doesn't offer much in the way of longevity or loyalty.
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Tuesday Tip: Personality is Key It may come as a surprise that personality plays such a crucial role in the effectiveness of your accounting staff across all aspects of their work. The common misperception is that the accounting group works in a silo and is mostly focused on data. That couldn’t be further from the truth. Beyond crunching numbers and balancing spreadsheets, your accounting team often serves as liaisons between vendors, clients, and colleagues. A bright and engaging personality can foster positive relationships and open lines of communication, essential for successful interactions. When dealing with vendors, a personable demeanor can facilitate negotiations and promote trust, leading to smoother transactions and potentially better deals for the company. Along those same lines, when interacting with clients, a warm and engaging personality can enhance client satisfaction, improve retention rates, and even lead to valuable referrals. Alternatively, negative, curt, or dismissive interactions with your vendors, customers, and teammates can lead to problems that could go unseen or unnoticed for a very long time. The Solution? Avoid making the mistake (that many companies do) and hire from a checklist of skills. While skills are important, underlying characteristics like personality, curiosity, and the ability to connect with others may not make it onto the resume. During my interview process, I take the extra time to understand the professional and to make the best match possible. This also includes checking references; and speaking with managers, peers, and direct reports to deeply understand how the candidate operates day-to-day. If you’re searching for talent to join your accounting or finance team, we should talk about how you screen for the things that don’t appear on the resume.
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Senior Recruiter @ Accounting Search LLC | 30+ years' experience Specialist in G/L- Operational and Financial Accounting, FP&A Recruitment
Level Up Your Interviews: Asking employers powerful questions! Gone are the days of simply answering questions and leaving an interview. Here are some key questions to ask employers during your next interview that can help showcase your proactive nature and help you get a clear picture of the role: 1. Unveiling the Day-to-Day: "What does a typical day look like in this position?" - This helps visualize the role and assess what parts of the job description are actually most of your typical day. You may have the opportunity to share successes you've had in those duties more easily using this question. 2. Highlighting Your Strengths: "Where do you see my strengths being best applied within this role?" - This demonstrates your interest in utilizing your skills and contributing to the team, but it also gives you some insight on how challenging the role would be for you and if the time spent in those tasks fits what you are looking for. (Optional) Project Focus: "What are the most pressing projects that require attention?" - This is another opportunity to talk about your resiliency and ability to see the big picture while accomplishing tasks. You may also get a sense of how much of your time is not under your control. Be sure to ask about completion time expectations and if use of additional resources is expected or allowed. Installing SAP in 3 months? Hmmm. -------------------------------------------------------------------- Beyond the Interview: Prepare Your Success Stories! To truly shine, prepare a list of your achievements to jog your memory and avoid leaving an interview wishing you had discussed one of your key strengths. To do this I suggest organizing your successes into 3 or 4 areas that seem to frequently come up in interviews for the type of role you have. For accounting interviews, I suggest these: (you'll have your own as well) Technology- Showcase/share your successes in using technology to optimize your work and to improve processes in your organization. Subject Matter Mastery: Successes in this list highlight your deep understanding of the role's specific technical aspects. Compliance knowledge, inter-company accounting, GAAP/IFRS, M&A, etc. Solo Superstar: Demonstrate impactful results achieved independently and directly attributable to you alone. Use these to show how you accept responsibility and get results without close supervision. Team Player Triumphs: Emphasize your ability to collaborate and contribute to group success. Be sure to have some of these examples ready to discuss how you work with others. By asking insightful questions and showcasing your achievements through well-structured narratives, you'll have more tools to leave a lasting impression and potentially position yourself as a top candidate! accountingsearch.net
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🤔 Are you tired of traditional hiring methods that only scratch the surface? In the world of financial and accounting recruitment, there's a new approach on the rise: Holistic candidate evaluation 🔍 But what exactly does that mean? How can looking beyond the resume lead to finding the perfect fit for your team? 💼 Our latest article delves deep into this progressive concept, exploring how considering a candidate's skills, personality, work ethic, and cultural alignment can revolutionize your hiring process. 💡 Discover the secrets to building a team that not only meets qualifications but also thrives within your company's unique environment. 🚀 Ready to take your hiring strategy to the next level? Click the link below to unlock the full article and embark on a journey toward holistic recruitment success! 👉 https://ow.ly/kBHK50RcHcy
Holistic Candidate Evaluation : Looking Beyond the Resume
fedfinance.uk
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FREE WEBINAR - April 19th, 2024 10-11:30am PDT So You Want to Be the Boss…Hiring your first employee. It's a major milestone, an investment and a risk all wrapped up in one! The key to a successful, snag-free hiring process requires understanding of the legalities, as well as a tried-and-true action plan. In this workshop, SCORE and ComplyRight provide step-by-step guidance on: -What to consider before you hire -How to develop an efficient hiring process -The do's and don’ts of recruiting -Tips on screening and interviewing -Mandatory record keeping and tax reporting with new hires Presenter: Polina Kremsl Sign Up Here: https://lnkd.in/gpdcuDdY
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Founder & Director | Connecting talented Accounting Professionals with their ideal career opportunity | Are you looking for a new role or simply to gain some market insight? Drop me a message!
