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Interviewer - Complete Controller

When hiring new employees, interviewing potential candidates is part of the hiring process. To find the best person for the job, the interviewer has to be effective. Many don’t think about the preparation of the interviewer and focus more on the person being interviewed. Though the interviewer may be asking the same questions to all the candidates, they have to be prepared for the varying answers. Here are some tips to become a better interviewer.Check out America's Best Bookkeepers

Be Prepared

Most people think that only the potential candidate must be prepared for the interview; however, it is equally essential the interviewer is prepared. Make sure you have effective questions and know about the interviewee’s employment history and qualifications beforehand. Also, have a copy of their resume, cover letter, and application for reference during the interview. Just as the candidate should know the company they are applying to before an interview, the interviewer should know something about the person interviewed.

Choose Questions Wisely

The interview questions should be designed specifically for the position you are hiring for and should include questions about skills, work history, and job knowledge. There should also be situational questions and other behavioral questions to determine how a potential employee will handle themselves in common workplace scenarios. Check out America's Best Bookkeepers

Keep the Interview Structured

An informal and unstructured interview can easily stray off subject and become a waste of time for both the interviewer and interviewee. Keep this structure and interview flow consistent with each candidate. The structure should be introductions, questions and answers, and opportunities for the candidate to ask questions they may have.

Actively Listen and Take Notes

Actively listening and taking notes will be crucial to the interview process. You, as an interviewer, will likely be interviewing several candidates. These notes and recall from actively listening will be vital to calling candidates for a second interview or making a final decision. If the interviewer is not the only person making the decision, these notes will be necessary for the other decision-maker(s) to read. Check out America's Best Bookkeepers

Know Your Biases

Every person has subconscious biases. As an interviewer, you must identify what yours are, so you won’t allow them to color your opinion of a potentially qualified candidate. Like a judge in a courtroom, an interviewer must not allow bias to make a decision that is unfair to the candidate or prevent the right person from being hired. Don’t beat yourself up if you are carrying biases, everyone does. But identifying them and minimizing or destroying them is important before interviewing anyone. Once you are aware of them you will naturally steer away from them.

Practice Interviewing

Just like any other skill, practice makes perfect. To become a better interviewer, conduct mock interviews with co-workers. Doing these practice interviews will not only help you become a better interviewer, but it will allow you to add or improve questions to make the interview as effective as possible. During the practice interview, proceed as though your practice candidate is the actual interviewee. This practice will help you be focused so even if the interview isn’t exactly as planned, you will control the flow and keep things on track.

Conclusion

Being an excellent interviewer is as important as being the right candidate for the job in an interview. If the person conducting the interview is unprepared or doesn’t ask the right questions, the process will not identify the best person for the job. Being prepared, choosing questions wisely, keeping it structured, listening actively, knowing your biases, and practicing the interview will ensure that everything goes smoothly.

Check out America's Best Bookkeepers About Complete Controller® – America’s Bookkeeping Experts Complete Controller is the Nation’s Leader in virtual bookkeeping, providing service to businesses and households alike. Utilizing Complete Controller’s technology, clients gain access to a cloud-hosted desktop where their entire team and tax accountant may access the QuickBooks™️ file, critical financial documents, and back-office tools in an efficient and secure environment. Complete Controller’s team of certified US-based accounting professionals provide bookkeeping, record storage, performance reporting, and controller services including training, cash-flow management, budgeting and forecasting, process and controls advisement, and bill-pay. With flat-rate service plans, Complete Controller is the most cost-effective expert accounting solution for business, family-office, trusts, and households of any size or complexity. Check out America's Best Bookkeepers
Pool of Candidates - Complete Controller

Many innovations have resulted from a need to pair the right individual with the right organization’s right job. However, we are still nowhere close to hiring employees in a manner that is both effective and accurate. This is because portals like LinkedIn offer a professional network that makes it easier for employers to find potential employees that meet their requirements. This is the first stage of recruitment, and technology and innovation have come a long way. However, the next process is the most time-consuming and stressful process for HR as it involves short-listing suitable future employees from a massive pool of potentially similar candidates. Check out America's Best Bookkeepers

How does one short-list one person and not another? What is the basis for the selection or deselection of a potential hire? Why is this process so time-consuming? And finally, is there a better way? These are but a few questions on the minds of HR representatives and business owners alike.

What is ShortListing? And Why is it so Important?

