The Position of Assistant Account Executive - Coursework Example

Insert your name here] [Insert professor’s name here] [Title of the course] [Date of submission] Abstract The purpose of this interview package is to critically recruit personnel intended to fill the position of Assistant Account Executive. It intends to provide an elaborated description of the designed behavioral criteria expected from interviewees as well as a well prepared interview guide for the justification of the process. To base my argument on already established theories and practices, the package will borrow much from current relevant and accepted academic sources like journals and books. Contents Page Cover page 1 Abstract 2 Table of Content 3 Description of the behavioral criteria 4 Information about preparation 5 Interview guide 9 References 13 The Position: Assistant Account Executive Behavioural Criteria 1. Leadership and Management Skills As an accountant in the firm, it’s expected that the candidate ability lead others and manage accounting and financial aspects of the company within and outside the company. His management ability must be able to convince senior employees that the company can rely on him to make critical decision on financial accounting. The applicant is expected to co-ordinate and participates in all financial accounting when analysing gross company annual financial gains and losses. 2. Vast knowledge in financial accounting and financial analysis The company will be encouraged to find a candidate who has had previous experience with numeracy skills, including the ability to manipulate financial and other numerical data and to appreciate statistical concepts at an appropriate level. 3. Communication/Interpersonal Capabilities A candidate expected to fill the position of the assistant account executive is expected to demonstrate good communication and interrelation skills while at working place. In order to enable the company achieve its maximum potential, the candidate will be expected to demonstrate competence analyzing and drawing reasoned conclusions concerning structured and, to a more limited extent, unstructured problems from a given set of data. The company expects that candidate to portray knowledge in locating various data from various sources such as company reports, newspapers and financial journals for its financial accounting. The company will also consider an individual distinguished with persuasive language as well as ability to communicate with conviction. 4. Liaison/Relationship Building Since establishing strong inter-organisation networks and relationship will enhance this company to achieve its major objectives, the company expects the candidate to be a person with ability of bringing cohesion between stakeholders and employees. Therefore the company expects the candidate to be trustworthy and a down to earth individual who sees no problem interacting with other employees irrespective of their levels. Considering this quality is paramount since Carlopio and Andrewartha, (2005) explain, “The advantage of effective relationship within a firm is central in ensuring that the organisation achieves its goal.” 5. Motivation/Self Management The candidate is expected to demonstrate the ability to prioritise on workload when faced with multiple tasks to perform under short period of time. The person is expected to manage his/her own performance and sets clearly the timeframes to complete the task. Information about Interview Preparation 1. The questions A well prepared interview question should not be inconsistent. Since all the interviewee are supposed to be tested for competency in a given area, Macan and Dipboye (1990) suggest that asking varied questions to different candidates always leads to a result that is skewed to one side. The questions to be asked must be objective for every particular goal the company wants to test or obtain from candidates. In other words, these questions must relate directly with certain duties and responsibilities the candidate will be expected to perform. Along with that, research by Ivey, AE & Ivey, MB (2003) found out that incase the panel consist of more than an individual, it will be paramount to agree on the questions to be asked so as to avoid prejudiced mind or hallo effects. Review all application information regarding the applicant prior to the interview and note any questions required to clarify any anomalies. Lastly, clarity of the question should be considered and incase the interviewee did not understand the question, it should be rephrased or candidates should be made aware they have a right be pardoned since the aim of these questions is to draw the best out of the candidate. 2. Location The best location for the interview is a quiet and confidential environment so that the panel and the candidate must communicate without distractions. Confidentiality and silence will be requires as it is information gathering exercise. The location for conducting the interview must also take into account that some candidates might be physically challenged. Therefore the venue must be accessible to this group of individuals Lastly, seating arrangement must be reviewed so as to avoid distractions such as wind or direct reflections of sun rays to the eye. 3. Words of advice for the Candidates The board need to communicate to the candidates on the date the interview is to take place. This must be made earlier enough to avoid tension. A confirmation of the venue must be made to the candidates and asked if they are aware of the place. Another advice if to ask the candidate to explain any special service they may require while at the venue. Interview Introduction Latest research by Uris suggest that since most candidates are always nervous and anxious before entering the interview room, it should be noted that proper introduction made to the candidate will ensure that ‘actual result is obtained.’ Therefore attempts to reduce stress and tension by beginning with a casual, welcome greeting and congruent supportive body language will help the candidate. The paragraph below can be a typical example of how to make an introduction to a candidate. Welcome Mr. Daniel Wright and please take a sit. We thank you very much for taking you time to attend today’s interview for the position of Assistant Account Executive. My name is Jean James, human resource manager and with me is Ms Amber Jones, human resource consultant and Mr. Garry Shaun, transport manager. Our interview will take approximately 1 hour and will attempt to discuss your performance against your current position goals and personal development. Is there anything you would like us to do for you before we commence? Concluding the Interview By the end of an interview process, the panel must be able to obtain three results; the candidate could meet and surpass the required information and skills, the candidate could just meet the needed information and s/he could not provide the needed information. To the candidate, the panel must make sure they provide some moment for the candidate to say something about their claim or view. This can be achieved if the panel allocates few minutes to be asked questions. To conclude the interview in a professional way, Cole, (2001) advice that the candidate should be given a polite closing remarks to make him/her feel treasured and respected. An example of the end remarks is in the paragraph below. That marks the end of our interactive session Mr. Daniel Wright. Is there anything you would like as to know about you or any question you feel like asking the panel? We intend to make follow ups with every candidate’s referees and forward formal recommendations to our Chief Executive Officer who will then make the appointment. Please rest assured that for whatever the outcome of the interview, you will be notified. Once again thank you for your participation. It was nice meeting. Test for Non-Verbal Signs As non-verbal cues send important messages to the panel regarding general behavior of the candidate, it is vital to analyse hidden gestures such as level of high contact, tone and mood. This will be essential as some candidates may fake words they are sure panel would wish to hear. Secondly, hidden gestures explored may form basis for the construction question to ask the referees. THE INTERVIEW GUIDE FOR ASSISTANT ACCOUNT EXECUTIVE Candidate’s Name:____________________________Date:_________________________ Names of Interviewers: 1.______________________________________________________ 2.______________________________________________________ 3.______________________________________________________ Relevant Experience PRIOR TO THE INTERVIEW Confirm overall selection process and timing Agree who will lead the interview, who will ask which questions and who to take notes Confirm the rating scale to be used Introduction of the Candidate and advice Process Welcome the candidate Introduce the panel to the candidate (names and positions) Provide an overview analysis of the position and expected duties and responsibilities required Advice the candidate of the interview process selection criteria Experience Review Can you discuss with this panel your past experience as an Assistant Account Executive? In your views, what was the most interesting and motivating experience you had? Can you please discuss with us projects, results or initiatives you are proud of in your experience as Assistant Account Executive? What is it about this role as an accountant that interests you? Tell me about your preferred work environment, the one you felt most comfortable working within. Motivation/Self Management Quality expected from the candidate: Key action: Uses gathered initiative to develop key financial planning Able to demonstrate creativity To manage his/her own performance and give targets within Coordinate projects a given timeframe Motivates others to perform Behavioural Questions Please explain how you can encourage and motivate other junior employees especially if faced with tough deadlines that if missed, may impacts negatively on company’s reputation In your past experience, are there initiatives or projects you are proud of? Please tell as briefly why they make you proud. Explain how you will or have been dealing with junior employees who do not adhere to professional ethics. Explain to the panel how you carry out the process of setting work priorities. Along with that, please make it known how you would do if you realise you cannot meet the set deadline. Overview Action Result Licence/Qualification Yes No Comment Degree certificate Diploma certificate NT or Interstate Drivers Cert iv Training and assessment Ask the candidate to nominate two recent referees with one as the manager from the position s/he currently holds. Current Manager Referee Name Name Position currently holds Position currently holds Duration of time supervising applicant Duration of time supervising applicant Final Questions Are there additional information we have not enquired and you believe is important for the panel to be able to assess your ability as a suitable candidate for the job? Do have any question for the panel? Final note: Let the candidate know the approximate timeframe the selection process will take. Advice candidate on how s/he expects to be communicated to regarding the outcome of the interview. Thank the candidate for participating in the interview. Reference List Carlopio, J & Andrewartha,G 2005, Developing management skills—a comprehensive guide for leaders, 4th edn, Pearson Education, Frenchs Forest, NSW. Cole, K 2001, Supervision—the theory and practice of first-line management, 2nd edn, Pearson Education, Sydney. Ivey, AE & Ivey, MB 2003, Intentional interviewing and counseling, 5th edn, Thomson Learning, Pacific Grove. Macan, T & Dipboye, RL 1988, ‘The effects of interviewers’ initial impressions on information gathering’, Organisational Behavior and Human Decision Processes, vol. 42, pp 364–387. Read More