I discovered many parts of the HR world matched my interests, so I wanted to be a finance leader who had some real HR knowledge. I pursued an SPHR (Senior Professional in Human Resources) designation, which required studying materials and taking an exam. As time passed, I realized recruiting was the part of HR I really liked because I am a lifetime connector. Fast forward to today and I have spent most of the past 20 years as a recruiter.
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One topic that is a continual area of consternation within the recruiting world is job titles. Job seekers and hiring companies alike struggle with accounting and finance job titles. I’ll tell you why and what you can do about it when looking for or posting an accounting job:

​Usually, we discuss more specifically focused accounting and bookkeeping topics to share in-depth industry knowledge with our readers. However, today we’re going back to the basics to answer a fundamental question: “What does an accounting services provider do?”

​Simply put, an accounting provider does less than full-time work. This work can be either ongoing part-time work or short-term work (which includes interim engagements and project-based work). What does that entail exactly? 

Can you trust an accounting recruiter?

Some business owners and hiring managers are skeptical of the kind of value that recruiters can provide, specifically around whether they’re capable of delivering talent that will actually stick around. Sometimes there’s a misconception that a recruiter will work hard to find a pool of appealing candidates, provide support during the offer process, and then just disappear, leaving clients just hoping that the new hire will remain with the company past the guarantee period (and no recourse if they don’t). However, this simply isn’t true.

Top recruiters will support their clients through every step of the process and remain available even after the hire is made in case additional hiring needs arise. They will walk alongside their clients for the long haul and avail themselves if questions or concerns develop. Their goal isn’t to take your check to the bank and walk away! The best recruiters aim to foster trust to build a relationship that will continue past the current engagement for everyone’s best interest.

Of course, there is always the possibility of bad actors in any industry, which makes being able to discern what constitutes trustworthy recruiters from less reputable recruiters a key component of finding an accounting recruiter for your next hire.
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Let’s look at the value recruiters can bring to your next accounting search and what sets top recruiters apart!

Think you won’t need interim accounting help this year? Think again!

It’s time to recognize the fact that your accountant probably won’t be around forever. With the trend of accounting professionals changing roles every 3-5 years and the ongoing accounting exodus that the industry is facing, the odds of your current accountant staying in their role for the next 3 years is only moderately likely, the next 5 years are very unlikely, and the next 10 years is almost certainly not going to happen.

​That means you need to be prepared to utilize an interim accounting services company sooner rather than later. Don’t put off for next year what you should address this year!

1. If I don’t hear from my accountant, that means everything is fine and I shouldn’t worry.
2. If everything was going fine, my accountant would want to tell me. So, if I don’t hear from my accountant, something must be wrong.

From our experience, clients seem to believe one of these perspectives wholeheartedly – there’s very little in between. And yet, neither is entirely right.
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On the one hand, if you never hear from your accountant, that’s a troubling sign because you can’t be sure what they’re even doing on behalf of your organization. This kind of communication gap removes accountability, creating the opportunity for underperformance, mistakes, and even fraud to occur. However, hearing from your accountant constantly means they are spending their time talking to you instead of doing the work you have hired them to do, which is problematic (not to mention wasteful). Neither is a desirable scenario!

​As recruiters, we often talk with clients that have an extensive list of everything they would like in their next hire. Sometimes this includes items that cause employers to voluntarily get in their own way of filling their open roles.

We hear things like, “We want an up-and-comer that can grow with the company” or “This person needs to be 100% on-site” or “They need to have an accounting degree.” While it’s good to know what you want, more often than not these kinds of limitations lead employers to pass on candidates who are actually well qualified for their roles. For this reason, it may be worth stretching your hiring parameters to get an open role filled.

Unemployment continues to be at near record lows (and it’s even lower in the accounting and finance field!), which means you need to be prepared to be flexible.

​Removing the assumptions of what you need from your mind may be the first step in the right direction of getting your role filled. Even if it feels a little bit uncomfortable at first, stretching is good for your hiring efforts!

“Start with the core of the onion.” This is a mantra I use when talking to hiring managers about who they want for their job opening. This means starting with their most ideal candidate and working through different profiles. Most hiring managers are looking for either the next “up and comer” or someone who is established and has a solid 20 years left in the tank. As we work through candidate profiles, inevitably the recommendation is to always hire the person who can add the most value in the position.
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In the world of non-executive accounting and finance recruiting, the ‘core of the onion’ answer is never “I’d love someone who is late in their career.” There is often a stigma attached to late-career candidates that is uneducated at best, and at worst tantamount to ageism. But late-career candidates should be considered equally with all other candidates. Understanding why first starts with thinking about a professional’s career trajectory.