Professional Accounting: Strategic Recruitment and Employee Selection

This report examines strategic recruitment processes within professional accounting, emphasizing the importance of selecting candidates with the right skills and experience. The report highlights the significance of time management, leadership qualities, and relevant qualifications in the recruitment process. It discusses the direct recruitment methods and the use of authorized agencies, while also addressing the company's approach to candidate confidence, training, and salary structures. The report also includes references to academic sources that support the strategies discussed. The goal is to ensure the selection of capable employees who can contribute to the company's success and effectively manage organizational activities, thereby achieving its goals and objectives. The report also mentions the company's policy on fraudulent offer letters and encourages candidates to report any suspicious communications.

Professional Accounting

Professional accounting
Strategic approach to recruitment
Recruitment is a process through which it can be easy for the company to recruit the
capable employees for managing the work of the organization. It has been examined that at the
time of recruitment the company looks for the capable candidate who possess skills and
knowledge of the work (Russell & Brannan, 2016). So, we are looking for the employees who
have proper knowledge of the work and should have managing skills so that it can be simple to
control the activities of the company. Also we recruit candidates directly or through the
authorized reputed agencies in the industry. The recruitment agencies which are linked with us
do not charge any amount for them candidates
We are also looking for the candidates who are confident enough towards their work.
Without confidence it can be difficult for the employees to be efficient towards work. It is
important for the employees to be confident so that positive outcome can be attained. We focus
on nurturing the employees by considering various training strategies.
We also look for the candidates who know what time management is. Time management
in our workplace is necessary as it helps to enhance the efficiency of the other employees and
through this it can be easy to reduce duplication of work. The candidates who know the value of
time are given for more priority as we see success that can be attained if there is proper time
management in the workplace (Oettingen, Kappes, Guttenberg & Gollwitzer, 2015).
Leadership skill is also one of the important factors which we consider at the time of
appointing the candidates for the specified job post. We believe that the individual should be his
or her own leader so that the activities can be completed easily. We look for the candidate who
can manage the activities of the company and can also show direction to their colleagues as it
can motivate other to work hard towards the activities of the company. The candidate who are
their own leaders can be considered as the asset of the company as through this it can be simple
for us to accomplish goals and objectives in an effective manner (Antonakis & Day, 2017).
When we take decision of recruiting the candidate we also emphasize on qualification
and experience of the candidate as it is something which shows us the capability of the candidate

Professional accounting
in completing or controlling the operations (Collings, Wood & Szamosi, 2018). We hire
candidates who have 1 year of experience as it helps the employees to understand the work of the
company. We make the decisions by emphasizing on the salary structure which is offered to the
candidate in the previous company.
We are under no obligation to offer fraudulent offer letters which are given by the
recruitment agencies or from any third party. Any individual who is dealing with any of the
alleged recruitment agencies does so on their own risk.If any candidate encounters any mails
from the third company, please let us know through our official website.

Professional accounting
References
Antonakis, J., & Day, D. V. (Eds.). (2017). The nature of leadership. Sage publications.
Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Oettingen, G., Kappes, H. B., Guttenberg, K. B., & Gollwitzer, P. M. (2015). Self‐regulation of
time management: Mental contrasting with implementation intentions. European Journal
of Social Psychology, 45(2), 218-229.
Russell, S., & Brannan, M. J. (2016). “Getting the Right People on the Bus”: Recruitment,
selection and integration for the branded organization. European Management
Journal, 34(2), 114-124.