There is no definitive test to tell if a hire will work out no matter the length and rigidity of the interview process. When it comes down to it only time will tell. However there are some general indicators that can signify you’ve made the right choice Showing Commitment From the beginning of the hiring process candidates should show their enthusiasm by taking your calls, making themselves available for interviews and giving prompt replies to any communication on your part. Taking Pride in Their Appearance A candidate that dresses for the job they are applying for shows their interest in the position and the company. By knowing the company culture it shows they have paid attention to the company both from a corporate and media perspective. Researching the Company Thoroughly Doing homework before an interview portrays the diligence of a candidate. Speaking with current employees and examining media stories can give valuable insight that can help a candidate decide if they would fit into a company. Being Early For Interviews and Work The ability to keep time is a valuable asset for any person. Showing this early on by being early for interviews and the first days of work sets a good track record. Candidates who blame their lateness on public transport and things that could have been avoided through prior organisation should be flagged as this can lead to ongoing problems with time management that trickles into other parts of their roles like project deadlines etc. Asking Relevant Questions While In Training There is no such thing as a silly question when someone is in training as long as they are relevant. In order to prepare someone for their position the employee needs to understand the business and their role in it. Showing interest in different areas of the business and asking questions about them shows enthusiasm and a genuine connection with the company. Volunteering Feedback on Projects without Being Encouraged Employees who show sincere interest in the outcome of projects will give feedback openly whether for or against it. With this opinion easily gleaned from employees a better understanding of the position of projects can be sought. Showing Enthusiasm for the Work They Are Doing Candidates that show enthusiasm and pride in the work they do, are going to do their job properly and to a high standard and these are the people you want to keep in the business. Individuals who show genuine vigour when talking about their previous experience and past roles are great candidates as they enjoy their work and it is a good indicator that they will upskill when possible to feed their knowledge in their industry therefore helping the company keep up to date also. If you have any questions about the recruitment process or what we can do for you please call us on 01-474 4600 or email us on firstname.lastname@example.org
Job specifications are the most important way to market a job that your company has vacant. Now more than ever these documents are valuable as candidates are very specific in their needs and will not settle for less than them. Without a job spec you cannot outline the core responsibilities of the role, the skills involved and required and indeed provide an overview of the company. There are two types of job specs: For an existing job For a new position For an Existing Position You are lucky in this respect as you can ask the person who is leaving to sit with you and go through the details of their position. This can be part of their review to get insight into how the role can be improved. Understanding the different aspects of a position can help the company become more efficient as a whole so the meeting must be in a comfortable environment where the employee feels at ease confiding in their manager. Asking them to rate each skill by importance to the job will help when interviewing to get the best possible candidate for the job. Note re-writing an existing position also gives you an opportunity to update and improve upon the role, add to it if needed and even change the title if you feel it’s more appropriate. For a New Position So your company is growing and there is a need for a new position that the company has never had before, how do you find the relevant skills and responsibilities that the ideal candidate should possess? Research! This is the case for many companies at the moment in terms of Fintech and digital roles that have just emerged in the last five years. Read other job specs for these roles in your industry and even outside of them. Ask your network for advice or if you know someone in a similar position invite them for coffee and ask them about their position in order to help you decide what aspects would be important to your company. Contact a recruitment company that deals with these positions. In truth recruiters in the area that you are hiring for are experts in that they place these people every day and would be in an ideal position to give you constructive advice and information. Things to Include in a Job Spec: Job Title – don’t make it too long, abbreviate if needed Short introduction to your company (2-3 lines which sell the company) The main duties of the position, the location and who they will be reporting to Necessary skills required in the role, including experience and education level Core competencies required for the position such as good communication skills, people management etc. Relevant contact details and particulars on how to apply for the position with closing date if any Make sure to carry out a spell check and ask a colleague to review the spec before you advertise it – it is essential to make sure the spec is easy to read, has no spelling or punctuation mistakes and accurately reflects your company.
