RECRUITING AND STAFFING

Accountant

Conducting an Interview

Prepared by:

Hazzaa Khalfan Khadem Harmous Almansoori

ID: 201920002

Instructor:

Dr. Fathy Mahgoob

1
Introduction

One of the most critical responsibilities of an organization's human resources department is

recruiting. If a firm wants to succeed, it must find the greatest people, put them in the correct

places, then align their objectives with those of the company as a whole.

The company's management begins and ends with the hiring of new employees. The firm

employs a variety of innovative recruitment methods and procedures in order to find the best

employees for the company's growth and development. It is totally up to the burgeoning

entrepreneurial potential inside the organisation to propel it forward in the years to come. This

necessitates that the company enhance the process for finding and hiring new employees.

There are a variety of innovative methods for recruiting employees in the digital era, including

social networking. It's now typical practise for recruiting firms to utilise social media networks

as a passive means of keeping applicants engaged and moving them fast to other positions if

they're open to it. If you're looking to hire, you may use the "passive" recruitment strategy.

Staffing firms rely on these ties to connect with potential candidates.

The recruitment and selection of employees in a business is the result of a rigorous and

dependable procedure. Employees must be well-versed in the skills and techniques needed to

recruit and choose the best candidates. Legislation and good practise, as well as the diversity of

recruiting sources and methodologies also ability to interview as well as assess potential workers,

all highlight the critical role that recruitment and selection play. Selection is seen as significant

since it aids in the selection of the best and most qualified candidates to meet the needs of an

employer. To ensure that the company's requirements are fulfilled, the various qualifications,

talents, skills, accomplishments, appearance, temperament, and general attitudes of individual

2
candidates must always be examined. There are two primary sources of new hires. The first

comes from inside, while the second comes from outside.

Conducting an Interview Structure

An interview is a discussion between two or more persons in which questions are asked and

replies are given. An interview is often a one-on-one chat between the interviewer and the

applicant, when questions may be asked regarding the candidate's education or work experience,

and the candidate can react to a variety of inquiries. The purpose of the questions is to identify

the best candidate for the position.

Structure of an Interview before conducting interview

The last step in the recruiting process is the questioning of something like the applicants or

candidates. For the position of accountant, we may set up an interview here. The actual interview

principal objective is to transfer information from participants towards the interviewer.. This

might be done in a group or separately by a video or voice call. It is possible to conduct an

interview during an organised or unplanned manner, in a formal or casual setting, and at various

times during the process. We employ an interview procedure to find a new accountant to fill the

open job. The interview process involves the following stages:

Stage 1

A few minutes are spent introducing themselves to one other in the first stage of something like

the interview process. The second stage of something like the application process is spent asking

questions of each other. To still be successful throughout interview, the interviewer must provide

a firm handshake, maintain eye contact with both the panellists, and speak with confidence. The

3
applicant must leave a favourable impression somewhat on representatives of either the selection

committee.

Stage 2

In the second stage, the interviewers may ask questions that are relevant to the desired

employment position, as well as the candidate can respond to the questions that have been asked

by them. Between the interviewers as well as the interviewee, there is an exchange of ideas and

expertise that takes place. They may also assess the interviewee's degree of confidence and

expertise by asking a series of questions. In addition, the respondent may provide background

information about previous job experience, and then this stage will take around 20 to 30 minutes.

Stage 3

After completing the third phase of interview process, the interviewers may give the applicant

the opportunity to ask any questions how she or he has regarding the nature location regions of

something like the professional workplace, the remuneration package, and the various types of

compensation available just at organisation.

Stage 4

It is the last, but certainly not the least, part of something like interview process, as well as this is

just as crucial as other phases of procedure. It is important to have the complete

contacting information from the interviewee, so that both parties may express appreciation for

time they have invested.

Questions of an interview for the position of Accountant

4
  Describe your background to us.

 Describe your motivations for wanting to join our team.

 In what ways do you excel, and where do you fall short?

 Give us one compelling reason to consider you for a position.

 In the next five years, what would you want to achieve?

 Describe your motivations for wanting to quit your present position and work for our

organization.

 Tell us about your career as a financial analyst.

 Tell us about a challenging issue you've encountered while working as an accountant.

 Payable and receivable are two distinct types of financial accounts.

 What accounting software do you know?

 Tell us about some of the ways you've seen accounting put to use.

 Is there a way to ensure that the financial records are accurate?

 Do you require more than one ledger for a corporation with three different accounts?

 What kind of compensation package do you hope to get from us?

 During this interview, you are free to ask whatever questions you choose.

KSAO

So when interviewer is making the final choice on whether or not to hire an applicant for a

vacant job, he or she must consider the following four factors. He must satisfy the requirements

in the preceding sections, which include knowledge, talents, and other traits.

5
K stand for Knowledge

The necessary knowledge of job would play a vital part in enhancing job efficiency, as well

as thus work linked to business analyst position will indeed be completed in a consistent fashion

with a low interest rate of ambiguity because we have the requisite qualifications of the

associated job, such as accountant, in place.

S stand for Skills

The abilities that may be built via daily practise are quite crucial in task accomplishment. For

example, the ability to count money precisely whilst also simultaneously examining the papers

while numbering, but also the speed with which cash can sometimes be counted accurately, are

all highly significant.

A stand for Ability

The capacity to do a certain task in a specific sector, which is mostly determined by inborn

characteristics of individuals such as physical strength or emotional strength.

O stand for Other Characteristics

The third attribute is capacity to do a job in a certain amount of time, to manage many tasks at

same time, and so forth.

6
 Offer letter

Dear Candidate,

We are pleased to tell you that you have been chosen for the job of Accountant now available in

our firm, as well as that you will begin working for us on the 26th of this month as a result of

offer letter.

If you have any questions or concerns about the company's terms and conditions, you may come

together before 26th of this month during regular business hours, also then you also encouraged

to sign the employment contract letter prior to starting work. According to the firm, the firm is

prepared to give you 8000 AED each month in addition to compensation perks provided by the

company as well.

The organization is waiting for an opportunity to collaborate with you.

Best Regards,

HR Manager

References

Salim, Bush. Al. (2018). Recruiting and staffing techniques in the multinational organization. the journal

of Business Management, 22-34.

Harish and Niazi. H. (2016). Right Person for the Right Job: A case study. The Case study Recruiting and

selection.

Rauf and Maira Anam, Laiba. (2014). Kinds of Interview Structure. international article of recruiting,

19-28.

7
8