Successful Recruitment Strategies from a Candidate's Perspective.

• Author: Brown, Tamarra L.

It's no secret that there's tierce competition for the best candidates. Public accounting reached a record 40,350 for 2011-12, according to the. ATCPA's 2013 Trends in Supply and Demand report. This previous high was 36, 112 recruits in 2006-07. Further, the report states that colleges expect more increases in the number of accounting graduates.

Candidates and emplovers share the goal of finding good fit. candidatc know, the right employer can ci the course of their careers, and firms stake their reputations it ins on wooing the brightest new stars. But a poor recruitment experience can turn a promising hiring opportunity sour.A negative reputation will cause quality candidates to think twice about even applying. Here are a few strategies to ensure the recruitment process goes smoothly

Create a Clear Job Description & Recruit Accordingly

A vague or inaccurate job description or listing ol qualifications is a sure way to frustrate candidates -- and prolong the hiring process. No candidate wants to endure rounds of interviews only to then be told the firm is looking lor something else.

Also, promptly remove positions that have been filled or frozen. Failure to do so makes the organization seem disorganized.

Prep the Recruitment/Interview Team to Speak as One Voice

Interviewers, recruiters and human resources are the faces of the firm for candidates. This team can make or break a candidate's interest in the firm. Take tittle 10 prep everyone who will meet the candidate. Every interviewer should have a copy or and know the job description (duties. expectations. growth opportunities, etc.) Widely varying descriptions of the position form multiple interviewers suggests poor planning, and savvy candidates know ambiguous positions are the first to go (luring downsizing and are the likely to get ii ic least attractive assignments.

Every interviewer should have a prepared list of questions and they should know the types of questions employers are not, by law, allowed to ask. Stress the importance of taking time to review the candidate's resume in advance of the interview. It helps the interviewer to locus more on the candidate instead of wasting limited interview time on Irving to decipher a candidate's background. (Consider mock interviews to help newer team members feel comfortable and experienced team members overcome bad habits. foibles during personal interactions with candidates reflect badly on the individual and the firm.

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