How to Master Hiring Talent and Reduce Your Time-to-Hire

The war for talent is fiercer than ever, especially in high demand fields across accounting and finance in both industry and public accounting.

With the retirement of Baby Boomers exacerbating the talent shortage, resulting in longer hiring timelines and decreased productivity. it can seem as though there aren't enough qualified candidates to fill all the open roles. Additionally, changes in the CPA process have added an extra layer of complexity.

In fact, it takes an average of 43 days to fill an accounting or finance position. That's almost a month and a half of productivity and work not getting done! (especially if there is no overlap between a employee exit and the replacement)

As a recruiter myself at Minted Search Group , I understand the challenges hiring managers are facing intimately. But I’m here to help - I specialize in accounting and finance recruitment and have access to a deep network of active and passive candidates ready to make their next move.?

If you want to know how to cut your current time between posting a job and making a hire, you’re in the right place.

The Candidate Shortage

The talent shortage is more apparent than ever in accounting and finance roles. With high employee turnover rates and increased competition, it's crucial that companies build efficient and strategic talent acquisition processes.??

I see the gap between open roles and qualified candidates widening each quarter. This is a huge opportunity cost for positions left unfilled, as key projects stall without the right personnel in place.

The most in-demand accounting and finance professionals possess specialized expertise that is difficult to find, and chances are many of your ideal candidates with high potential already hold lucrative positions and won't respond to ordinary recruiting tactics.?

How can you fix that?

Two words: Passive recruitment.

Finding great talent often means looking beyond active job seekers, and building a passive talent pipeline with proven strategies is essential to engage these professionals.?

The result??

A robust pipeline of pre-qualified, interested candidates ready to submit to your roles when you need to fill urgent hiring needs, enabling you to get ahead of hiring challenges and build your team for the long-term.

My talent pipeline, for example, starts with a network of over 10,000 professionals across Canada built from years of experience in accounting and finance recruitment. I leverage this network to source referrals and recommendations to find candidates who may not be actively job searching but open to new opportunities, and put them in front of employers like you who are a great fit.

Here’s 5 ways you can build a passive pipeline of qualified candidates

Focus on enhancing your employer brand 70% of professionals are interested in hearing about job opportunities, even if they are not actively searching. By establishing a strong employer brand, you can attract passive candidates who are intrigued by your company's reputation and culture.

Leverage employee referrals

Employee referrals are a powerful source of quality candidates. Companies with referral programs have an average retention rate of 46%, compared to 33% for organizations without one.

Tap into professional networks

Gain exclusive access to an extensive network of industry professionals and talent communities by partnering with me as your recruiter. With years of experience and established relationships in the accounting and finance field, I have the expertise to actively engage in niche talent communities and professional associations, positioning your company as a thought leader and attracting potential candidates.

Build a social presence

A Jobvite survey found that 79% of job seekers use social media to find positions. Leveraging social media with strategically tailored content to your audience can enhance your recruitment efforts by expanding visibility, fostering connections, and attracting candidates who align with your company's mission and vision.

Stay on track with a CRM

Utilizing advanced CRM software can help to efficiently manage relationships with passive candidates. It enables you to track candidate preferences, previous interactions, and important milestones, ensuring personalized communication and timely follow-ups.

Employers can't afford to waste time with ineffective hiring techniques, so if you’re struggling to fill roles or build a pipeline, connect with me. I connect my clients to the top accounting and finance talent, shortening time-to-hire while ensuring a great cultural fit. This means you can attract talent easier than ever before—and keep them!

I hope you found the information in this newsletter valuable. I plan to send out regular monthly newsletters with more tips and insights to help you hire and retain top talent, covering topics like:

- Screening techniques to quickly identify top candidates

- Creative sourcing strategies to tap into passive talent

- Effective interview practices to assess cultural fit??

- Onboarding and retention tactics to keep new hires engaged

And more! Make sure to subscribe / connect so you don’t miss my next article?

Stephen Lecker

Partner at Minted Search Group

[email protected] | P: 416.660.2328