Trainee Accountant Recruitment

Trainee Accountant Recruitment

Length: 2595 words (7.4 double-spaced pages)

Rating: Excellent

Open Document

Essay Preview

More ↓
RECRUITMENT OF TRAINEE ACCOUNTANTS

Finding ways to support improvements on traditional approaches is a constant challenge to any field and control professionals, who must be open and receptive to change. Not being afraid of change isn't enough, however; accountants must be excited and motivated about new ways of doing things.

With the introduction of Human Resources, people in an organization have taken a new role. Long gone were the days when an accountant is a clerk. In today’s day and age, an employee is an asset for that company. They are a major investment and companies thrive in protecting their interests and development. Human Resources (HR) have developed and now is a full fledged field. Most companies have some sort of Human Resource management. Basically where there is hiring and firing, there is Human Resources activities involved. Whether it is a small firm or a large corporation, Recruitment and Selection is needed in every kind of organization.

HR defines the organization objective to its employees. It makes the people involved to be part of the organization and work towards a goal. It also enhances ones responsibilities more clearly. The job activities and profile will be to work towards organizational goal yet at the same achieving personal objectives. Hence, in HR employee’s development is very important whether by relationship building or through training. All kinds of skills are taken into accounts and measure before an employee is hired. Career plans and objectivity in life is top priority as this will determines whether the prospective employee is a good investment or not.

A major role of HR is Recruitment and Selection, which will be the topic of this article. The Recruitment and Selection procedure in any organization is most important, as they are the foundation for which the company makes the decision of hiring and invests in an individual. Selection means to choose the best candidate for a particular job, keeping in mind how his goals are in tune with the organization’s goals. HR has made this process of selection sophisticated and more challenging. Educational background and years of experience are no longer the only major pre-requisite. What people know is less important than who they are. Hiring, is not about finding people with the right experience. It's about finding people with the right mindset. These companies hire for attitude and train for skill. A mix of ten different intelligence’s: deductive, inductive, mechanical, memory, numerical, perceptual, reasoning, spatial, verbal, and vocabulary.

How to Cite this Page

MLA Citation:
"Trainee Accountant Recruitment." 123HelpMe.com. 13 Dec 2019
    <https://www.123helpme.com/view.asp?id=45321>.

Need Writing Help?

Get feedback on grammar, clarity, concision and logic instantly.

Check your paper »

Recruitment Of Recruitment And Recruitment Essay

- Business Concept According to Flippo (1984), recruitment is an activity of looking out for individuals for employment and motivating them to apply for jobs in the organization. Recruitment is a pursuit that connects the organizations and the individuals. It is an activity of hitting upon and inviting skilled candidates for engagement. The course of action commences when fresh candidates are pursued and completes when their applications are put forward. The outcome is a collection of applications out of which new employees are chosen....   [tags: Recruitment, Employment, Employment agency]

Research Papers
1589 words (4.5 pages)

Essay about Recruitment : Recruitment And Retention

- Recruitment and Retention Many companies when seeking to hire, or start fresh from ground zero must look into two important areas. One recruitment and the other being retention. Recruitment defined as, the action of enlisting new people to join an organization or support a cause; Retention being defined as, the continued possession or control of something, the fact of keeping something in one’s memory, the action of absorbing and continuing to hold a substance. In a nutshell what is it going to take, to get individuals to seek employment with their business, and what does their business need to do to keep their current employees for extended periods of time....   [tags: Employment, Management, Recruitment, Interview]

Research Papers
709 words (2 pages)

Essay about My Goal Of Becoming A Certified Public Accountant

- Goals 1. My first goal is to continue my education by earning a Master’s degree in Accounting right after completing my bachelor’s degree. The MSU’s Accounting program attracts me for both its reputation and its career opportunities available for international students. It is my responsibility as a future accountant to be really familiar and proficient at the tools accountants use regularly. Achieving my master’s degree will also help me achieving my second goal of becoming a CPA by meeting the requirement of curriculum....   [tags: Certified Public Accountant, Accountant]

Research Papers
1048 words (3 pages)

Recruitment Of Recruitment And Recruitment Essay

- Introduction: Recruitment plays an important process in building a striving organization that meets the demand of the organizations mission or goals. Organizations need to know how to recruit with strategy so that the applicant meets the standards of the organizations or employer. In a competitive market companies struggle with finding applicants that are qualified for the job and receive too many applicants who are under qualified or just don’t understand what the company’s goals are. Organizations use press advertising as a method of recruiting and the paper focuses on how a clear job description is needed and how social media could change the future of recruiting through social media....   [tags: Recruitment, Employment, Human resources]

Research Papers
1423 words (4.1 pages)

