Hiring at lower levels in your hierarchy can be riskier because the candidates typically don’t…
John Borrowman, CPC
Borrowman Baker LLC
Hiring at lower levels has meant lower cost structures in many practices. Unfortunately, that lower cost has brought increased risk. Credit the law of unintended consequences.
BV practice leaders are feeling more confident, and are adding production capacity. The recent economic downturn has brought a heightened sensitivity to the cost of those additions. As a result, practices are hiring more talent at the lower levels of the hierarchy, including those fresh out of school.
That talent can be riskier to hire. Why?
- A candidate without BV experience is an unknown. Can she learn the job requirements, and demonstrate a work style consistent with the behaviors needed for success?
- A candidate’s fit isn’t necessarily predicted even by a year or two of BV experience, if you can’t assess that experience because reference calls would send up a red flag.
Our BV Candidate Assessment is one more tool to help you mitigate that risk.
Not everyone is up for the mental demands of working in business valuation. Wouldn’t it be nice to know if your candidate was – or wasn’t?
As an experienced practitioner, you know the rules. And, you also the exceptions. More importantly, you’re comfortable in an environment that calls for a careful balancing of the two. Wouldn’t it be nice to know if your candidate was – or wasn’t?
Hiring quality employees is challenging enough. Why would you not use a tool that helps you reduce your risk?
Click here for more information about the Borrowman Baker BV Candidate Assessment.