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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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Resignations Surge in September as Offices Re-open

Resignations Surge in September as Offices Re-open

Main Points Q3 record breaking recruitment placement results Highest in 20 years, peaking in September Up 44% for same period in 2020 Job orders in the first half of October are trending higher than any previous single month in company 20-year history The Talent Shortage Economy: Recruitment (for on-site labour and remote skills) is the single biggest threat to the Irish economy War for talent now being fought on two fronts: Battle for Retention internally and the Skills Struggle externally    “The Great Return is causing a Mass Exodus. The reopening of offices in September has prompted a new surge in resignations as Ireland now faces a Talent Crisis. Employers are increasingly requesting in-office presence and Employees are voting with their feet..” says Robert Mac Giolla Phádraig, founding director Sigmar Recruitment:   Sigmar Recruitment today reports a record high number of job placements for Q3 (July, August, September) 2021, up 44% on the same period 2020. The figures released today top previous results recorded in Q2, 2021, with September recording the best single month ever in the 20-year history of Sigmar. Job orders in the first two weeks in October are trending higher than any single full month in the company’s 20-year history.   The first half of the year saw strong, consistent growth with job placements, peaking initially in May. Summer months remained as strong, peaking once more in September. Robert Mac Giolla Phádraig, founding director of Sigmar believes that the request to return to the office in September has caused employees to revolt, as they do not wish to return to pre-pandemic conditions and practices..   Commenting on the tightening of the labour market, Mac Giolla Phádraig says: “Demand for talent has remained at an all-time high for the second quarter in our 20-year history. It was somewhat unusual not to see demand abate over the summer months. Indeed, demand continued to increase over the summer, resulting in September’s record results. The rate of job requests  in the first two weeks of October is unprecedented, indicating continued in Q4 and raises the question of the sustainability of talent supply.   “Remote working has literally opened up a world of new opportunity no longer bound by location which is creating significant churn in the professional skills market. This last 18 months has seen employees demand greater flexibility. The request to return to the office by employers in September has prompted employees to reconsider whether they recommit or resign. Many are resigning.”   Mac Giolla Phádraig likens remote work to long-distance relationships, which in many cases don’t work out. “We’ve gone from “living” with our employees in an office environment to long distance relationships, which often sees commitment recede over time. The context of location also opened up new experiences and possibilities on a scale never before seen. In September, many employers have asked employees to “trial” living together once more, which in some cases leads to a reunion or in others to separation.   "Another factor, on the employee side is that of identity and how what we do makes up part of who we are as individuals. “This last 18 months has asked big questions of us all, mainly how our working lives interact with our lives and how we identify with our working lives. In the absence of a workplace we’ve reassessed the balance between who we are and what we do, resulting in lesser commitment to our working selves and therefore to our employers. Employee loyalty has therefore become increasingly under question with many workers are now committed to the experience of work over the employer, adding further to the current levels of churn.”     Talent Shortage Economy Recruitment for both the on-site and remote talent remains the single largest threat to the Irish economy. Says Mac Giolla Phádraig: ”We are seeing two macro trends converge at once, compounding demand for talent across all sectors – (1) supply of labour and (2)shortage of skills.”   The “high touch economy” for on-site labour in sectors such as construction, logistics, retail and hospitality are currently experiencing severe labour shortages. The disruption to international talent supply chains have caused significant bottlenecks to the supply of labour,  particularly effecting on-site, lower skilled jobs. On-going travel restrictions and pace vaccine rollout continue to impede immigration globally, but as an island nation we are now seeing the impact of this as demand recovers at pace.   The “low-touch economy”, on the other hand, where remote work is viable is experiencing greater churn due to the expansion of opportunity for skilled workers, shift in motivation, identity and desire for flexibility. This is now being experienced more acutely in Ireland as offices re-open and employees now vote with their feet, in choosing to resign over reengaging with employers in many cases. Demand has been particularly strong in IT, Financial Services and Life Sciences.    He adds: “If we thought the war for talent was tough, just wait for the battle of attrition. Retaining workers rather than attracting them is now emerging as the number one challenge for businesses across the globe.”