How to Recruit Talent Like a College Coach
Today's competitive market for talent in the accounting industry is not unlike the same in college athletics. Like NCAA coaches everywhere, firms are searching not only for the best and brightest, but those who fit with the program (or culture). Here are a few tips from the college ranks on how your firm can track down accounting's 'Blue Chip' prospects.
1 Start Early
Don't wait for job candidates to come to you. Search out the top students at nearby colleges and universities. Make sure your firm is represented at job fairs. Network with other firms and professional organizations around the country that might be able to send talent your way. (Say, for instance, when an employee leaves a firm to move out of the area with a spouse.)
2 Make frequent contact
Don't neglect to stay in touch with the best candidates on your radar. Call them at least once a week. Send brochures and company information in the mail. You don't want to inundate them, of course, but it's critical that you let them know your firm is very interested.
3 Bring them in for a visit
Don't just usher the candidate into and out of the HR office for an interview. Introduce each one to members of the firm. If the candidate is on-site for a second interview, consider asking him or her out for lunch with a few members of whatever team that person might be working. This will help both sides get a better understanding of the personalities and interests of one another. Not only that, but it suggests that your firm cares about relationships. This step is critical in landing the right person for the right team.
4 Brag about the benefits
Make sure you highlight every great thing about your firm. Don't neglect to show off its work spaces, technology, people and anything else that makes it unique. Help the candidate see that your firm is a special place - somewhere he or she can feel at home (as much as one might feel so in a workplace). Also point out any special personnel benefits the employees receive. Don't be ashamed of your firm!
5 Show them how they will make a difference
Today's job candidates are eager to know how they might impact a workplace. A simple job description will no longer suffice. Explain the potential impact they might have and discuss some specific projects over which the candidate may have influence. In addition, show some excitement over his or her potential for advancement to a "starting position" within the firm.
6 Keep it real
Be as open and honest about your firm as possible, and give candidates MORE information than they will think to ask. Share anything and everything you can think of about your firm. You want to give them an AUTHENTIC picture of your business—how you work, who you are, etc. The candidate needs to know the firm well to understand if he or she will be happy working there.
7 Get inside their heads
Ask the prospective employee lots of questions—really get to know him or her. Try to get a feel for what really makes the person "tick" as an individual. Get to know enough about a candidate so you know if he or she would be a good fit for your team. You need to KNOW your people before they come work for you!