From my experience hiring accountancy staff for SMEs and large multinationals, here are 5 things you need to know to get the most value from your dealings with your accountancy recruiter. 1. We want to know about the job and your company inside out Professional recruiters will want to know everything about your company when working on a position for you. This information will include: Size of the team the role is situated in When and by whom the company was founded The product or service provided Future goals and plans. Professional and credible recruiters should have a list of questions about the company make-up and culture before even asking for a job specification. If a recruiter does not look for the above information, make sure they are made aware of it as it will increase their ability to promote the company to potential hires. Our job is to sell this opportunity to our best accountancy candidates, so the more we know the better. 2. Have your accounts ready With finance roles the recruiter will be advising the candidate to review the financial accounts of a company as well as other standard information. These might not always be easily accessible so it’s a good idea to provide a soft copy of them to your recruiter to ensure that the candidates you meet in the process will be prepared for an interview and have an in depth knowledge of the financial standing of your company. 3. You don’t need to read CVs When you receive a CV from a recruiter, they will have already been screened and interviewed by the recruiter to establish that they are good enough for consideration. To save you time reading these CVs, a recruiter should use a cover sheet which will have the most relevant “USPs” of the candidate in question along with information on notice periods, any holidays planned, relevant skills etc. I would suggest having a basic company cover sheet in case your recruiter does not have one as standard, in order to streamline the process as much as possible. 4. The more you tell us, the better we can prepare your potential hires It is extremely important to outline the format of the interview process and highlight any tests or unusual stages there may be so all candidates can be aware of what to expect. The more specific information you can “arm” your recruiter with (such as interview questions that may be asked), the better the candidates will be at interview. 5. No surprises at the end The offer and acceptance stage of the process is where we all want to get to. In order to make this stage as painless as possible, the level of the role and remuneration package on offer needs to be discussed from the outset. Again, your recruiter will have spoken to the candidate about what package they are currently on and their salary expectations. From here, be honest and transparent with your recruiter and let them know what you are willing to pay, any future potential changes (i.e. permanency etc.) and also all details of the offer. It is the recruiter’s responsibility to satisfy both parties. If you have any questions about the recruitment process or if you would like to speak to me about hiring accountancy staff please call me on +353 1 4744662 or email me at email@example.com
The HR market in Ireland is experiencing increased growth and movement and competition for top talent is still as fierce as ever. The HR Team in Sigmar have compiled a list of themes and questions relating to them that we have seen coming up in HR interviews over the past year which you may find useful. Culture It’s the hot topic on every employer’s lips. Everyone’s company has a unique culture and every company wants theirs to be a point of differentiation in the market. Culture comes from everyone in an organisation but generally it comes down to HR to communicate and drive the company’s strategy around culture. Here are some of the questions to consider: How do you ensure local and international new hires will be a good cultural fit in your organisation? What traits do you feel would suit your organisation the best and why? What are 3 initiatives you have created to improve employee experience and togetherness? Technology This year saw a huge increase in the emphasis on big data and analytics to understand employee interactions and productivity. HR teams can now use technology to identify areas for improvement and for streamlining workflows which can be used for management reporting, performance reviews and identifying inefficiencies. Asking questions like these below can help identify how future focused candidates are: What improvements have you seen from using HR data and analytics in your company? How has HR data and analytics affected HR strategy in your current organisation? How has HR software influenced how HR communicates rewards and benefits information? Attraction and Retention As the market continues to grow, competition for talent is becoming more and more complex. Once the recruitment process is complete Employee Engagement begins and will be very much the focus of many MNC and SME companies in 2016. Questions to consider for interviews: What innovative or creative talent acquisition processes have you developed and what were the results? What methods have you put in place to engage a very diverse workforce including millennials and older generations on a local and global scale? What unique benefit offerings have you introduced to your company? Performance Management (HPWOs) Having a Performance Management process in place is key to the overall strategy of the company. It increases employee satisfaction and is a predictor of the success of future operational goals. As HR in most cases is aligned with the overall corporate strategy, this is a critical function to get right. That being said it is an evolving process with more companies looking at different ways of monitoring performance. What is your idea of an ideal Performance Management process for a large global MNC? Describe if you ever reviewed or implemented a cloud based solution for Performance Management? What were the pros and cons? What has typically been the biggest barriers to building a collaborative culture that supports engagement, satisfaction and performance to ensure sustainable growth? Market Knowledge Generally candidates will always have questions relating to Stakeholder Management, Cost Savings and how you would see their role developing over the first 3, 6 and 12 months in the job. In addition to this these are a couple of typical questions we are seeing being asked at all levels: What type of candidates do you feel will be most sought after over the next 3 years and how would you attract them? What financial and non-financial rewards do you see as the most valuable in the market at the moment and why? What is your thoughts and experience on recruiting through Social Media?
A job interview is probably the most critical point of the selection process. You can get the most from the interview by carefully planning in advance what you want to learn from candidates as well as what they will need to learn from you. This presentation looks at an overview of the interview process, how to plan an interview, how to conduct an interview, questions to ask and what to do post interview. It’s quite text heavy so it is better viewed in full screen mode.
