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