4 Reason to Use a Recruiter for Accounting and Finance

Hiring a search firm for the first time? Here are the big benefits you—and your company—can expect from the relationship.

 By Mark Tumada, Vice President of Accounting and Finance Services, Ascendo Resources

Mark Tumada-1When I transitioned from the nonprofit world into recruiting more than 10 years ago, I never could have guessed that my favorite thing about working in both industries would be the same—to have the chance to make truly formative, impactful changes in people's lives. This is by far the most gratifying thing about my work and it’s what has driven me since day one. 

The human connections I have built over the last decade have been another bonus of this job. Now that we live in a world where everything is automated and AI driven, it’s even more important for me to remember that the root of our business is people. I’m proud to say I have met some of my best friends in this industry.  

That’s why I put together this list of the biggest benefits your firm can expect from a recruiting agency and how that relationship can have a significant impact on the success of both your company and you. 

1. Save time and money

Hiring is time-consuming and resource-intensive. By outsourcing this task to a recruiter, human resources can save valuable time and focus on their core operations. It’s our business to speed up the hiring process by screening resumes to conducting initial interviews. We’re also experts at negotiating salaries and shining a light on the value of corporate benefits. 

In my experience, companies that see the biggest savings in cost and time understand the implications of working with a search firm for the long haul. When your recruiter really understands who you are and what your company embodies, they can read between the lines and find solutions you may not even see for yourself. Those interactions build trust that accumulates over the weeks, months, and years and savings is the byproduct of those relationships. 

Without a recruiter, it takes an average of 27 days to complete the hiring process. We do much better. In fact, we typically have a turnaround time of about three days, but I've made placements within seven hours after receiving a call from a client. And one relationship that I have cultivated over the years recently asked us to fill roles for 70+ people in a span of three months. The essential ingredient that makes both sides of the recruiting scenario successful is trust building, which takes time and commitment from both sides.

2. Gain access to top talent

Recruiters have extensive networks and work with databases of qualified candidates, including passive job seekers who may not be actively looking for new opportunities. Because we specialize in accounting and finance, we possess deep knowledge of the industry, including current trends, regulations, and required skills. 

Over the years, I've become skilled at recognizing what is necessary to fill those roles and can vet candidates very quickly—from a data entry clerk all the way up to a senior accountant, from $15 an hour to $80,000 a year. I also have a network of pre-vetted candidates to check in on in case they’re ready to make another move. I routinely tap into this talent pool to identify high-caliber professionals who may not be accessible through traditional hiring channels. I truly believe there's a place for everybody, so as long as a candidate has the prerequisite skills or the willingness to learn those skills, I have the roles to fill. 

3. Streamline the recruitment process

Recruiters are well-versed in managing the end-to-end hiring process. We can create effective job descriptions, develop targeted sourcing strategies, and streamline the selection process to ensure a smooth and efficient hiring experience. At a glance, we can identify individuals with the required skills, experience, and cultural fit and ensure that only the most suitable candidates are presented for consideration.

This is particularly helpful when dealing with the seasonality of accounting and finance. We work with the fiscal year end when a lot of our clients close the books and need a reconciliation specialist. We work with a tax season that starts at the beginning of the year and goes all the way through the first two quarters of the year. And we also see the regular ebbs and flows of the season in different industries—a big accounts receivable rush during the year or a rush in accounts payable at other times. Recently we've seen a bump in the retail online space, so we're having a lot of companies with roles to fill for hybrid remote workers. It’s our job to be in tune with that flow and speak to as many people as possible on a daily basis. In fact, we often see trends in the marketplace before we read about them in the media. 

To prepare for seasonality, we front load the work and recruit for those predictable busy seasons by proactively placing individuals up to two months in advance. I love to call candidates and say, “Congratulations, you’re already booked for your next gig in two months.” 

4. Build a stronger employer brand

Today’s job market is ultra-competitive, so it’s crucial that companies effectively communicate their company culture, values, and growth opportunities to potential candidates. We act as brand ambassadors to enhance your reputation and attract top talent. So whether we’re pitching individual prospects to an employer or pitching a position at your company to our network of candidates, we motivate others to take action.

I believe that 50% of matching a candidate to the company is the skillset that’s listed on their resume. The other 50% is the human element that happens when I evaluate a candidate and a company and ask myself, Does this move make sense for both this candidate and this company? We all recognize that no company and no individual is perfect, so it’s about finding a fit for the needs of the company and the candidate.

Essentially, recruiters are matchmakers. I talk to the client about why this candidate is a worthy investment for them, and I talk to the candidate about why it’s worthwhile to move their skills and their energy to this company. As long as the match makes sense to me in my heart of hearts, and I have honest conversations with both parties, I have a successful placement. Because I am authentically excited, that enthusiasm is contagious and my clients and candidates can see it in my eyes. 

Aside from the speed, agility, and efficiency that come with hiring a search firm, there are plenty of intangible longer-term benefits that simply won’t show up on a Google search. And at the end of the day, matching keywords on resumes and job descriptions is not always the most efficient move. With all due respect to technology, my staff and I visit clients as often as we can because that is the real way human relationships are built. There is nothing like shaking someone’s hand, visiting an office, and sitting down over a cup of coffee. 

So hire a search firm to save money and fill roles more quickly, but make sure you find a recruiter that understands how lasting relationships are the real treasure of the work we do every day.


Mark Tumada has worked in the staffing industry for 10+ years, specializing in several metro-market areas. He has placed more than 3,000 administrative, finance, and accounting professionals in New York, New Jersey, Pennsylvania, Florida, and the Midwest and is skilled in contract, contract-to-hire, and direct-hire recruiting. Mark is a proud alumni of the University of Florida— go Gators! Connect with Mark on LinkedIn.

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