Recruitment Of Recruitment And Recruitment Essay examples

- Recruitment agencies are a very significant part of employment. It is unfortunate that many job seekers as well as employers tend to overlook these agencies. Recruitment firms can therefore be defined as outside firms that hold the responsibility of finding employees for employers. These are very valuable sources that can serve both the job seekers and job givers in equal measure if used correctly. BIS 2008 explains that most recruitment agencies operate under two types of recruitment. Firstly, there is the temporary contract which is usually flexible on both the employee and the employers’ side....   [tags: Employment, Recruitment, Employment agency, Firm]

Research Papers
1000 words (2.9 pages)

A Business Is A Great Accountant Essay

- “Behind every good business is a great accountant.” Considered by many to be language of business, accounting in all reality is a vague term. They are many types of accounting each with its own certifications and requirements. They are three main types of accountants first is the public accountant or CPA. This is a person who works for a public accounting firm, whose job is to go and evaluate the status of a company through auditing financial statements. Next, is a cooperate accountant. In cooperate accounting an accountant works inside a major cooperation, for example Ford or Chevy, and evaluates the status of the company through creation and analysis of the financial statements....   [tags: Accountant, Certified Public Accountant]

Research Papers
1932 words (5.5 pages)

Career Path For A Licensed Accountant Essay

- I have taken a lot of time this semester to think about and focus on a career path. After much consideration, I am now planning a path to become a licensed accountant. Certified Public Accountants oversee financial operations and examine and make sure financial records are correct. Many people call accounting the “language of business”, because many of the decisions made by companies are not made without looking at an accountant’s report. This job is appealing to me because it is a job that has a routine, I would get to work with numbers, and it is a respectable job that not everyone can do....   [tags: Certified Public Accountant, Accountant]

Research Papers
1267 words (3.6 pages)

Financial Statements Of An Accountant Essay

- At a glance, accounting might appear as a repetitive cycle of preparing and examining financial statements. However, a brief exposure to accounting has taught me how chaotic it can be for accountants. An accountant captures and represents the information of businesses. By reviewing financial operations, an accountant helps a business run efficiently. This profession can be intellectually stimulating and rewarding. After learning about accounting, I cannot help but be interested and desire to work toward a degree in accountancy....   [tags: Accountant, Certified Public Accountant]

Research Papers
736 words (2.1 pages)

Essay on Who Is An Accountant?

- Accountants work in a high stress environment where it is vital to remain detailed, honest, and most importantly organized. Accountants must thrive and be responsible as they play role in their client’s financial future. At a younger age, I developed a quality known as organization; I can now say it is a successful element in my field. An accountant should be a very organized person who is also comfortable working in structured environments. This quality makes me unique because organization sets patterns and routines; it reflects how I portray myself and what kind of work I am capable of doing for myself and for my future employer....   [tags: Management, High school, Accountant, Subroutine]

Research Papers
706 words (2 pages)

Essay about Promotion Opportunities : Senior Accountant

- Steps 5: Promotion Opportunities Senior Accountant: Becoming a senior accountant is a promising step in the promotional ladder. Senior accountants have more responsibilities than staff or junior level accountants. Senior accountants are responsible for preparing financial documents, assisting with monthly reconciliations, and assisting with audits. Accounting Supervisors: The next level up from senior accountants are the accounting supervisors. Accounting supervisors are in charge of the staff and senior accountants....   [tags: Certified Public Accountant, Accountant, Finance]

Research Papers
912 words (2.6 pages)

Related Searches

In addition to that five other elements which makes up a personality of an employee : extroversion, emotional stability, agreeableness, conscientiousness, openness to experience. Ask any ten human resource managers how they select employees and you will find that most of them work from the same set of unchallenged, generally unspoken ideas. Their way of thinking and the employee selection procedures that stem from it involve precise matching of knowledge, ability, and skill profiles. They see employee selection as fitting a key - a job candidate - into a lock - the job. The perfect candidate's credentials match the job requirements in all respects. Only an exact fit guarantees top employee performance. Cook, McClelland and Spencer capture the precise matching idea in the AMA's Handbook for Employee Recruitment and Retention:

The final selection decision must match the 'whole person' with the 'whole job.' This requires a thorough analysis of both the person and the job; only then can an intelligent decision be made as to how well the two will fit together...stress should be placed on matching an applicant to a specific position.

The bulk of the research we have considered thus far focuses on individual job proficiency in traditional jobs. Despite the widespread use of work teams in today's businesses, there are no studies that look at how well intelligence predicts performance in teams. The same kind of uncertainty exists about the role that conscientiousness plays in generating the often-unrewarded "beyond the call of duty" contributions called organizational citizenship behaviors (OCB).

There are at least five circumstances that should lead employers to consider replacing precise matching with a search for employees with a mix of intelligence. The first two-suggestion rest on the results of the research discussed in the preceding pages. The remaining three have not been tested in the laboratory, but make sense logically.

