Do you need to find accountants now? As in, right now?
It’s a big stress when you have sudden vacancies or a massive influx of work that means you just don’t have enough of a workforce to meet your commitments. And as we head into deadline season the pressure will be even bigger to find staff right now.
Obviously the best way to approach your recruitment is with a strategy and a proactive attitude towards recognising and developing potential. But we do understand that that’s not always realistic, so in today’s article we wanted to offer you some top tips for supercharging your hiring process and finding staff now.
How to supercharge your recruitment.
Let’s start with the cold hard facts.
We’re still very much in a candidates’ market. There are more jobs than talented accountants seeking jobs and that means only one thing. If you want to be the firm that is enticing workers to jump ship you’ve got to be offering them some big rewards.
We’ve written a lot over the last twelve months about how you can maximise your employee value benefit and really show off a tantalising suite of rewards. Here’s a few articles you’ll definitely want to re-visit.
What can you add to a benefits package to attract the top talent?
The importance of an employee value proposition
So now you’ve hopefully swallowed the fact that you are going to have to offer top notch benefits to attract the staff you so urgently need, let’s spend some time looking at what else you can do to streamline and supercharge your recruitment.
1. Be flexible.
You may have a very specific idea in mind about what skills, experience and the finer details of the role you’d like to see. But being a little flexible and open to offering enhanced training or adjusting your job description slights will mean you’re casting your net into a wider pool.
Don’t forget you can also solve your immediate staff shortage using interim accountants.
2. Take a look at your firm from an outsider’s perspective.
Or ask someone else to. Is there a really obvious problem that you’re not spotting? Is something on your website standing in the way of your recruitment? Consider what your firm’s brand and digital footprint is saying to potential recruits. Are you showcasing all that’s great about your firm? Your attitude towards employing a diverse, non-agist and supported workforce.
3. Allocate adequate time and be decisive!
One of the biggest barriers we encounter when we work with firms who are at the end of their tether when it comes to recruitment, is time. So many firms are not making space to make recruitment a priority, they just tag on the important decisions and discussions that need to take place in order to move along recruitment processes to the end of an already jam packed day.
Potential candidates lose interest as the process takes too long or the answers to their (often obvious) questions aren’t known or agreed.
Have a plan, know what your offer can be and be decisive.
4. Trust those who know.
Honestly the very best way to find accountants quick smart? Work with us.
We’re here to be your trusted recruitment partner and we already have a database of thousands of potential candidates at our fingertips which will supercharge your search for talent instantly.
‘We often hear from recruiting firms who are in a real pickle and need staff now. We have processes and a brilliant team in place that means we can get the word out there really quickly. Our speed to market is one of the core values we’re most proud of so get in touch today to take advantage of it.’
If speed is of the essence you’ll want to work with the most high profile niche accountancy recruiter in the UK. Specialist knowledge really matters in these instances and we’re here to provide just that.
Email us at info@publicpracticerecruitment.co.uk
