As the New Year approaches, many employers scramble to fill accounting and finance roles with skilled professionals—and discovering that recruiting for these positions brings a unique set of challenges.
Since financial technology is constantly changing, hiring managers must stay current with the latest trends to understand which skills candidates must have to succeed in their roles. The low unemployment rate makes competition fierce and adds to the difficulty. Companies need more than number crunchers, accounting and finance professionals with niche skills to keep their businesses profitable during uncertain economic times.
Are you wondering how you can recruit top talent swiftly? Use the following tips from finance and accounting recruiters in Minneapolis to attract skilled professionals to your organization.
Expert Advice from Finance and Accounting Recruiters in Minneapolis
Not having the right finance and accounting help can hurt your business. Without the right people in place, deadlines get missed, and projects are delayed, causing penalties, loss of reputation, and unneeded stress on your staff. But how do you find the best fit? Start with expectations.
Provide candidates with a clear and accurate job description
According to finance and accounting recruiters in Minneapolis, the job description is your first chance to alert finance and accounting professionals to a great opportunity. By providing an accurate and engaging job description, you’ll help candidates understand the benefits of working for your company. Consider including information like the following:
- Descriptive job title. Begin by doing a little research to discover what job titles candidates search for while trying to find roles like yours. Using popular search terms will help your jobs get found by qualified talent.
- Core competencies. Identify your “must-haves” and your “nice-to-haves.” Including required competencies in your post will help candidates determine whether the role is right for them. However, posting a long laundry list of skills that are helpful—but not necessary—for the job may scare away qualified talent. You don’t want talented job seekers to pass on your opportunity because you listed a too-stringent list of skills or experience! Including keywords and search terms relevant to the job will help candidates find your posts and understand the role.
- Purpose or mission of the role. Why does the role exist? How does it fit into the larger mission of your organization? Candidates looking for rewarding work want to know how they will contribute to the organization.
- Expectations. What outcomes do you expect a candidate to achieve? A mismatch of expectations can create job dissatisfaction and poor performance. List your expectations in the job posting to help candidates decide whether they fit the role—and attract more qualified applicants to the position.
Highlight the Incentives
Candidates want to know what’s in it for them. Highlight the incentives of working for your organization and make it clear why they should want to work for you. Consider including details like:
- Pay. Candidates want to know if your opportunity will meet their salary needs—and will often skip over job postings that don’t include information about pay. List a salary range to let them know if the job is an option for them.
- Benefits and perks. Pay is essential for most job seekers, but benefits can also tip the scales. Does your company offer health, dental, vision, or life insurance? A 401(k) plan or other retirement savings opportunities? Subsidized gym membership? Health and wellness perks? Unlimited PTO? Sharing the benefits of working for your company can encourage more people to apply.
- Advancement options. A clear path of advancement within an organization is an attractive incentive for many job seekers. Let applicants know if your company makes it easy for employees to climb the career ladder.
Promote Company Brand & Culture
Want to attract candidates who have the skills and experience to do the job and will also positively impact your organization? Recruiting top candidates has as much to do with your company as it has to do with the candidate’s qualities. What’s it like to work for your organization? Promoting your company brand and culture can help job seekers understand the value of coming on board.
Communicate the positive aspects of working with your organization, including things like:
- Diversity and inclusion. Job seekers want to work for companies with a diversity, equity, and inclusion strategy in place. Communicating your organization’s efforts to make employees feel welcomed and comfortable in the workplace can make your roles more attractive to candidates.
- Company culture. Shared values, attitudes, behaviors, and standards help create your company culture. When an organization has a healthy culture, employees are engaged, understand expectations, and enjoy their work. When talking to candidates, explain what it’s like to work for your company. Share the mission, vision, and values, as well as the day-to-day experience at the company. Candidates whose own values align with your company’s values will be a great fit for your roles—and more likely to stay with the company if hired.
- Branding. Can candidates understand the value of working for you by looking at your website and social media profiles? Most candidates research potential employers before applying or after accepting an interview to determine of whether the company would be a good fit for them. Consider these tips to attract like-minded job seekers:
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- Show diversity in your social images.
- post pictures and videos of your office.
- share employee testimonials.
- discuss your mission, vision, and values on your website.
- list employee appreciation events.
Ask Meaningful Questions During the Interview
The interview process is crucial to identifying the right finance and accounting talent for your roles. Make the most of your time by asking meaningful interview questions. While verifying a candidate’s work experience is important, delve into other aspects of job fit. Consider these factors when conducting an interview:
- Soft skills– Hard skills and experience contribute to success in an accounting and finance role, but sometimes soft skills can be just as important. Be sure to ask questions that help you decide whether the candidate has personal attributes that will allow them to interact effectively on the job, such as:
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- Teamwork
- Leadership
- Problem-solving
- Communication
- Adaptability
- Time management
- Career goals. A candidate with a career goal may seek a partner to help them reach it. Asking about career goals is a great way to highlight how your organization can help a candidate take the next step.
Working with finance and accounting temp services can take the pressure out of interviewing. Since finance and accounting recruiters understand your industry, they are skilled at identifying the best candidates for your roles. If you need insight into the best interview questions to ask, consider consulting an expert in accounting and finance staffing in Minneapolis.
Encourage Employee Referrals
Your employees are an excellent source of finance and accounting talent, and asking your employees to recommend friends and associates within their network can help you fill roles faster and better. The referrals will already have a trusted recommendation within your company. They’ll understand what it’s like to work for your organization, leading to a better employee experience and higher retention. Additionally, they will likely connect well with your current employees, further building a positive culture.
Need to fill finance and accounting jobs? Partner with an Accounting & Staffing Agency in Minneapolis
The Vision Companies outstanding finance and accounting temp services can help you find talented professionals for your toughest-to-fill temporary, temp-to-hire, and direct-hire roles. Their recruiters will work closely with you to understand your business challenges, develop a specific solution for your needs, and source top talent with the aptitude, skills, and cultural fit to excel in your organization.
We recruit for a diverse range of accounting and finance roles, including:
- Accountants
- Accounting managers
- Accounts payable/receivable clerks
- Auditors
- Bankers
- Bookkeepers
- Budget analysts
- And more!
Count on our finance and accounting staffing services in Minneapolis to help you save time, reduce employment costs, and increase productivity in your organization.