* When the Job Calls for a Great Deal of Problem Solving. In this case, g influences the ability of individuals to identify problems and to come up with creative ways to solve them. It appears likely, as well, that conscientious men and women assign high priorities to company concerns and thus look for solutions that benefit their employers, not just themselves.

* When the New Employee Will Have a High Degree of Autonomy. Employees in some jobs have little opportunity to show initiative on the one hand or to goof off or goof up on the other. Some of these workers spend the bulk of their day under their supervisor's direct gaze. The pace at which others work and the methods they use are spelled out in excruciating detail and any departure is instantly obvious. The archetypal assembly line job scores high in this respect. Other jobs stand in stark contrast, and require independent initiative. Other things being equal, conscientiousness is more likely to separate high performers from low performers in such low control - low structure jobs than it is in their high control - high structure counterparts.

* When the Things New Employees Learn on the Job are More Important Than What They Bring to the Job. Pilots, surgeons, lawyers, and plumbers bring a well defined set of skills to their jobs. Other jobs are different, however. New employees come to them with little or no direct preparation. They are expected to learn their jobs after they are hired, sometimes with the help of formal training, sometimes without. Sixty or 70 percent of jobs probably fall into this category. For these jobs, the ability and drive to learn the new assignment is paramount, making general intelligence and conscientiousness important keys to success.

* When the New Employee Must Learn the Job Rapidly and Adapt Equally Rapidly to Job Changes. High general intelligence is consistently associated with the ability to grasp new information. Conscientious candidates are likely to strive to do so. Thus, both g and conscientiousness probably characterize individuals who will learn new jobs quickly and deal effectively with change.

* When Two or More Top Job Candidates are Just About Equal in Terms of Knowledge, Skills, and Abilities. Even in jobs that demand precise matching, the selection process sometimes yields two or more top candidates who are evenly matched in terms of specific requirements. In such cases, the candidate who scores highest in terms of g and conscientiousness is the better choice.

As the first step in a recruiting strategy designed to evaluate the writing of potential hirees, employers should identify the specific writing skills associated with successfully producing documents in their work places. The identified job-related skills will then serve as valid criteria for which potential hirees' writing capabilities can be evaluated. Organizations may carry out this writing skill identification process by consulting their practitioners, consulting writing specialists, or referencing published works. As one example of a published work, authors Claire and Gordon May identify and illustrate several specific writing skills in their excellent book Effective Writing: Handbook for Accountants (1996). These skills include accountants' capabilities to write in a coherent, clear, and concise manner; use standard English correctly, including the proper use of grammar, punctuation, and spelling; design and prepare documents in a professional manner; and document references appropriately.

Cangemi also stresses the importance of thinking creatively, of not being inhibited. His message to auditors is "Here's the software. How you creatively mix it is limited only by the ideas of the people doing the mixing. Connecting what you do every day to what you try to do on the computer is integrating auditing, accounts and computing.” "The business world has obviously changed," Cangemi said. "Transactions are more complex and involve greater exchanges of money in all different currencies. At international American Express operations, you can't even create a file for extraction. They break their information down into several computer centers around the world -- and only process one day at a time. Their volume and time sensitivity has led to breakthrough thinking. For accountant to understand this and yet integrate it to his field of work.

Employers of management accountants share a number of common interests and concerns when facing the challenges of the recruitment and training of tomorrow's management accountants, whilst having to maintain a high-quality personal development programme for today's student. In addition to serving member customers directly, it was essential to look at links with their indirect customers--the employers.

Employers may also like to consider the following terms at the time of recruitment:

* Trainee exchange schemes and employer/ educationalist placements.
* Provision of in-house post-qualifying training courses.
* Better business exchanges.
* Benchmarking in activity-based management and electronic data interchange. Having actively encouraged employer participation through the Group, and believes that employer contribution is of vital importance to the future success of its policy development and activities which are specifically designed to strengthen the profession of management accountancy to meet the future demand for qualified personnel.

Reading Resumes and Interviewing for Evidence of g. Looking for g is relatively easy, as such things go, since a number of readily observable personal history items correlate highly with general intelligence:

* School Grades. School grades do not indicate g perfectly. Individuals may over- or underachieve relative to their intelligence for a variety of reasons. Differences in school quality and in cultural and family emphasis on the importance of academic performance may handicap some students, for example. Such things aside, however, the relationship between school grades and g is very strong.

* Vocabulary. Language facility also relates highly to g. Indeed, critics argue that some measures of intelligence are little more than disguised tests of vocabulary and reading ability.

