Hiring at lower levels has meant lower cost structures in many practices. Unfortunately, that lower…
John Borrowman, CPC
Borrowman Baker LLC
Hiring at lower levels in your hierarchy can be riskier because the candidates typically don’t have much – if any – direct BV experience you can consider in your decision-making. If you could mitigate that risk easily and inexpensively, why wouldn’t you?
The good news about adding staff on the lower rungs in a BV practice is the flexibility you have in the range of skills and experience you can draw from. You already know, for example, that when you need to hire above a particular level (usually involving the ability to manage projects) you have no choice but to hire from within the profession. The bad news is that candidates you’re interviewing for your lower positions probably have only a little work experience, and none of it in BV.
The Borrowman Baker BV Candidate Assessment is the only pre-employment assessment tool customized to the BV profession, and can help you manage your hiring risk. After your candidate completes an online assessment, you will receive a report which shows the extent of ‘fit’ for your position. The report will also suggest questions to help you dig deeper in follow-up interviews. Further, a telephone consultation will walk you through the report and prepare you to get the most value from it.
You can reduce your hiring risk with an investment of less than one-half of one percent of the salary you’ll probably pay. Doesn’t it make sense to make a smarter hiring decision?
Click here for more details about the Borrowman Baker BV Candidate Assessment.