In a survey conducted by Deloitte, “approximately 80% of accounting and finance hiring managers reported uncertainty in their ability to attract and retain talent.”
Due to the scarcity of accounting and finance talent, it is important to use alternative and creative hiring methods to find the best fit for your team.
HIRING A HIDDEN GEM CANDIDATE CAN BE A GREAT WAY TO BRING NEW ENERGY AND SKILLS TO YOUR ORGANIZATION WHILE STILL ENSURING MAXIMUM EFFICIENCY.
First, you need to understand the skills required to be successful in the role. Focus on the skills and experiences that are most relevant to the job, rather than relying on traditional indicators such as educational background and past job titles. Consider a candidate’s attitude and aptitude, as well as their ability to learn new skills quickly.
This will allow you to find great candidates who may get overlooked by traditional or automated recruiting methods – otherwise known as a “hidden gem”.
3 TIPS TO FIND A HIDDEN GEM
1) Don’t Discredit a Resume
A resume is a snapshot in time that does not tell the full story of a candidate. A resume only shows a small part of a candidate’s potential and ability.
A candidate’s experience, skills, and personality should be explored more deeply during an interview to get a better sense of their qualifications. Oftentimes, a candidate may have a less impressive resume, but could be the perfect fit for the position.
It’s important to remember that not all candidates are created equal, and a resume may not accurately reflect a candidate’s potential.
2) Don’t Go Off First Impressions
A candidate may need 5-10 minutes to warm up. Interviews can be stressful and nerve-wracking, it’s not uncommon for candidates to take a few minutes to settle in and feel comfortable before they can truly show their best selves.
It is important to give the candidate a chance before jumping to any conclusions. It is also important to keep in mind that a candidate’s first impression may not accurately reflect their qualifications.
3) It’s an Interview, Not an Interrogation
Drilling candidates in an interview shouldn’t be the only objective for hiring leaders because candidates are interviewing the company just as much as the company is interviewing them – ensuring it is a fit for both sides.
An interview is a two-way street, and it is important for the hiring leader to engage with the candidate and make sure their questions are answered. It’s imperative candidates have the opportunity to get a better understanding of the company and the position so they can make an informed decision.
The interview process should be a conversation, not just a one-way dialogue.
THE DIFFICULTY IN ATTRACTING AND RETAINING TALENT IN THE ACCOUNTING AND FINANCE INDUSTRY PRESENTS A UNIQUE CHALLENGE THAT DEMANDS A FRESH APPROACH TO HIRING.
Traditional hiring metrics and practices may need to be reevaluated to better suit the evolving job market. By focusing on the skills and aptitudes needed for success in the role, and by creating a supportive, understanding interview environment, employers can attract these ‘hidden gems’ and infuse their organizations with fresh energy and innovative talent.
In this way, they can more effectively navigate talent shortages, optimize workforce efficiency, and better secure their companies’ futures in an increasingly competitive marketplace.
