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accountancy recruiter

Hiring Managers – How To Make The Most Of Your Accountancy Recruiter

accountancy recruiter

From my experience hiring accountancy staff for SMEs and large multinationals, here are 5 things you need to know to get the most value from your dealings with your accountancy recruiter.

 

 

1. We want to know about the job and your company inside out

Professional recruiters will want to know everything about your company when working on a position for you. This information will include:

  1. Size of the team the role is situated in
  • When and by whom the company was founded
  • The product or service provided
  • Future goals and plans.

 

Professional and credible recruiters should have a list of questions about the company make-up and culture before even asking for a job specification. If a recruiter does not look for the above information, make sure they are made aware of it as it will increase their ability to promote the company to potential hires. Our job is to sell this opportunity to our best accountancy candidates, so the more we know the better.

 

 

2. Have your accounts ready

With finance roles the recruiter will be advising the candidate to review the financial accounts of a company as well as other standard information. These might not always be easily accessible so it’s a good idea to provide a soft copy of them to your recruiter to ensure that the candidates you meet in the process will be prepared for an interview and have an in depth knowledge of the financial standing of your company.

 

 

3. You don’t need to read CVs

When you receive a CV from a recruiter, they will have already been screened and interviewed by the recruiter to establish that they are good enough for consideration. To save you time reading these CVs, a recruiter should use a cover sheet which will have the most relevant “USPs” of the candidate in question along with information on notice periods, any holidays planned, relevant skills etc. I would suggest having a basic company cover sheet in case your recruiter does not have one as standard, in order to streamline the process as much as possible.

 

 

4. The more you tell us, the better we can prepare your potential hires

It is extremely important to outline the format of the interview process and highlight any tests or unusual stages there may be so all candidates can be aware of what to expect. The more specific information you can “arm” your recruiter with (such as interview questions that may be asked), the better the candidates will be at interview.

 

 

5. No surprises at the end

The offer and acceptance stage of the process is where we all want to get to. In order to make this stage as painless as possible, the level of the role and remuneration package on offer needs to be discussed from the outset. Again, your recruiter will have spoken to the candidate about what package they are currently on and their salary expectations.

 

From here, be honest and transparent with your recruiter and let them know what you are willing to pay, any future potential changes (i.e. permanency etc.) and also all details of the offer. It is the recruiter’s responsibility to satisfy both parties.

 

 

If you have any questions about the recruitment process or if you would like to speak to me about hiring accountancy staff please call me on +353 1 4744662 or email me at mboyle@sigmar.ie

Posted by Michelle Boyle, Recruitment Consultant Accountancy on 7 December 2017

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Candidates are as much as interviewing the company as they are being interviewed. It’s now almost a question of them hiring the company.” Mac Giolla Phádraig adds: “You can take the human out of the stone-age, but you can’t take the stone-age out of the human. Certain instincts are hard wired in us all, some in our self-interest; survival, fight or flight, reproduction and others which are altruistic; compassion, tribal instinct and a societal instinct.” Intuition is when you trust your instinct, which is often perceived as being “fluffy” as a decision-making factor when used to recruit. “We should not pit data against intuition, rather we should use our intuition to develop a hypothesis about a candidate and test that with the data in a experiential way at interview. Afterall, instincts are the fundamental drivers of how we behave and how we feel. I for one, would love to see a new recruit display, compassion towards my customers, tribal instincts towards my team and societal instinct towards the world at large. Use your instinct to hire for human instinct.”