Accountant Recruitment Tips for Employers
Business success depends, in part, on your ability to keep track of your finances. Not only do you need consistent access to your in-depth financial reports and ledgers, but you need access to reports that tell you your financial position at a glance. Unfortunately, only approximately 3 % of company owners can read financial statements, leaving accounting staff with the sole responsibility of ensuring the company’s finances are in order. Therefore, your company needs exceptional accounting personnel. These are a few tips for hiring extraordinary accountants.
Learn About Your Candidates’ Needs and Wants
Before you even post your job opening, you should do in-depth research on your potential candidates. Successful accountant recruitment depends on identifying why they are looking for a new job. For example, do they want flexibility, learning opportunities, or authenticity? Do they want a career path personalised to their needs or top-of-the-line technology that will streamline their job processes?Then, show that your firm can meet them in your online job postings and resources, including your company website and all your social media accounts. Be honest in your portrayal of the firm’s culture. Provide videos, testimonials, and case studies that affirm your claims.
Ask your candidates about their motivations during the recruitment process as well. Also, don’t discount the value of exit interviews with departing employees.
Set and State the Qualifications You Require
You should also identify your desired and required candidate knowledge and skill requirements. Although most accountants can complete basic accounting tasks, such as bookkeeping and creating financial statements, if your accounting staff needs additional skills, such as tax or audit knowledge and experience, you need to state this in your job description and advertisement clearly. Include any certifications, such as a CPA or CMA. What kind of experience do you require? Also, industries have unique accounting needs and processes, so does your prospect need specific industry expertise? Base your qualification requirements on the skills and knowledge necessary to do your company’s accounting.
Don’t forget to address other skills, such as time management, communication, and attention to detail. Then, build your job description and recruiting strategy around these needs.
Many companies wait until they have job openings to start their recruiting processes. This strategy places the entire burden of hiring on the HR department, which can be inefficient and ineffective for finding great accounting staff members. Instead, encourage each department and executive manager to network consistently and search for great candidates. For example, you may use digital platforms, including social media, to network with highly qualified individuals in the accounting field, some of whom may even work in your industry. However, keep an eye on your company reviews, both from customers and former employees. Your company’s executive staff should also continuously post photos and videos about your company and its culture on their social media platforms. These posts attract people, whether they are currently looking for a job or not, to your company, and when you need to fill an accounting position, they could be the first in line. Don’t forget to network the old-fashioned way as well.
Conduct a Technology Interview
During a technology interview, you may provide your prospects with an exam to gauge their skill levels. Test whether the candidates’ knowledge matches what they reported on their resumes and whether they know the software you use. You may speak with these individuals while taking their exams and observe them, their body language, confidence levels, and attitudes. Also, give them a new task, such as a piece of software, to learn. Also, watch them see how quickly they know and if they are willing to ask questions for clarification or skip tasks they don’t understand. Do they double-check their work and clearly label their data?