You know the time is coming when you’ll want to turn out the lights and…
By John Borrowman, CPC
Borrowman Baker, LLC, BV Staffing + Consulting
It goes without saying that the fewer choices you have in front of you, the more attention you must give to the choice you make. Nowhere is that more true than interviewing and hiring in today’s labor market.
Like so many BVFLS practices across the country, you’re probably pedaling as fast as you can in your efforts to add the production-level talent you need to meet client demand. The BV talent shortage, though, means that you may not be able to interview and consider the number of candidates you want.
Remember that candidates are always on their best behavior in the interview process. You need to look beyond that and judge the candidate’s fit for your practice. That means interviewing for more than just work history. The Borrowman Baker BV Candidate Assessment is the tool that helps you do that.
It’s the only talent analytics customized to the BV profession. It gives you data about your candidate’s cognitive abilities, behavioral traits, and interests. It helps fill in the gap between the resume and the interview.
When your candidate completes the assessment, you will receive a report that benchmarks the candidate against others at the same functional level in a BV/LS practice. The report gives you key interview questions to help you dig deeper and make a more careful hire.
Click here to read more and start using the BV Candidate Assessment in your hiring process.