ArchietheDragon
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Post by ArchietheDragon on Sept 2, 2015 11:41:43 GMT -5
We are interviewing for a staff accountant position. We had two finalists we wanted to bring back for second interviews and one of them declined to come in. One of her reasons is that we had stressed that we are looking for someone good at conflict resolution to fill the position. I think we scared her away with that. But I didn't mean that people are angry and yelling at eachother all of the time. I meant that the position would have to work with 20+ project managers and be able to discuss with them the various issues that cause friction between project managers and accounting.
We have one other finalist, but if we manage to scare them away too, what is another way to describe what I am looking for?
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taz157
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Post by taz157 on Sept 2, 2015 11:43:46 GMT -5
How did you explain "conflict resolution"? Like you had here or some other way?
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ArchietheDragon
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Post by ArchietheDragon on Sept 2, 2015 11:46:44 GMT -5
How did you explain "conflict resolution"? Like you had here or some other way? Not as concisely as I did here. I probably rambled too much.
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Ryan
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Post by Ryan on Sept 2, 2015 11:50:05 GMT -5
Tell them they need to "work collaboratively". If all else fails, tell them they need to leverage best practices with the touchpoint to insure completion of mission critical projects, all while keeping eyeballs on our core competencies. When in doubt, use corporate jargon to make it sound more enticing and 21st century.
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ՏՇԾԵԵʅՏɧ_LԹՏՏʅҼ
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Post by ՏՇԾԵԵʅՏɧ_LԹՏՏʅҼ on Sept 2, 2015 11:51:55 GMT -5
I think the words "conflict" and "friction" might have been the trigger word that turned her off. It might give the impression of a hostile work environment.
Maybe say "able to negotiate/resolve differences of opinion or disagreements between Project Managers & Accounting regarding various projects/assignments." (And give examples).
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The Captain
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Post by The Captain on Sept 2, 2015 11:56:29 GMT -5
"Needs to have the ability to communicate accounting terms and priorities to non-accounting personnel."
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billisonboard
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Post by billisonboard on Sept 2, 2015 11:58:58 GMT -5
Maybe, "Tell us about a time when you successful worked through one of 'the various issues that (can) cause friction between project managers and accounting'."
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taz157
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Post by taz157 on Sept 2, 2015 11:59:08 GMT -5
"Needs to have the ability to communicate accounting terms and priorities to non-accounting personnel." Yeah that! That sounds great!
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NancysSummerSip
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Post by NancysSummerSip on Sept 2, 2015 13:07:59 GMT -5
Now I want to print up bumper stickers that say "My accountant can collaborate your accountant".
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Deleted
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Post by Deleted on Sept 2, 2015 13:13:42 GMT -5
"Good at team building"
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ArchietheDragon
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Post by ArchietheDragon on Sept 2, 2015 13:19:53 GMT -5
all of you and your damned corporate speak.
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engineerdoe
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Post by engineerdoe on Sept 2, 2015 13:43:17 GMT -5
I think you dodged a bullet with this lady. She could have at least asked you for an example of what you considered conflict resolution.
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Ryan
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Post by Ryan on Sept 2, 2015 13:44:04 GMT -5
Corporate speak is almost as bad as people who routinely say "not for nothing" or "I'm just going to call a spade a spade"
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ՏՇԾԵԵʅՏɧ_LԹՏՏʅҼ
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Post by ՏՇԾԵԵʅՏɧ_LԹՏՏʅҼ on Sept 2, 2015 13:45:55 GMT -5
Corporate speak is almost as bad as people who routinely say "not for nothing" or "I'm just going to call a spade a spade" Or "It is what it is."
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GRG a/k/a goldenrulegirl
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Post by GRG a/k/a goldenrulegirl on Sept 2, 2015 13:46:14 GMT -5
"Demonstrated experience building consensus about, and adherence to, best accounting practices among non-accountant staff including, but not limited to, project managers" Or, be honest and tell candidates that the project managers are a bunch of idiots who will run the company into the ground if the accounting staff, including the new hire, doesn't keep them on a very short leash with a choke collar. Tell them that a good chunk of the job duties involve keeping the projects on budget by questioning every single cent spent and refusing to release funds to any sub-contractors and/or vendors until the project manager guarantees the project will come in on, or preferably, under, budget with his or her own blood. You're welcome.
