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Where have you recruited from lately?

Which websites have got results?

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Hi All,

The answer to this one changes regularly, I think, so just asking again before I set off on a recruitment jaunt.

I need to recruit another accounts/tax bod for my firm.  Last time round the applicant came through the Monster website I think.  Due to the size of the firm we're not going to attract people who want stellar career progression etc, and the flexibility of the work would suit someone with other commitments eg mum with kids gone back to school.

Indeed seems to be the new website on the block lately - has anyone successfully used it for recruiting, and how did you find things?

Any tips appreciated.

Thanks, WS.

Replies (15)

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By MuayThai
19th Aug 2021 10:14

I can't add anything regarding websites, but it seems almost impossible to get staff at the moment. We've got 3 recruiters on the case for a qualified practice accountant and a part time bookkeeper and have had only a couple CVs through. Recruiters saying there's a staff shortage. Where are all the staff??

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Replying to MuayThai:
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By wilcoskip
19th Aug 2021 10:50

Hmmm, I did suspect that might be the case from a look around, but was hoping it wouldn't . May have to go the apprentice route and build my own worker, but would have preferred to get someone with a bit more experience who could hit the ground running.....

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Replying to wilcoskip:
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By I'msorryIhaven'taclue
19th Aug 2021 11:10

At the other end of the scale, have you tried targeting mature candidates?

They may well have just as much mileage left in them as a younger candidate who will job-hop to the next employer in a few years' time. (I always thought it rather discourteous of recruitment agents to place employees, charge their new employer accordingly, and then head-hunt that employee a year or two down the line).

I say try an advert in the local parish mag / village hall / library noticeboard.

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By Thomas654654
19th Aug 2021 10:56

I think we're all in the same boat, there market is very tight at the moment. Unless you have something to offer a candidate that other firms can't then you will have to train studiers.

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By Selaen
19th Aug 2021 10:59

We've hired an AP person through an application made on Indeed (albeit this was pre-rona), and I have mixed feelings about the process..

On a personal level, if I'm on the lookout for a job, I'll go to two places; Indeed & LinkedIn. I tend to look at the job spec & write up a cover letter based on the spec. Sometimes it's a brief letter, sometimes it's more in-depth, just depends. Indeed often brings good results from an applicant's POV, LinkedIn is great for recruitment at an accountant/FM/FC level.

As a company we put a very detailed job spec in the ad, stated what type of a person we were looking for (this was an experienced AP role rather than someone starting out) and how the applications should be made.

We received a few dozen applications, of which only one had a cover letter which was clearly a C&P job. Now, the lack of cover letter isn't the end of the world, but when we received applications from:
- at least two Finance Managers
- three from FQ accountants living hundreds of miles away (remote working was not on the spec)
- people with masses of experience in other careers, nothing to do with finance
it got a bit much. Their CVs were so at odds with the spec that it made it feel like they're just scattergunning and applying for anything/everything and they didn't care about the actual role/company and wouldn't stay.

Saying that, one of the better applicants actually asked "what company is this, what role is this?" when I phoned to ask them in for an interview and clearly didn't have the first clue about the company when they arrived. I get that you sometimes forget all that you apply for but a. keep track, b. I told you when I called, c. do your research.

So alls I'm saying is expect a lot of tosh. There'll be a few gems in there, but you have to wade through a lot of sheet to get there.

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By Chris Maslin
19th Aug 2021 11:00

We've used Indeed multiple times now. Tend to get lots of applications in, which is a mixed blessing. Means lots to sift through, some of which clearly didn't bother to read the advert and aren't suitable, some of which are suitable, but then don't respond when we ask them for interview. One thing we'll try for our next attempt is to add in a few of the little challenges for candidates to do before their application is submitted. Deliberately making it a bit harder. Might sound daft, but I think when it's "too easy" to apply (ie 5 secs to click a button), people will do it without thinking, and we then waste time carefully consider their application when in reality they might not even want the job.

We are however always going for the junior/raw trainee (generally we like to train up our own)...so your slightly different circumstances may warrant a different tactic!

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Replying to Chris Maslin:
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By I'msorryIhaven'taclue
19th Aug 2021 11:33

I've no faith in the results of such challenges. Too much like "Pick out all the boxes containing traffic lights".

I'd say the "challenges" by which you might assess a candidate are: their submitting a clear, concise mistake-free CV; writing a literate, tailored, and grammatical covering letter in support of that CV; being able to think on their feet in an initial phone screening by supplying well structured and rational responses; and projecting themselves into the job by asking you sensible questions (How will my performance be assessed? Who will I be report to? What will be expected of me in my first year?) and not me-me questions (How many weeks holiday will I get? When can I expect promotion/ more pay / better conditions?)

