8 Ways an Executive Search Firm Can Help You Find the Right Leader

8 Ways an Executive Search Firm Can Help You Find the Right Leader

C-level executives understand the risks that go along with hiring a finance executive. It’s a crucial role in any company, but especially essential in a growing company. The role needs to be filled with the right skills and the right fit for the company. In fact, attracting and retaining the right talent for such an important role is a major pain point for most CEOs. Executive Search is a pivotal recruiting solution CEOs need in their toolbelt to ensure long-term hiring success.

Eight Questions To Consider Before Selecting An Executive Search Firm

Source: forbes.com

1. How deep is their access? Core to the value of executive search firms is their ability to interest and engage top candidates who are successful and satisfied in their current roles. Experienced executive search advisors will have access to the highest-performing leaders within an industry. These candidates are concerned about confidentiality, and trust is essential. They are not willing to risk a leak that could negatively impact their current role or the firm they lead. These candidates are typically more comfortable with an outside advisor who is not part of the hiring organization, providing the executive candidate a more comfortable relationship to explore a potential new opportunity on a discreet basis.

2. Will they ensure confidentiality? Trust is not only critical to the candidate, but it is also critical to the client organization. High-performing organizations cannot afford to risk either internal or external uncertainty about a CEO or highly influential executive’s standing or tenure within a company. Any perceived uncertainty can have a profound negative impact on the internal organizational culture and the external brand, and can reduce confidence among customers, shareholders and other stakeholders. An ethical search firm will ensure that a search will be held in the most confidential and discreet manner.

3. Will they be objective? Business leaders seek external counsel and strategic advice often because they are too close to the action themselves and seek other angles. A quality executive search consultant will bring depth and breadth of experience — beyond one firm, one industry, one market and even one position. This experience can be invaluable in terms of providing objectivity and bringing strategic expertise about the marketplace to the table. They understand talent availability, trends in terms of new requirements of functional leaders, the qualities required when transformation is essential and so much more. The right firm will help clients envision new possibilities and uncover pain points, with empathy and from the perspective of experience.

4. Can they help you attract the best? With a quest for innovation, there is an increased demand to attract a diverse slate of top executive candidates who can deliver fresh perspectives to the hiring organization. Quality executive search firms understand this priority and have focused on expanding their own networks beyond the “usual suspects” to identify top talent. Quality advisors will be able to have direct and sometimes difficult conversations with their clients about their own employer brand and desirability as a destination for leaders. Today, high-potential, high-demand talent have many options and are highly selective. They want to be sure they are making a move to an organization where there is a strong culture fit and where they are most likely to succeed.

5. Do they have the expertise? A quality executive search consultant will have an experience-backed understanding of the market, the industry and the evolution of key functional leadership roles. These trends are critical in the search for not only the leaders of today, but those who can lead an organization through transformation for the future. With changing requirements, often it is essential to not only look for talent within an industry, but outside the industry. This is where years of experience and understanding how to assess for learning agility become critical.

6. What are their assessment capabilities? As a trusted advisor, a quality executive search consultant will take their deep knowledge of the industry, the organization and the role and assess candidates against these requirements to ensure that a candidate not only looks good on paper, but will be the right leader for the organization and its strategic focus. The unique advantage an outside trusted advisor can bring to this process are the years of experience across markets, industries and functions, combining the art and the science of assessment to this critical process — beginning with a preliminary assessment and then getting much more in depth with the finalist candidates.

7. Will they help you prepare for succession? Organizations that think beyond “today” also understand the critical need to think about the leaders for tomorrow, both internally and externally. This is the time when organizations take a hard look at the next generation of leaders and ensure that they are developing a diverse group of leaders for the future. Quality executive search firms will bring their talent assessment and marketplace expertise to this critical process to help CEOs, boards and the broader C-suite build a high-performance leadership team both for today and tomorrow.

8. Can they minimize risk? Highly qualified executive search consultants reduce the risk of making the wrong hire. The risks associated with an unsuccessful hire can be catastrophic. The selection of the right trusted advisor ensures that the entire process is a success.

Read more.

Executive Search & CFO Recruitment

You want to ensure you hire the right CFO to position your company for long-term success. We want to help you do that. At Clarity Recruitment, we specialize in finance and accounting recruitment. Our executive search is backed by behavioural science and advanced screening to predict a candidate’s on-the-job success. Start your executive search today.

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Clarity is a recruitment agency specializing in the placement of designated Accountants and Finance professionals in the GTA and Vancouver. Our mission is to improve decision-making in hiring by investing in behavioural science and hiring technology. We specialize in Project & Interim Resourcing, Permanent Search and Executive Search and recruit Finance and Accounting Executives for growth companies. We are a tenured team of successful recruiters who have worked in the major industries across Toronto and Vancouver. info@findingclarity.ca.

