How Adrians CA ensure they only receive quality applicants

Every 12-18 months Adrians Chartered Accountants undergo a recruiting process for cadets or graduates. Rather than ask for people to apply with a standard resume and letter, they ask for applications via video.

A video makes the application a bit harder, requiring applicants to prove that they really want the position, show that they are willing to research their firm, and demonstrate what they can bring. While this has reduced the number of applicants, the quality has increased dramatically.

How Growthwise assess cultural fit in an interview

Growthwise always interview shortlisted candidates twice. The second interview is conducted with the entire team and is described as more of a relaxed chat than an interview. Everyone is encouraged to ask questions of the candidate, which are often very different to what would be asked in a standard interview.

This gives the practice a great gauge on whether that person will be a suitable fit for the team. Even for remote workforces, any new addition to staff will still be a part of the team, so an exercise like this is just as important.

The questions the team ask are usually used to assess how well a candidate will fit in. Examples include, “what does a week in your life tend to look like?”, “where have you traveled and what did you learn?”, and “what technology do you love?”

Often, the Growthwise team also ask a candidate to perform seemingly random exercises to see how they react and handle pressure, such as building a paper airplane or draw a penny farthing bicycle.

How LiveCA make their selection with confidence

Canadian practice, LiveCA believe the best way to assess a candidate is to put them through an objective testing situation. As the final stage of their recruiting and selection process, they have developed a two-day course to test all aspects of a candidate's skill-set—professional judgment, technical skills communication style and cultural fit. Doing this gives them confidence in their final selection.

An increase in competition for the best accounting talent and diversifying needs for different practices means that many other accounting firms are thinking outside the box when they search, attract and select their next team member. Next time you are looking for a new member of staff for your firm, think about what you can do differently that wlll help you acquire the ideal person who will suit the role and your existing team.