Playing Cupid – How Recruiting is like Matchmaking

I was recently thinking about the hit Netflix series, “Indian Matchmaking” and how much it reminds me of recruiting being like dating and finding the “right one.” In the series, Seema Auntie goes through her matchmaking process to bring together couples in matrimony. 

A magnifying glass centered over a heart.

Similarly, the recruiters at The ASP Team follow a process to help their clients find the right candidate who fits with their available accounting and finance position and culture – a work match!

Phase 1 – Client Intake/Needs Assessment
Recruiters are matchmakers just like Seema Auntie. She starts her process by getting to know her client and gains an understanding of what they are looking for in a partner. Similarly, as contingent recruiters, the first phase of our process at The ASP Team is the client intake/needs assessment phase. During this phase we listen to our client and seek to understand what they need and want in a candidate for a job position. Just like Seema Auntie asks questions about their hobbies, values, and desires in a partner. We ask questions about the company, the culture, accounting/finance department, challenges, and key traits the candidate needs to possess.
 
Additionally, we want to figure out how to present the role. What do you have to offer? Is it growth opportunity, an impressive compensation package, great benefits, or the ability to work a hybrid schedule? These are all important items to discuss with us.
 
Cupid’s lesson: The upfront conversation with the client is very important to have because the more the client invests in this part of the process, the more likely they are to really think through what they want and need in the position and candidate. This allows the recruiter to get as close as possible to finding the right candidate given market conditions.

Phase 2 – Research
The next phase of Matchmaking for us is the Research stage and aims to find potential candidates who may be a match for the role. This requires in-depth research and sourcing on our part.
 
We search for other similar companies and consider their personnel and also search for potential candidates with the rights skills sets that are transferable. This requires extensive mining of proprietary databases and networks as well as online sources. The ASP Team through its parent company, CFO Selections, has been serving the Pacific Northwest for 20+ years and has recently expanded into Colorado. We have a vast network to use as a resource.
 
Additionally, we are looking for candidates with a sharp presence on sources such as LinkedIn. So, candidates that are potentially interested in new work opportunities should make sure their profiles are up to date with a brief description of their current and past roles as well as their skills. They should also include keywords that would allow them to pop up in searches for the types of jobs they are interested in.
 
Cupid’s lesson: Candidates should keep their online presence up to date and be aware of how they are being portrayed. They should try to include in their profiles what they want to attract in their next career step, not just where they are in their careers right now.

Phase 3 – Engage and Evaluate
The third stage of matchmaking is to engage and evaluate candidates. This phase involves a heavy lift by us to perform exhaustive warm and cold calls, electronic messaging, and networking. Once a recruiter gets someone engaged and interested in the role, they can evaluate them for the position and assess if it will be a good fit for both the client and candidate.
 
The candidates themselves are also evaluating the opportunity during this stage, and they will likely research the company online. Therefore, similar to the candidates in the previous stage, companies should put their best foot forward with their online presence. Additionally, more candidates are checking out company reviews on sites such as Glassdoor, so employers should be aware of what is being said about them online.
   
Cupid’s lesson: Candidates’ contact information such as phone number or e-mail should be visible online if they want to be approached about potential opportunities or they should mark themselves as “open to work” on sites such as LinkedIn. On the other side of the equation, search clients should be aware of how they are being portrayed online to recruit top talent.
​
Phase 4 – Client Interview Process and Close
The last phase of the recruiting process is the client interview and close. During this phase we, as the matchmaker recruiter, will present candidates to the client to review for a potential meeting.
 
Clients should keep in mind all the research we have completed up to this stage and the time spent with both parties. It is important to trust us as the experts and meet the candidates. We are a group of accounting and finance professionals with strong recruiting experience. We know the market and are bringing you the best available candidates for your role.
 
Given the tight candidate market in accounting right now, if the options presented do not meet your desires for the role, you may have to be flexible on your salary, hybrid work option, industry background, experience level, training plan, or some other criteria. Just like matchmaker Seema Auntie says, “You can’t always get everything!” so a willingness to get most of what you want or changing the parameters of what you are looking for may be needed.
 
Next is the first date – the interview. The client and candidate should promptly provide feedback to us – no ghosting or delaying. Acting in a timely manner is important to keeping each other interested and avoid losing your ideal mate to another suitor. Being prompt is also important in case any adjustments need to be made in the search. Any subsequent interviews, which typically involve meeting other employees in the company, is like meeting the family. Once again it is important for both parties to provide timely feedback on how they are feeling about the fit.
 
And finally, the magical hour of the marriage proposal has arrived - the job offer! Congrats and here’s to a long, fruitful relationship!  
 
Cupid’s lesson: It’s important for clients to be realistic and also trust us as experienced, proven recruiters. We are the experts in the field and intimately involved in all aspects of the hiring process. Keep in mind that while a hiring manager may only occasionally have to hire and be involved in the process, we are successfully recruiting candidates for our clients every single day.
 
For all your accounting and finance recruiting needs, please contact The ASP Team today!  We work consultatively with clients and are well equipped to be your recruiting matchmakers. We value the trust you have placed in us. Our clients are across all entity types (public, private, and not-for-profit) and across all industry segments. Our specialties include Senior Accountants, Accounting Managers, Controllers, Directors of Finance, Cost Accountants, Financial Analysts, Tax, Audit, and Treasury.
 
About the Author
Joss Stokke – Recruiting Practice Leader
​

Joss joined The ASP Team in 2022, bringing with her over 6 years of experience in accounting and finance recruiting and financial services recruiting.
 
Joss’s prior 15-year accounting and finance career, with experience in tax, audit, SEC reporting, management reporting, investor relations, treasury, mergers and acquisitions, financial performance and analysis, budgeting, forecasting and valuations, makes her uniquely qualified in assisting both clients and candidates in filling accounting and finance positions.
​
She began her career in public accounting at EY in Atlanta, Georgia. She worked there for six years before joining a Fortune 100 company where she held a variety of corporate accounting and finance roles, eventually growing into the Director of Finance.

---