Jackie Broussard’s Post

🛑Stop jumping from job to job🛑 The biggest red flag the hiring manager sees is candidates who have had no company loyalty spending no more than 2 years in each company for most of their career. Usually hiring managers don't want to discuss them further, let alone invite them to an interview. But, with recent surveys saying people who work for the same employer for more than 2 years earn on average 50% less over their lifetime, why would you stick around...? However, there has definitely been a shift in the market recently. Companies are still hiring, but they're being picky and seeing multiple role changes in short periods of time is going to leave you at the bottom of the pile. So, what makes a good compliance professional right now? ✅ Loyalty to your company ✅ Staying up to date with regulations, and training ✅ Clear internal progression and development ✅ A strong CV (that shows your attention to detail) #complianceopportunities #legalcompliance #careertips

🔎 Innovations in Interviewing: Modernising the Accountancy Hiring Process 🔎   The accountancy profession is rapidly adopting new technologies to streamline recruiting and hiring. Video interviewing is one innovation that promises to benefit both employers and candidates in the accountancy job market.   Click here to read the full blog 👉 https://lnkd.in/efJwSk_f   #NXTGEN #Recruitment #blogpost #Accountancy

𝗧𝗵𝗲 𝗥𝗲𝘀𝘂𝗹𝘁𝘀 𝗔𝗿𝗲 𝗜𝗻! A week ago I asked: 𝗔𝘁 𝘄𝗵𝗮𝘁 𝘀𝘁𝗮𝗴𝗲 𝗮𝘀𝗸𝗶𝗻𝗴 𝗳𝗼𝗿 𝗮 𝘁𝗮𝗸𝗲-𝗵𝗼𝗺𝗲 𝘁𝗮𝘀𝗸/𝗽𝗿𝗲𝘀𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗮𝗽𝗽𝗿𝗼𝗽𝗿𝗶𝗮𝘁𝗲 𝗳𝗼𝗿 𝗮𝗻 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗽𝗿𝗼𝗰𝗲𝘀𝘀. Here's a quick summary of the results: 🔹 42% said they prefer not to require take-home assignments at any point in the process. This suggests many see it as extra unpaid work or not an accurate reflection of abilities. 🔹 Of those open to take-home tasks, 33% think the 3rd or final interview stage is the right time to request them, once the pool has been narrowed down after initial screening. 🔹 Only 6% felt asking for significant work early on, right at the beginning, is appropriate. This shows a consensus that it could be unreasonable to expect so soon. 🔹 19% see the 2nd stage as the right compromise between not asking too early but still having an additional data point before final decisions. Key Takeaway: While no consensus, most agree that asking for take-home tasks/presentations early on is seen as inappropriate. Final stages or not at all are viewed as more reasonable by most. I'd be interested to hear others' takes on when and if take-home assignments have a place in effective, ethical hiring. What works for your roles?

*Attention Hiring Managers* "In looking for people to hire, you need to look for three qualities: 💡 Integrity 💡 Intelligence 💡 Energy And if they don't have the first one, the other two will kill you." -Warren Buffet Here are 9 ways to evaluate someone for integrity👇 ✅ Behavioral Questions - Specific questions that require candidates to describe past experiences where they demonstrated integrity such as handling ethical dilemmas or admitting mistakes. ~"Tell me about a time when"...you witnessed a colleague behaving unethically. How did you react and what steps did you take to address the situation? ✅ References - Contact the candidates references to inquire about their character, ethics, and reliability. ~Have you ever witnessed Candidate A face an ethical dilemma in the workplace? In your opinion, do you believe Candidate A is trustworthy and reliable? ✅ Scenario-Based Questions - Pose a hypothetical scenario to the candidate to test their ethical decision-making skills. ~Imagine you discovered an error on a project that could harm the company's reputation or finances. How would you approach rectifying the situation? ✅ Resume Verification - Scrutinize their resume for accuracy and consistency. ~Cut and paste one paragraph of the resume into google. Use quotes around the paragraph. Hit enter. ✅ Body Language - Pay attention to non-verbal cues like eye contact and body posture. ~Not talking about "Meet the Parents," Ben Stiller style lie detector kind of stuff but just normal observations. ✅ Values Alignment - Discuss your company's core values and gauge how well candidates align with them. ~People with strong integrity tend to align with an organization's values. ✅ Trustworthiness - Has the candidate been reliable and consistent with respect to their work history? ~Has the candidate been reliable and consistent with respect to the hiring process? ✅ Background Checks - Conduct a thorough background check or have @iSpace do it for you. ~Verify claims made on the resume and uncover any past ethical/legal issues. ✅ Gut Feeling - Trust your intuition but rely on objective evidence and multiple interviewers for a well-balanced assessment. _______ What else did I miss? Feel free to put it in the comments. And if this content is helpful, please hit the 🔔 to get my daily drop at 7:44AM PT. Be Great!

