Some of us are effortlessly organized, while others are not much. Some of us love to file, and other individuals detest it. We speedily realized that we often fall into the latter category. And so what exactly? Will we let this get in the way of running the business smoothly? Of course, certainly not!
We believe that everyone will take advantage of their natural expertise and talents, and a prepared business person will get help with the remaining. At every step of building any team, you want someone with complementary expertise – a yin in your yang. And that’s what is coming from done. After painful activities of late-night filing and messy desks, we hired a bookkeeper. Simply lucky, people get it proper the first time. We’ve tried a couple of and finally found someone wishes satisfied with. She’s quick, will take the initiative, and has a great frame of mind. Today, we’d like to share with an individual our process and how we all found the best bookkeeper within a week!
Step 1. Figure out what you need and what is essential to you personally.
Before heading out and wasting your energy looking for anything or someone, you should define precisely what you are looking for. Including not only knowing your talents so you can look for complementary expertise but, more importantly, identifying your current values. Most skills may be taught, but when it comes to people’s values and personalities, that is a little harder to change. Following some soul-searching, we chose the following must-haves:
1 . Awareness of detail – bookkeeping is certainly a detail-oriented profession. It requires distinct data entry, attention to missing payments, filing, etc. We’d often like the books entered once, comprehensively, so less time is sacrificed going back and re-doing the effort.
2 . Ability to follow recommendations – the last thing we’d like all of our bookkeepers to do is to practice their creative systems, which could have worked for them in the past, although they may not work for our small business. We want our team members to guide our business model.
3. Good attitude – we chose long ago to purposely besiege ourselves with people with attractive attitudes, great energy, and straightforwardness to get along with.
4. Normally takes the initiative and is willing to study – we’d like someone that would choose to grow with us, learning innovative skills as we grow our small business and providing valuable feedback on how we can improve.
Seeing that important is to decide precisely what is NOT necessary – skills that happen to be nice to have, but we can live without:
– Comprehensive experience
– Knowledge of the real estate industry
– QuickBooks (a popular bookkeeping software) knowledge
Step 2. Market the position.
Many people would suggest asking for referrals from friends and family. However, we’ve ought to luck with online career postings. When you know precisely what you would like, I find it easier to locate it online. Once you start getting the family and friends involved, your conditions may be easily swayed, and you could feel pressured to hire a person recommended by your inner round. To avoid emotional turmoil, we all decided to post online advertisements on Kijiji, Craigslist, etc. Not only is an ad obtainable to a broad audience, yet this was the most efficient means for us to filter using candidates before getting on the device or meeting in person.
3. Filter. Filter. Filter.
To be able to filter potential candidates swiftly is a crucial step and may save you a TON of time! Inside our ad, we asked the candidates five questions with instructions never to send us their job applications. The last thing I want to do is look through resumes for replies and clues. I decided not even to read the replies. This didn’t answer ALL my issues because that tells me either a) they can’t abide by instructions or b) they pay attention to detail. Since most of us previously identified these two capabilities to be important to us, integrating this out was a huge saver. After about three or more days of posting the offer, we received about 40 applications. Deleting those who didn’t follow instructions eventually left us with about one month of candidates.
Attitude and style are much more difficult to test on the net. But we still manufactured an attempt with two issues:
1) what previous practical experience you enjoyed the most?
2) what are your best traits?
Replies to these questions say considerably about the candidate. They give clues about their work approach, confidence level, and values. Based on answers to those two questions and previous similar experiences, we ranked 30 candidates. The top 15 candidates were asked for a couple of references. To my surprise, this request immediately lowered the number of candidates before I even picked up my telephone! Some gave wrong amounts; some gave only one or perhaps three references, and so on. Once more, I was testing how properly they paid attention to detail and clearly, didn’t bother with candidates that may not follow instructions.
Step four. Time for the interview.
We all value our time tremendously, so we chose one day and something day only to hold interviews back to back. We produced no exceptions if someone couldn’t ensure it was that day. We arranged six interviews over a Friday morning, from 9 am until noon. We all didn’t need more than thirty minutes with each candidate due to the fact, again, we knew just what exactly we were looking for. During the appointment, about half the time was invested in chit-chat – to see if we could make it along and if their style matches ours. The rest of the time has been the time hath been focused on testing their capabilities. We brought with us essentially the most complicated bill we could come across – one that even needed us 5 minutes to figure out which will property it was for, the amount we owed, and when. Our reasoning was that if often the candidate could figure that out under pressure, we were self-assured they could figure out most of our books with no problem.
At meridian, precisely one week after the offer was posted on Kijiji, all of our decision was made. Believe it or not, deciding was not that difficult to produce. Although all the interviewees believed to have significant experience with bookkeeping, only two responded to the ‘technical’ question to satisfaction. Ultimately, we found the candidate that was the easiest to talk with and that seemed to fit the staff the best.
Cams is a stay-at-home mom who loved the part-time opportunity to work flexible hours. This lady has a great attitude – constantly smiling, and has excellent attention to learning. Cam has 10+years of administrative, secretarial, and also bookkeeping experience in the economic services industry, and the lady loves figuring out what amount goes where in an economic statement – Lucky People! That’s precisely what we need!
Step five. Training period.
During the exercise, Cam took the initiative to learn QuickBooks on her own time and review actual estate-specific transactions. Thankfully for her, we have an excellent guidebook from a real estate accountant and step-by-step instructions on setting up your real estate business inside QuickBooks. By now, Cam is aware of the 200-page guide inside and out!
Where have you been in your business? Are you experiencing a bookkeeper or continuing to struggle with your books?