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Tapping into a job candidate's abilities

机译：挖掘求职者的能力

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摘要

Hiring the wrong candidate for a position in accounting and tax is expensive - in money, time and effort. Tapping into a job candidate's true abilities is oftentimes difficult and elusive, but extremely critical. Fortunately, the accounting and tax profession demands highly specific technical skills that are measurable during the interviewing process. I will outline a recommended approach when selecting an experienced new hire, focusing only on the technical skills necessary for the job, rather than other attributes such as communication skills, attitude and cultural fit (which, of course, are no less important). Here are the steps to take: 1. Job description. Focus on skills, not years of experience. The first step is to draft a comprehensive and specific job description that will be used to guide the process and serve as the advertisement for the position. This task should not be delegated (even to human resources); it should be written by the hiring manager. The job description should list the specific required job skills, with a special emphasis on the technical skills needed to be successful in the job, rather than the number of years of experience required. If a job candidate's abilities are measured by the number of years, distortions can result, creating an artificial impression of the candidate, either favorable or unfavorable.
机译：聘请错误的候选人担任会计和税务职位是昂贵的-金钱，时间和精力。挖掘求职者的真实能力通常是困难而难以捉摸的，但却极为关键。幸运的是，会计和税务专业需要在访谈过程中可以衡量的高度特定的技术技能。在选择有经验的新员工时，我将概述一种推荐的方法，该方法仅侧重于工作所需的技术技能，而不是其他属性，例如沟通技能，态度和文化适应度（当然，这些同样重要）。以下是采取的步骤：1.职位描述。专注于技能，而不是多年的经验。第一步是起草一份全面而具体的职位描述，该职位描述将用于指导流程并作为该职位的广告。不应将此任务下放（甚至委托给人力资源）；它应该由招聘经理写。职位描述应列出所需的特定工作技能，特别强调成功完成工作所需的技术技能，而不是要求的工作年限。如果应聘者的能力是根据年数来衡量的，则可能会导致失真，从而给应聘者造成人为的好感或好感。

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