Follow us on LinkedIn for updates, job postings and more.


Top Tools and Productivity Software for 2020 for Talent Acquisition

Top Tools and Productivity Software for 2020 for Talent Acquisition

Your typical recruiter in 2020 serves many functions - coaching candidates on their roles, speaking to clients to gather requirements and engaging on social media to fill in their top-funnel. 

The second you sit in your chair in the morning, you have targets to hit and people to call. There is, however, only so much time in the day and we all wish we had more. Though we can't tell you how to recruit more time into your day, we can suggest some productivity software that might make you more efficient at your job. 

LinkedIn

As social media becomes more pervasive, professionals from every industry are finding a necessity to have a presence on these platforms. Recruitment is no different. There has never been a better way to speak to and attract quality candidates, however, this can mean additional pressures on your time. 

An absolute essential in any recruiter's arsenal is LinkedIn. This is where most professionals are hanging out these days and it's where a lot of connections are being made. More jobs are being filled through LinkedIn which means the more presence you have there the more likely it is for you to find qualified candidates. Using LinkedIn alone will help you save time since this is where most qualified candidates are.

Personalized video

The days of cold-calling and email blasts are over. You have to be able to provide relevant information to your candidates to make sure they gain value. You can't send the same job to ten people and hope a fraction of them respond. Instead, we recommend you try personalization for your message. 

Doing so in the form of a video shows the candidate you took the time to reach out and cater to their specific needs. It also doesn't take too long to do. Take the camera in your pocket, stick it on a tripod, angle a light towards your face, plug in a microphone and simply start talking. You don't have to be eloquent - you simply need to provide value. Though you can send out quick videos without software, we find using a platform like vidyard.com to organize and manage the process helps. 

Buffer

Once you have followers on your socials, one of the essentials is to provide a regular stream of content that appeals to your audience. One of the most difficult things to do for people is to find time to share content especially if your days are short and time is of a premium. Using a tool like Buffer which lets you schedule your posts in advance is a technique that helps. Whenever you have a chunk of time to spare - for example, a quiet Friday afternoon. Take a few minutes to schedule your posts for the next week. You'll be glad you did.

Luma-Fi

The value you provide as a recruiter is understanding your candidate as it pertains to the job. Some recruiters are so good at doing this that they can rely on gut instinct and experience. However, for most, you need tools to be able to do this. Sorry for being biased, but Luma-Fi is Clarity's proprietary tool which helps us asses fit for the role. Having access to tools like this immensely valuable and can save both you, the company and the candidate lots of time in the long run. 

Interview scheduling 

If you frequently have to schedule appointments in your calendar, you know what a pain getting calendars in check can be. Fortunately, a tool called Calendly can help. Calendly syncs with your calendar (either Google Calendar, Microsoft Outlook or iCalendar) and lets you share that with your contacts or embed it on your profile. 

Bullhorn 

When you're receiving hundreds of applications from candidates every week, you need some way to keep track of the process. Bullhorn Staffing and Recruiting earned PC Magazine's Editor's Choice award for dedicated applicant tracking systems and we believe it deserves the accolades. 

monday.com 

If you work with a few people and require a lightweight project management software, Monday.com is your best bet. At Clarity, we use Monday.com for everything from editorial calendar scheduling to project planning. If you're a recruiter, the platform can be used to monitor your objectives and see if you're hitting your targets. The new apps can be further customized to meet your exact workflow. 

Coffitivity

A little background noise goes a long way when you're working from home or working in an environment where conversations are audible and distracting. Coffitivity livens up your environment with the soothing sounds of a coffee shop. It’s great for when you want to get some work done and just need to dive in for thirty minutes. 

Lynda.com

An absolute essential in any recruiters' arsenal is Lynda.com. New videos are posted at noon every day and the content ranges widely. Chances are there are videos on the areas you're recruiting for so you can brush up on concepts and terminology before jumping on the phone with a client or a candidate. If you're in the Toronto area, make sure you utilize the free subscription to Lynda.com from the Toronto Public Library.

While there are many tools out there to help you with talent acquisition, these are the critical ones you need to excel beyond. What tools do you use to improve productivity and streamline your process? Let us know in the comments.

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Clarity is a recruitment agency specializing in the placement of designated Accountants and Finance professionals in the GTA and Vancouver. Our mission is to improve decision-making in hiring by investing in behavioural science and hiring technology. We specialize in Project & Interim Resourcing, Permanent Search and Executive Search and recruit Finance and Accounting Executives for growth companies. We are a tenured team of successful recruiters who have worked in the major industries across Toronto and Vancouver. info@findingclarity.ca.

