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Recruitment advice for small accountancy firms

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10th Nov 2009
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Consultant practice editor Mark Lee shares his best practice advice for firms looking to fill a job vacancy.

While professional recruitment practices have a key role to play, many smaller accountancy practices do what they can to avoid having to bear a hefty recruitment fee when they have a place to fill. This approach often requires more time and effort and may be a more isolated process unless you have someone else to act as a sounding board when comparing applicants and making job offers. This article will cover some of the key points to consider when filling a job vacancy.

What’s the job?

Start by creating a simple job specification that identifies what the new recruit will need to be able to do (i.e. the must haves), and also what else he/she could do if they have the skill, experience and interest (the nice to haves).

Who do you need?

Next, if possible, go further and determine what personal characteristics the candidate must have. Think carefully about these. Do you need someone who has gained a specific personal qualification, or is their practical experience of more value? What specific experience are you looking for? The more precise you are able to be with regards to what you want and need, the fewer unsuitable people you will see and the less time you will waste interviewing them.

How much can you pay?

It’s essential to determine an appropriate salary range for the role. Firms that haven’t decided what the pay range will be will generally struggle to attract candidates. Equally, you may waste your time interviewing people who are holding out for more than you’re willing to offer.

Seek professional advice
It’s a good idea to seek advice and input from specialist recruiters for accountancy firms, or indeed tax specialist recruiters if the role is a tax one. They generally only charge a fee when they secure a placement. The more experienced recruiters will give you honest unbiased advice and it’s worth taking this on board rather than guessing what a reasonable salary for the role is, even if ultimately you are able to fill the vacancy without the agent’s help.

Ask around
Word of mouth is powerful when seeking applicants, so don’t forget to ask your contacts, friends and family if they are aware of anyone who might be suitable for the role and be prepared to provide a copy of the job specification if asked.

Use your website
wisely
It’s worth remembering that most suitable applicants will probably look at your website (if you have one) before deciding whether or not to attend an interview, so make sure the vacancy is promoted there. The careers section of your website (and I would advise calling it ‘careers’ rather than ‘vacancies’) should reflect what you say about your practice when interviewing prospective staff.

Finder’s fees
If you have other staff, consider offering a finder’s fee if they introduce someone who subsequently fills your vacancy.

Honesty is the best policy
Recruitment interviews are a two-way process; you want to find out if the applicant has the skills, talents and experience to fill your vacancy but don’t forget that they are checking you out too. Think about the questions they will ask and how you want to answer them. Avoid over-promising or giving an over-positive impression that could result in a resentful, miserable member of staff once the truth becomes apparent.

Have you had experience recruiting staff? Share your top tips below.

Mark Lee is chairman of the Tax Advice Network and consultant practice editor for AccountingWEB.co.uk.

 

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By richardperrott
19th Nov 2009 09:55

We offer free , un-bias advice how difficult it is to fill, a fr

We offer free, un-bias advice here, a free practice salary survey , plus a 100 % fee guarantee, if you decide to use our services. We will also be honest enough to say whether you should put the vacancy out o several agencies.

I can tell you if it’s a difficult to recruit role or not, and what your prospects of recruiting it are, for example we are finding it very difficult to recruit an Insolvency Administrator at £39,000 in November 2009 , a role we recruited easily back in February this year, for another company.

We are also offering all PASS Training members a flat fee of 16% at the moment. Give me a call in confidence on my mobile 07939-506734 Richard PerrottRichard Perrott, Director of Practice Holden Jones RecruitmentTwenty years experience in recruitment, ten years within specific practice recruitment within the Surrey and Central London area from sole, mid tier and Top 20 clients, the secret is to stay passionate about recruitment and keep a fresh approach. "Working closely with our clients we have predominately recruited within audit departments but over the years have also gained a valuable insight into other disciplines and now assist with personal/ corporate taxation, forensic accounting, corporate recovery, insolvency and outsourced accounting and payroll services.”

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