The Importance of Committing to a Thorough Interviewing / Hiring Process by Guest Blogger Bryan Edwards, MSA, CPA

Sometimes you reap what you sow…………………..

Have you had too many employee challenges and too much turnover?  It’s easy to bemoan not finding “the right” candidates/employees in a tight labor market.  One path to better results is to analyze your hiring process.

Being both a CPA and recruiter, I have the opportunity to see many organizations’ hiring processes.  If you are looking to improve your hiring and retention results, consider these questions:

  • Am I realistic in assessing the current labor market?  A strong economy, many baby boomers retiring and the 150 hour CPA requirement all contribute to fewer candidates in the market.  Be careful waiting to interview too many candidates only to lose your top candidate due to delays.  When you see somebody you like, you have to move quickly in a competitive market; otherwise somebody else will.  Also, researching the appropriate salary range for a particular skill set and experience level are key.
  • Is it appropriate to delegate the screening process? You, as the hiring manager, know what you need better than anybody else. Therefore, it makes sense to be as involved as possible in the early stages of the process.  This is an investment of time, but it is an investment that pays off.
  • What personality and working style makes sense? Beyond your company culture, specific roles require specific working styles.  Somebody who is a great Analyst, for example, usually wouldn’t be the right person for a high volume data entry role.  Consider what specific working style makes sense given the nature of the work.
  • Are we doing all we should to ensure an employee’s long-term success? Once hired, do they feel they are a part of the team?  Have they been introduced to possible mentors?  Are they being invited to participate in events?  Employees in today’s market decide quickly whether or not they consider their new positions to be a long-term fit.  Make sure you invest as much in them post hire as you did to hire them in the first place.

Assessing your hiring and onboarding process prior to a search is an investment in the beginning, but pays good returns in the end.  You are more likely to locate and secure the right fit and they are more likely to stay with your organization for a longer tenure.

Best wishes in all your hiring processes,

Bryan Edwards, MSA, CPA

Bryan R Edwards, CPA, MSA

 

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