It’s no secret these days that choice in the labour market is beginning to swing very much in the candidate’s favour. Increasingly we see that candidates are interviewing for multiple roles at one time. Their thirst at the moment is fuelled by the poor market that introduced itself through the recession of the past few years. Presently with Ireland’s economy thankfully beginning to emerge from the doldrums job creation is back in full swing leading to a shortage of people in some industries. The question on many hiring manager’s minds now is how to hire the best person for the job before they are snatched up by a competitor. Here are some tips to try ensure that you have the right person for the job and to make an offer that they cannot refuse. Know Your Market And The Pace It’s Moving At If you are recruiting for a role in a market that is new i.e. IT/digital then it is important to know the state of the marketplace and what to expect regarding applicants, skills and experience levels. Create A Clear Timeline, Most Importantly Outlining The ‘Offer Stage’ Outline the interview process before publishing a job spec as this will give you a timescale and deadline. Know when your offer stage will take place and alert candidates to this so they do not feel strung along and confused. Know What All Stakeholders Are Looking For Before You Go To Market Choosing a candidate is a stressful job but when different people choose assorted candidates the ambiguity may lead to drawn out discussions and losing the best candidate. Consider the role together and decide on the main responsibilities, scoring skills on importance before shortlisting CVs. Set Clear Structure Weighting The Main Competencies For The Role Directly related to the above having scorecards for every interviewer to fill out can help refresh memories in the decision making stage. Skills can be more important than experience sometimes, and this is hard to put across on a two page CV. When You Have Met A Suitable Candidate Make An Offer In the present market hours can be the difference between getting the right person and going through multiple processes for the same role. Don’t be afraid to appear enthusiastic about a person but don’t overdo it and appear desperate. A clear and sensible recruitment plan can make life a lot easier for Hiring Managers ensuring that you won’t be understaffed longer than you have to be. We are seeing quite a lot lately that candidates are having multiple interviews/ job offers and being counter offered so it is important to be responsive and not delay the process. Working with a good recruitment agency can help a lot in these situation as they can inform you where the candidate is interviewing and their preferences at the time. There can be more control over the process with definite interview dates and timelines. When the decision is made, make sure it’s a valid offer and always put it in writing as this can mean a lot to a candidate who has a big decision to make. Remember also that money is rarely the real motivator behind the candidate’s move, more often than not it’s progression, environment, a new challenge or circumstances so it is important for any company to confer the same level of professionalism on the their potential hires as they do to their employees and customers.
There comes a time in a company when national recruitment isn’t enough. A lack of talent (or niche talent) pushes recruiters to look overseas for candidates. An international recruitment process is not hard, but it is lengthy and requires a lot of attention and planning. The following are some points to keep in mind. Cultural Differences and Awareness When interviewing for a possible new role enthusiasm and genuine interest is paramount from the candidate. Otherwise interviewers automatically think that a new role is not of interest to the candidate and that the process is boring them. Despite this, there are certain national characteristics of some countries that will likely stand out during the recruitment process; some candidates may appear disinterested and unenthusiastic but really are serious and reserved. They are aware that this is a process in which they have to prove their abilities and skills. Taking into account that they have been contacted from a different country with a sudden job offer, they have a right to hold back a bit until they’ve done some background checks on you and the company you work for. Relocation Package Will a relocation package be included in the hiring process? A fair question considering the candidate is either applying from abroad or was called by you and it will definitely arise. If relocation assistance is provided then this is great news for both sides as your job offer is now more attractive. If offered the job without a relocation package there is still a chance of negotiating an arrangement that would benefit both parties. Last Minute “Heartbreaks” Candidates withdrawing on short notice, candidates missing their flights, bad internet connections, etc. All of these things will happen when recruiting internationally. There’s no way to avoid the unpredictable, but there is a way to handle each situation. With a bad connection there are always other alternatives (conference calls, Google Hangouts, traditional phone calls) that will ensure clear communication and understanding. Candidates that withdraw all of the sudden usually have some unanswered questions and misconceptions about the role/location/company so addressing these questions will surely shed some light and make them reconsider their decision. Useful Info A trusty hiring sidekick is a collection of guides, brochures, videos and maps for candidates which helps inform them about the city they are relocating to. Include information about the company so that candidates will understand the goals of the company and know what to expect if they accept an offer. It saves a lot of time and offers a concise perspective. International recruitment processes can be difficult but they enrich companies culturally and break down stereotypes and misconceptions.