Short-listing is the process of narrowing down candidates from an applicant pool. These applicants best meet the desired position requirements, and they are who the organization would like to see in the next phase of the recruitment process. No organization has the time, resources, finances, or ability to meet or place an interview with each candidate that applies to the organization. Short-listing potential candidates is essential as only a fraction of those who have applied for the position are called in for an interview or move on to the next phase of recruitment—deciding who should move on and who shouldn’t is the real challenge facing recruiters worldwide. Check out America's Best Bookkeepers

Screening and Short Listing

Screening and short-listing often happen simultaneously as a recruiter goes through every applicable candidate. The screening process is essential to the effective short-listing of potential candidates as it helps in eliminating those candidates that are least likely to be a good fit. Many organizations use different screening processes based on the type of position in question and the size and nature of the business.

Determining a set short-list criterion ensures that employees selected at least meet the minimum levels of experience and qualifications needed for the position. Screening standards should be high enough to provide good quality candidates get pushed forward, but not too high either as many potentially qualified candidates might not pass through screening.

A short-list criterion should be based on the experience, qualities, and traits of top-performing employees who are currently in that role. The criteria should never include personal opinions, gut feelings, or own similarities of the candidate with recruiters or managers.

An ideal short-list criterion should include the following:

  • Education
  • Experience
  • Professional Skills
  • Personality Traits
  • Competencies Check out America's Best Bookkeepers

 

Each of the criteria mentioned earlier can be further elaborated upon to ensure that recruiters and HR managers know what they are looking for in terms of the ideal employee for the position. The better the screening criteria are, the more effective will be the recruitment process for the organization. A thorough and well-defined screening process maintains desired employee standards across the organization leading to better utilization of resources and increased productivity and expertise.

Conclusion

Short-listing ideal candidates can be challenging for any recruiter, but if proper measures are put in place, this process can become a lot more streamlined and less time-consuming. There are no shortcuts when it comes to selective hiring. The most effective recruiters and HR professionals follow strict guidelines when it comes to screening candidates. Screening is more than half of the recruitment battle, and by adhering to strict criteria will help in the most effective selection of potential candidates. Check out America's Best Bookkeepers About Complete Controller® – America’s Bookkeeping Experts Complete Controller is the Nation’s Leader in virtual bookkeeping, providing service to businesses and households alike. Utilizing Complete Controller’s technology, clients gain access to a cloud-hosted desktop where their entire team and tax accountant may access the QuickBooks™️ file, critical financial documents, and back-office tools in an efficient and secure environment. Complete Controller’s team of certified US-based accounting professionals provide bookkeeping, record storage, performance reporting, and controller services including training, cash-flow management, budgeting and forecasting, process and controls advisement, and bill-pay. With flat-rate service plans, Complete Controller is the most cost-effective expert accounting solution for business, family-office, trusts, and households of any size or complexity. Check out America's Best Bookkeepers
HR Hiring - Complete Controller

The HR department of any organization is responsible for a set of assigned tasks including but not limited to recruitment, sourcing, scheduling, payroll, employee benefits, and any queries regarding HR policies and practices. The most significant role that HR representatives play within an organization is how they source for new potential employees. Even though many platforms assist in sourcing for potential employees, it is still a challenging and time-consuming ordeal. Finding a candidate that best fits the job position requirements and work environment can not only be challenging but often extremely time-consuming and expensive.

The department responsible for managing all resources related to employees is referred to as the Human Resource department. HR comprises of all those activities associated with the management and development of employees in an organization. HR professionals have a significant role in sourcing, shortlisting, interviewing, and selecting candidates during the hiring or recruitment process. Check out America's Best Bookkeepers

Sourcing

Sourcing is the first step of the recruitment process and the primary responsibility of a professional and proficient HR representative. The HR manager and his team are responsible for sourcing ideal candidates using a variety of different means. Along with social media platforms like LinkedIn and monster.com, HR professionals need to be proactive when it comes to developing a strong professional network and various headhunting candidates who might be an ideal fit for the organization. Developing newspaper ads and generating job posts on social media can help in sourcing several potential candidates for any job position.

Short Listing & Screening

Short-listing is the act or process of narrowing down candidates from an applicant pool that best meets the desired position requirements and who the organization would like to see it the next phase of the recruitment process. No organization has the time, resources, finances, or ability to meet or place an interview with each candidate that applies to the organization. This is why selecting candidates from a large pool of applicants falls under the responsibility and job description of an HR ProfessionalCheck out America's Best Bookkeepers

A shortlist criterion should be based on the experience, qualities, and traits of top-performing employees who are currently in that role. This is perhaps the most time consuming and challenging task of an HR representative. Adhering to a well-formulated screening process is the key to accomplishing this part of the recruitment process most effectively and efficiently.

