For decades, accounting firms have adopted talent screening strategies based on behavioral interview skills.

This method is so entrenched that job seekers can get many template problems by simply entering the "four interview questions" by Google.

Please give an example of how you cope with great pressure.

What are your strengths and weaknesses?

Please tell me a project you once participated in and others did not perform their duties properly.

How do you deal with this situation? Times are changing, but the talent recognition strategy in the accounting field has not changed.

Is it time to make changes?

We are now in the Fourth Era of talent discovery.

The only standard of talent selection in the first era is physical quality. In order to build Egyptian pyramids, we must choose the strongest people.

The criteria for selecting talents in the second era are intelligence, experience and educational experience.

Sounds familiar? "If you are looking for an engineer, an accountant, a lawyer, a designer or a CEO, you need to screen and interview for the smartest, most experienced engineers, accountants, lawyers, designers or CEO."

For those newly worked accountants and even experienced professionals, the talent screening standard of accounting industry seems to remain in the second era.

It is expected that the ability to produce good performance, specific responsibility or early identification is the focus of attention in the third era.

According to Fernandes Alao's point of view, we are in the Fourth Era: we can use a military term VUCA to describe our environment (VUCA is composed of volatility (volatility), uncertainty (uncertainty), complexity (complexity) and ambiguity (fuzziness) 4 letter capitals.

In such an environment, skills that help individuals succeed today do not guarantee that they will achieve the same success in the future.

In addition, the business environment has also undergone significant changes due to technological leaps. The industry has to face many problems arising from fierce competition for talent. Making or not making succession plans will have a significant impact.

The babies born during the baby boom have already retired, which means that accounting firms will feel the pain of change in the next 5 to 10 years.

So what can we do? The answer is to improve recruitment.

Better recruitment means that we need to rethink "ideal job seekers".

Fernandes - Al - O listed 4 potential characteristics that accountants need to pay attention to when recruiting new accountants.

1, the right motivation.

The motivation here refers not to personal ambition, but to pursuing collective goals, being modest and prudent and striving for perfection.

You can assess their motivation by listening to job seekers' questions and experiences.

Are job seekers introduced in a comprehensive way? Do they want to know how to integrate themselves into the organization? Becoming a CPA means that you will devote yourself to a career, not just a job.

Why should we commit ourselves to this cause? What motivates job seekers to come every day?

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2, curiosity.

This is an open attitude towards learning, change, new experience and sincere feedback.

Don't just evaluate by asking "are you curious?"

Instead, Fernandes - Al - Al suggests "looking for signs that job seekers can be self-improvement, really enjoy learning and correct their mistakes in time."

3.

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Do job seekers have the ability to collect information, understand information and make new suggestions? Job seekers usually collect information from the relevant offices before the interview.

On this basis, you can further explain to the job candidates the challenges you are facing and ask them the solution.

This helps to assess job seekers' abilities and empower them.

Perhaps you have discovered a talent here. This is not impossible.

4, determination.

This is the courage to face difficulties and the ability to pick up quickly from adversity.

Personally, I think this skill is often ignored, but it is most important.

Compared with 4 of academic achievements, but those who lack work experience and life experience, I prefer students who get paid through full-time work to pay for academic expenses and complete their studies, even though he or she has only 3 academic achievement.

Determination is a way to make people develop in a challenging environment.

Ability.

It is time for us to make a difference.

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