1. Establish an effective recruitment process
for the right fit

2. ‘Catching’ your Accounting/Finance

3. The War for Talent is still here
Employees are more likely to make a change in the current market.
In 2014, 78 per cent of Canadian employees were prepared to leave their current job for “the right offer.” That number was unchanged for years. Today, that figure sits at 89 per cent.
Source – Globe and Mail – January 23, 2018

4. The ‘Facts’ What’s changed in Recruitment? Technology/Social Media
Hidden networks
Saturation of the Recruitment Agency space
Salary/Opportunity competition

5. So, where do you begin……

6. The ‘Hunt’ Effective recruitment is a split between:
Job Boards - got to get the word out there
Building YOUR brand
Skills Hunting – the cost/benefit is high however the talent you’re looking for likely is waiting for you to make the first move.
Look for fresh ways to engage your target:
Creating a Job Description that’s compelling; creativity is key here.
Social Media - Get the word out! Twitter, LinkedIn feed. Share, share, share!
If you choose to use an external Recruitment Partner, discuss their strategy. How/Where/What do they leverage to find you talent? Get in the weeds with them.
Don’t Post & Pray = Your top candidate is highly unlikely to apply to an ad. LinkedIn, Indeed, etc., while useful, can cost you time and money if you rely entirely on them.

7. The ‘Candidate Experience’
The key is to create a positive interaction with your target.
Potential hires/candidates prefer not to be processed through and electronic system. Put the ‘woo’ in woohoo!
Elvis was close; a little less , a lot more conversation!
High touch Communication – initial contact, interview feedback, closing the loop if not hired. Leave a + impression. Differentiate!
Interview process: Phone interviews are not effective for most Accounting/Finance roles. Think outside the box – coffee interview, team lunch (later in process), presentation, office tour before interview.
End on a high note. Whether an interview was good, great or an epic fail, an ed ‘thanks for coming to meet with us’ builds your brand at no cost to you.

8. The ‘Find’ So you think you have found ‘The One’…….. Yay!
The ‘Package’
Benefits ranked the highest priority over salary when making a career move
Work/Life balance – how does your organization define it?
Growth potential – ie., highly important within the Millennial group. Where do ‘I’ go from here? How do you challenge them to stay?
Bonus potential – If you do not offer bonus, do you pay CPA dues, PD, other perks in lieu of
Vacation – the most negotiated part of a package next to work life balance. 3 weeks is the norm.
Other perks – sick leave? Parental leave? Get your Birthday off!
FACT: The more excited you get your hire during the process, the quicker they will sign your offer! We Recruiters call this the preclose.

9. Q&A
Sheri Sweetland
Vice President – Client Engagement
O: x300 M:
Let’s connect!
LinkedIn -
Twitter - SSweetland