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Replying to I'msorryIhaven'taclue:
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By Chris Maslin
19th Aug 2021 11:49

We did most of the things you suggest...but they take up lots of our time. The "challenges" I'm referring to are more about filtering out time wasters, not bad candidates. The whole point is it saves time/effort wasted by us, admittedly yes by putting a bit onto the candidate. If they can't be bothered to spend 5 minutes applying for the job, why should we spend 5+ minutes considering their application.

Our last advert got 73 candidates. Trawling through those took a lot of time. Quite a few we offered interviews to either declined, or simply didn't respond. I'm confident the reason is submitting an application took 5 seconds of their time, being interviewed is a much bigger commitment by them, and reality is they didn't really want the job.

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Replying to Chris Maslin:
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By I'msorryIhaven'taclue
19th Aug 2021 13:16

Ahha, I see.

It makes you wonder just how many applications have been submitted by an employment bureau, without their prospective candidates having much knowledge of it; esp so in view of Salean's comments regarding interviewees' failure to properly track their applications.

I can see how a technical question or two would weed out the monkeys, and perhaps stop employment agencies from blanket-bombing with their candidates.

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Brainy Smurf
By R5P
19th Aug 2021 11:34

I recently used Indeed to recruit an account assistant and found the process to be straightforward and cost effective.

As others have said expect large volumes of CVs from people who aren’t suitable for the role. I advertised the role for 2 weeks and got 50+ CVs, of which only 3 were suitable for interview. If you have a clear idea what you are looking for you can dismiss the rubbish with a quick glance at their CV so I personally didn’t find the large volume a problem.

Also expect to be contacted by local recruitment consultants offering to find you suitable candidates as they will pick up on the advert. I specifically ended the advert with ‘no agencies please’ but still got calls from 3 of the 5 local recruiters offering me a special rate.

In terms of the cost, advertising on Indeed was less than £200 compared to 20%+ of salary charged by recruiters, so for me I would use them again.

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Glenn Martin
By Glenn Martin
19th Aug 2021 14:37

we just work with one agent who has always produced. We tried posting on Linkedin and Indeed but you just get loads of applicants that are not suitable. The recruiter we work with knows exactly what we need and touch has never failed to produce.

There is a chunky fee to pay but it says me a loads of time sifting through duff CV's

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Moore Accountancy Altrincham Accountant
By smooreaccountancy
20th Aug 2021 09:30

We are a micro practice and just taken on a PT PQ accountant. We advertised on Indeed and used two of the "challenges" that Indeed have (think one was maths based and one was about attention to details).
We had about 80 applications, most of which were dross or remote working.
I responded to about 5 and called 2 for interview, and one thankfully started this week.

Lots of filtering/sifting needed, but it was free to post.

I also put the ad on the gov.uk website and then reposted it on Linked In, Facebook and Twitter to the local market in the hope it would get more interest.

Trying to get a kickstarter at the moment too - that is a bigger headache with the process taking months!!

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Moore Accountancy Altrincham Accountant
By smooreaccountancy
20th Aug 2021 09:30

We are a micro practice and just taken on a PT PQ accountant. We advertised on Indeed and used two of the "challenges" that Indeed have (think one was maths based and one was about attention to details).
We had about 80 applications, most of which were dross or remote working.
I responded to about 5 and called 2 for interview, and one thankfully started this week.

Lots of filtering/sifting needed, but it was free to post.

I also put the ad on the gov.uk website and then reposted it on Linked In, Facebook and Twitter to the local market in the hope it would get more interest.

Trying to get a kickstarter at the moment too - that is a bigger headache with the process taking months!!

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By Munch
20th Aug 2021 11:25

This post is music to my ears (ok eyes!) I am building a platform that will use dynamic data for SMEs that want to recruit directly. The recruitment industry is a pig's breakfast. The quality of job specs is poor and it is just a volume management game. I do not need to know that an accountant is "hands-on" has "attention to detail" has good "verbal and written skills. This is generic waffle, any accountant will say they have. It is up to the employer to work on this stuff at interview. I need to know specifically; what you are, what you know, what you have done and where you did it. Many recruiters spend next to no time interrogating candidates (some do of course, they are a minority and I have stats on it). It is generally not worth the fee. My platform will be dynamic and super affordable and efficient. Anyway....in your case, I have a crazy idea. Just advertise locally on say Nextdoor Neighbour and in the local press/radio. It sounds like you want someone local who is just after a comfortable feet under a desk 9-5 job with steady salary. Be totally frank about the nature of the job, I guarantee that this job profiles it perfect for many. Dont bother with the myriad of websites that promise all sorts but actually just churn aimless CVs at you. Boom!!

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By JD
20th Aug 2021 20:11

Tried Indeed recently and results where not good. To target the parents, we tried posting via a personal Facebook which has connections with local schools/what's on groups. It worked a treat, people were only too glad to share and we even gained a decent new client.

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