With a wave of his hand and the infamous words, “These aren’t the droids you’re looking for” Obi-Wan Kenobi eludes a storm trooper watch. And just like those storm troopers, you could miss the very thing you’re looking for – in your case, the candidate who could be a fit for your organization. Here are some tips designed to make sure that you spot and land the best candidates for your finance or accounting job.
Define the Role
Defining the role means looking closely at the “must haves” and separating them from the “nice to haves.” It means engaging relevant stakeholders in the discussion and making sure that the line manager is involved in crafting the requirements for the role. Most importantly, you need to consider which soft skills are necessary for success. For example, will your hire have to build cross-functional relationships? Will he or she need to excel in ambiguity?
Write a Job Description that Speaks to the Right Candidates
A big mistake is to simply dust off a past, tired job description and use it once again. Effective job descriptions speak directly to the candidate. This resource “Attract Top Talent – Sample Finance Job Description” can help you learn how to write job descriptions that have impact.
Avoid Using Only Job Boards
Job boards create selection bias. That is, only the people who see the role posted on the job board apply to it. Instead, leverage the power of social media to reach out to your next, great superstar. Focus on passive candidates – people who would be willing to transition if the right opportunity came along.
Read: “How to Use LinkedIn to Find the Best Job Candidates” for additional information.
First and foremost create a scorecard that allows you to compare candidates across a variety of factors. This will encourage objectivity and streamline the hiring process by increasing your chances at consensus. Make sure to ask questions that test emotional IQ, not only technical fit. At the end of the day, if your hire is not a cultural fit for the organization, it’s likely you’ll be back to the drawing board in 3 to 6 months.
For interview questions that will help you evaluate a candidate’s emotional IQ, read “The Accounting Interview – Questions that Test Emotional IQ.”
Don’t Ignore Transferable Skills
If you’re hiring for a contract role where you need someone to ramp up quickly, then yes, specific, task-related experience is critical. But with a permanent hire, a solid base of transferable skills can indicate a quality candidate.
To make sure you spot top notch candidates start by defining the role in terms of “must haves” and “nice to haves.” Connect with relevant stakeholders and make sure to engage the line manager. From there, build a job description that speaks to the kind of candidate you’re looking for. Create a scorecard that injects objectivity into the process. Don’t just rely on job boards as they can create selection bias. Instead, leverage the power of social media, or bring a finance or accounting recruiter on board (or both). In your interview process remember to ask questions that evaluate emotional IQ and don’t ignore a candidate’s transferable skills. After all, no one wants to be that storm trooper who lets the very people he is looking for pass him by.
Your Next Step
No one should walk the job search or hiring road alone. At Clarity Recruitment we help others realize their success through a process that marries proprietary technology with unwavering commitment. Contact us today to take control of your career, or to partner with us to hire well.
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