The Best Tips for A Smoother Recruitment Process | Services | MAM Recruiting

Accounting positions can stay vacant for weeks (or even months!) due to low unemployment rates and a shortage of qualified applicants. As an accounting hiring manager, you are faced with the challenge of hiring the best candidate for a demanding role — as soon as possible. 

But you can’t go wrong and hire the wrong accountant. MAM Recruiting shares with you a few accounting recruitment tips for finding the ideal candidates.

 

Narrow down your search

The hiring process is not just about receiving resumes from any qualified applicant. At MAM Recruiting, we help you narrow down your search. Hiring managers get a complete writeup including key points about the candidate as well as a resume, together with a weekly summary report for each search.

 

Invest in meaningful conversations

Do your candidates leave the conversation with clarity? Are your conversations personal, professional, and engaged?

High-volume and transaction-focused recruiting tend to produce poor candidates with low job satisfaction and a poor understanding of their job description. 

 

Find an approach that solves problems and answers questions

At MAM Recruiting, we aim to make the hiring process meaningful for both hiring managers and candidates. We use video, together with other forms of media, to make sure that conversations are clear and all important points are covered.

The goal is to help candidates and hiring managers to build meaningful relationships in the long run. At MAM Recruiting, we are proud to recognize that the majority of our placements have stayed in their respective positions in the last decade.

To know more about our process, do not hesitate to contact us. We look forward to becoming a part of your hiring process and helping you make meaningful connections.

Key Differences Between Hiring CPA’s and Hiring CMA’s

CPA’s and CMA’s have contrasting differences, from certification processes to job descriptions and general responsibilities. As a Hiring Manager or Applicant, you need to understand what motivates a professional to choose either certification. This reflects a lot on their career objectives and accounting practice.

 

CPA vs CMA: Range of job opportunities

CPA’s usually begin their careers in public accounting, often for a Big 4 firm, but the opportunities are almost endless. In Dallas alone, hundreds of public accounting firms are accepting new hires. Most CPA’s take the role of “accountant” or “financial advisor”. It is common for them to take on work that involves the following:

  • Tax preparation 
  • Management accounting
  • Internal auditing
  • Financial advisory/business consulting
  • Management Consulting
  • Controller/CFO’s

CMA’s and IMA’s, on the other hand, take a slightly different role. Taking on a different level of responsibility, they cover aspects that impact both accountants and financial professionals. These include:

  • Sustainability and risk management
  • Planning and strategy
  • Budgeting
  • Decision-making
  • Financial Planning and Analysis

 

What qualities should you look for in a candidate?

The ideal CMA candidate possesses managerial skills and can easily understand the structure and workings of a private company. They are valued for their insight, leadership skills, and understanding of finance and accounting.

A CPA, on the other hand, is responsible for the essentials that make a company survive. You need someone who is highly flexible, hard-working, dependable, with strong analytical skills.

 

The challenge of finding the right candidate

When it comes to hiring accounting professionals, the decision you make will affect the performance of an entire company.

And that’s why at MAM Recruiting, we carefully brief candidates and make sure that they leave every conversation with clarity. We aim for a meaningful experience for both candidates and hiring managers by saving you time. Only the best matches get introduced.

Contact us today if you’re looking for the best match between CPA and CMA candidates. In the last 17 years, we have been making the best matches for companies in both the private and public sectors.

Finding the best CIA or CISA for an accounting auditor position

Businesses need an accounting auditor to make sure that they are compliant, that risks are mitigated, and that spending is done most efficiently.

Without auditors, companies may end up providing false information that may later turn into scandalous news.

Finding the right CIA or CIA for an auditor position is crucial for a company’s integrity or growth. Here are some guides for hiring managers when it comes to profiling a candidate for this position.

So how does the work of an accounting auditor differ from a standard accounting job? And how should this affect your sensibilities as a recruiter?

 

Accounting auditors are good at finding opportunities

Accounting auditors scrutinize a company’s spending and identify areas of opportunity. Besides minimizing spending, they also look into a company’s business practices and provide input when it comes to compliance, risk, and governance. 

When hiring an accounting auditor, finding the perfect match becomes more important than ever. The size and complexity of a company must be suitable for the skills and expertise of the accounting auditor.

 

What makes a good accounting auditor?

Hiring managers need to keep an eye on these top traits:

  • Time management
  • Ability to work under stress
  • Eye for detail
  • Great communication skills
  • Conflict handling

Accounting auditors deal with strict deadlines and may need to process large amounts of data. Finding gaps in spending requires patience, dedication, and a sharp eye.

And when it comes to reporting, they must be ready to challenge other people’s opinions and resolve conflicts that may arise from their findings.

