By Jim Wong, CPA | February 24, 2016


“Progress is impossible without change; and those who cannot change their minds cannot change anything.” – George Bernard Shaw

The current corporate era is filled with change, both inside and outside of the office. As we update technologies and improve policies and procedures within the workplace, we see how rapidly it all continues to evolve.

That’s not to say there’s no room for improvement – especially when it comes to a company’s infrastructure.

I’ve seen more often than not, no matter the profession, be it accounting, finance or IT, the hiring process can stand to be refined.

In fact, recently I began discussing with my colleagues the type of experiences they have with our clients and candidates when it comes to the hiring process. I’ve even taken a look at our own internal hiring process, as well. Fortunately, I’ve become privy to honest opinions and successful anecdotes that help us make it easier to share how employers can gracefully navigate onboarding a new team member.

When I came across this recent Forbes’ article on a similar topic, I thought it’d be a good idea to share a few of the tips mentioned, along with a few of my own in the 6 Ways for Employers to Improve the Hiring Process below.

1. Develop a hiring philosophy. 
A well-understood hiring philosophy is one of the most crucial steps an employer can take in improving their hiring process. Too often, though, employers and hiring managers don’t have one in place, and that can lend to confusion and difficulty for all involved. It’s best to keep your hiring philosophy simple and straightforward. Whether you hire for cultural fit, best technical talent or a combination of both, be sure each job candidate is treated fairly and understands what you are looking for in your next accounting, finance or IT professional.

2. Spruce up your job ads. 
Freshening up the job descriptions you have advertised on various job boards is a quick and easy way to enhance the hiring process. The goal of a job ad is to sell the position to a prospective job seeker in an engaging way. This means, a job ad today should not read the same as it did 10 years ago. While some details might remain the same, it’s important to stay current and up-to-date with everything else.

3. Make clear communication a priority. 
Maintaining clear communication is not only a good-natured gesture, it’s becoming a must-have in the hiring process. Once job seekers make contact with your company, it’s essential for the hiring manager to close the loop. The article recommends, “When a candidate replies to your job ad, he or she should hear from a human-being (not an auto-response email) within three business days.” This transparency with job seekers makes sense because it shows the full picture of what your company’s hiring process is, which in turn can allow them to trust you.

4. Be accountable. 
At Brilliant, we define accountability as taking ownership of the personal and professional commitments you make on both a personal and professional level. This tenet is one of the most important facets of the hiring process. Ensure that each success and failure lies with someone; if that person is you, take responsibility for it. In order to get a leg up on accountability, it’s best to implement a process wherein recruiting practices are held to the highest standard each time a hire is made.

5. Refine your interview questions.
This is tied to an earlier point I made. Just as you should always spruce up your language in job ads, you should also revise the questions you ask the interviewee. Begin to modernize your conversation so that the job seeker can see that you’re up with the times. When you strip away the antiquated stereotypical interview questions, you can get a real sense of more important aspects of the job seeker.

6. Honor your candidates. 
Think of this as the golden rule of hiring: Treat job seekers the way you would want to be treated, or how you would treat your clients and customers. Job seekers will see those efforts and will think of your company as a great place to work—and isn’t that every company’s goal?

What are some other ways to improve the hiring process? Comment below and let us know!


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