Mulberry Talent Partners Hiring Best Practices for Accounting and Finance
Accounting and Financial based organizations have specific hiring criteria, but there’s much more to hiring and retaining top talent, than just following a checklist. Mulberry Talent Partners has been sourcing talent in the accounting and finance industry for years and we know when something extra is needed to make a match between prospects and organizations. Securing top talent in accounting and finance drives an organizati2on's success and builds longevity. We want to share with our community what we have learned from our years of expertise.
Hiring in Accounting and Finance: Industry Overview
Thorough vetting is crucial for financial roles. We also screen for culture fits and find exactly what your organization needs. Whether temporary, hybrid, or direct hire, we design contract employment services that meet your objectives. We strategically work within organizational parameters including your timeline, budget, duration, and project size and present candidates ready to excel in your assignments. Below are some of the specialized financial roles that we frequently match for.
Accounting and Finance Roles Mulberry has Matched
Some organizations may not immediately consider a recruiting firm like Mulberry Talent Partners for their hiring needs. Recruiters and talent acquisition specialists are ideal for outsourcing hiring in this industry. Here are just some of the roles that we have placed. We understand these roles and the roles they play in the industry to hire the right match.
Positions Mulberry Fills:
Chief Financial Officer (CFO):
Oversees the financial strategy and operations of the company.
Controller:
Manages accounting operations, including accounts payable, receivable, and financial reporting.
Financial Analyst:
Analyzes financial data to assist decision-making and long term strategy.
Accountant:
Performs daily accounting, bookkeeping and preparing financial statements.
Auditor:
Auditor: Reviews and verifies the accuracy of financial records and compliance with regulations.
Hiring Accounting and Finance Considerations
The first step to hiring in accounting and finance is determining your needs and where there are skills gaps in your current team or organization. A clear outline of required skills, experience and qualifications attract the right candidates. Remember to consider your culture and what that fit will look like. The job description that you refer to, whether you are posting online or are using a recruiter should include the following:
Best Job Descriptions: Even if you are working with recruiters, it’s essential to define these elements to secure the best candidates for your organization.
Job Title and Summary: Provide a detailed overview of role, who the role reports to, and a bit about your management internally.
Responsibilities: List the primary duties and responsibilities.
Qualifications: Detail education, certifications, and experience requirements
Skills: Include technical and soft skills.
Company Overview: Include information about your company culture and values.
Sourcing Candidates: Whether or not you use a a recruitment firm, ensure the job information broadcasts to a number of channels for visibility, unless you are discreetly shopping for the role. Here are some of the ways accounting and finance recruiting agencies find candidates.
Candidate Channels: Local job boards, social media, and professional networks to reach a broad audience and your recruiting agency or your inhouse HR should be leveraging a number of different channels.
Announce Among Professional Associations: If your organization is on LinkedIn, posting where there are association groups can be very effective for finding candidates outside of local networks.
Employee Referrals: Incentivize current employees to refer candidates.
Announce Among Professional Associations: If your organization is on LinkedIn, posting where there are association groups can be very effective for finding candidates outside of local networks.
Employee Referrals: Incentivize current employees to refer candidates.
Screening and Selection: Candidate screening and selection are without a doubt one of the biggest reasons that our clients choose to work with us. At Mulberry Talent Partners, we look beyond paper skills to assess candidates as a whole, which contributes to our exceptional reputation. Below are just a few of the ways that fulfill roles in the accounting and finance industry.
Initial Screening: Comb resumes and cover letters to create a shortlist candidates who meet the basic requirements. Go through the Mulberry database of candidates who might fit the position.
Technical Assessments and Vetting of Accreditations: Financial and accounting candidates may need to have national and state certifications to be able to fill certain positions, and not all institutions are created equal. We make sure that the certifications and accreditation checks out.
Qualitative Impressions: Where we find a candidate that is not in our database, and even when they are, we conduct interviews to assess soft skills, look for a cultural fit, and better understand where a candidate falls in alignment with your organization.
Interview Best Practices: Mulberry Talent Partners are experts in interview best practice. We literally could write the book on them! We go beyond standard questions and really try to understand if a candidate is going to be a fit for the long term. Especially in positions where their can be churn in accounting and finance, we know how to determine longevity fit, after years of experience finding matches. For those conducting these interviews on their own reading this, here are some tips we have.
