Lady Adoptante’s Post

Ever move to a new town and meet someone and think - this person is great - and then find out they aren’t. In a community you’ve lived in for a while and you have some familiarity with something about a person - a mutual friend, you know a company they’ve worked for or someone who also works there, you recognize their school, or go to the same gym, or something, anything really. This is true in hiring as well and it’s why you better have your hiring process locked down if you’re considering a remote hire… Who you probably know nothing about. #Hiring #remote #rto

How to Hire: Planning (Part 1: Timing) Hiring is hard, we all know that! But as Benjamin Franklin says: “By failing to prepare, you are preparing to fail” 👨🔬 Planning your hiring process is key to making sure it is as short, successful and stress-free as possible. There are several factors to consider when sitting down to plan your recruitment process that I will come on to talk about. But first I want to start with one of the most crucial but often overlooked… Timing! ⌚ Why is timing important? Externally, the average permanent finance hire takes on average 6-8 weeks from first speaking to a recruitment agency to candidate accepting. If your process is longer than this, you have a higher risk of losing candidates. A poorly timed process with delays can also lead to a negative candidate experience. Internally, if you hire at the incorrect time or experience delays the likelihood of members in your team having to pick up extra responsibility is much higher. This will create retention issues. Rules to follow when it comes to timing: 😁 1.     Identify start date. When do you need someone to join the team? Once you have worked this out you can work backwards, give yourself at least 8 weeks and don’t forget to factor in notice periods! If it’s a backfill I would consider interviewing much quicker or consider an interim to allow you time to hire a permanent candidate. 2.     Create a timeline. Sit down with your talent partner/recruiter and decide when each stage of the process will be. When will interviews take place and get them scheduled in interviewers’ diaries in advance to avoid complications halfway through. 3.     Avoid holidays & busy periods. Don’t kick off a process when you know team members/candidates will be away. Month end and year end are also good times to avoid as candidate availability is usually limited.   4.     Candidate communication. I would plan times within the process to go back to candidates and your recruiter with updates through each. Taking too long to come back with feedback is up there with one of the reason candidates interview elsewhere. 5.     Stick to your timings. Finance is unpredictable but being firm with your timing and process will mean success. Just picture the relief knowing you don’t have a vacancy open for 6 months.   Are there any other tips you would recommend when it comes to process timing & planning? ✅ #financerecruitment #hiring #finance

In today's competitive job market, the time it takes to hire finance talent is steadily increasing. While it's important to take the necessary time to make the right decision, a prolonged hiring process can often cost your organisation top talent. In fact, most qualified candidates are typically off the market within 10 days! Here's what you need to know about hiring fast vs hiring slow, click the link below to read our blog 👇 #hiring #recruitment #finance #accounting #talent

1. Because they’re antiquated. Are you asking the same old #interview questions and using the same old selection processes that were created years ago by someone you don’t even know before you even started working there? The working world is different now and using the old rules will get you nowhere. It’s time to update. 2. Because you’re shooting yourself in the foot. The definition of insanity is doing the same thing over and over and expecting different results. 3. Because you’re missing out on talented folks with creative ideas from a multitude of backgrounds by using these same old ways of #hiring. After working with me, my clients have their most qualified and #diverse candidate pools ever. Want to learn how? DM me to learn more about my #Equity in Hiring Audit.

Massive corporations, you're losing out on talent! Here's why. Last week, I helped my 14-year-old daughter in navigating her first job hunt. We set our sights on the usual fast-food giants, armed with a polished resume ready to make an impression. However, we were met with a frustratingly redundant process. We found ourselves entering the same information on her resume into their system, which begs the question, "Why even bother uploading the resume?" Guess what? Out of the four applications sent, only one responded, held an interview, then... complete silence. Ghosted by a giant. Refusing to be disheartened, we took a traditional turn. Armed with printed resumes, my daughter coursed through our local shopping centre and inquired about opportunities. The result? Three interviews lined up and starting a job this weekend. This is why recruitment is so frustrating for candidates. There's a huge disconnect in the recruitment process in large corporations. Complex systems are creating a barrier to hiring your best people. Recruitment can be straightforward! Let's shake hands, engage in conversation, and let's bring the human touch back to hiring. ------ I'm Richard, Co-Founder of HPR, a 5-star rated Accounting and Finance recruiter in Sydney. For the best finance talent, please reach out. Follow for more recruitment insights.

As your company takes off 🛫 , so will the demands on your team. Prepare to hire more team members and convert part-time roles into full-time positions. But, hiring is expensive, and it is easy to get in over your head. Learn how to build your winning team without breaking the bank: https://lnkd.in/eDndN2nn #SmallBusiness #Growth #HiringTips

In today's competitive job market, the time it takes to hire finance talent is steadily increasing. While it's important to take the necessary time to make the right decision, a prolonged hiring process can often cost your organisation top talent. In fact, most qualified candidates are typically off the market within 10 days! Here's what you need to know about hiring fast vs hiring slow, click the link below to read our blog 👇 #hiring #recruitment #finance #accounting #talent

So, after ~10+ years of hiring in small businesses and non profits I have three things I look at, plus one key principle. First – Look at the resume. And I generally believe the resume, unless there is something unbelievable on it. You can pretty quickly sort through which resumes are just jargon (and more recently I’ve seen a bunch of obvious Chat GPT resumes) and which are quality with quality experience. Second – An online assessment. Around 1/3rd of the candidates never take it, around 1/3rd don’t do well enough, and around 1/3rd pass Third – We do an interview, where I’m mainly trying to understand if the person can communicate on technical accounting topics and if I think they’d be a good culture fit. That’s it. No reference checks. I can move pretty fast to an offer. The key principle? I accept that it might not work out. No one knows for sure if it will work out until the things are in place for at least 90 days. More interviews, assessments, reference checks have diminishing returns. So we live in the uncertainty for a while. ******************* For almost a decade now hiring new staff to work directly with me has been a big part of my job. And it will almost certainly be part of life for the next 20 years as well. I've made some mistakes and made some good decisions, and I’ve learned a bunch in the process.  I’m going to try to write them down over the next few months on LinkedIn. 

“I will be firing our CFO, because I was told he's looking for a new opportunity” It was during  an intake call with a new client when I casually inquired if the position was a new one His response shocked me. Recruiters: do you realize the severity of forwarding a resume or reaching out to a candidate's current employer without permission?? Do you like this post? If you want to see more * Click the 🔔 on my profile! * Connect #MaiPlacement #Ethicalrecruitment #recruiter