Follow us on LinkedIn for updates, job postings and more. 


Using Data to Find a Qualified Candidate

Using Data to Find a Qualified Candidate

Using Data To Find A Qualified Candidate

As a recruiter, you know how important it is to find the right candidate for the right role. In the financial industry, a poor fit can have big consequences for your clients and your reputation. Many successful recruiters are using data to gain an extra edge when it comes to finding qualified candidates to fill key roles in the finance industry. Keep reading to find out how you can too.

What Is Data-driven Recruitment?

Data-driven recruitment refers to using tangible stats and information to optimize your decisions when it comes to finding high-quality candidates. When recruitment agencies rely on data, it eliminates many of the pitfalls that can come about as a result of going purely on gut feeling or manual screening. It also removes any bias that may have been present that influenced your decision-making.

Some of the data points that are important for you to collect and use include:

  • Percentage of good hires – what percentage of your new hires have become top performers?
  • Turnover rate – what percentage of new hires end up quitting within a few months of starting?
  • The hiring source – where the new employees applied from.
  • Time to productivity – how long does it take for new hires to start performing as expected.

Once you compare these different metrics, you’ll likely notice trends that emerge that can help guide you in the process for better results.

Benefits of Using Data for Recruiting

Along with finding quality candidates for specific roles, some of the benefits of using data to find qualified candidates include:

  • Reducing the overall hiring time
  • Allocating your hiring budget wisely
  • Improving efficiency and productivity throughout the process
  • Discovering hiring issues that can be improved
  • Determining how many applicants you need to make one good hire
  • Enhanced recruitment forecasting
  • Improved candidate experience

How to Incorporate Data in the Hiring Process

If you’re ready to make the shift toward more data-driven recruiting for accounting and finance positions, it starts by tracking the right hiring metrics. Some of the ones that will help you make the most of modern technology are:

  • Quality of hire – the value a new hire brings to the company
  • Time to hire – how your average time measures up against competitors
  • Source of hire – the various recruiting channels or sources that produced specific    percentages of new hires
  • Cost per hire – internal recruiting costs + external recruiting costs divided by the total number of hires
  • Job offer acceptance rates – the percentage of candidates that accepted your job offer
  • Candidate experience scores – the candidate’s overall impression of your recruitment process from awareness to job offer or rejection

Taking Action Is Key

Not every company in the accounting and finance industry gives the same consideration to every type of data that’s available. Take the time to meet with senior managers and decision-makers and find out what kinds of issues or bottlenecks they typically see when hiring and what type of data is important to them. Then, take action on the specific data points to ensure the process goes as smoothly and efficiently as possible and you end up with candidates that can really make a difference.

If you're looking to experience the importance of data when hiring candidates, then apply to work at Clarity today!

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Clarity is a recruitment agency specializing in the placement of designated Accountants and Finance professionals in the GTA and Vancouver. Our mission is to improve decision-making in hiring by investing in behavioural science and hiring technology. We specialize in Project & Interim Resourcing, Permanent Search, Executive Search and recruit Finance and Accounting Executives for growth companies. We are a tenured team of successful recruiters who have worked in the major industries across Toronto and Vancouver. info@findingclarity.ca.
Follow us on LinkedIn for updates, job postings and more. 

The Power of Networking and How to Network Professionally

The Power of Networking and How to Network Professionally

If you are a job seeker who buckles at the thought of putting yourself out there at a professional networking event, you’re not alone. Networking is one of those activities that tend to cause anxiety in many people. And while it’s a crucial part of the process if you hope to further your career in accounting and finance, a lot of people are just ill-equipped to make it work.

The Importance of Networking

Networking is important because it helps create, grow and maintain relationships that can prove valuable when looking for a job that is right for you. Opportunities are always coming up, and if you have a dependable network at your disposal, you are far more likely to find what you are looking for.

Networking is something that needs to be taken seriously and approached just like any other professional development activity. You shouldn’t be networking as a by-product of doing something else. It should be planned and focused to include important events in the industry so you can leverage your skills and personality, as well as the knowledge of others.

Different Ways to Network

Most people think of networking events in Toronto as the only way to do financial networking, but there other ways to make progress. Tapping into your personal relationships, your college or university alumni, sending cold emails or even making cold calls can all yield results. That being said, you will usually get the best results in an environment where everyone is like-minded and where networking is expected. Specific networking events give you an opportunity to make those valuable connections and become a valuable connection to others.

Breaking the Ice

Like any relationship, breaking the ice is an important aspect of how to network at events. The idea is to be relaxed and confident and think of it as having a conversation, not making a pitch. It’s common for people to get nervous and tongue-tied when trying to sell, but you have conversations every single day. 

