Patricia Redmond, Practice Manager, Rosscot Chartered Accountants
At Rosscot we truly believe the interview is a two way process and that the candidate will be assessing us as much as we are assessing them. Our interviewers are trained as we want potential candidates to have an enjoyable experience and to leave the interview enthused by the role. Candidates are presented with both the opportunities and the challenges and it needs to be a true account; we often find that good candidates thrive upon facing challenges. Our people will always take the time to share their passion for the company and this can send a powerful message to potential employees. We care about our team and we understand that they are the driving force behind our success.
We are constantly re-aligning our proposition to ensure that we recruit the best people. The first thing we do is identify what we need. We do this by looking at our existing resources and evaluating how they currently measure up and whether they will be able to fulfil our future requirements. Identifying the gaps helps us to visualise what a high performer would look like and enables us to clearly define the role. The type of person is equally important. Not only do they have to have the right technical knowledge, but they have to be a fit for the team and promote our values and ethos. In truly understanding what it is we need, we are able to write a relevant job description and person specification and have a clear selection process.
We clearly differentiate the opportunities at Rosscot from those of our competitors. Depending on the role, our value proposition might range from job rotation to non-financial benefits, professional development and real opportunities for individuals to shine.