Hiring manager’s hold a lot of responsibility for the upkeep of the company culture and the success of each team within a company because, well they chose the employees! Whether the hiring process is one interview or numerous rounds the first face to face interview is the most important to decide if they will mix well with others in the company. It is the hiring manager’s responsibility to make sure the candidate knows what to expect in the interview and that they are the right type of candidate for the position advertised. Before an interview Give the candidate the right information Most companies task the candidate with finding information out about the company, but how much of the information gathered is relevant? Make the hiring process easier for the candidate so they spend more time talking about their skills and abilities. More importantly the candidate should receive a copy of the job specifications as more often than not they will be interviewing for more than one role, all of which are similar in nature. Rate the skills mentioned in the job description This will help to structure the interview and steer the conversation. Knowing the importance of each skill will mean that you can allot more or less time to them. If a candidate spends more time talking about a skill that is not very important as opposed to a more important ability then the candidate is not the best fit for the position. During an interview Bring a member of the team along If the candidate will be joining a team in the company invite one of the team members along to talk with the interviewee. This will have a twofold effect allowing the team member to suss out the suitability of the candidate and the candidate will in turn have the ability to ask more detailed questions about the work involved. It will make your job a little easier when making a decision. Ask relevant questions There are four areas that can affect the hiring process; the job advertised, the skills, the company goals and the company culture. Does the candidate have the relevant experience and the motivation to do the job advertised? Will the candidate have the skills needed to be successful in the position? Is the candidate’s career path in line with the company goals? Will the candidate have a positive or negative effect on the company culture? Let the candidate know the hiring process Are there more interviews involved, when will the decision be made, what is the start date? All these things should be volunteered in the interview so the candidate knows where they stand and can follow up if needed. When asked a question give as much information as possible Volunteering information shows that the company is open and has nothing to hide. Whether it is about promotion prospects or socialising show that you care about the questions being asked and answer truthfully and completely. This will give the candidate a better idea of if they want to work for you too as they are asking questions that they care about. Ask your receptionist’s opinion As a front facing team member your receptionist is the most informed about people. They are the first to see people as they enter the building and last as they leave. Your receptionist deals with candidate enquiries regularly and sees how they operate in the lead up to the interview. They have the best experience of how a person really acts (i.e. friendly/distant) and can sometimes tell if the candidate is the right fit for the company. Hiring Managers have an important position in the company to ensure that any new staff maintain the company culture and work towards the company strategy. To make sure of this the interview process should be structured and touch on all elements that can effect a company’s success. If you are thinking of hiring and have some questions on your processes contact us on 01-4744600
With the abundance of opportunities for IT professionals within the job market in Ireland, how can you tell if you are hiring the right person? The IT professional is most definitely faced with both opportunity and competition. As IT is such a broad term, there are niches within this industry where the IT professional can specialize. Niches include Software Programming, Software Testing, Website Design, IT Administration, Application or Technical Support, Business Analysis or Project Management but there are also further niches and some roles can even crossover. To establish the goals and interests of a candidate it depends on the questions you can ask at the initial meeting. The most important aspect in understanding an IT professional is to understand their ambitions, the culture they admire in the workplace and what they value from an opportunity. The Values of an IT Professional? The same factors are hugely important to IT professionals as in other areas such as Salary, Location, Benefits Package and Career Progression. Along with the above, there are other factors to consider in the IT sector. Technology is rapidly transforming, and for an IT professional it may be important to join a company that is progressive and that keeps up to date with the latest technologies and trends. Staying current with technologies also means investing in training. IT professionals may favor companies who will invest in ongoing support and training for staff. Company history and type of company can be hugely important to an IT professional. Is this an IT position in a tech company or a non-technical business industry? Is it a startup or a well-established company? What are the company’s plans? Are they expanding? These are questions for a HR Manager to be aware of at interview stage and, they may be important factors for an IT candidate in choosing a new position. The Culture Fit This year 11 technology companies made the list of the Top 25 companies with the best culture and values (more than any other industry). This shows the importance of culture in the IT industry and how it is vital for finding the right fit. Tips for this include asking some of the following questions: what do you enjoy where would you like to see yourself in five years what would be your ideal role/company/industry These questions can really help an employer understand an individual rather than trying to put their recruitment needs in front of the individual’s best interests. With the majority of IT companies choosing to adopt an agile culture while the majority of IT professionals being introvert in nature it is important to really understand the candidate’s personality traits before moving forward so questions like “how do you deal with pressure” and “what are your strengths and weaknesses” can give you some indication of the fit. Having this conversation establishes credibility and shows the candidate that you firstly, understand their needs and secondly, know your market place and can offer advice based on their interests. It is really in everyone’s best interest to ensure a great match between your company and candidates. Follow these tips and you’ll be well on your way to hiring the best IT professional for your organisation.