A simple, “Hi, my name is,” will work, or if you notice they are with a company you’re interested in, you can bring that up to break the ice. If you’re still unsure, you can observe others and then model your approach after them. There’s no need to try and reinvent the wheel when networking. Speak clearly, be relaxed, look them in the eye and let your natural instincts take over.

Continuing the Conversation

Of course, effective networking doesn’t end when you leave the event. In many ways, that’s just the beginning. Make a point of keeping in touch with your network via social media and watch for more networking events to attend. You’ll want to remain top of mind so when that coveted position comes along someone will think of you first.

As with any type of marketing, if you think of adding value to your network before considering your own needs, you’ll get the best results. Show genuine interest in their careers, hobbies, background, and issues and you will create a valuable relationship that lasts. This should be considered a long-term effort that doesn’t end when you get the job you wanted.

If you can follow these tips and guidelines, you’ll be well on your way to finance networking success. If you're looking for a job in the industry as a finance and accounting professionals, let Clarity Recruitment show you the way at https://jobs.findingclarity.ca/.

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Clarity is a recruitment agency specializing in the placement of designated Accountants and Finance professionals in the GTA and Vancouver. Our mission is to improve decision-making in hiring by investing in behavioural science and hiring technology. We specialize in Project & Interim Resourcing, Permanent Search, Executive Search and recruit Finance and Accounting Executives for growth companies. We are a tenured team of successful recruiters who have worked in the major industries across Toronto and Vancouver. info@findingclarity.ca.
Follow us on LinkedIn for updates, job postings and more. 

Prince Harry's Elevator Pitch To Canadian Employers

Prince Harry's Elevator Pitch To Canadian Employers

Dear Prince Harry (aka The Royal Formerly Known as “His Royal Highness”),

Welcome to Canada, we’re glad to have you…I know what you’re thinking:

“What have I done? I have a young family and I’ve quit my job with no backup, WHAT AM I GOING TO DO?”

Breathe. First, your wife Meghan has work experience so I’m sure she can get another acting job to help you get by. She doesn’t need my help, but you do, and never fear, I’m here for you.

First things first, you need to start working on your elevator pitch as you may find yourself on a few interviews or in networking meetings and you need to have a coherent tight message that communicates your value proposition to potential employers, try this and let me know how it works:

"Hi, I’m Prince Harry, Duke of Sussex (last name is a source of contention, I hope that won’t be an issue with payroll). I am a graduate of Eton College and also the Royal Military Academy Sandhurst where I spent a year completing Officer training and was then commissioned in to the British Army.

I served in the Army for 9 years, including two deployments to Afghanistan for which I was awarded the ‘Operational Service Medal for Afghanistan’. I am someone who is always looking to continue learning and growing in my career and so I pursued and successfully completed helicopter pilot training and subsequently transitioned in to an airborne role within the military which was very rewarding.

In 2014, upon leaving active military service I founded the Invictus Games, a global athletic competition where wounded, injured, or sick armed services personnel and veterans from 18 countries compete in 13 different sports, and those numbers are growing with each iteration.

These events are massive in scale with over 75,000 attendees and nearly 1,500 volunteers with global media coverage and a nearly $60 million budget, but the games are even larger in terms of the impact they generate for a community of people that have given their countries so much, and I am incredibly proud of the work we’ve done.

I have a deep and abiding passion for giving back, and a demonstrated track record of resilience and achievement. Whether it is dealing with insurgents on the battlefield or the British tabloids, I have never let challenging situations overwhelm me. Now that I’ve relocated to Canada I wish to continue to develop my skills and to do so in service to an organization that I believe in."

That’s about 80 seconds of elevator pitch and anyone hearing it now knows that you are a person with strong values and the ability to help build and scale organizations that drive massive impact. This is going to lead you in to a very productive interview, if you need some more tips, you can call me. If you don’t have my number, just ask Justin Trudeau to connect us.

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Shane Gagnon CPHR is the Director, Client Services at Clarity Recruitment. He can be reached at 604.220.8500 or at shane@findingclarity.ca

Clarity is a Finance and Accounting consulting firm, specializing in the placement of designated Accountants and Finance professionals in the GTA and Vancouver. Our mission is to improve decision-making in hiring by investing in behavioural science and hiring technology. We specialize in Project and Interim Resourcing, Permanent Search and Executive Search - We recruit Finance and Accounting Executives for growth companies. We are a tenured team of successful recruiters who have worked in the major industries across Toronto. info@findingclarity.ca.

Follow us on LinkedIn for updates, job postings and more. 


