What you need, and what the budget allows can be two very different things! So, what do you do? Here are a few common-sense tips to making your budget stretch that little bit further when recruiting your next accountant.
Offer flexible hours.
This is a true miracle worker and quickly becoming the norm. Flexibility can help attract talent that may otherwise be out of reach. In our study, 55% of candidates said they would take £1000 less in exchange for flexible hours, with 25% saying they would consider up to a whopping £5000! Other options including offering a day a week from home can be real gamechangers.
Plan your hire ahead.
Not an exciting prospect, but the more planned a hire (and the longer source time offered to talent acquisition), the better the results. More time means we can attract more passive candidates, with less chance of a bidding war.
Secondly, you will be able to include quality talent that may be on notice periods deemed too long by your competition. Finally, if you recruit a certain niche often, building a Talent Pipeline is the key to the success for a growing workforce.
Flex your demands.
Qualified candidates with first time passes come at a premium. If you can look past qualifications, there is a fantastic pool of qualified by experience candidates that offer extremely good value. We also find not being sector specific gives you a much wider talent pool to tap in to.
Balance detail with accessibility.
Most candidates react best to quick two stage processes over a 1 to 2 week period and less to multiple stages across 2 months (seniority dependant).
Finally, make sure you get your personality and culture across! People at all levels love a warm welcome and you want candidates going away telling their friends and family how amazing you are. A quick and accessible process can absolutely knock thousands off the ultimate candidates demands. It’s not guaranteed, but it certainly will not do any harm!