NXTGEN Recruitment’s Post

To me- successful recruitment really comes down to one thing. Effective communication. Sometimes saying there is no update is an update. And it only takes 2 minutes to give that update. I understand wanting to see more candidates. I understand wanting to do more due diligence. Let's just try to keep people updated throughout the process. Hiring is tough. Interviewing is tough. Communication throughout the process makes things easier. At least that's what I've seen recruiting over the past 6 years. #accounting&finance #hiring #recruitment #communication

How To Ace THE HR ROUND To Ace INTERVIEW SESSION in Big 4’s & Mid - Size Firms? Many of us at times do well in the Technical Round, but when it comes to answering the HR ROUND, We don’t know what to answer and end up in losing our opportunity. Here are few questions and how to deal with them- Q.1. Tell me something about yourself? This is a very basic question asked, but is a very crucial question to check how confidently you craft your answer in limited words with powerful message. So make sure you answer it with key streamlined words you want the other person to know about you. Q.2. Why you opted for CA? Be genuine and authentic. Don’t give superficial answers for opting CA. Highlight your genuine reason, with a passion to work in the field & ace the profession with your dedication and skills. Q.3. Why should we hire you? Here, you have to confidently speak about your strengths and abilities that align with the organisation’s career objective, and tell them that you want to contribute to the organisation’s growth with your desired skills and strengths. Tell them how you like the work they are doing, and that you want to contribute towards the same direction. Will release more questions & answers in next series. Stay tuned & join my telegram channel where I release questions regarding provisions of TDS/ AS / SA / RCM to keep you all updated of the important questions to get a sure shot selection. https://t.me/ishwinkaur

The Length of Recruitment Process Needs to Change Over the last few weeks, I’ve become increasingly frustrated with the length of the recruitment process and the time between interview stages when recruiting Accountants in the Manufacturing industry. In today’s competitive market, talent is moving fast! Big gaps between interviews or a long recruitment process will mean you’ll  lose the best Accountants! What’s causing this…? Multiple decision makers need to agree on who to progress, which slows everything down. Interview availability of the panel and internal priorities causes delays. Accountant’s expect an effective and efficient interview process. Long processes and big gaps between stages will lead to the Accountant’s becoming disengaged. What can you do to overcome this…? Simplify and agree the interview process before going live with the position. This will streamline the process and reduce time between stages. Keep lines of communication open. Keeping the candidates engaged and informed with what’s happening throughout the process. Make sure you prioritise the recruitment process. You'll reap the reward with having the position filled, than the hole in your team if you don’t hire at all! Accountants invest significant time and effort preparing for each stage. Keeping them waiting reflects poorly on your organization and could make them look elsewhere. Was this useful? #FinanceRecruitment #ManufacturingIndustry #RecruitmentChallenges

🌟 Enhancing Candidate Engagement in Financial Services & Accounting 🌟 Recruiters, are you fostering meaningful connections? 👂 Active Listening 👂 Are you truly engaged in understanding your candidates' aspirations? Actively listening allows you to grasp their desires for their next role, enabling better matchmaking. Demonstrating their importance builds trust, assuring candidates that you'll exercise good judgment when presenting them for potential opportunities. Uncover their commitment levels, ongoing interviews, and offers. 📢 Effective Communication 📢 Are you keeping candidates in the loop? Given the often protracted recruitment timelines in the financial sector, communication is key. Inform candidates about the process, ensuring they know they're not forgotten. Acknowledge the time constraints faced by Finance and Accounting professionals, approaching them with patience and tact. Maintain an open channel, alleviating pressure and fostering a collaborative relationship. 💡 Market Knowledge 💡 Do you comprehend the industry landscape? Equip yourself with comprehensive market knowledge to avoid mismatching candidates with unsuitable roles. Your expertise becomes a valuable tool, guiding candidates to optimal decisions for potential positions. Being well-versed in the market also positions you to negotiate the best packages on their behalf, creating a win-win scenario. 🤝 Building a Partnership 🤝 Recruitment is a partnership—ensure candidates feel valued, and heard, and trust your commitment to their success. By implementing these strategies, you'll significantly reduce the likelihood of candidate ghosting. Remember, it's not just about filling roles; it's about establishing lasting partnerships in the dynamic world of financial services and accounting. #Recruiting #financeaccounting #recruiter #financejobs

When hiring accounting and finance professionals, it’s essential to set realistic timelines tailored to the level of the role you’re looking to fill. Here's a breakdown: Entry-Level Roles: Typically involve 1-2 interviews, including initial screenings and interviews with key team members. Mid-Level Roles: Usually require 2-3 interviews, including an initial prescreen, a video call with a leader, and a final in-person interview. Senior-Level Roles: Demand a meticulous approach with 2-4 interviews, including prescreens and in-person meetings. C-Suite Roles: Involve several interviews with extensive evaluations, cultural fit assessments, strategic vision alignment, and negotiations. Setting clear expectations regarding the interview process timeline ensures transparency and helps manage candidates’ expectations, ultimately leading to a smoother recruitment experience. Read the full blog for more insights: https://lnkd.in/eP2fUGD4