𝐏𝐞𝐫𝐭𝐡 𝐚𝐜𝐜𝐨𝐮𝐧𝐭𝐢𝐧𝐠 𝐩𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥𝐬 - 𝐓𝐡𝐢𝐬 𝐢𝐬 𝐡𝐢𝐧𝐝𝐞𝐫𝐢𝐧𝐠 𝐲𝐨𝐮𝐫 𝐣𝐨𝐛 𝐬𝐞𝐚𝐫𝐜𝐡 (𝐠𝐞𝐭𝐭𝐢𝐧𝐠 𝐜𝐚𝐮𝐠𝐡𝐭 𝐢𝐧 𝐚 𝐰𝐢𝐥𝐝 𝐬𝐡𝐨𝐨𝐭-𝐨𝐮𝐭)! 🔫 🔫 The once-peaceful town of the Perth accounting recruitment market is showing signs of becoming the wild-west. Although competitive, the process from Perth's various recruitment consultancies over recent years has been targeted, organised and professional. Lately, though, a few accounting firms seem to be getting the same candidates from multiple recruiters. 𝐀𝐬 𝐚 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞, 𝐭𝐡𝐢𝐬 𝐜𝐚𝐧 𝐡𝐢𝐧𝐝𝐞𝐫 𝐲𝐨𝐮𝐫 𝐬𝐞𝐚𝐫𝐜𝐡 𝐢𝐧 𝐭𝐰𝐨 𝐰𝐚𝐲𝐬; 🤠 It creates confusion regarding representation which can lead to the organisation deciding not to progress with your application (to avoid the hassle) 🤠 It suggests you have a lack of control over your job search 🤠 It can make a recruiter who is representing you the "right way" start to having concerns over approaching other clients in case you've already been presented 𝐈𝐭 𝐢𝐬 𝐡𝐨𝐰𝐞𝐯𝐞𝐫 𝐞𝐚𝐬𝐲 𝐭𝐨 𝐚𝐯𝐨𝐢𝐝 𝐭𝐡𝐢𝐬 𝐬𝐢𝐦𝐩𝐥𝐲 𝐛𝐲 𝐞𝐢𝐭𝐡𝐞𝐫; 🤠 Partnering with only one trusted recruitment consultant 🤠 Or if working with multiple - Request full transparency about where they're sending your CV (ideally confirmation over email) - If then you find out your CV has been sent somewhere without permission; ▪ Stop working with that recruiter ▪ Refuse representation to that firm/role 𝐁𝐞𝐧𝐞𝐟𝐢𝐭𝐬 𝐨𝐟 𝐭𝐡𝐢𝐬 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡; -You maintain control over your job search -You know exactly which firms have your CV -Your job search becomes more effective So, there you go, take control, avoid the shoot-out, and ultimately increase your chances of finding the best role for you!
