There is a growing trend that’s wreaking havoc in the hiring market – AI augmented job applications. According to numerous sources, job seekers armed with newly emerging AI tools are now applying to jobs at unprecedented rates. They are using AI to submit mass applications, generate multiple versions of their resume, and even help them answer interview questions. In fact, according to recent data, more than three quarters of job seekers are using AI in the application process, which has resulted in about 3X the number of applications than before.
​
And yet, grappling to cope with a huge influx of job applicants to find the right match is not a new topic for hiring managers. Let’s take a look at how we got here and discuss how hiring a recruiter can help you weather the storm! 

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.
​
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:

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.
​
Let’s look at the value recruiters can bring to your next accounting search and what sets top recruiters apart!

​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.
​
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. 

We work with companies every day that are hiring mid-to-management level accounting and finance positions and one question we hear a lot is, “How much do controllers make?”
​
Companies asking us about controller salaries are usually trying to do accounting salary benchmarking to determine what to offer for the role. In some cases, the controller role is a new position for their organization. In other cases, they are looking to replace a long-term employee, which means they have not listed a controller opening in many years and they need timely advice on what to offer these days.

So, what is an accounting controller’s average salary? Get ready to dive into the numbers!

A resource offered in partnership between The ASP Team and CFO Selections

​One commonality among our businesses at The ASP Team and CFO Selections is that we often talk to business leaders that aren’t sure which kind of accounting role they need. They typically understand the duties they would like the person to perform and the deliverables they expect to receive, but they aren’t sure what to call the role exactly. Without the proper title it makes it difficult to hire into the role or find an accounting services company to provide exactly what they need.

Sometimes clients will come to us at The ASP Team saying that they need a “bookkeeper” as a catch-all phrase for someone doing any kind of accounting work but what they are really looking for is something more – an Accountant, Senior Accountant, or even Controller. Similarly, sometimes clients will come to us at CFO Selections saying that they need a “CFO” as a catch-all phrase for someone doing more advanced accounting work or leading an accounting team but what they actually need is something less – a Controller, Accounting Manager, or Senior Accountant. How do you know which you need? 

How important is a culture fit in hiring? As it turns out, it isn’t!
In almost a decade as an accounting/finance recruiter I’ve gradually come to realize something is far more important than finding the right cultural fit for your organization. I’d like to make the case for hiring for a “culture add” rather than a “culture fit.” 

​What makes the best accountants great at what they do? Is it financial acumen? Experience across various accounting functions? Years of expertise? Industry-specific knowledge? Sure, those are certainly important, especially at the leadership level!
​
However, when you need to hire an accounting manager, there’s one indicator of success that often gets overlooked – being a good listener.

​Sometimes when a client has a job opening, we hear “We want to try recruiting on our own for a bit before engaging a recruiter.” It may seem to be a perfectly logical response to try and find someone on your own before looking for outside help such as hiring an external recruiter. However, there are many reasons you should go ahead and get started with a contingent recruiter right away versus relying solely on your own internal efforts. Let me explain why!