• Bsquared

    Customized Solutions for Your Accounting & Business Needs

    Offices in St. Louis, MO & Panama City Beach, FL

    MO (636)-333-3339 & FL (850)-775-1675


  • Recruiting can be difficult and frustrating. I wanted to take some time to explain how my efforts have been successful in the years I’ve recruited for Bsquared and for our clients.

    My first goal is to try to find someone like me; driven, determined, and detail-oriented among other important qualities. Finding something in common with your recruits is crucial to being able to relate to them. While hiring practices can be limiting on who you hire in regards to age, ethnicity, religious beliefs, etc, it is still important to know how this person will relate to you, the goals of your business and the rest of your team. A cultural fit, regardless of what that means to you, the boss, is imperative.

    The second thing, while contradictory, is to find someone that is not like you. I am referring to the skill set and growth desires. You don’t want someone that is exactly like you, who ultimately would be able to perform certain duties that would be considered outside of your scope of work. For example, I hired a very capable, reliable employee that has been a God-send. She’s experienced in the areas of work we perform as a company, trainable, and willing to learn, but she didn’t come into the company with the exact same skills that I, as an owner, perform. We’ve worked through areas that she prefers not to be a part of, while still bringing her up to speed in areas she does excel. After over a year with the company, she’s thoroughly one of our best account managers, and I always know I can count on her in every way.

    Third, recruit for the position. If it is an admin or entry level position, you want to find someone young, energetic, and teachable. This person is eager to learn and a candidate that you can train to do whatever is required for the company as a whole. If you are hiring for a position that requires a certain skillset, don’t settle! Find someone that has the skill, but is also a good fit for the above points.

    I also want to touch on retention. It’s important to know how to keep your valued team members once they are hired. Team building and outings are fun but also totally worthwhile. We have ventured to theme parks, gone bowling or ice skating, sporting events, and often, we go out to lunch for internal meetings. Getting out of the office, and having fun as a team can help to build rapport, but also will allow your team to understand you as a person rather than just as a boss, and vice versa. I feel that bonds and friendships are just as important as business associates; more important in many cases. You can’t be so lenient that they can’t perform or allow them to take advantage, but we should all understand each other as individuals so our work ethic and personal lives can be aligned. You will be pleasantly surprised by implementing very simple, fun activities for your team to enjoy! For our office, I find that we truly can appreciate what each person does for the organization as a whole that much more.

    Additionally, feedback, constructive criticism, open door policies, benefits, and incentives are crucial to retention. With the ever-changing economy, it’s important to do annual raises. Show your employees how much they are appreciated, and especially as it relates to the growth of the company. As the organization is more profitable and successful, therefore employees should also realize the benefits of such achievements.

    There are horror stories in relation to recruiting for many companies, which is sometimes unavoidable. We’ve seen this in many cases for our company and our clients. The best way to avoid this is to figure out exactly what qualities your valued employees have to your organization, and recruit accordingly. Frustration in hiring can end in reward when you truly take the time and effort to find the right candidate.