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Key Considerations for your Accounting Career!
Attention employers!
Do you need someone to hit the ground running (BIG), or is it better to hire for future development (SMALL)? This is the question that all senior leaders are pondering at the moment, especially when they have to pay well above market for talent . Three conscious factors decide whether hiring BIG or SMALL is better: Money, Resource and Time. It’s a complex balancing act of weighing up Risk vs Reward and certainly far from a perfect science. Now try looking at this through a slightly different lens. A Managers objectives: Most senior leaders are typically on a three-year roadmap. Year 1 - establish and build; year 2 – results; year 3 - succession and continuity planning. If you are at the start of this roadmap, you may be more likely to hire for the future as you have time to develop others. If you are towards the end of the roadmap, you may be more inclined towards succession planning in your absence and therefore looking for someone who can impact quickly. Your Financial horizon: Your financial objectives may be to get immediate results, or they may be stretched over a medium to long-term horizon. This is a significant factor in deciding to hire BIG or hire SMALL. The loss in productivity while you develop someone and the cost impact on your own time should never be overlooked. If you measure productivity over time, how long will you wait before you hit break even and start recouping costs? Every headcount is a cost, some more than others. Planning around your financial horizon is essential in every hire you make. Retention: Retention is the final consideration. What if you sacrifice your time and effort to develop talent, and just as they hit their stride, they get poached? Would you have been better off just hiring BIG from the start and maximising the immediate return early to free up your time to focus on your short-term objectives? My advice to any hiring manager is simply know what you need to deliver and by when, and build the profile of your perfect candidate from there. Decide if you want to invest upfront (and how much) or over time (and how long). There is no perfect science to this, but if you state these objectives honestly and clearly to candidates , you will hire the right people. If you would like to have a conversation about recruiting the right people for your organisation, please reach out to me at Morgan Consulting via: ✉️ rshukla@morganconsulting.com.au 📱 0406 772 286 For more insights, news, career opportunities and job vacancies, follow us on LinkedIn .
For obvious reasons, recruitment can be quite stressful for any hiring manager. Still, there are actions you can take to make it a much more seamless process and ultimately save you a lot of unnecessary headaches!
Every job hunter wants to set themselves apart from all of the other candidates that are coming into a Recruiter's or Hiring Manger's Inbox. But given the in flux of job seekers, how do you achieve this? In this age of technology, one way to showcase yourself is via a video introduction – like a video cover letter, which gives the recruiter or hiring manager an insight into your communication skills and personality. In your video, not only can you highlight the reasons why you are suitable for the role, but at the same time you can demonstrate your initiative and set yourself apart from the crowd. When an employer can read through a resume on paper along side a video introduction, it adds another dimension to your application; this can really make an impact. Throughout my career there have been many times when I've been inundated with resumes for a role and deciding who is the best fit can be like splitting hairs. When a candidate calls me to support their paper resume, it always leaves a little bit extra to remember them by and helps me to re-review their resume for the role. Essentially, it helps you stand out of the crowd. That's precisely what a video introduction can do. It helps you be seen and it helps you communicate who you are beyond the 250 word limit of a one page cover letter. And yet… most candidates still stick to the traditional resume and written cover letter. Creating a video introduction needn't be hard. You don't need professional studio lighting and camera equipment either. I'm talking about using your in built camera on your computer or your mobile phone camera or iPad to produce something which is natural and not over-produced. People like natural because they want to see you, not some made up version of you. Here's my 10 tips for recording a video introduction – Try different locations to get the best lighting (ideally a well-lit location with minimal background noise. Don't film against a window). Smile! Speak confidently and add a little enthusiasm as you speak, otherwise it can come across as a bit lack lustre. Show your passion for what you do! Write down exactly what you want to say, but don't read it verbatim or it won't seem natural – perhaps jot down some points to follow and then just let it flow. Start with a short, persuasive opening statement, giving an overview of your career. Cover off the reasons why you are suitable for the role – match your skills & experience to what the criteria was in the job ad. Talk about personal qualities that you can bring to this position – e.g. natural people person who is able to build relationships quickly; always someone who goes above and beyond to deliver outcomes – received an award at XYZ company related to this etc. Feel free to make several attempts – but be warned, don't overthink it. Sometimes the first ones are often the best. Keep it short & sweet. Remember, it's just an intro to grab their attention. Don't forget to breathe. It sounds silly to remind you of this, but breathing will allow you to add important pauses and also allows your brain important oxygen so you can think and speak with clarity. Need help putting together a video introduction or perfecting your resume? Email leonie and have a chat with her on how she can help.
