How To Find The Best Candidate For Your Collection Agency
In spite of the recession, a lot of collection agencies are looking to increase their ranks. According to a recent survey, over 55 percent of collection companies are planning to increase the amount of staff in the first half of this year.
To save aggravation and time, and to promote long term growth, it is crucial that you hire the right people, preferably getting it right the first time. In the collections industry, hiring the wrong person for the job takes up management time to train and it leads to an unhappy new hire who could hurt the credibility of the manager and company every time it happens. Legal fees, severance pay, and lost productivity are all examples of the negative effects of a bad hire.
There are many interview styles. Behavioral questions are based on the fact that past actions might predict behavior in the future. This type of style uses inquiries such as "give me an example of", or "what are your best and worst personality traits, and questions about stress.
But maybe the most important principle that any employer should know about interview styles is to get the candidate to be extremely specific. Usually, most interviews involved inquiring into a candidate's job history, but someone who is good at selling you their experience may not be best suited to do the specific job you have in mind.
It is more efficient to cover less ground very thoroughly than to have a superficial sense of where the candidate has been. Never accept their first description as complete - you should ask for more details.
Be on the lookout for applicants who are passionate about what they do. By looking under the surface, you can find out if there is depth behind what the candidate initially said. Looking beyond qualifications can provide you with details that can give you insight into the way the candidate approaches the job, and what their work habits are like.
To save aggravation and time, and to promote long term growth, it is crucial that you hire the right people, preferably getting it right the first time. In the collections industry, hiring the wrong person for the job takes up management time to train and it leads to an unhappy new hire who could hurt the credibility of the manager and company every time it happens. Legal fees, severance pay, and lost productivity are all examples of the negative effects of a bad hire.
There are many interview styles. Behavioral questions are based on the fact that past actions might predict behavior in the future. This type of style uses inquiries such as "give me an example of", or "what are your best and worst personality traits, and questions about stress.
But maybe the most important principle that any employer should know about interview styles is to get the candidate to be extremely specific. Usually, most interviews involved inquiring into a candidate's job history, but someone who is good at selling you their experience may not be best suited to do the specific job you have in mind.
It is more efficient to cover less ground very thoroughly than to have a superficial sense of where the candidate has been. Never accept their first description as complete - you should ask for more details.
Be on the lookout for applicants who are passionate about what they do. By looking under the surface, you can find out if there is depth behind what the candidate initially said. Looking beyond qualifications can provide you with details that can give you insight into the way the candidate approaches the job, and what their work habits are like.
About the Author:
Mallory Megan is employed by a debt collection agency. She also composes articles on consumer spending, business and finance, and debt collection.
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