Making Hiring Faster and Better for Applicants A big question is, "Why do applicants have to fill out a form if they already sent in a resume?" In a world where hiring the right people quickly is important for businesses, it's key to make the #hiring process smooth and easy for job seekers. This problem has been around for a long time in human resources. At KTP, we require applicants to complete our #resume form in a Google document, but I find this process quite time-consuming. Are there any new methods to speed up hiring without sacrificing quality? #auditor #taxagent #accountingfirm #charteredaccountant #hiringnow

Want the inside edge on the newest opportunities in the #remote workforce? Looking to ACE your interview? #connect #follow and hit that 🔔 to make sure you catch every fresh #jobposting as they drop. You’ll also find a quick summary and tips to get prepared for the interview! So let’s get into it…this opportunity is for: Legal Operations Specialist https://ift.tt/vLGdBi6 Medallia is a leader in Experience Management with a focus on creating a positive culture within the company. They are seeking a Legal Operations Specialist to enhance efficiency, implement processes, and support the Legal Team. The role requires 3 years of legal operations experience and offers a base salary range of $71,000 – $121,000. Now for the fun: Likely Interview Question: "Can you provide an example of a legal operations project you have led and the impact it had on the efficiency of the Legal Team?" High-Level Tip on How to Best Answer: When answering this question, it's essential to provide a specific example of a legal operations project you have led, outlining the challenges you faced, the actions you took, and the measurable impact it had on the efficiency of the Legal Team. Highlight the problem-solving and project management skills you utilized and how it ultimately contributed to the team's success. Emphasize the measurable results and the lessons you learned from the experience to show your ability to drive successful initiatives. *Please note these jobs are presented, offered, and hiring courtesy of their respective POE’s. #remotefirst #nowhiring #nuagi #hiring #newjobs #interviewprep ———-———-———-———-———-———-———-———-———-———- I’m Jamal Brooks, a #careercoach and #resource for the career journey. I help remove barriers so YOU get more wins! If you want to perfect your interviewing skills, click the link to book a complimentary consultation. If we are a mutual fit we can establish an engagement agreement at a competitive rate. Let’s get to work and get you hired!

Here's a radical idea: Let's rethink hiring. As a founder of multiple companies, I've seen non-traditional hires become star employees. Going through hundreds of interviews to find the perfect unicorn doesn't work. So why not just hire employees with integrity and a learning mindset? Skills can be taught. Technologies can be learned. But you can't teach character. Mikhil Sarawagi #careers #jobseekers #punejobs #ca #accountant #accountexecutive #humanresources #hiringandpromotion

Let's all learn from this.

Companies should understand the importance of promptly responding to job applicants with either an acceptance or rejection. This not only shows respect for applicants' time and effort but also greatly improves their overall experience. Regardless of the outcome, a timely response demonstrates professionalism and consideration, contributing to a positive impression of the company. ultimately leading to a more efficient and reputable hiring process. #RespectApplicants #ProfessionalismMatters #FairHiringProcess