 

The importance of assessing potential

MAM Recruiting understands the importance of an accounting auditing role. That’s why we make sure to fully recognize our candidates’ potential before connecting them with you. Get in touch with us today, so we can discuss your needs and connect you with the best candidate.

Finding the right candidate for an accounting firm

With thousands of accounting jobs available, finding the right person can be a challenge. Competition is tight in candidate-driven markets. CPA’s can choose to work as an accountant for a small business, work remotely, or join an accounting firm.

If you’re recruiting for an accounting firm, understanding the candidate’s motivation becomes more important than ever.

 

The ability to handle stress in an accounting firm

Work-life balance is a key concern for accounting professionals. But there are still some accountants who find joy in what some would consider a “dull and non-glamorous” career.

When talking to candidates, make sure to carefully explain the job description. Having a clear idea of the responsibilities required helps accounting professionals manage the stress involved in working at an accounting firm.

 

Earning potential and professional growth in an accounting firm

Are you hiring for a small accounting firm or a large accounting firm? Ask yourself what motivates a candidate: is it professional growth or earning potential?

For example, a small accounting firm can provide professional growth that can be unattainable in a larger firm. However, it can come at the cost of a lower earning potential.

Choosing either direction doesn’t mean that a candidate is compromising their earning potential or their chances for a promotion. Every candidate has nuances that require careful understanding. Through long-standing relationships with hiring managers, MAM Recruiting intuitively knows how a candidate’s motivation aligns with that of a hiring manager’. 

 

The importance of finding the right match

It might seem like recruiting for an accounting firm is an easier task, but it’s not. The hiring process also requires careful thought and consideration to make sure that connections lead to meaningful careers.

At MAM Recruiting, we help recruiters find the best candidate for an accounting firm. Our promise is that candidates go on to fill their respective roles for the years to come. Get in touch today and let’s talk about your options.

Is Your Job Description On Point?

As a hiring manager, you know that writing a detailed job description is of paramount importance. It ensures that both parties are aligned and entering a conversation with similar ideas in mind.

Job descriptions ensure that candidates are fully aware of the duties expected of them. It’s more than just a hiring manager’s document outlining key responsibilities and tasks. 

When written and discussed the right way, candidates can better decide if the opportunity is a good fit.

 

The cost of a poorly written job description for hiring managers

Without a thorough understanding of key responsibilities and tasks, candidates will have a difficult time onboarding a company or fulfilling their day-to-day roles. This can result in the following scenarios:

  • Loss of profit due to inefficient operations
  • High turn-over rates for applicants with poor fits
  • Poor job satisfaction for the candidate
  • Unnecessary stress for hiring managers
  • Low return of investment

We believe that there’s a perfect candidate for every role. Every accounting professional has their own specialties, strengths, and advantage over other candidates. It’s only a matter of finding the right company or business for them to work with.

 

What a connector can do for you

MAM Recruiting takes out the guesswork involved in the recruiting process. We make sure that candidates fully understand your job description and they are perfectly clear about the role. 

Get in touch with us to find the best MAM Recruiting helps you find the best candidates only.  match today. Our promise is to make the hiring process more meaningful for you and the candidate. The goal is to build relationships that will last for years and keep respective roles filled in the years to come.

How Offering A Few Remote Working Days Increases Job Applicants

With the lowest unemployment rate in 50 years and with thousands of accounting jobs available, candidates have more choices than ever. This includes the chance to work remotely, which increases the number of job applicants.

As a hiring manager, how do you find the best candidate for remote accounting roles? Does the concept of “remote” have any effect when it comes to choosing the right applicant? Certainly!

 

Why hiring managers need to consider offering remote working days

The option to work remotely, even for only two days per week, can increase the number of interested applicants. It makes the search much easier for hiring managers, but there’s a catch: there will be a greater need for determining if a candidate is fit enough for the role. 

Just because a remote position sounds convenient, it doesn’t always mean that a position is ideal for them in the long run.

By carefully explaining to candidates what’s involved in a remote role, mistakes can be avoided. Briefing, rapport-building, and matchmaking can take additional time in the hiring process. This can be tiring for hiring managers, but with the help of a connector, the process becomes much easier.

 

Common concerns for remote job hiring managers

Some of the questions that candidates need to answer:

  • What forms of support are available to me once I’m on the job?
  • How is communication made possible
  • How are workflows implemented?
  • How does working remotely affect how I perform my role?

The wrong assumptions about a role can cause confusion, reduced productivity, and job satisfaction. This can’t be more true for a remote position!

 

Takeaways: Offering remote days when recruiting

Just adding 2 days of remote work per week can increase the number of job applicants. More applicants are interested in flexibility and convenience nowadays. But It requires a different level of commitment, together with an understanding of processes and workflows.

MAM Recruiting understands that no two remote environments are ever the same, and both candidates and hiring managers must acknowledge the differences.