Background Check & Interview

Once potential candidates are shortlisted through the screening process, it is time that they are called in for an interview. Most organizations mandate a background check either prior or post-interview to ensure that the employee has no criminal record and is, in fact, an upstanding citizen. This also falls under the job responsibility of HR as determining appropriate background checks can help narrow down the list and make hiring decisions much more straightforward. HR managers are also responsible for conducting interviews with potential candidates. They often follow a set of questions prepared by the organization that is specific to the job in question while also consisting of general questions to get a sense of the person’s personality and character. Check out America's Best Bookkeepers

Conclusion

HR professionals play a vital role in the recruitment process, but apart from this, they also have many other responsibilities. They are responsible for the well-being of employees in the workplace, ensuring that their needs are fulfilled, and they have a work environment that is both productive and enjoyable. HR is all about managing the driving force of any business, its employees. An organization with a strong HR department operates at a higher efficiency rate. It tends to have lesser employee turnover and better retention, which results in long-term employees that are extremely beneficial to the organization.  

Check out America's Best Bookkeepers About Complete Controller® – America’s Bookkeeping Experts Complete Controller is the Nation’s Leader in virtual bookkeeping, providing service to businesses and households alike. Utilizing Complete Controller’s technology, clients gain access to a cloud-hosted desktop where their entire team and tax accountant may access the QuickBooks™️ file, critical financial documents, and back-office tools in an efficient and secure environment. Complete Controller’s team of certified US-based accounting professionals provide bookkeeping, record storage, performance reporting, and controller services including training, cash-flow management, budgeting and forecasting, process and controls advisement, and bill-pay. With flat-rate service plans, Complete Controller is the most cost-effective expert accounting solution for business, family-office, trusts, and households of any size or complexity. Check out America's Best Bookkeepers
Effective Recruitment Process - Complete Controller

Even though the recruitment process is essential, there are certain instances when companies may face some difficulties in structuring a recruitment process that guarantees the efficient intake of new employees. Thus, to overcome these difficulties, the following are the seven tips that can enable organizations to structure an effective recruitment process: 

Carefully Identify Job Specifications Check out America's Best Bookkeepers

Every job position holds a specific set of responsibilities and skills.  Therefore, only an individual with the knowledge of required responsibilities and skills can comply efficiently with the job demands. To recruit the most suitable applicant, it is essential for the organization to first carefully identify the job specifications required for an effective recruitment process. A spreadsheet may be structured to help develop a well-thought idea of requirements that the job specification demands.

Pay Attention to Job Advertisement

The advertisement is one of the most resourceful media in transferring a message and attracting more and more publicity towards the message. After carefully determining the job specifications, it is critical to developing a suitable job advertisement so that the message of the organization’s need for a job applicant may spread far and wide. Moreover, these job advertisements should be posted on targeted platforms to attract suitable job applicants. This posting may help boost an effective recruitment process, enabling the organization to intake most suitable employees. Check out America's Best Bookkeepers

Enhance the Interview Session

The most crucial step of recruitment, during which an organization decides about the suitability of a job applicant for the job, is the interview session. The session may begin with general questions regarding the specific position and the knowledge that the applicant holds towards the job responsibilities. However, the meeting may proceed towards a more subjective direction, dealing with the individual’s skills.

Allocate a Significant Amount of Time for Reviewing Resumes and Interview Performance

Generally, organizations tend to integrate a higher number of applicants for the interview session, and then make the final decision of recruiting the most suitable applicant for the job. For this purpose, it is critical to allocate time to review the resumes and interviews of applicants, so that the hiring decision is of a higher quality level. Thus, carefully go through the resume of every applicant and note its score along with the applicant’s interview.

Make Use of Bookkeeping Process

After assessing every job applicant’s capabilities and suitability, it isn’t easy to keep track of every applicants’ performance. Thus, for an effective recruitment process, it is feasible to utilize the bookkeeping process and maintain a written record of applicants’ suitability. This would help ensure an authentic recruiting process while eliminating risks of mistakes since it is common in organizations to confuse an applicant with the suitability of another applicant. Check out America's Best Bookkeepers

Maintain Contact with the Applicants

In most recruitment cases, there are instances when a job applicant has practical skills and inherent capabilities to be a resourceful employee. However, he/she does not possess the specific skills or knowledge required for a particular job. In this situation, it is a recommended practice for organizations to keep a record of such applicants and maintain contact with them. This would help the organization to re-contact these applicants for any other job position for which the individual may be suitable.

Review the Recruitment Process Regularly

With the progression of time, the structure, condition, and requirements of an organization change to meet the business market’s dynamic nature. Given this changing nature of organizations, the organizations need to regularly review its recruitment process to maximize the recruitment process and comply with the changing job needs.  