Conceptual image of career management

Making Career Moves in a Recession

Conceptual image of career management
With the unemployment rate dropping to the lowest Canada has seen in decades, ending 2018 at 5.6% according to Statistics Canada, those seeking work have found themselves in a power position over employers. While this statistic is a combination of many factors, and may not be entirely reflective of what job seekers find in each field, the general consensus reflects a larger abundance of positions, affording seekers the opportunity to be picky.

In the recruiting industry, this has shown through the attitude of candidates. With this new-found power in the employee-employer relationship, candidates are less likely to commit and instead enjoy the luxury of shopping around for positions with multiple recruiters. Relieved of the stress to snag one of the few good opportunities available (notably in specialized fields), time is no longer of the essence.

The forecast for 2019, however, may look quite different for job seekers. The winds of change bring a whisper of recession that will reverse the power imbalance currently held by employers and job seekers. Before you find yourself caught in the eye of the storm, however, understanding how this dynamic will affect job seekers can help prevent consistently losing out on desirable positions and ensuring the best decision is made in regards to your career.

Depending on how you view an economic downfall in regards to your career, there are a few ways of approaching a job search. First, the most obvious answer would be to make the change now. Human resources are generally the greatest asset of an organization, but also the greatest cost to the bottom line. So, naturally, in a situation of recession where companies are tightening their belts, the first area they will look to save is within the employee pool. For example, can our team of three Financial Analysts sufficiently operate with just two?

Additionally, a recession often results in lower voluntary turnover. When the job market is tight, people tend to hold on to the security their job holds. As Willis Towers Watson explains, “workers who managed to stay employed tended to remain where they were, especially older workers who couldn't afford to retire.” This means that while companies are offering fewer opportunities, the lack of turnover creates a greater deficit in what could normally be expected of available jobs. With these two key factors in mind, it would seem logical to make a move before this happens and look for an available position while there is still a surplus. This is not, of course, a fail-safe way to progress your career while standing face-to-face with economic decline. If you were waiting for the other shoe to drop, here it comes.

Recall the anecdote of three Analysts. Now, come recession, a company believes they can get along with two. The easiest decision would be made by last one in, first one out - meaning, of course, you. Adding this phenomenon to the equation, it may now look like making that move before an impending recession may not be such a good idea after all. You put at risk the job security you currently hold for lower seniority and a high probability of being the first out the door if your new company is making cuts. How, then, would you make a decision? How would you know if you should make a move or not? The answer lies in context. In all areas of job searching, context is king.

Let’s say you have decided to look for a new job. An interesting role is available at a reputable company and you believe this would be a great move for you. To add context to this situation, you would look closely at what a recession means for the company and industry in question. Taking a page from previous recessions, there are industries that are more recession resistant or even thrive during a recession. Some notable examples include Consumer Staples with grocery stores (people still need to eat) and discount retailers such as Walmart, as well as Pharmaceuticals and Healthcare. In contrast, there are certain industries that generally see significant volatility during recessions including Consumer Discretionary “luxury goods,” Information Technology and Financial Services.  

But most importantly, what is the context for you? What is this job selling, and what does it mean for you? How does this move fit into your story?

These are not always easy questions to answer. If you’re considering a career move and wish you had someone to help you navigate the murky waters of job hunting, reach out to Clarity Recruitment today. Our recruiters are committed to helping you write your next chapter.  

 

Your Next Step

No one should walk the job search or hiring road alone. At Clarity Recruitment we help others realize their success through a process that marries proprietary technology with unwavering commitment. Contact us today to take control of your career, or to partner with us to hire well.

Clarity Recruitment, connecting exceptional people with remarkable companies.


Flowchart

Bouncing Back After Being Restructured Out of a Job

Flowchart
Losing your job as a result of company restructuring can be a difficult experience, whether you’ve been given advance notice or the change comes as a surprise. People often experience a range of emotions during this type of shift, including sadness, fear, and anger. Job loss due to restructuring can leave you with decreased self-confidence, as well as many questions about what to do next.

Bouncing back from being restructured out of a job requires you to see this change as an opportunity to find something new. By taking a few steps, you can successfully navigate the job market and land your next role.

Step 1: Get into the Right Headspace

Feeling a bit down in the dumps is normal after losing a job. Thinking positively will be important on your path to finding your new role. Be kind to yourself. Use positive self-talk and continue working on seeing this experience as an opportunity rather than a loss. Try making a list of all of your best professional and personal attributes that make you hireable – this will likely come in handy for Step 2.

Read: “Bouncing Back from Job Loss: The 7 Habits of Highly Effective Job Hunters” for more tips on how to remain positive and focused on finding your new job.

Step 2: Ramp Up Your Resume

If you were in your last role for many years, or if the restructuring came as a surprise, chances are your resume needs some updating. Take stock of what’s already in there and remove anything that is no longer relevant, or that can be replaced by better examples. When listing recent accomplishments, try to quantify what made them successful by using numbers, if possible. And if you weren’t updating your resume regularly before, make it a habit to do so in the future each time you have a major achievement.

