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Aims of this Session

Aims of this Session. Practical guide for Employers of Accountants on lifting recruitment & selection effectiveness Familiarise you with the selection criteria that ACCA associate with success in current & projected accountant roles

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Aims of this Session

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  1. Aims of this Session • Practical guide for Employers of Accountants on lifting recruitment & selection effectiveness • Familiarise you with the selection criteria that ACCA associate with success in current & projected accountant roles • Enable you to identify whether these criteria and methods are already in your selection process, how you can sharpen existing practices & add new processes to make measurable improvements to your recruitment activities • Specify selection methods for assessing whether an accounting/bookkeeping candidate is likely to perform in a changed accounting world • Give you a simple reference guide to use in current & future recruitment activities • Including a Resource Pack of UK providers, by region, to support you • See www.Accountests.com/Accountex2019

  2. ACCA’s Ground Work ACCA (Association of Chartered Certified Accountants) report June 2016 “The accountant’s role has been revolutionised over the past decade, with finance professionals becoming leaders, trusted expert counsel and key strategic advisers to organisations whether in the public or private sectors. With this metamorphosis comes a requirement for a whole new set of skills. On top of technical excellence, professional accountants now require creativity, emotional intelligence and the vision to lead.” Helen Bland, CEO at ACCA ACCA seven ‘Professional Quotients’ Essentially, the accelerating drift from compliance to advisory work See ACCA http://future.accaglobal.com/the-future-of-accountancy/the-seven-skills-for-success

  3. ACCA Report - Benefits & Shortfalls • Addressed the Practice Managers Dilemma – knowing what to look for in future Accounting Candidates • But didn’t tell them how to find it

  4. 1. Technical & Ethical (TEQ)ACCA:“The skills and abilities to perform activities consistently to a defined standard” • Testing hard skill & knowledge by requiring candidates to prove they possess them in a test rather than talk about them in an interview.  • Equally valuable in identifying technical training priorities & as a selection tool • Tests pitched at the complexity required in the job • Readily accessible to anybody • Online Technical Competence Testing in essential software (MS-Excel, Specific Cloud Accounting Software etc) • www.Accountests.com - assess technical accounting skills and knowledge with the only current, valid & country-specific accounting tests in the world • Ethical Assessments – focus on personality traits of Conscientiousness & Personal Standards

  5. 2. Intelligence (IQ):ACCA: “The ability to acquire and use knowledge: thinking, reasoning and solving problems”. • Does my candidate have the intellectual horsepower to perform at the level required in this job? • Host of valid, reliable psychometric ability tests to measure this attribute • Readily accessible to employers & candidates as online assessments via testing & assessment providers • Typically tests of numerical, verbal & abstract reasoning • Differing levels of complexity to match the requirements of the job • General Reasoning for everyday office arithmetic, checking & business English comprehension for admin support staff • High level Critical Reasoning Tests for Managers & Professionals, making sense of complex information, turning raw data into meaningful financial information, spotting trends, outliers & concerns

  6. 6 VER 9 NA2 7 SP2 CC2T 9 Verbal Reasoning Clerical Checking Spelling Numerical Ability 42 20 27 19 42 35 24 19 84 99 96 66 Clerical Reasoning Profile Attempted %ile Scale Raw Description 1 2 3 4 5 6 7 8 9 Ability Tests OutputCritical Reasoning Test General Reasoning Test

  7. 3. Creativity (CQ):ACCA: The ability to use existing knowledge in a new situation, to make connections, explore potential outcomes, and generate new ideas. • Abstract reasoning psychometric ability tests – typically included in Ability Test Suites, so you get to measure CQ by measuring IQ • Situational Judgement tests as well as personality profile traits of creativity, change and strategic focus

  8. 4. Digital (DQ):ACCA: “Awareness and application of existing and emerging digital technologies, capabilities, practices, strategies and culture”. • Relevant Software Skills Testing • Sound interview questions and reference checking • Interviewer who is technologically savvy • Does a candidate see technology as threat rather than an opportunity? • Should include extra-curricular activities as well as ‘at work’ activities

  9. Not All Interviews Are Equal • Five of the Seven ACCA Quotients can be assessed by Candidate Interviews • But – only if interviews are conducted by competently trained & skilled interviewers • Unstructured & poorly interviews are weak selection methods & poor predictors of success in the job • Do you need to consider getting staff trained up to conduct interviews effectively • Or, bring in skilled & experienced interviewers as support people to assist with selection? • Competency/Behavioural Based Interviewing Techniques are not new, but generally accepted as the most effective & structured approach • Referees interviewed in the same style to lift the effectiveness of reference checking • Interview Training available through our Resource Pack contacts

  10. 5. Emotional Intelligence (EQ): ACCA: “Ability to identify your own emotions and those of others, harness and apply them to tasks, and regulate and manage them”. • Better personality questionnaires that include traits associated with Emotional Intelligence, including warmth towards others, team focus, being trusting / supportive, focusing on subtle people-implications in problem solving and decision making.  • There are questionnaires based entirely on EQ • However, we always recommend broader 'whole of personality' assessments such as 15FQ+ & OPQ32 to acquire EQ assessments in addition to team-roles, leadership, subordinate & influencing styles, stress & change tolerance, interactions with others, decision making & problem solving preferences

  11. Personality Profiling – Key Points • Valuable addition to candidate selection decision making – but not used in isolation • Well suited to assessing four of the seven ACCA quotients • Opportunity to collect selection evidence in 20 minutes that would take several hours to elicit via structured interview • Important to avoid pitfalls of poor profiling tools by sticking with BPS qualified providers/consultants. See our Resource Pack. • Readily accessible online for employers & candidatesInterview Questions to cover potential concerns & priority development areas accompany reports • Always have a ‘final interview’ afterwards to check strengths & potential concerns with candidates & referees

  12. 6. Vision (VQ):ACCA: “The ability to predict future trends accurately by extrapolating existing trends and facts, and filling the gaps by thinking innovatively”. • High level verbal critical reasoning tests assess abilities to make logical assumptions based on current information.  • The better personality questionnaires also assess softer visionary traits, including thinking strategically without being held back by traditional conventions, policies or mind-sets

  13. 7. Experience (XQ):ACCA: “The ability and skills to understand customer expectations, meet desired outcomes and create value”. • This is the easy bit • Relevant information gathered from CV's & application forms. • Validated by good interviewers interviewing both candidates and referees • Accountests Scores demonstrate whether experience translates to accumulated professional knowledge • Software & IT Skills Tests

  14. Matching ACCA Quotients with Selection Methods

  15. Predictive Validity of Selection Measures and Job • Performance (Robinson & Smith 2001) Blending Assessments of Skills, Ability & Personality Work sample tests Ability tests Structured interviews Personality questionnaires Assessment centres Biodata – CV’s & Supporting Info References Unstructured interviews Years of job experience Interests Years of education Graphology 0 . 0 0 0 . 2 0 0 . 4 0 0 . 6 0

  16. Sourcing Assessments to Measure the Seven ACCA Quotients • Essentially, adding Skills Testing & Psychometric Testing/Profiling of Ability & Personality to Good Interviews & Reference Checking covers all 7 quotients • Where to source them In-House? • Your HR function &/or Trusted Advisors. • Are they using testing & assessment already? • Do the assessments they use measure these quotients? • See our Resource Pack for UK providers of psychometric & skills tests & assessments, effective interview technique training • See www.Accountests.com/Accountex2019

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