Employers, Here Are Answers to Your Burning Questions About Recruitment

Questions About Recruitment

Robert Half recently hosted a webinar on compensation and recruitment trends in accounting and finance, titled “What You Need to Know to Hire and Be Hired in the New Year: 2015 Financial Employment and Compensation Outlook.” It was one of our most popular webinars to date, and many participants submitted questions for our three panelists.

Unfortunately, our experts weren’t able to answer all of them in the time allotted. Rather than leave you hanging, we're going to provide responses over the course of a three-part blog series.  

Employers, your questions about recruitment and candidate evaluation are up first. Robert Half's senior executive director Paul McDonald, who moderated the webinar discussion, tackled these two interesting questions:

I work at a small company, and we struggle to compete with larger companies for top talent. Any tips you can share on how to stand out?

Paul McDonald: Large companies may have bigger bankrolls that enable them to offer starting salaries and benefits that are out of reach of their smaller rivals. But small companies can often compete in other areas. Employees at a small company like yours may enjoy the following perks:

  • More access to management and closer collaboration with decision makers

  • Greater and more varied responsibilities

  • The opportunity to build diverse skills

  • More rapid career advancement

  • More flexibility in how things get done; less rigid processes and fewer layers of approval and review

  • A closer-knit work environment

Emphasizing positive elements such as these in your job postings and on the company website can help your firm attract in-demand candidates. You can find more tips on how to enhance your small business recruitment efforts on the Robert Half website.

How can I effectively gauge how detail-oriented a potential hire is?

Paul McDonald: There are many small details potential hires need to keep in mind when they’re applying for a position with your firm or interviewing with you and other hiring managers. Start there. For instance, take note of the following:

  • Are the applicant's resume and cover letter well organized and free of errors?

  • Are other communications you receive from the candidate during the hiring process polished and well-written?

  • How promptly does the person respond to the request for an interview?

  • Is the applicant on time and prepared for the interview?

  • Does the person present a professional appearance during the interview (clothes cleaned and pressed, shoes shined, hair tidy)?

  • What kinds of questions does the candidate ask? Does it seem like he or she has researched the company and position?

Overlooking any one of these details might not necessarily mean a candidate lacks attention to detail. But if you think the answers to several of the above questions are “no,” or a mistake is particularly egregious (the job seeker calls you or your company by the wrong name, for example), consider that a red flag.

Stay tuned for Part 2 of this series, which will feature expert answers to questions from job seekers about the skills needed to get hired in 2015. Part 3 will focus on hiring trends in accounting and finance. In the meantime, if you have thoughts on today’s recruitment questions, please share them in the comments.

Related post: A Manager's Guide to Recruiting Passive Job Candidates