Read: “The Best Finance Resume We’ve Ever Received” for more tips on writing a great resume.

Step 3: Recharge Your LinkedIn Profile

LinkedIn is a powerful social media tool that can connect you to others in the industry and allow you to demonstrate your most desirable skills. Just as you’ve updated your resume, you should also refresh the information in your LinkedIn profile to reflect the most relevant and interesting information for your work history and accomplishments. You should also make note of the fact that you’re seeking new opportunities in your industry, in case any of your contacts knows of roles that you might be interested in.

As well, you should take advantage of LinkedIn’s search engine qualities by finding common keywords in job posts that interest you, and then using those keywords throughout your profile, particularly in your summary section.

Read: “The Best LinkedIn Tips for Active Finance and Accounting Job Seekers”, “3 Reasons Finance Recruiters Are Passing Over Your LinkedIn Profile”, and “Tips From Toronto Recruiters – How to Write a LinkedIn Summary” for additional insight into making the most of your LinkedIn profile.

Step 4: Network, Network, Network

Start reaching out to those you know in your industry to find out if there are any available opportunities and to assess what the current job market looks like. Try to schedule time with those in your network to catch up over coffee, but be sure to make it about actually catching up and not just about asking for information for your own purposes.

During your conversation, try to learn more about your contact’s industry (if different from your own), organization, and connections they have. Connect with as many people as possible, and keep the meetings informal. Also, be sure to touch base with those you’ve contacted to keep the relationship going.

Read: “Just Lost Your Job? This Day-by-Day Timeline Will Help You Land a New One” for a great structured way to look at starting the job search again.

Step 5: Connect with a Recruiter

You should be making a full-time job out of finding your next full-time job. Searching for jobs can take a lot of time and energy, but working with a recruiter can make this process easier and more efficient. Meet with a recruiter who specializes in the finance and accounting industry, and let them know that you are looking for a new opportunity. Be specific about your skills and the areas in which you excel so they can help you find a role that’s right for you.

Select a recruiter who knows about both permanent and contract spaces, and be open to contract positions that can help keep your skills sharp and potentially allow you to gain experience in a different industry.

Read: “Five Mistakes to Avoid With a Finance Recruiter” to learn how to build the most constructive relationship possible with your recruiter.

Key Takeaways

  • Change your mindset from one of despair to one of hope and forward thinking.
  • Refresh your resume with relevant and exciting accomplishments.
  • Update your LinkedIn profile and include relevant keywords wherever possible.
  • Treat your job search like a full-time job.
  • Reach out to your contacts and connect in person, if possible.
  • Meet with a recruiter and be clear about your areas of expertise.

 

Your Next Step

No one should walk the job search or hiring road alone. At Clarity Recruitment we help others realize their success through a process that marries proprietary technology with unwavering commitment. Contact us today to take control of your career, or to partner with us to hire well.

Clarity Recruitment, connecting exceptional people with remarkable companies.


Getting the Most Out of Networking Events

Getting the Most Out of Networking Events

Getting the Most Out of Networking Events
So, there you are, glued to a table in the corner of the room, trying to muster up the courage to join one of the multiple groups of people having animated conversations about work, life, and leisure. You desperately want to slip out the door and escape, but know this is an opportunity you shouldn’t pass up.

There’s a reason the word “work” is part of “networking”. Even for extroverts, the process of working a room and finding things to talk about can be a bit daunting. But, networking is an essential part of career building, particularly so when you’re on the hunt for a new job, so here are a few tips to help you make the most of these events.

Where to Find Events

Websites and social media are great resources for finding networking events near you. Try Facebook, Meetup, Eventbrite, Eventful, Yelp, LinkedIn, and Twitter, as well as alumni association websites, industry association websites, and chamber of commerce websites. Many of these platforms offer a way for you to communicate with the hosts or other potential attendees ahead of time, which is a great networking opportunity outside of the networking event itself!

Before the Event

Regardless of the type of event you’re going to attend (multi-day conference, casual drinks with industry peers, etc.), doing some planning ahead of time is recommended. For conferences, you should gather some essentials, like a stack of business cards, some pens, a notepad, gum or mints (you’ll be talking closely with numerous people, after all), and anything else you think might be important.

Doing some research about the event ahead of time is also a must. Find out who will be speaking, what the breakout sessions will be about, and who will be attending. You can use event-specific hashtags on social media to search and see if people you’d like to connect with are planning to attend. From there, creating a list of conversation starters, determining what your goals for attending will be, and coming up with an elevator pitch about who you are and what you do are all excellent ways to prepare.

