How To Find The Best Candidate For Your Collection Agency
Despite the fact that we are in the middle of a recession, a number of collection agencies are planning to increase their ranks. According to a recent survey, over 55 percent of collection companies are looking 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 a number of interview styles. Behavioral questions are based on the fact that past actions may predict behavior in the future. This type of style uses questions such as "give me an example of", or "what are your best and worst personality traits, and inquiries about stress.
It might very well be that the most important principle that any employer should know about interview styles is to get the candidate to be very specific. Typically, 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 effective to cover less ground very thoroughly than to have a superficial sense of where the candidate has been. Don't accept their first description as complete - you should ask for more details.
Look for candidates who seem to be passionate about what they do. By looking under the surface, you can determine if there is real depth behind what the candidate first claimed. 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 a number of interview styles. Behavioral questions are based on the fact that past actions may predict behavior in the future. This type of style uses questions such as "give me an example of", or "what are your best and worst personality traits, and inquiries about stress.
It might very well be that the most important principle that any employer should know about interview styles is to get the candidate to be very specific. Typically, 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 effective to cover less ground very thoroughly than to have a superficial sense of where the candidate has been. Don't accept their first description as complete - you should ask for more details.
Look for candidates who seem to be passionate about what they do. By looking under the surface, you can determine if there is real depth behind what the candidate first claimed. 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 McGuinness-Hickey works for a debt collection agency. Also, she does stories on the credit industry, business and finance, and debt collection.
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12:36 PM
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