Interview Structure: Be consistent with questions to get a fair comparison of candidates.
Panel Interviews: To be fair with everyone’s time, schedule panel interviews to get multiple stakeholders in the room for different perspectives.
Qualitative Questions: To get a better read on behavior matches, ask open ended hypothetical questions.
Reference and Background Checks: Beyond verifying resumes, it’s critical to thoroughly vet the references provided by candidates These are the proof of character and many hiring practices will leave it at a letter. We go much further beyond and are sure to have structured questions that gain clarity on a candidates strengths and weaknesses. For those conducting these on your own, keep the below in mind.
Check References: Speak with previous employers to get insights into candidates’ performance and work ethic.
Character References: Not only obtain work references, but also personal character references.
Consideration on Offers: How does Mulberry make offers? We thoroughly communicate offers, ensuring both clients and candidates understand the terms and conditions in the short and long term. Below are some of the components that must be addressed in offers and explained thoroughly.
Compensation: Salary and benefits package align with industry standards. Terms: Terms must be very clear and eventualities must be outlined.
Onboarding and Retention: We think this should be outlined as early as possible. Develop a comprehensive onboarding program that covers company policies, procedures, and culture.
Technical Assessments and Vetting of Accreditations: Financial and accounting candidates may need to have national and state certifications to be able to fill certain positions, and not all institutions are created equal. We make sure that the certifications and accreditation checks out.
Qualitative Impressions: Where we find a candidate that is not in our database, and even when they are, we conduct interviews to assess soft skills, look for a cultural fit, and better understand where a candidate falls in alignment with your organization.
Interview Best Practices: Mulberry Talent Partners are experts in interview best practice. We literally could write the book on them! We go beyond standard questions and really try to understand if a candidate is going to be a fit for the long term. Especially in positions where their can be churn in accounting and finance, we know how to determine longevity fit, after years of experience finding matches. For those conducting these interviews on their own reading this, here are some tips we have.
Interview Structure: Be consistent with questions to get a fair comparison of candidates.
Panel Interviews: To be fair with everyone’s time, schedule panel interviews to get multiple stakeholders in the room for different perspectives.
Qualitative Questions: To get a better read on behavior matches, ask open ended hypothetical questions.
Reference and Background Checks: Beyond verifying resumes, it’s critical to thoroughly vet the references provided by candidates These are the proof of character and many hiring practices will leave it at a letter. We go much further beyond and are sure to have structured questions that gain clarity on a candidates strengths and weaknesses. For those conducting these on your own, keep the below in mind.
Check References: Speak with previous employers to get insights into candidates’ performance and work ethic.
Character References: Not only obtain work references, but also personal character references.
Consideration on Offers: How does Mulberry make offers? We thoroughly communicate offers, ensuring both clients and candidates understand the terms and conditions in the short and long term. Below are some of the components that must be addressed in offers and explained thoroughly.
Compensation: Salary and benefits package align with industry standards. Terms: Terms must be very clear and eventualities must be outlined.
Onboarding and Retention: We think this should be outlined as early as possible. Develop a comprehensive onboarding program that covers company policies, procedures, and culture.
Added benefits for Retention are mentorship programs where a new hire is paired with another employee, and the assurance of regular meetings that address the fit for aptitude and work load and culture, to ensure a smooth transition. Another way to ensure retention are career development opportunities and discussion of work life balance. Today’s top talent want a lot more from employers. We recommend clear communication on incentives rewards, and how careers are expected to progress. The accounting and finance industries are no different.
Hiring in accounting and finance requires talent agencies or HR departments to follow certain protocols. These best practices and tips represent just a few of the ways that Mulberry Talent Partners hires for accounting and finance. Above all, we work in our clients and candidates best interests in finding the right matches. We are committed to helping you build a strong and capable team that drives your organization forward, for the long term.
For more information on how Mulberry Talent Partners can assist with your hiring needs, contact us today.
Hiring in accounting and finance requires talent agencies or HR departments to follow certain protocols. These best practices and tips represent just a few of the ways that Mulberry Talent Partners hires for accounting and finance. Above all, we work in our clients and candidates best interests in finding the right matches. We are committed to helping you build a strong and capable team that drives your organization forward, for the long term.
For more information on how Mulberry Talent Partners can assist with your hiring needs, contact us today.