Hiring managers frequently ask me how they can improve their hiring practices. One of my main suggestions? Sell your company and the role as much as the candidates are selling themselves. If you want to compete for the best talent, here are four things to include in your hiring process.
A controller or any senior level finance person is a crucial member of a company’s senior management team. When hiring a controller, where do you start and where do you focus? My team and I have placed countless controllers in my more than 20-year recruiting career, and we have used that experience to create a list of what matters most when hiring a controller.
Prior to starting the contract hire process, take a few minutes to work through the details using this checklist. A bit of preparation will speed up the hiring process and help get you ready for your new hire.
When they’re in the throes of filling an open position, managers don’t think about relationships. They think about “candidates” and “resumes,” “job requirements” and “cultural fit.” Given how jargon-filled and process-driven recruiting and hiring can be – not to mention how pressured – that’s not surprising. As important as resumes, job requirements and all the rest are, making the right hire is about getting personal with the candidate.
Managers are under pressure during any interview. But their task is even more difficult when the conversation takes place on video—whether it’s through Skype, Google Hangouts, FaceTime, or some other tool.
During the hiring process, the hiring manager or HR representative takes the lead in working with the candidate. But it’s important for everyone who’ll meet a potential hire to feel part of the process and to understand they play a role in making candidates feel valued and appreciated.
Every interaction is part of the overall impression candidates will develop about your company and its employees. That impression will have a lot to do with their decision to accept an offer, or not, and what they may say about your company to others.