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accountancy hiring process

The Importance Of An Efficient Accountancy Hiring Process

accountancy hiring process

Within the last 12 months the Irish market has seen a huge surge in the demand for accountants across a variety of sectors within Financial Services and Industry. An increase in the number of accounting and finance roles means it is a candidate market and companies must find methods to speed up hiring processes in order to prevent the loss of top talent.

To help speed up the recruitment process we suggest taking the following steps:

 

Produce a Detailed Job Spec

Having a clear and descriptive job specification will support the hiring manager in attracting top talent. Not only will this entice relevant candidates it also saves time further on in the hiring process when identifying how a candidate can actively contribute to the organisation. When identifying what the skills required for a specific role are it is important to acknowledge what the individuals objectives are going to be within the company and ultimately what you want them to achieve. Organisations need to reflect on the type of person that will fit into the team.

 

Use a Reliable and Trustworthy Specialist Recruiter

This may appear to be an obvious statement, however choosing a recruiter who understands the Irish market and who can identify the best candidates will speed up the hiring process considerably. An effective recruiter will understand a finance job spec, meet candidates face to face and scrutinise CVs to ensure that a candidate has the relevant skills and experience you require. In some cases specialised recruiters will also conduct competency tests to ensure the best candidates are being brought to interview.

 

Set Interview Dates In Advance

For every organisation it is paramount that they plan hiring processes in advance. If an interview process includes 2-3 rounds and involves multiple individuals in the business then it is important to make sure everyone is freely available. Companies must be flexible to meet candidates outside of work hours to ensure they don’t lose candidates to competitors. I would strongly suggest that companies assign a few days or afternoons for interviews, first and second stage if necessary. Once there is a clear plan in place, it will allow for a speedier hiring process.

 

Use Technology

With more and more accountants returning to Ireland from international markets it is important for companies to attract talent before they return home. Companies can now utilise Google Hangouts to pre-interview candidates as well as using Skype and other video conferencing software as this helps to cut down on any unnecessary travel.

 

Make an Immediate Offer

If an organisation is interested in a specific individual after the final interview then I suggest offering the role immediately after. The days of waiting a week to offer a candidate a position are long over. If a company decides to wait a day or two then expect to lose out to a competitor.

 

If you are finding is difficult to fill an accountancy position or would like more information on the employment or recruitment market in Ireland at the moment please contact me on 01-4744626 or email me on gquinn@sigmar.ie

Posted by Ger Quinn, Team Lead Accountancy on 7 December 2017

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Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Sigmar Recruitment today reports a record high number of job placements over April, May, and June 2021. The number of placements during this period is higher than any other quarter in the recruitment company’s 20-year history. Current figures are up 6% on the previous record set in 2019 before the pandemic. As one of the largest recruiters in Ireland, Sigmar has offices across the country and is present in all professional sectors. The first half of the year saw strong, consistent growth with job placements breaking all records in the month of May, with June accounting for the second-highest month ever. Commenting on the rebound of the labour market, Sigmar founding Director, Robert Mac Giolla Phádraig says: “The jobs market in Ireland has never been stronger or more buoyant than it currently is. We’re seeing several macro trends converge all at once, which is creating significant churn in the market. Remote working has literally opened up a world of new opportunities no longer bound by location. This is coupled with a rising tide of consumer confidence, as many professionals find themselves in a stronger financial position than before the pandemic. “The last 18 months has asked big questions of us all, and the humdrum of lockdown has created a desire for change which is now resulting in unprecedented numbers of people moving jobs. Employee loyalty is increasingly under question, with remote work being less enjoyable, many workers are now committed to the experience of work over the employer, adding further to the current levels of churn.” IT accounted for one-third of all job placements throughout the quarter, followed in order by Financial Services, Sales & Marketing, Accountancy, Life Science & Manufacturing, Office Support, Public Sector, Construction, Professional Services. Business confidence has also grown steadily over the course of the year, as vaccination gathered momentum. The “low-touch economy” is booming is sectors such as e-commerce, digital, and logistics. Says Mac Giolla Phádraig: “The resurgence of permanent recruitment is somewhat unique to how we’ve rebounded from previous downturns, where we typically saw flexible work return quicker.” Although the vast majority of job placement in Q2 were understandably remote, Sigmar reports that the tide is beginning to change with the majority of employers now committing to hybrid work over the coming three months. Mac Giolla Phádraig advises: “As we now choose our workplaces, at a time when the power dynamic has shifted to the employee, employers need to ensure adequate work practices to reconnect the workforce with the workplace equitably. There is an inherent risk that new workforce inequities may emerge, such as “proximity bias”, where those closest to the centre of influence get greater recognition and therefore promotion opportunities as opposed to remote workers. When it comes to individual contribution the opposite could be argued that remote workers get the benefit of having less in-office distractions and their output is therefore greater.” 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 opens up new experiences and possibilities, which are now being explored on a scale never before seen.” He adds, “if we thought the war for talent was tough, just wait for the battle of attrition. It’s now emerging as the number one challenge for businesses across the globe.”