Posted by Brittney Murray on Friday, June 10, 2016 - 09:00 | Follow me
Have you ever had to hire a tax accountant in the middle of tax season? Or find a director of finance within a few weeks? Those are hiring challenges that can test the abilities of even the best managers.
Recruiting agency experts can make the process easier for managers by sharing market and industry knowledge, and identifying professionals with hard-to-find skills, including people who are confidentially considering their next career opportunity.
To showcase how our recruiters can help you overcome an array of hiring challenges and find highly skilled job candidates for your finance and accounting needs, we’ve collected a few case studies from the Robert Half Finance & Accounting Raleigh, N.C., team. Perhaps one of these situations will resonate with you and demonstrate how a recruiting firm can benefit your company.
Case study #1: Retail company needs tax accountant
Company: Large retailer
Hiring challenges: Finding a tax accountant — and doing so in the middle of tax season
Robert Half solution: I called the company's human resources department about an operational manager position it had posted. After speaking with HR, I found out the role was more of a manual loading and unloading role, a position Robert Half does not specialize in staffing. I asked what other hiring challenges the managers had and was told they were also looking for a tax accountant and wanted to go "temporary-to-hire" on the opening.
The company had posted the position at the beginning of March, and it was now mid-March. I advised the human resources manager that if a strong tax accountant was to be found in the middle of tax season, the search would have to be expanded to include passive candidates being represented exclusively through our full-time placement division. The HR manager agreed and conducted a full-time search with me.
Within two weeks, my team and I identified a highly skilled tax accountant for the opening, and she was hired after one onsite meeting with the company’s finance and accounting team.
Brittney Murray is a recruiting manager for Robert Half Finance & Accounting in Raleigh, N.C. She also possesses expertise in marketing topics, including social media management, digital marketing and branding. Her Twitter handle is @brittjanelle87.
Case study #2: 5 candidates in 5 business days
Company: International manufacturing company
Hiring challenges: Recruiting for a director of finance role — in just a few days
Robert Half solution: This manufacturing company was looking to do a confidential search and wanted a high-level director of finance role staffed fast.
I was determined to find five candidates to interview in five days, and I did it. My team and I got a pool of candidates together, and the first round of interviews took place in our office. The following week, the company’s Europe-based CFO flew in, and the hire was made within two weeks.
The private equity firm that owned the company had a list of requirements, adding more hiring challenges. In addition to manufacturing and distribution experience, the firm wanted Systems, Applications and Products (SAP) experience, and certifications to include a CPA and MBA. It was all hands on deck in our office to get this search done. The candidate who ended up getting the job was someone I had approached at a Robert Half-sponsored continuing professional education (CPE) event.
The company continues to grow, and we have helped them with two more placements.
Our speed to market and being networked with the right professionals is what got this company exactly the director of finance it needed.
Andrew Klahr has been a recruiting manager for Robert Half Finance & Accounting since August 2013. He has his bachelor’s degree in Operations and Supply Chain Management from State University of New York at Buffalo.
Case study #3: The power of networking
Company: Midwest manufacturer
Hiring challenges: Hiring a director of trade compliance — one who was willing to relocate from out of state
Robert Half solution: I was recruiting for a procurement manager position in North Carolina. I reached out to my manufacturing network to see if anyone might be interested in the opening, and an HR director I used to work with suggested contacting someone she knew who lived in Minnesota. I reached out, and it turns out the opportunity was not the right fit for him. But a few months later, a Robert Half office in the Midwest was looking for a director of trade compliance. One of the company's key requirements was having someone onsite, either already living there or willing to relocate.
Again, I reached out to my manufacturing network. My new contact in Minnesota suggested I contact someone he knew in Texas. The individual was a great fit for the opening and very interested in the opportunity. Best of all, he was actually looking to move back to the city where the company had its home. He went through the interview process and was hired.
This is the power of the Robert Half network on display: A hire was made in the Midwest through Raleigh by way of Minnesota and Texas. This is just one of the reasons I love working for this company!