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Many Accounting & Finance candidates I partner with get nervous and intimidated by possible behavioral based questions they may be asked during an interview. The secret to behavioral based questions is to prepare talking points around 5 to 8 detailed projects or accomplishments ahead of the interview. These are examples where you share specific facts and figures instead of just making general statements. People are impressed and respond more favorably when specific numbers are shared. Using numbers and percentages in your answers makes your accomplishments more relatable and tangible. GENERAL – I was able to reduce G&A expenses year over year. SPECIFIC - I was able to help the company cut G&A expenses 18% from the previous year by putting our insurances out for bid, consolidating our legal expenses from three firms to one, and outsourcing payroll instead of having two full time people dedicated to it. The best preparation technique for preparing for behavioral questions is to use the STAR Method SITUATION/TASK - Describe the situation or problem you were involved with solving. ACTION – What did you specifically do to address the situation and solve the problem. In a group situation, you want to focus your answer on what you did specifically NOT what others in the group did. RESULT – Quantify the results of your actions. What did you achieve and how did it benefit your company? When candidates prepare 5 to 8 examples ahead of an interview, they find they can apply these answers to a variety of different questions that may be asked. Here is a list of some common behavioral based questions: 1. Talk about a time when you had to work closely with someone whose personality was very different from yours. 2. Give me an example of a time you faced a conflict while working on a team. How did you handle that? 3. Tell me about a time you were under a lot of pressure. What was going on, and how did you get through it? 4. Describe a time when your team or company was undergoing some change. How did that impact you, and how did you adapt? 5. Tell me about a time you failed. How did you deal with the situation? Sometimes it’s just not possible to get everything on your to-do list done. 6. Tell me about a time your responsibilities got a little overwhelming. What did you do? 7. Tell me about a time you set a goal for yourself. How did you go about ensuring that you would meet your objective? 8. Tell me about your proudest professional accomplishment. #CarolinaPRG #Hiring #Jobsearch #Accounting #Recruitment #CharlotteJobSearch #Interviews #BehavioralInterview #Big4
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IT Recruitment Specialist | 18+ Years in IT Recruitment - Perm & Contract | Serial Coffee Drinker! | Proud Father ❤
When I need to file my company accounts, I wouldn't go to 3 Accountants and tell them I'll pay the first one to send back the completed documents. (I've used this analogy before and I'll use it again..!) So why should recruitment be any different? It would mean that... ❌ Two people are not getting paid for the work they do ❌ It's about the result and how quickly you can do it ❌ The focus isn't on quality ❌ It's brand-damaging because it ends up being a rat race. So, does the client end up getting a sub-par service from the agency? Probably, yes. ❌ They don't get the best candidates. ❌ They don't get Mrs Right, they get Mrs Right now (whoever is actively on the market). ❌ They don't fully qualified candidates, because they don't have the time. ❌ Things become slap-dash ❌ Their dedicated time is spent with clients who give them dedicated time. ❌ CV:Job Fill ratios are higher ❌ Candidates end up with a bad experience. The Best Service... Dedicated Time... Quality... Respect... Better Results... Less of Your Time Involvement... If you want all of these then work with one recruiter whom you trust, specialises in your market and comes highly recommended. Sometimes it's about taking a step back and looking at the bigger picture. #RecruitmentDoneRight #Recruitment
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Helping Financial Advisers, run more profitably, grow sustainably and exit with confidence when appropriate. Contact 07471 353906
Are you looking to hire the perfect financial adviser for your firm? Here are some helpful tips to prepare for the recruitment process: 1. Identify your specific requirements for the role. 2. Craft a comprehensive job description and person specification. 3. Decide on the most effective advertising platforms to reach potential candidates. If you are a Quilter Financial Planning partner, we provide this resource. If you are an external business, Rachael Fennessey 💫 Chief People Officer comes highly recommended. 4. Assess the applications received, paying close attention to relevant experience and qualifications. 5. Conduct interviews to get a better understanding of each candidate's skills and fit for the role. 6. Verify references, finalise the contract, and extend the job offer to the selected candidate. 7. Finally, onboard your new employee as they begin their journey with your firm. By following these steps, you can ensure that you find the right financial adviser for your firm. Good luck with your recruitment process! #financialadviser #recruitmenttips #hiringprocess
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How can working with a recruiter benefit your job search? 🌱 Specialized attention to your unique situation 📖 Unlimited access to resources, like individualized interview prep 🤝 Negotiation on your behalf to get you the best offer possible 💻 Introductions to firms you may have never heard of with outstanding benefits you can't believe you've lived without 🗓 Interviews organized and scheduled for you 📣 A team of professionals cheering you on every step of the way! Ready to get ahead? Like this post or send me a message to learn how my team at Premier Financial Search can help! #cpa #cpafirm #hiring #hiringnow #newjob #remotework #tax #audit #taxsenior #auditsenior #taxmanager #auditmanager
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Enhance your recruitment process with these essential accounting interview questions. Find the best candidates! #Recruitment #AccountingJobs #hiring #skill #skillassessment
Key Accounting Interview Questions Recruiters Must Ask
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2moHe is a scammer