When hiring for a remote role, the importance of profiling your candidate cannot be understated. Get in touch with us today and so we can discuss your recruitment strategy and help you connect with only the best candidate.

Helping you find the right match for an accounting job in Dallas, TX

Accounting jobs in Dallas, TX are diverse. With thousands of vacant positions open daily, searching for the right talent can be time-consuming, expensive, and even overwhelming.

With a smaller pool of talent and more accounting jobs available, how do you find the right candidate? 

This is where careful matchmaking becomes highly important.

 

Diversity of accounting jobs

Accounting responsibilities vary depending on the needs of a business. There isn’t a single way to do accounting, making the challenge to find the right candidate even harder.

Diversity among candidates is great, but this brings an added challenge to the hiring manager. It can take weeks or even months to fill an entry-level role.

 

Finding the right candidate for an accounting job

Recruitment is not just about receiving resumes from all possible candidates. You have to narrow down your search to expedite the process. When important roles stay vacant, companies lose profit on a daily basis.

The process becomes much easier when both hiring managers and candidates have the same expectations. Through executive search, MAM Recruiting helps you find the best candidates only. You get a complete write up on each candidate, together with a resume and a weekly summary report for each search.

 

Here’s what you should know about your recruit:

  • Salary expectations
  • Benefits including time-off
  • Additional key skill sets not in the resume
  • The relevance of previous experience
  • Communication skills (verbal and written)
  • Educational attainment

 

Hiring managers also have specific questions that recruits must answer, to determine their success in performing the role.

Creating a meaningful hiring process

The goal is to make the hiring process meaningful and easier for both candidates and hiring managers. The promise is a long-lasting relationship that benefits both parties.

To know more about our process, feel free to get in touch and contact us today. We have helped hundreds of hiring managers and candidates find their best match in the last 17 years.

Dallas Fort Worth Area IMA – 2019-20 Speakers and Topics

8/15/19 Dinner Meeting*

Session 1 (5:30 PM)

           The U.S. and Texas Economic Outlook by F. Daniel Sanabria (Vice President and Senior Economist, Comerica Bank)

Session 2 (Dinner 6:45 PM, Presentation 7:30 PM)

           Preparing for Robotic Process Automation (RPA): What You Need to Know by Jeffrey Butler (Central Region Practice Director of Risk Advisory Services, Experis)

9/19/19 Dinner Meeting*

Session 1 (5:30 PM)

           Blockchain Explained by Philip Diekhoff, CISSP, CISA (Managing Consultant, BKD Cyber, BKD, LLP)

Session 2 (Dinner 6:45 PM, Presentation 7:30 PM)

           State and Local Tax Update by Dallas Packer, CPA (Director of State and Local Tax, Whitney Penn) and Josh Graham, CPA (Tax Manager, Whitney Penn)

9/27/19 DFW Student Extravaganza (Texas Wesleyan University)

10/17/19 Half Day Mini Conference – Business Planning and Analytics: Learning and Growing to Live Future Ready (4 CPEs)*

Session 1

            Why Budgeting Processes Fail…And How Your Company Can Use Forecasting and Other Techniques to Become Future Ready by Steve Player (Program Director, Live Future Ready)

Session 2

            Using Analytics to Drive Higher Returns by Jim Rushton (Author and Co-Founder of Armeta Analytics)

Session 3

           Growing through Mergers and Acquisitions by Adrien Dubourg, CMA, CPA (Operational Transaction Services – Manager, EY)

Session 4

           Panel Discussion with Steve Player, Jim Rushton, and Adrien Dubourg

11/21/19 Dinner Meeting*

Session 1 (Networking 5:30 PM, Dinner 6:00 PM, Presentation 6:30 PM)

           CMA Ethics – A Case Study by Ronald P. Fory, CMA, CPA, CFE, & CFM 

Schedule of Events (continued)

12/06/19 Joint Meeting with IIA (tentative)

1/16/20 Dinner Meeting*

Session 1 (5:30 PM) 

           Business Continuity by Jeffrey Butler (Central Region Practice Director of Risk Advisory Services, Experis)

Session 2 (Dinner 6:45 PM, Presentation 7:30 PM)

           Cybersecurity by TBD

2/20/20 Dinner Meeting*

Session 1 (5:30 PM)

           Federal Income Tax Update by Jason Lunte, CPA (Senior Manager, Tax Services, RSM US LLP)

Session 2 (Dinner 6:45 PM, Presentation 7:30 PM)

           International Tax Update by Kevin Kao (Manager – International Tax Services at RSM US LLP) and Jacob Booth, CPA (Manager – International Tax Services at RSM US LLP)

3/19/20 Half Day Mini Conference – Small Business

           The Unique Accounting Needs of Family Businesses by Tom Pryor (President of ICMS, Inc. & Mentor)
           SEC/FASB Updates for Small Businesses
           Technology Updates for Small Businesses
           (Possibly include Insperity presentation)

