tim dixon client development manager. unemployment rate has declined 10.8% over the last 12 months....
TRANSCRIPT
HIRING MARKET AND INTERVIEWING FOR
SUCCESSTim Dixon
Client Development Manager
Employment Statistics
Unemployment rate has declined 10.8% over the last 12 months.
Between 2012 and 2022 – a growth of 13.1% due to growth and replacement – Approximately 544,000 workers
- September 2015 GDOL Report- 2013 Bureau of Labor Statistics – Accountants & Auditors – Occupations with largest projected growth
High Competition
Highest Demand Occupations – Software/IT Development Accounting/Finance Engineering
Increases in salaries for Accounting/Finance Significant increases in salaries Effect of work/life balance culture on hiring
needs
- Forbes: 2015 – The Highest Paying In Demand Jobs
Salary Changes
$-
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
20.4% 23.4%
20.4%
17.8%
17.1%
18.5%
18.4%
19.8%
2011 to 2015 Salary Comparison
2011 20166 Degrees Group Salary Data
MANAGING THE WORKLOAD
Allocation of Resources Outsourcing & Offshoring
Creating need for less “clerical” and more “professional” staff Higher costs More audit focus Exceptions increase
Work-Life Balance More employers offering work-from-home
options Push to remain lean – “do more with less”
Hiring for Success
Who is doing the initial screening of resumes? What are you
looking for on paper? Keywords Stability Education Attitude Work ethic Systems
The Interview Process How many people are involved?
How many levels up/down need to be involved?
Why? How many rounds of interviews are needed?
Time kills all deals More rounds cause candidates to lose interest Consolidate process Choose the right people to be the
interviewers
Know Your Reputation
It’s a small world Industries play with
the same candidate base
How do you sell yourself?
What are you offering potential candidates? Growth Systems experience $$$$ Work-life balance
Turning the ship around Why are you
hiring…again? Bring a positive
attitude to the table Be up front about
challenges Share the successes Have a vision
The Offer
Know your competition for that candidate? Competitive Market vs. Salary History Know their motivation to make a move Make the offer for the candidate, not for the
job Candidate needs to feel wanted Present where you see their value as part of the
team Avoid presenting offers in terms of budget
Keep up the Momentum
Have a plan to welcome and keep the new hire Have their desk & computer ready Make them feel part of the team Ease them into the work Challenge them to present ideas Keep up communication about how they are
doing & areas to improve Keep your word
Thank You - Tim Dixon