Accounting is a huge part of the foundation of every single company in the world. It is really tough to find the very best accounting talent since the competition is really high and the very best talent will only be drawn in by the very best offers. The right candidate is not always motivated by how much you are going to pay. Salaries are often seen as being the vital aspect but according to Shell and Associates, much more has to be analyzed and considered. This includes the following that should be added to the recruitment process.

Candidate Motivator

An audit professional is going to work for many hours. This is especially the case for the busy seasons. Great salaries and bonuses offer the needed compensation for the sacrifices made but when you manage to offer a better balance between work and life for the candidate, the incentive is much higher. Do not blindly offer just financial incentives.

Selling The Opportunity

As you understand what drives the candidate to make a move to your company, you want to sell the role that is offered. Most of the auditors will be drawn by position and challenges. Continuous learning is normally something that is desired. You will have to explain exactly how the organization helps the accountant achieve career growth, optimize potential and everything else associated with professional growth.

Developing A Simple Recruitment Process

You want to always be as efficient as you can be, honest and direct. In many cases the auditor will have many clients that are served at the same time. Losing time with various communication gaps and untimely feedback are things that are hated by everyone. A really good recruitment process needs to be efficient and everything has to be done on schedule. Candidates then have the confidence that the organization is professional. When the experience is great as the auditor goes through recruitment there is a much better chance that a good deal will be reached. Even if that is not the case, the business can still be referred to interested friends and colleagues.

Sourcing Pool Growths

The very best of the auditors are not going to simply post their CVs on the internet. That is because they really do not need to look for opportunities. In their case it is the opportunities that come to them. This practically means you need to reach out to the best possible candidates. The good news is there are different tools that can be used to reach those great auditors. LinkedIn is a great example of that.

Most of the very strong accounting talent has a CPA license and will be reachable through local accounting association networking or through school alumni boards. Competition will be really high for the great talent you definitely want to hire. Having a larger candidate pipeline becomes a necessity. The larger the network you use to look for talent, the higher the possibility you are going to locate someone that is very good!