Are you an accountancy professional seeking a new role? Employers, are you finding it challenging to secure top talent? Let's talk about the importance of making the recruitment process a positive experience for candidates and clients. As an experienced accountancy recruiter, I've seen first hand the impact of a positive recruitment journey. It's not just about filling a position; it's about creating a lasting impression on potential hires. From the initial application to the final interview, every interaction shapes a candidate's perception of your company. Candidates who feel valued and respected during the recruitment process are more likely to accept an offer and become engaged employees. Simple gestures like timely communication, transparent feedback, and a welcoming atmosphere can make a world of difference. So, to all job seekers out there, remember that your experience matters. And to employers, investing in a positive recruitment process can set you apart in a competitive market. If you're ready to find your perfect match or enhance your recruitment strategy, visit www.seymourjohn.com or reach out to helen@seymourjohn.com. Let's make the recruitment journey a memorable one for all the right reasons. #PositiveRecruitment #AccountancyJobs #SeymourJohn

MISAK’s hiring process would be best obtained by contacting the organization directly. Here are some common steps in a hiring process: 1. Job Posting: The organization advertises the job opening through various channels, such as their website, job boards, or recruitment agencies. 2. Application Submission: Interested candidates submit their resumes and other required documents to the organization, either through an online application system or by email. 3. Resume Screening: The organization reviews the received resumes to shortlist candidates who meet the minimum qualifications and requirements for the position. 4. Interviews: Shortlisted candidates are invited for interviews, which may include multiple rounds and different formats such as phone interviews, video interviews, and in-person interviews. 5. Assessments and Tests: Depending on the position, candidates may be required to complete assessments or tests to evaluate their skills, knowledge, or aptitude related to the job. 6. Reference Checks: The organization may contact the references provided by the candidates to gather additional information about their qualifications and work experience. 7. Decision and Job Offer: After evaluating all the candidates, the organization makes a decision and extends a job offer to the selected candidate. The offer typically includes details about compensation, benefits, and other relevant terms. 8. Onboarding: Once the candidate accepts the job offer, the organization initiates the onboarding process, which includes completing necessary paperwork, providing orientation, and integrating the new hire into the team. Please note that this is a general overview of a hiring process and may vary depending on the organization and the specific position being filled.

Are you exhausted from reading numerous CVs and holding countless first-round interviews? With Ruby Group Recruitment, you don’t need to worry anymore when it comes to the initial vetting process as we’ll do it all for you. We'll do a thorough assessment of qualifications and experience that fit into your job profile precisely. Get started here: https://lnkd.in/e-zFpwV8 #RubyGroupRecruitment #FinanceProfessionals #ScreeningProcess #RecruitmentAgency

Interview Stories HR collected the feedback of all the candidates after a panel interview for Finance Manager role. MD: Could you update me on the feedback on candidates? HR: Well, Candidate A has worked in corporates as senior accountant but his experience is very limited in terms of general accounting and has no knowledge in costing. MD: But his communication is good. HR: If communication is good that doesn't mean that the candidate is fit for the role. MD: Do you know accounting? HR: No,but well experienced in recruitment. MD: Call him for the final round. During the final round: MD keeps talking about company and it's vision without even asking a single question related to the role concluded HR rejected Candidate is the ideal fit for the role.😂 MD: Laughing at HR and says, hey look the candidate you rejected is going to join soon. 😂 while HR: (Keeping a statement in their mind: this is not my father's company) 😂 Genuine feedbacks are often go in vain when their is a moody management. Attrition rates keep going high😂

Confuse how to hire ❓ Here are some tips you can follow :-               Hiring effectively involves several key steps to ensure you find the right person for the job. Here's a general outline of the process: 📌 Define the Job Role: Clearly outline the responsibilities, skills, qualifications, and experience required for the position. 📌 Create a Job Description: Write a compelling job description that includes the job title, responsibilities, qualifications, benefits, and any other relevant details. 📌 Advertise the Job: Post the job opening on relevant platforms such as job boards, company website, social media, and professional networks. 📌 Screen Resumes: Review incoming resumes and cover letters to shortlist candidates who meet the job criteria. 📌 Conduct Interviews: Schedule interviews with shortlisted candidates. Interviews may include phone screenings, video interviews, and in-person meetings. 📌 Assess Skills and Fit: Evaluate candidates based on their skills, experience, qualifications, and cultural fit with the team and organization. 📌 Check References: Contact references provided by the candidate to verify their work history and performance. 📌 Make a Selection: After interviews and reference checks, select the most suitable candidate for the position. 📌 Make an Offer: Extend a job offer to the chosen candidate, including details about compensation, benefits, and other terms. 📌 Onboarding: Once the offer is accepted, onboard the new hire by providing necessary training, introductions to the team, and access to resources they need to succeed in their role. 📌 Follow Up: After hiring, follow up with the new hire to ensure they are settling in well and address any initial concerns they may have.