Check out America's Best Bookkeepers About Complete Controller® – America’s Bookkeeping Experts Complete Controller is the Nation’s Leader in virtual bookkeeping, providing service to businesses and households alike. Utilizing Complete Controller’s technology, clients gain access to a cloud-hosted desktop where their entire team and tax accountant may access the QuickBooks™️ file, critical financial documents, and back-office tools in an efficient and secure environment. Complete Controller’s team of certified US-based accounting professionals provide bookkeeping, record storage, performance reporting, and controller services including training, cash-flow management, budgeting and forecasting, process and controls advisement, and bill-pay. With flat-rate service plans, Complete Controller is the most cost-effective expert accounting solution for business, family-office, trusts, and households of any size or complexity. Check out America's Best Bookkeepers

Paper Cut Out Human Figure Seen Through Magnifying Glass Wooden Desk
One of the most difficult decisions faced by an entrepreneur is hiring the right staff. Obtaining quality human capital is the most basic requirement for every start-up. It is vital for employees of any start-up to deliver performance. Productive employees ensure that both the short and long-term objectives are met.

Create a Hiring Plan

The first step in facing staffing challenges for an entrepreneur is creating a hiring plan. A hiring plan determines the specific roles that individuals are meant to play in an organization. A hiring plan will help choose employees who play an active role in the company. It is an effective method of creating job descriptions for vacancies needing to be filled by the company.

When analyzing an employment type, it is important to mention if the job is permanent, full time, or a part-time position.  It should also include temporary or permanent contracts, casual, fixed term, probation, and shift workers. It should indicate the total number of employees required to fulfill each role.

Determine your Needs

Staffing challenges must be efficiently catered to by a start-up. Staffing is not an easy task for any business and, often, young entrepreneurs face many issues when it comes to hiring their new employees. One aspect is to determine what kind of experts and professionals your company requires.

Hiring should be based on the tasks and functions that are most essential for taking your business to the next level. In the beginning, it will be hard to predict the specific tasks that each employee will need to perform. Determining the working hours will initially be tough. Look at the market leaders and observe their staffing patterns. Design your own hiring plan accordingly to reduce your staffing challenges.

Initiate Organizational Culture

The most essential thing to consider when staffing is choosing and initiating a positive organizational culture. Company culture is the most important element in a start-up. The culture of your company is going to affect the morale of your employees as well as the character and essence of your brand. Keep the type of culture you want in mind and select employees that will align to that initiative.

Balance the Cost of Hiring

In the beginning months of your start-up, finances may be very tight and even insufficient. You may not be able to hire a prospective employee who is demanding a hefty salary. At the same time, having experienced and qualified employees in your start-up from the beginning will benefit you in the long run.

It’s essential to have a suitable balance between the cost and experience of an employee. The best approach at this time will be to choose talent over experience. Looking at the many staffing challenges an entrepreneur faces, a proper balance between experience and cost is a delicate matter. When hiring, look at the achievements of an employee rather than the years of experience they have under their belt.

Timing of Initial Hiring

The very first hires will be the toughest decisions you will need to make regarding your staffing challenges. The reason for this is that the initial stages of a new company are in a fragile position. This may also be your first time ever handling a group of employees.

As an entrepreneur, you are in a leadership position and it’s vital for you to coordinate and manage your team well. You need to find employees that are not afraid of going out of their comfort zones. It’s important that you are precise and open as well as honest with your employees that they are required to be flexible and adaptive.

Flexibility

A new start-up will continuously evolve and change over an extended period of time once the initial stages have passed. Flexibility is another one of many staffing challenges faced by start-ups. At this time, it is very important to be flexible in your role as a leader. The same flexibility must transfer to your employees. Initially, they must have flexibility in their roles and responsibilities. It is vital that the roles of your employees are interchangeable.

Talent Retention

Talent retention is one of the most common aspects of hiring. Experts believe that, no matter how rigorous the hiring process is, a significant staffing challenge is retaining talented employees.

Even if your employees seem happy with the way things are running, they could often replace their job in your start-up with a much more established organization. Having good relations with your employees can prevent this from happening. A suitable company culture and flexibility in working hours will benefit a new company.

Conclusion

Once you overcome these seven staffing challenges, you will have a solid start to your business. Initially, you will be responsible for formulating, evaluating, and implementing HR strategies and policies. These include regulations for workplace behavior, remuneration packages, compensation, benefits, and other employee-related policies of leave.

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About Complete Controller® – America’s Bookkeeping Experts Complete Controller is the Nation’s Leader in virtual accounting, providing services to businesses and households alike. Utilizing Complete Controller’s technology, clients gain access to a cloud-hosted desktop where their entire team and tax accountant may access the QuickBooks file and critical financial documents in an efficient and secure environment. Complete Controller’s team of  US based accounting professionals are certified QuickBooksTMProAdvisor’s providing bookkeeping and controller services including training, full or partial-service bookkeeping, cash-flow management, budgeting and forecasting, vendor and receivables management, process and controls advisement, and customized reporting. Offering flat rate pricing, Complete Controller is the most cost effective expert accounting solution for business, family office, trusts, and households of any size or complexity.