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Accountants One CEO Dan Erling to Speak at Hiring Seminar for Atlanta Executives

Accountants One CEO Dan Erling to Speak at Hiring Seminar for Atlanta Executives


Accountants One, an Atlanta-based Accounting and Finance recruiting and staffing firm with a 90% success rate, announces President and CEO Dan Erling to speak on innovative hiring and retention strategies at August business event.

May 6, 2019

Atlanta, Georgia

Accountants One announced President and CEO Dan Erling to speak at a hiring seminar for high-profile Atlanta executives this August.

The event will feature Dan Erling, CEO and author of MATCH: A Systematic, Sane Process for Hiring the Right Person Every Time. MATCH is a system of best practices that virtually guarantees companies hiring success. The principles found in MATCH are based on over a decade of data collection accumulated over thousands of hires.  Erling collected the strategies that great companies utilize in consistently recruiting, hiring and retaining great people.  Using a twelve-month trailing audit, Accountants One has never dropped below a 90% success rate. Learn more about the MATCH process.

An A/R Director for a national distribution company commented, “one of the things that sets Accountants One above other recruiting firms is the willingness to come on-site and understand corporate culture.  Their team asks great questions and truly gets to know the hiring managers and their needs.  We appreciated the flexibility in available hiring options to bring the right candidates onboard for long-term retention.”

During the session, Erling will discuss his perspective on leading the charge to get the right people on the bus, making objective people decisions every time, ensuring that your team is conducting in-depth interviewing and reference calls, testing your hiring ROI and defining cultural questions.

“What has been your company’s hiring success rate over the past year?” asked Erling. “That’s a tough question. If you need to make a difference in your hiring success rate, you should implement MATCH. Few things impact a business more than the quality of its people.”

The event is taking place on Thursday, August 15th from 8:00 am – 1:00 pm at Roam Dunwoody. Check in begins at 7:30 am. Tickets are $200 and will include two reservations – one for an executive and a guest of that executive, breakfast, lunch and a MATCH book.  Event registration is available here.

About Accountants One

Accountants One was founded in 1973 with a long-standing commitment to honesty, integrity, and confidentiality. This dedication to excellence attracts an outstanding community of Atlanta-based candidates. While there are many search firms throughout the Southeast, our distinction as an accounting and financial recruiting firm separates us from our competition. This, combined with our passionate dedication to customer service makes the Accountants One difference. Learn more at accountantsone.com.  


Private vs. Public: Questions To Consider Before Making the Switch to Industry

Private vs. Public: Questions To Consider Before Making the Switch to Industry

April 17th, 2019

First off, congratulations! With April 15 behind us you can take a deep breath and relax now that busy season is finally over!

We encourage you to take time for careful self-reflection before choosing to make a career change. Sure, there may be aspects about public accounting that you love and others that you wish you could change, but how you answer these questions will reveal a lot about yourself. A little introspection goes a long way.

Private vs Public
Behavioral Interview Questions (With Examples)

Behavioral Interview Questions (With Examples)

The behavioral interview is the best tool for predicting success in the hiring process. In the hands of an organized hiring team, behavioral questions virtually guarantee a successful hire. Once an effective candidate pool has been established, a strong hiring team will systematically move through those potential hires using behavioral questions.

Behavioral questions focus on past behaviors. These are inquiries into the candidate’s past, demanding much more than a yes/no response. Answers to behavioral questions require story-telling and reveal strengths and weaknesses. Well-designed behavioral questions tie back to key technical skills and competencies as captured by the hiring team.

I’ve included two examples below – the first focused on technical skills and the second focused on soft skills. I am hopeful that these examples help to show the value of behavioral interviewing questions. 

Behavioral Questions concerning Technical Skills–Excel Guru Needed

Here is an example of a behavioral question focused on a technical skill — Excel proficiency:

“Tell me about your experience writing formulas in Excel.”

Do you see how phrasing the question in this way will lead to the candidate telling a story about their level of experience? A traditional (less revealing and less effective) non-behavioral interview question might be, “can you write formulas in Excel?” There is not as much to be learned from that question.

Here is another behavioral question focused on technical skills in Excel:

Describe a project where you created VLOOKUPs. What was the outcome of that project?”

Can you see how much the behavioral question will reveal about a candidate’s technical skills in using Excel?

Behavioral Question concerning Soft Skills — Capable of working under strict deadlines

What about a soft skill such as hitting deadlines? Here is a very revealing behavioral question:

“Tell me about the last time you missed a deadline and the implications of that missed deadline.”

When asked a question in this way, the person being interviewed is required to reveal stories related to their work style, processes, and even their understanding of how deadlines affect an organization. This is incredibly valuable data in determining whether the person will be successful in the role.

Behavioral interview questions give us a framework to evaluate the past behaviors of a candidate. Since past behavior is the greatest predictor of future action, this approach gives us the best way possible to predict the success of a candidate. And while this approach does require time and energy in setting up and managing a systematic process, when compared to the value of an effective hire, I believe the return on investment makes it worth every moment.