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bean29
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Post by bean29 on Sept 2, 2015 17:23:32 GMT -5
"Demonstrated experience building consensus about, and adherence to, best accounting practices among non-accountant staff including, but not limited to, project managers" Or, be honest and tell candidates that the project managers are a bunch of idiots who will run the company into the ground if the accounting staff, including the new hire, doesn't keep them on a very short leash with a choke collar. Tell them that a good chunk of the job duties involve keeping the projects on budget by questioning every single cent spent and refusing to release funds to any sub-contractors and/or vendors until the project manager guarantees the project will come in on, or preferably, under, budget with his or her own blood. You're welcome. LOL. I would get fired if I told the owners of my company this in seriousness...but I might say it in our weekly staff meeting just for laughs.
Honest to G*d, I think you dodged a bullet with this lady. Large corps, don't have huge conflicts, and before they get to big conflicts you go to HR, and someone with some professional experience will mediate the situation...small companies I have worked for you see emotions run high and people lose their tempers, and you are pretty much on your own. I recently had our former CEO in our office (still a majority stock holder) discussing a year end compensation issue we were trying to resolve. Current CEO walked in on our conversation and reemed me out in front of his DAD (the former CEO). I think DAD was more shocked and upset than I was...I think he was waiting for me to get up and walk out. It was a difficult and stressful issue between family members...so I did not quit. I kept on their tails untill they made the decisions they needed to make.
Before the current CEO was our CEO, I walked into a fight between him and our Corp Attorney and told them to go to lunch and cool off. That was my first week on the Job. I didn't think it was fair to the other staff for me to hide in my office and not take any action. I only later realized that there was another family member in the building and he was hanging out in his office with no intention of intervening. I have been here 8 years and this was not a fatal career move.
Some times quirky people add a lot to an organization. We would pay a hell of a lot more in legal fees if we did not have a house counsel. So our house counsel has a temper sometimes. . He has also handled personal legal issues for almost every member of our staff pro-bono. Most of the "family" we work with has some quirks too, so we just have to encourage people to work with/around/and through any issues.
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zibazinski
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Post by zibazinski on Sept 2, 2015 17:53:58 GMT -5
I don't know. Sometimes people leave their jobs bcuz of bullshit at their old ones. She may not have wanted to get involved in more bullshit which sure is how it sounds.
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kent
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Post by kent on Sept 2, 2015 18:27:16 GMT -5
Just tell them it's a working environment that sometimes has rapidly changing priorities requiring a bit if finesse.
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msventoux
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Post by msventoux on Sept 2, 2015 22:25:42 GMT -5
If she's worked in accounting at all she should know that a large part of the job is hand holding, babysitting, and riding herd on non-accountant type people you have to listen to and make feel valued but discourage from gleefully jumping off a fiscal cliff and dragging everyone else with them. Or maybe that's just public accounting.
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thyme4change
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Post by thyme4change on Sept 2, 2015 22:38:56 GMT -5
Tell them they need to "work collaboratively". If all else fails, tell them they need to leverage best practices with the touchpoint to insure completion of mission critical projects, all while keeping eyeballs on our core competencies. When in doubt, use corporate jargon to make it sound more enticing and 21st century.
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taz157
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Post by taz157 on Sept 3, 2015 5:07:49 GMT -5
Tell them they need to "work collaboratively". If all else fails, tell them they need to leverage best practices with the touchpoint to insure completion of mission critical projects, all while keeping eyeballs on our core competencies. When in doubt, use corporate jargon to make it sound more enticing and 21st century. Yeah that!
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Shooby
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Post by Shooby on Sept 3, 2015 5:46:58 GMT -5
How about simply "management abilities" or "working collaboratively" as another poster said. I agree that "conflict resolution" implies there is an ongoing problem that hasn't been resolved. Or, maybe it wasn't that. Maybe you freaked her out, lol.
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mroped
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Post by mroped on Sept 3, 2015 5:55:33 GMT -5
Some people dislike corporate jargon. They might feel confused about it and prefer not to do it. Why not explain that sometimese there might be disparities that he/she needs to appease and he/she has to make a decision. And the decision belongs to them, and just put in front of them a quick example on paper or otherwise. Make a point out of "You are in charge! What would be your solution?" some people answer best in a live situation than all hypothycal.
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The Captain
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Post by The Captain on Sept 3, 2015 8:36:52 GMT -5
If she's worked in accounting at all she should know that a large part of the job is hand holding, babysitting, and riding herd on non-accountant type people you have to listen to and make feel valued but discourage from gleefully jumping off a fiscal cliff and dragging everyone else with them. Or maybe that's just public accounting. I'm thrilled to report this is not always the case! A large part of this is the corporate culture. The current (and last) place I worked put heavy emphasis on serving both internal and external customers. It makes life a lot easier when your co-workers act like you're all on the same team as opposed to servants and masters. I can honestly say the responsiveness here is fantastic! Yet another reason I'll never go back to public.
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