If you’re looking for a way to be even more visible at the event, consider seeking out opportunities to volunteer your time or even become part of a panel or other aspect of the event to share your expertise. This can provide you with even more exposure to those who might be interested in your skillset and/or connecting to discuss possible future career opportunities.

During the Event

Find opportunities to meet new people. Strike up a conversation with someone at your table, ask someone in line what they thought of the keynote speaker, or share with a group a story that’s relevant to the current conversation topic. Look for attendees who might be sitting or standing on their own, and help them feel less awkward by finding out more about why they decided to come to the event.

If you know other people who are attending, use this chance to reconnect and possibly schedule lunch or coffee sometime, but don’t fall into the trap of only speaking with those you already know. You’re there to meet some new people, after all! It’s important to also remember that it’s OK to check your phone here and there, but don’t use it as a crutch to avoid interacting with other event-goers.

If the people you speak to during the event aren’t necessarily looking to employ someone with your skillset, don’t be too quick to write them off completely. They might know someone else who would be interested in hiring you, or they could potentially need your skills in the future. It’s best to treat everyone you meet at the event as a potential employer.

After the Event

In the couple of days after the event, following up with your new contacts (and even your old ones who you may have reconnected with) to reiterate how much you enjoyed meeting and speaking to them will help establish a stronger connection and hopefully lead to an ongoing professional relationship. Contacting people via email or social media sites like LinkedIn or Twitter is perfectly acceptable, provided they gave you their contact information and permission. Finding time to connect with these new contacts in person is also a good idea, whether it’s by grabbing lunch or coffee, or arranging to meet up at a future conference or event.

Shortly after the event is also a good time to take stock of how everything went, whether you accomplished any of the goals you set out for yourself, and what you learned overall. Make note of things you’d like to do differently in the future and you’ll continue to hone your networking skills, and possibly even advance your career as a result.

Key Takeaways

Networking isn’t always as fun as it’s made out to be, but going into an event with the right mindset can drastically improve your chances of having a good time and making some valuable connections. Planning ahead of time is essential, and this can include preparing what you’re going to say, and to whom. Knowing what you want to get out of the event is also important. Giving attention during the event to both new connections and those you’ve made previously allows you to expand your network and strengthen it at the same time. Just don’t get too focused on only catching up with the people you already know. Finally, following up with new connections helps to keep the lines of communication open, and considering what you’ve learned will help you improve your future networking event experiences.


2018 Accounting and Finance Job Search

5 Steps to Expertly Search for Accounting Jobs

2018 Accounting and Finance Job Search
The job search can be an arduous task. In today’s competitive market, looking for your next career move can be a long and stressful process if you aren’t sure where to begin. Aside from the obvious first step which is to update your resume, here are five things that will help you successfully navigate your next career move.

Step 1: Develop a Strategy

What do Olympians, CEOs, and you have in common? Strategy. The easiest way to reach your goals is by creating a plan to get there. Establish and maintain a schedule for reaching out to companies, checking in with your network, and following up with your recruitment agency. Make use of tools like Google Calendar, alerts and reminders on your phone, and to do lists. Don't underestimate the satisfaction of crossing off another item you’ve completed.

Step 2: Network - Start with Who You Know

“It’s not what you know, but who you know” is a cliché for a reason. Whether it’s finding the best dog walker, hiring a trusted electrician, or knowing who to talk to about your next career move, start with your network of friends and family. People are happy to help; you only have to ask.

You want to work for a company that’s more than a fancy website or well-written job description. Utilize your network to put you in contact with people working at companies or industries you’re interested in. Always have business cards on hand, pen and paper to take notes, and a copy of your resume to pass on to new contacts. Most importantly, don’t forget to follow-up by email or phone to thank them for their time.

Reach out to someone you know in the industry that you trust to give honest feedback on your resume and practice interview questions with. Since you will be putting yourself out there, make sure you’re LinkedIn and social media accounts are updated and professional looking.

Step 3: Reaching Out through Cold Emails

Nowadays it’s much easier to contact people with LinkedIn, emails, and phone calls. Reaching out to individuals found on LinkedIn is an effective way to expand your network - if approached correctly. To ensure success when contacting someone for the first time on LinkedIn, customize your request to connect. Like flyers in the mail, generalized connection requests are guaranteed to be ignored. Detail how you found them (a compliment doesn’t hurt), why you’re looking to connect, and a request to meet online or in person at a time that’s convenient for them. Last, don’t forget the KISS method - Keep it Super Simple. Be polite and to the point; this is your “elevator pitch” on why they should respond to you.

Read: “How to Use Networking to Find a Job” for further insight into maximizing your network’s potential.

