How Your Firm Should Work with a Recruiter to Find Top Finance Talent
It can be quite difficult to find top talent in the accounting and finance world. The best passive candidates are generally happy about where they are, and they know they can get tons of job offers the second they decide to try something else.
So how do you find and successfully recruit these types of candidates? One way is with the help of an experienced accounting and finance recruiter.
However, a recruiter who has experience working with the Big 4 accounting firms (Ernst & Young, PricewaterhouseCoopers, KPMG, and Deloitte) makes them even more valuable. The Big 4 firms are the largest in the world and have a wide range of accounting and auditing services.
When it comes to finding such recruiters, you can do so through references from your colleagues and also via LinkedIn. Keep in mind that good recruiters do not leave the picture once the job has been filled. They can help you train and retain the high-quality accounting and finance talent you just hired.
Further, when you find a good recruiting firm, you need to work together as a team to find the right fit for your open position. It’s necessary for you to build a relationship with your recruitment talent and be clear about what traits you want in an ideal candidate. You should also tell him or her about your workplace values and environment. They should listen and provide you with input and insight based upon experiences recruiting for the same or similar position.
Of course, the recruitment talent you choose should specialize in the world of accounting and finance. For this reason, the recruiter should know a handful of interview questions that will test a candidate’s market knowledge.
Hiring managers should understand that good candidates ask lots of questions, and a good recruiter will attempt to answer those questions. Candidates want more information about the job than just a description of the skills and experience it requires.
Although you may not want to give out all of the information about a particular position, strive to provide some specific context surrounding it. Candidates value such information, such as why the position is vacant, what personality traits are important for the job, how long your company has been in business, and how many people are on the team.
Good recruiters want a match of an employer and a candidate to work out. If the match does not work, it hurts the reputation of the recruiter they have to fill the position again.
As a result, the recruiter is just as motivated as you are to find the best candidate for your position and to have you hire them.
Need help defining your corporate search strategies to find top finance and accounting talent? Learn more about Lexacount Search’s talent management consulting services for employers here.