The main aim of any selection method is to assess whether the candidate is interested in the job and is competent enough to excel. All selection methods involve the collection of information about the applicant in order to make a prediction of his/her likely performance.
With reference to Section 3 of the ACCA Rulebook 2008 (Code of Ethics and Conduct), all ACCA affiliates, members, and students should act with professional competence and due care. As such, before applying for a particular post, one should assess whether the ACCA’s ethical requirements are being observed.
The interview is the most frequently used method of selection. The structured discussion will vary from behavioural to technical questions. Behavioural questions are more oriented towards the personality and ‘image capture’ of the applicant in conjunction with the ‘intangibles’ of the job; these can range from the specific culture and hierarchical position of the job within the organization, to defined personality requirements which it demands.
The technical questions are based on the knowledge and experience acquired by the applicants. I met a recruitment consultant who works in the Mauritian offshore sector. In addition to questions relating to recent developments in the accounting profession, her question list is usually based on current international tax treaties and agreements, and also the legislation in which the sector is operating. Her intent is to recruit high-calibre professionals who will keep pace with the specific growth requirements of the industry while performing with a high standard of integrity.
The aim of close-ended questions is to checklist required specific information. On the other hand, open-ended questions aim to gather information that will confirm consistency with data in the CV or at a further stage, to supplement it. It is worthwhile to point out while there is no time frame in responding, the successful candidate is expected to respond in a specific and concise manner, thus demonstrating his/her ability to manage and present the required information.
The responses to the allocated questions will be analysed and discussed among concerned stakeholders with the organisation. Past career paths will be cross-checked with references provided in the CV. Usually, recruiters view past performance as an indication of future ability and attitude in assessing the ‘job fit’ and ‘team fit’ of the individual.
Reaching your ‘dream job’ starts with creating your CV with the required attributes. It will include years and types of experience, levels of ‘professional personality’, and desired qualifications. What is certain, though, is that by embarking on your ACCA studies, you are already on the route towards realising it!
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