Step 4: Ask the Experts

Stack your team with the best players. You’ve already recruited your friends and family, why not the experts? It’s important to find those you work well with to gain the best results, and there are plenty of options out there. Clarity Recruitment is committed to placing careers, not jobs. Tenured experience and dedication to investing in its employees set Clarity apart from other Toronto and Vancouver accounting and finance agencies. Our recruiters complete 10 hours of training per month on courses such as business strategy and the psychology of hiring. We stay at the top of our game, to get you to the top of yours.

Step 5: Educate Yourself

Become an expert, not only at your job but within the industry you are looking to be in. Regularly reading blogs, news articles, and business feeds on LinkedIn will help you stay well-informed. Other ways to add oomph to your resume is to sign up for a course or attend workshops and conferences. Continually seeking opportunities for professional growth are an excellent way to set you apart from other candidates.

Read: “4 Habits of People Who Are Always Learning New Skills” 

Key Takeaways

Now that you’ve created your plan, make a schedule, start contacting your network and identify those that help you with trusted advice. Maximize your efficiency and take advantage of transit breakdowns by catching up on LinkedIn industry news.

Your Next Step

No one should walk the job search or hiring road alone. At Clarity Recruitment we help others realize their success through a process that marries proprietary technology with unwavering commitment. Contact us today to take control of your career, or to partner with us to hire well.

Clarity Recruitment, connecting exceptional people with remarkable companies.


A man spots a good finance or accounting contract.

How to Identify a Good Finance or Accounting Contract

A man spots a good finance or accounting contract.
Taking the right finance or accounting contract can be a smart career move. It can build your network, professional brand and bank account. But how do you identify whether a contract role is of value? 

Here’s how to know if the opportunity in front of you is a good one.

The Benefits of Contract Work

  1. It can expose you to different industries, areas of the business and thought leaders (all in a very short amount of time)
  2. It can be your “in” to a company where there are no permanent roles available. If you impress your manager it’s likely he or she will want to keep you, even if it means renewing your contract in another functional area
  3. Contract roles build your network

So now that we know that contract work can be a smart career move, here are the steps for identifying the right opportunity.

Step 1: Ask Yourself Key Questions

  • Why am I seeking a contract opportunity?
  • Which role is most likely to advance my goals?
  • Will job A or B give me the industry experience I want?
  • Is there a skill set gap that one accounting contract will help to fill?
  • Is there an opportunity to work with industry leaders or people that I can learn from?
  • Will this particular organization build my resume, or professional brand?
  • If money is my key driver, is there a difference between the two roles?
  • If I am seeking a more permanent opportunity, will this contract job provide access to one?

ReadHow to Get the Right Job” from the Harvard Business Review for general tips on how to source the right opportunity, including the kinds of questions you should be asking yourself before you start job searching.

Step 2: Look at the Job Posting
Now that you’ve established your list of priorities and overarching goal, it’s time to look at various job postings. Make sure, for example, that the duration of the contract is clearly stated. Identify the relevant hard and soft skills. Are you going to have to work cross-functionally, for example, to be able to do your job well? The more thorough the job posting, the more time the organization has taken to craft it, meaning that you’re not likely to be surprised when you walk through the door.

Step 3: The Interview
Remember that any interview is a two-way street. Just as the employer is evaluating if you’re a fit, so too should you be assessing the value of the opportunity in front of you. Consider asking the following questions:

  • What are the potential challenges of the role?
  • Will it be difficult to source the information I need to do the job well?
  • Has this project been approved? (Project based contract)
  • Who are the key stakeholders that I’ll need to interact with? Are they on board with this contract?
  • What are the deliverables at the 3 month mark? (If the contract is a longer one)

Your prospective employer’s answers will help you determine the quality of the contract and whether it’s worth your investment of energy.

Interview Pro Tip: Watch this short video to learn how to peak during your accounting interview.

Key Takeaways
Contract roles offer a variety of benefits. From being able to charge for each hour you work, to building your resume, it can make sense to take on a finance or accounting contract opportunity. To identify a good one start by doing some self-reflection. What is it that you most hope to gain from the role? Once you determine that take a close look at the job posting. If it’s well-crafted, there’s a good chance that the key stakeholders have bought into the process and communicated what they think is important for success in the role. Ask questions during the interview that help you to understand what is expected of you and the type of environment you’ll be walking into. With this kind of information in hand, it will be much easier to identify a good finance or accounting contract.

Your Next Step
No one should walk the job search or hiring road alone. At Clarity Recruitment we help others realize their success through a process that marries proprietary technology with unwavering commitment. Contact us today to take control of your career, or to partner with us to hire well.

Clarity Recruitment, connecting exceptional people with remarkable companies.