* Problem-Solving Success. Many jobs and hobbies involve problem solving. Previous success in such activities suggests that a candidate has a high level of general intelligence. Reading Resumes and Interviewing for Evidence of Conscientiousness. Psychologists have not studied the clues managers can use in judging candidates' conscientiousness. Anything we say on this issue is therefore highly speculative. However, we can build on the definition of conscientiousness that says that conscientious individuals are achievement-oriented, careful, hard-working, organized, planful, persevering, responsible, and thorough to tentatively suggest that those making hiring decisions should look at nature and quality of the candidates':

* Preparation for the Interview. The job candidate who arrives at the interview having carefully researched the firm and the job opening, is probably more conscientious than the one who arrives uninformed.

* Dress and Self-Presentation. In the same fashion, the candidate who arrives dressed appropriately shows at least some of the signs of conscientiousness.

· Career Progression. Careful career planning, as well as careful planning in
other aspects of an individual's life, would appear to be an attribute of those
high in conscientiousness. Thus a logical progression as the job candidate moves
from position to position would likely indicate a conscientious individual.

In addition to that he the job candidate must also be aware of basic accounting environment such as :

· Non-liquid assets or immobile assets.
· Somewhat mobile, but less easily converted. (e.g. office furniture, motor
vehicles, etc.)
· Easily convertible for resale or personal use. (e.g. laptop computers, tools
and materials, crude oil or refined products, etc.)
· Cash or cash-equivalents.
· Pressure to meet deadlines, goals, budgets, or the business plan:
· There are considerable pressures or deadlines either real or perceived to the
point that they could seriously impact job performance or decisions.
· Separation of duties that is responsibilities are assigned so that no one
individual controls all aspects of a process or transaction. For example,
assignment of duties so that one person is not in a position to both create and
conceal a discrepancy.

The challenge raised by Bill Gates and other managers to the conventional wisdom of precise matching has solid support not only in their experience, but in carefully crafted, widely repeated research. Study after study indicates that general intelligence and conscientiousness relate strongly to performance across a wide range of jobs and situations. Clearly the time has come for those who set hiring policy to raise their own challenge to human resource managers and industrial psychologists who administer their firms' hiring programs:

One of the important task after an employee is recruited especially a trainee is his orientation. They are coming into a new environment, meeting new people, and are not sure how they will be accepted. Employers can ease the transition and take advantage of the opportunity to get the relationship off to a good start. Welcome your new employee. Smile, and tell them you are glad that they have come to work in your establishment. You can make a big difference at this point. Show them around the facility, pointing out any important features along the way like emergency exits and hazardous areas, for example. Pretend you are showing a guest through your home. You want to make them feel comfortable and for them to relax as much as possible. Introduce them to people you meet along the way. Chances are your new worker won’t be able to remember everyone’s name when they are through with your tour, but you will at least have given other people the chance to learn who the new person is. As you introduce your new employee, explain what job they will be assigned and who they will be reporting to. This will help existing employees mentally fit the new person into what they know of your organization. Introduce your new employee to the supervisor they will be reporting to, if they haven’t already met. Show them their workstation and where to get any supplies they might need. Talk briefly about important contacts they will want to remember, such as the person responsible for ordering supplies, the payroll person and any others you feel are key to the operation. Prepare a checklist of subjects, which should be reviewed with each new employee and then set aside the appropriate amount of time so that can be done. Let everyone else know that you are not to be interrupted while you are orienting your new worker. You will want to convey to the new person that they are the most important item on your agenda at the moment.

References :

1 Cook, M. F., McClelland, D.C. & Spencer, Jr. L. M. 1992. The AMA handbook for
employee recruitment and retention. New York: AMACOM. 104-105.

2 Gatewood, R. D. & Feild, H. S. 1994. Human resource selection (3rd ed.). Fort Worth
TX: Dryden Press.

3 Fortune. 1996. Microsoft's big advantage - hiring only the supersmart. November 25:
159-162.

4 Ibid.

5 Fortune. 1997. Brains in the office. January 13: 38.

6 Wall Street Journal. 1995. The poor? I hire them. May 24: a14.

7 World Executive's Digest. 1997. Hire for attitude, train for skill. January: 44, 46.

8 Thurstone, L. L. 1941. Factorial studies of intelligence. Chicago: University of
Chicago Press.

9 Ree, M. J., Earles, J. A. & Teachout, M. 1991. General Cognitive Ability Predicts Job
Performance. TR-1991-0057 (Armstrong Laboratory, Brooks AFB TX) as discussed in Ree,
M. J. & Earles, J. A. 1992. Intelligence is the best predictor of job performance.
Psychological Science, 1: 86-89.

10 Ree, M. J. & Earles, J. A. 1989. The Differential Validity of a Differential Aptitude
Test. AFHRL-TR-89-59 as discussed in Ree, M. J. & Earles, J. A. 1992. Intelligence is
the best predictor of job performance. Psychological Science, 1: 86-89.
Return to 123HelpMe.com