Dirk Kuenzler is a recruiting manager for Robert Half Finance & Accounting in Raleigh, N.C. He was a captain in the U.S. Army and worked for several years as a finance manager and director for companies like Kraft Foods, Lord Corporation and Coty.
Case study #4: Full-time mindset
Company: Local manufacturer
Hiring challenges: Staffing a buyer position — one that's been open for months
Robert Half solution: After the position for a buyer had been open for a few months and the company had conducted a different type of search, I approached the manager to see if he would be interested in looking at another population of candidates — individuals registered with my team who were interested only in full-time placement opportunities.
I sent over two candidates, and the company ended up hiring both.
What the human resources manager wasn’t finding in the job seekers he'd previously considered, he found in the candidates I presented. They were a great match for the company, and the company was a great match for them.
Josh VanNamee is a recruiting manager for Robert Half Finance & Accounting in Raleigh, N.C. Prior to joining Robert Half, Josh spent six years in public accounting.
Case study #5: The ultimate resource — the Salary Guide
Hiring challenges: Helping a nonprofit hire a controller — without a set salary or skills requirement
Robert Half solution: This nonprofit organization was looking for a controller and had no salary outlined or benefits factored into its employment package. Because the position wasn’t a hire the company was familiar with making, no one really knew what to look for, in terms of skill set — more hiring challenges.
I arranged for a visit with the executive director to walk through Robert Half’s latest Salary Guide for Accounting and Finance. After discussing the company’s annual revenues and the total budget for the position, we determined the appropriate salary range and narrowed the search to a controller with nonprofit and QuickBooks experience. Before working with me, the hiring manager had interviewed a CPA from another nonprofit — an individual not in the budget and with more experience than the company needed.
After establishing the financials of the opening, I hosted the company in our office for interviews, and we were able to staff the role within one week.
George Atiee has been with Robert Half since 2014. He is also in the U.S. Air Force Reserves and has his master’s degree in accounting.
Case study #6: First-time hire a perfect fit
Company: Equipment manufacturer
Hiring challenges: Helping a small business owner hire an accounting manager — his first hire ever
Robert Half solution: The owner inherited the company and had never been through a hiring process before. In addition, he didn’t know the skills needed for the accounting position or the potential salary.
I asked the owner to walk me through the job responsibilities and sent him a copy of the Salary Guide. We reviewed it together and determined that he needed an accounting manager and what compensation he should expect to offer.
The accounting manager we placed has been a great fit for the company, and the transition was seamless for him and the manufacturer.
Mike Porcelli joined the Raleigh Robert Half Finance & Accounting team in October 2015. Before that, he was a business development manager for a payroll company in New York. Mike has his bachelor’s degree in Accounting and Business Marketing from Hofstra University and was an accounting intern for the New York Islanders.
Case study #7: The value of relationships
Company: International biotech
Hiring challenges: Staffing a payroll position — in another city
Robert Half solution: When this company announced it was moving to Raleigh, I called our Robert Half team in the city where it had previously been headquartered to see how we'd helped in the past. Our team there gave me a contact name, and after connecting with the director of accounting and finance, he visited my office to meet candidates for a payroll position. The company had been using another firm for the opening but agreed to come to my office and meet some of my highly skilled candidates.
We staffed the payroll manager position and have since built a valued relationship. Following that initial placement, my team and I have staffed a number of accounting and finance positions for the company.
Fostering a strong business relationship has helped the biotech firm and me find professionals with the skills needed to help the company prosper.
Steve Fields has been with Robert Half Finance & Accounting for more than 20 years. Starting with the company in Washington, D.C., He moved to North Carolina to establish the Raleigh office. He has his bachelor’s degree in accounting from the University of Maryland College Park.
We hope we’ve shown you the benefits of working with recruiting managers like Andrew, Josh and the rest. Are you ready to work with us to meet your hiring objective?