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Assume for a moment that you are a happily-employed and well-compensated bookkeeper, accountant, or other financial professional. You like your job, and your career is moving in the right direction. There isn’t any reason for you to get to know a financial recruiter, right?
We can understand why you might think that way. And yet, at our staffing company we stay in touch with lots of men and women who aren’t actively looking for new openings. Most of the time, we don’t have much reason to talk. However, these forward-thinking professionals know there are a few benefits to keeping the relationship warm. Today, we’re going to look at a few of the biggest ones.
To help you understand why every financial professional should know a good recruiter, here are some things you should remember…
Life Can Change Quickly
It’s an unfortunate fact of life that even though you’re happily employed today you might not be tomorrow. Things like turnovers, buyouts, and corporate bankruptcies have always been a part of life, but the pace of change within the financial world has accelerated over the last couple of decades.
Think about it this way: it’s much better to know a financial recruiter and never need one than it is to suddenly find yourself out of work and starting from scratch.
It’s Possible Your Perfect Job is Out There
There is a big difference between being satisfied with your current job and working in a way that satisfies every item on your employment wish list. Even if you aren’t interested enough to look for new opportunities yourself, is it possible that a position with higher pay, better benefits, new challenges, or a different location would interest you?
A good financial recruiter can know what you value and keep an open eye for the perfect opportunity. A lot of financial job openings are never advertised, so we can help you spot the “hidden chances” that you might otherwise miss out on.
It Never Hurts to Know Your Options
Occasionally, we work with employers who have very distinct needs or have to fill an open position rapidly. In those cases, they may be willing to offer a higher than normal salary, or give a signing bonus to the right candidate. Even if you don’t end up taking a new job, it never hurts to know what your options are.
If nothing else, financial professionals can get more experience interviewing without a lot of pressure. And, they can use the opportunities we tell them about for negotiating points with their existing employers. It never hurts to look, and there’s no risk in hearing about what might be available.
As we’ve already mentioned, a lot of the financial professionals we know don’t have reason to talk with us all that often. And, if you’re in a position that makes you happy, there might not be any reason to move in the near future. However, there’s always the chance that something better will come along, or that your situation will change in a heartbeat. If that day arrives, you’ll be glad you have a good financial recruiter on your side.
Interested in becoming part of our network? Click here to contact the AF Staffing team and see how easy it is to learn about new opportunities, periodically.
Do you need financial staffing company to help you bring in temporary professionals or fill permanent positions? A lot of our clients don’t think so until they realize just how many ways we can make the recruiting and hiring process smoother. In other words, they don’t know what they want until they see what they’ve been missing out on.
From our perspective, it’s sometimes easy to spot companies and executives who could definitely use a little bit of assistance. To help you understand why – and to see the benefits our team can offer you – let’s look at four glaring signs you need help from a financial staffing firm…
#1 You Have Lots of Financial Short-Term Job Openings
It can be difficult or nearly impossible to fill short-term financial positions of quality candidates without the help of an expert recruiter. That’s because getting good people who are willing to work on a non-permanent basis requires not just an understanding of the field, but also a long list of existing contacts. If you need team members who can step in and contribute right away to help address a tight deadline or tough situation, call the professionals.
#2 Your Company or Department is Experiencing High Turnover
Usually, when a business is going through a lot of financial professionals – regardless of whether they are in the C suite or at the bookkeeping level – it’s because they aren’t interviewing the right candidates to begin with. Of course, a good financial staffing firm can help by making better introductions. Because we deal with issues of recruiting, placement, and compensation every day, we can help find candidates who will stay in their new jobs for the long haul.
#3 Your Human Resources Department is Overwhelmed
Even the best and most efficient human resources department can get overwhelmed. That’s particularly true when they need to hire financial professionals, who have their own set of specialties, qualifications, and resume acronyms. However, accounting, bookkeeping, and financial management jobs can’t go unfilled; the costs to the company are just too high. We can help by bringing in better candidates who are able to start in their new roles immediately.
#4 You Need a Financial Professional With a Distinct Specialty
The narrower you get in your search to fill a financial opening, the smaller your list of available candidates is going to get. However, recruiters maintain large networks, including lots of individuals who aren’t actively looking for new jobs. When you have a need for a particular type of specialty or experience, we can often help you find the perfect hire even if they wouldn’t have responded to any of your job postings.
Just because you haven’t gotten help from a financial staffing company in the past doesn’t mean we can’t help you now. Contact our team today to learn how you can get access to financial recruiting experts who can make the hiring and on boarding process easier than ever!
In the past, employers often had to choose between bringing on temporary help or hiring an employee on a full-time basis.
That approach, though common, had some big drawbacks. In some cases, talented temporary workers would leave for better job opportunities before they could be retained; in others, employees would be hired too quickly, only to eventually be replaced at great expense after things didn’t work out.
Maybe that’s why more and more companies are choosing to fill job openings through a temp-to-hire agreement. It offers more flexibility to employers of all sizes, bringing a number of benefits to your business or department. Here are three of the most important…
#1 You Get Immediate Help With Your Opening
Often, when clients approach us to fill a staff or executive management position, it’s because they have an immediate need. By following a temp-to-hire approach, they can bring someone in to start right away without having to commit to them for months and years into the future.
This is a bigger benefit than a lot of employers realize at first glance. When you have important business work that is going unfinished, deadlines can be missed, invoices can go unattended, and paperwork and customer service issues can pile up. Obviously, you don’t want to hire the wrong person just to keep paperwork moving, but you might not be able to afford to let the duties of the position go unfulfilled, either.
#2 Employees and Employers Can Find the Right Fit
As experienced recruiters, we have seen firsthand that you can’t really know whether you have the right fit between an opening and a candidate until they are hired and work begins. In a temp-to-hire system, both employers and employees get to “test drive” one another to make sure it’s a great fit.
Experienced managers all know how important it is to find the perfect fit for a job, particularly if it’s one involving healthcare or legal, for example. That’s because the perfect candidate will need some crucial skills and qualifications while also being a good fit for the culture of the company and department. Plus, you probably want someone who can meet tough deadlines and will stay with your firm over the long run.
#3 Temp-to-Hire Lowers Recruiting Costs
Ultimately, the two biggest expenses of the business recruiting process are “hidden” ones that rarely show up on balance sheets – being understaffed and having to turn over jobs repeatedly. By making sure key responsibilities are covered continuously and helping to avoid hiring mistakes, a temp-to-hire philosophy can help you save lots of money.
These costs can be difficult to calculate precisely because many of the items where you would have lost money (for instance, productivity issues within your department) don’t show up on balance sheets. And yet, those expenses can be even more significant than the ones that are wasted when you have to constantly recruit, interview, train, and onboard new employees.
Looking for the perfect person for your legal, healthcare, government, higher education, mortgage/banking, call center or IT tech support position? Contact the staffing experts at Staff Logic today to let us help!