4 Top Hiring Strategies to Overcome Challenges in the Market

As you search for candidates in 2019 to fill new positions or vacated roles in finance and accounting, you should also orchestrate your hiring strategies. With low unemployment rates, supply is down and demand is up, along with the competition for top talent.

You aren’t the only manager impacted by this. In a new survey , 93 percent of CFOs said it is challenging to identify skilled workers for professional-level positions. It’s also taking them a month or more to fill the roles.

Hiring strategies that worked a few years ago may not work with today’s unemployment rates. Job seekers have the upper hand, and you may need to retool so you can set up your organization for success without unnecessary stress and wasted time and energy for you and your team.

Here are four steps to ramp up your recruitment for more effective hiring.

1. Complete critical planning stages

To find ideal candidates, it’s important to first do some strategizing. Before you announce your opening, sit down with fellow managers and identity the must-have attributes, experience and skills the position requires. Take note of what is absolutely essential and what could be taught on the job.

You can streamline your recruitment by doing these things:

  • Cultivate a talent pipeline — Odds are, you still have a list of people who applied with your department before and didn’t make the final cut but were a good fit for your company. Update the list with referrals from your employees and networks.
  • Create solid accounting job descriptions — Use information and input gleaned from your meetings with fellow managers. Be as specific as possible to capture the essence of the job, including key responsibilities and skill sets you need with a goal to hire the person who is the best match for the job and your work environment
  • Enlist help from your team — Your most senior staff members can save you precious time by helping process applications, screening resumes and narrowing the candidate pool.
  • Intensify your recruitment — Gone are the days when you could put up a job posting without any hiring strategies and watch the applications come streaming in. You need to cast a wide net to get the word out, using job boards, social media, networking and advertising.

2. Don’t dawdle with the interviewing

In a tight labor market, you don’t have months to hem and haw over candidates. If you wait, your competitors will swoop in and lure them away. When you spot top performers, you should act quickly — but not rashly — to bring them on board.

Make sure your interview process is efficient and productive with these tips:

  • Conduct phone and video interviews — A 10- or 15-minute phone interview is a good way to pare down the list of candidates and weed out possible bad hires before you invite anyone for in-person interviews. Using a video conferencing service like Skype, you have the added advantage of evaluating business etiquette, professionalism, speaking abilities and interest in the position.
  • Create a list of effective interview questions — You’ll want to ask each candidate the same questions to ensure you have a basis of comparison for gauging responses.
  • Cut down or combine rounds — You could lose your favorites with too many steps, so whittle your interview list to the top three to five candidates and look closely at the number of interviews and stages of approval you’ll require.
  • Stay in touch — Candidates can lose interest if you keep them waiting. Provide updates and respond promptly to any questions they have.

While you’re at it, test the office waters to make sure candidates mesh with your corporate culture. Aside from evaluating technical expertise, experience and soft skills, such as communication and presentation, have your chief contenders meet with the person who would be their direct supervisor and potential coworkers.

3. Perfect your hiring strategies for closing

Once you determine your top pick and have all your approvals, prepare an attractive — and flexible — compensation package.

With candidates commonly receiving multiple offers, more employers are willing to engage in salary negotiation. But to succeed, hiring managers need to stay up to date on the most current pay rates for finance and accounting professionals. Make sure your offers are in line with those of your competitors, and decide beforehand the upper limit of what you can offer. IPA has a list of job candidates and opportunities located on its RMS system. If your not a member, you should be! Contact our office.

Also, don’t forget that money isn’t the only factor people consider when choosing a job. If you’ve asked the right questions during the interview, you’ll know what matters most to the professionals you are recruiting — flexible hours, extra vacation time, tuition reimbursement and the opportunity to work remotely, for example. Be creative with employee perks beyond the paycheck.

4. Partner with a financial recruiter

You don’t have to do this alone. In fact, you may want to make this your first step in the process of finding and hiring skilled professionals.

Leading specialized staffing agencies know the current employment trends and have large networks of skilled professionals to meet your hiring needs. Top job recruiters will also have solid business alliances.

Take a good look at your hiring strategies and make sure they work for you and the organization. Companies that understand how to do it right will have an advantage in today’s job market. IPA is here to assist you with split placements and your recruiting needs. Recruit with the best!

7 Tips to Become a Successful Recruiter in 2019

What Makes a Good Recruiter?

As recruiters, we are gregarious, assertive and curious by nature. A recruiter is essentially a sales person — presenting top talent to leading organizations who are looking for the missing piece of their puzzle. One of our top recruiters in the big data space describes it best: her candidates are so rare she often refers to “finding a unicorn” when she identifies the perfect fit for a role. This is where IPA can assist!

As recruiters, we are gregarious, assertive and curious by nature. A recruiter is essentially a sales person — presenting top talent to leading organizations who are looking for the missing piece of their puzzle. One of our top recruiters in the big data space describes it best: her candidates are so rare she often refers to “finding a unicorn” when she identifies the perfect fit for a role.

If you are strong willed and personable with a passion to succeed, then you have what it takes in the world of recruitment. There is no exact formula for success as a recruiter, it takes hard work, dedication to your industry and of course, you have to earn it.

1. Become a sourcer Staffing firms will allow you to shadow other recruiters in the area and learn the style that works for you. This may give you a different perspective of how you screen resumes, conducting phone interviews and the client interview process.

2. Network on the IPA Website with like-minded people. Exchange ideas and get solutions relevant to your geographical region. You will be able to view and connect with more professionals who are relevant to your desired goals. Members post available positions to the RMS and you then have a direct contact regarding the position. We also send out job and candidate alerts to guide you.

3. Attend as many networking events as possible. While LinkedIn and career pages make it much easier to apply and learn more about available positions, nothing replaces the power of an in-person intro and exchange of business cards at conferences. Also stay up on your local events via a variety of organizations:  www.meetup.comwww.eventbite.comwww.bizjournals.com.

4. Market your company as a sell sheet. Your resume is undoubtedly a place to sell your work history, but also a place to sell yourself. Your Company is the same way. How many job seekers are “organized?” Break the mold and showcase the agency service expertise and personality to really stand out. There is a reason why the US Army says “Be all you can be!”

5. Pick up the phone. Following up with a phone call after you submit or respond to a posting will ensure that you are staying front of mind and aren’t throwing your leads into cyber space.

6. Ask for help. You might not know everything about the recruitment industry. Ask questions of people you know who are familiar with the industry, as well as friends of friends who might be able to get in touch with the right person. Your IPA Recruiter Network is the perfect platform!

7. Do your homework. Research companies that have good reputations and are known for hiring people. Lots of recruiters have gotten success in placements through researching other agencies.

If you want in, then get in! IPA can help! More SPLITS, More PLACEMENTS, More MONEY! Recruit with the BEST!