4/23/20 Dinner Meeting*

Session 1 (5:30 PM)

Session 2 (Dinner 6:45 PM, Presentation 7:30 PM)

           Acquisition Integration: Factors to Consider Beyond Corporate Development by Sammy Haddad (Director Financial Management at Grant Thornton LLP)

4/16 – 4/1/20 IMA Texas Annual Conference (Houston)  

5/21/20 Dinner Meeting

Session 1 (4:30 PM)

Session 2 (Dinner 6:45 PM, Presentation 7:30 PM)

           Accounting Update by TBD

* Unless otherwise indicated all meetings are at DoubleTree by Hilton Dallas Near the Galleria (4099 Valley View Lane, Dallas, 75244) ** Topics and speakers are subject to change

Reconcile your resume and Linked In Profile to match your desired outcome

It never ceases to surprise me how a person’s resume barely reflects their current job and especially their Linked In profile.  Furthermore, people are surprised when it is pointed out to them. “I hear you want to be an Accounting Manager, and you have relevant experience, but it’s not reflected in your resume.”

As part of your ongoing career management, treat your resume and Linked In profile as living documents. Each time you have an accomplishment at the office, open your  Word doc, and happily add your new achievement. If you have not had one lately, take the initiative and take a course so you can offer more to your job and team at the office. (www.Udemy.com is a great place to start with affordable courses.)

It will make you more confident too.

Treat your Linked In profile the same way as your resume, i.e., Let’s say you streamlined a process at the office? Add it to your profile. You were awarded a certification, add it to your profile.

Lastly, companies use Linked In to check for consistency. It is a good idea to have a professional picture and include a link to your Linked In profile on your resume. Plus a good Linked In profile will attract recruiters to you.

Now that you have reconciled what you really do to what is in your resume, here are a few tips when applying for jobs.

Do not use header and footers or PDF’s. Depending on the ATS (Applicant Tracking System, otherwise known as the black hole when applying for jobs) used by companies, these cannot see all the information and an old one might just kick you out.

As an example, sometimes someone’s resume comes across with no name or contact information and manually must be reviewed. You can bet companies are not looking at individual resumes to find your contact information.

Speaking of formatting, leave it out! Make your resume easy to read,

For example, Bold your employers and dates, use spell check, and have a friend look at it, spell check does not always know the proper use of here vs. hear. 

Getting back to accomplishments, be specific when listing these vs. just a generic “list of things you do each day.”

We all spend countless hours at the office. Take an inventory of your day-to-day tasks and hopefully, a list of accomplishments. If your column of achievements is in the negative, ask your supervisor what you can do to add more value.

Mary Ann Markowitz is Past President for The Dallas Fort Worth Area Chapter, she assists with speakers and is owner of Mary Ann Markowitz & Associates Recruiting and Career/Life Coaching. www.mamrecruiting.com www.maryannmarkowitz.com

Join us at the IMA Dallas Fort Worth Area Fall 2019 Student Extravaganza!

Don’t miss this unique opportunity featuring IMA Global Board Members, Ashley Gibson, and Loreal Jiles!

The IMA® (Institute of Management Accountants) Dallas Fort Worth Area Chapter invites accounting and finance students to our Fall 2019 Student Extravaganza, jam-packed with the information they need to jump-start their careers and grow professionally. Students will also get to spend invaluable time with employers, accounting/finance professionals, educators, and peers, including members of the IMA Global Board of Directors, Ashley Gibson, Deloitte Advisory Manager, and Loreal Jiles, Upstream ARC at BP Technology Demand Manager.

Event Date and Time:
September 27, 2019
8:45 a.m. to 4:30 p.m.

What to Expect:

  • Discover the many career opportunities available to management accounting and finance professionals from a major DFW employer (as a proxy for other mid-sized to large companies)
  • Gather insights on the impact robotic process automation (RPA) and other new technologies will have on the profession and your career
  • Learn about today’s job market and local companies from DFW employers and recruiters
  • Hear advice from accounting and finance professionals that will help you better prepare for and succeed in your career
  • Discover the power of LinkedIn to help you find your dream job and build your professional network
  • Receive expert guidance on how to improve your resume
  • Learn about resources for accounting and finance students and educators that are available from IMA
  • And much more…

Location:
Texas Wesleyan University
Nick and Lou Martin University Center
201 Wesleyan Street
Fort Worth, TX 76105

Ticket Details:
Early Bird – $20 (if registered and paid by 9/10)
Regular – $25 (if registered between 9/11 and 9/20)
Last Minute – $30 (after 9/20 deadline or at the door)

For more information on conference speakers and session topics, visit the IMA Dallas Fort Worth Area Chapter website.

Register Now