Recruits can bring a sense of excitement, indicating that your business is expanding and ready to welcome new clients. Opting for accounting outsourcing can significantly alleviate some of the less thrilling challenges associated with hiring, as it offers a remarkably straightforward and economical solution to enhance productivity by increasing the workforce handling your accounts.
However, there will be occasions when you require a new team member on-site, necessitating the more conventional hiring approach. This traditional method brings with it the usual risks associated with employing an unsuitable candidate, including the need to let that person go and the negative impact their presence can have on employee morale. Additionally, there are also tangible expenses involved in recruiting and training someone new.
Here’s a closer examination of various strategies you can implement during the hiring process to enhance your likelihood of selecting the ideal candidate.
Ensure you clearly understand the points they are attempting to communicate (this applies to accounting outsourcing firms as well).
Ambiguous responses can be detrimental, as they may obscure a candidate’s insufficient knowledge or a personality that doesn’t align with your company’s culture. This lack of clarity may not necessarily stem from ill intent; they might simply have misinterpreted your question, preventing them from providing a straightforward response.
If a candidate provides a response that confuses you, don’t hesitate to ask the question again. Consider rephrasing it in different ways if necessary. If you still feel unsatisfied with the answer, arrange for the candidate to return for another interview—perhaps with another interviewer present—to gain additional insights from their perspective.
Two (or more) heads are better than one.
As you’re opting for accounting outsourcing to save time, consider involving one or more of your trusted team members in the final interviews. Although you may feel hesitant about ambiguous responses (similar to the previous point), these team members might notice something that leads them to decisively reject a candidate. Keep in mind that you’re not merely selecting an individual; you’re also choosing how they will interact with other members of your team and with clients, depending on the role you’re filling.
Check their abilities
Ask candidates to complete a few representative tasks (compensating them for their time) using the software and systems utilized by your company. The focus isn’t solely on whether they can perform tasks according to your methods right away, but rather on their ability to learn various approaches and how well they adhere to guidelines. Given that your system documentation is structured in a way that allows new team members to follow along easily, they should be able to navigate through standard workflows effectively.
Read their resume before-hand.
Extending an invitation to a candidate for your company without them having any familiarity with it would be a poor decision. While you don’t need to perform an exhaustive background check, it’s important to familiarize yourself with their professional and educational history. This shows respect, and spending time perusing their resume instead of engaging in meaningful dialogue only squanders both your time and that of the applicant.
References are there for a reason
Review them. With the time you have available due to utilizing accounting outsourcing, take a moment to connect with former employers. This could be one of the most effective methods for understanding how a candidate thinks and approaches problem-solving.
Relax the interviewee
If you intimidate a candidate, you won’t learn much that is beneficial about them. Aim to have the interview showcase your company’s culture from the start, allowing you to assess how they adapt to the overall “atmosphere” of working with your team.
