When it comes to hiring top Accounting Candidates in the Atlanta market, it pays to know what top candidates really want. “When we survey our top candidates; we consistently hear the same responses” says Nate Rozell, a ten-year veteran of the Accounting search industry in Atlanta, GA. Rozell, the Founder and President of SearchLogic Recruiting, specializes in placement of both degreed and non-degreed Accounting Professionals across a wide range of industries in the Greater Atlanta area.
Atlanta, GA (PRWEB) June 20, 2008 — When it comes to hiring top Accounting Candidates in the Atlanta market, it pays to know what top candidates really want. “When we survey our top candidates; we consistently hear the same responses” says Nate Rozell, a ten-year veteran of the Accounting search industry in Atlanta, GA. Rozell, the Founder and President of SearchLogic Recruiting, specializes in placement of both degreed and non-degreed Accounting Professionals across a wide range of industries in the Greater Atlanta area.
1. Top Degreed candidates almost universally want to know they have an opportunity to grow. Quite often this is confused by hiring managers as meaning they want a new title in six months. Although a promotion in title is part of the longer term plan; they really want to be mentored in a supportive environment and feel like they are growing their skill-set. An example Rozell uses is “Experienced Staff Accountants that do account reconciliations and make reoccurring journal entries all day get restless. They want to understand the bigger picture.”
2. Top candidates want balance. Rozell says one thing he often hears from hiring managers is that when you choose a career in Accounting you should know that overtime is the norm during certain periods. To a degree this is true but one of the top reasons people don’t stay with companies is they feel like they are being taken advantage of. “We find that retention rates are greatest with companies that truly recognize and respect a person’s life outside of work. Great lip service is paid to this as a benefit but when the rubber meets the road; many companies don’t really support balance.”
Rozell says once Hiring Managers take the time to understand what exceptional candidates look for; they should make an honest assessment of what they have to offer. “The responses discussed in this article are a great place to start but when you identify a strong candidate; take the time to find out what motivates him or her and show how your company can deliver on their wish list.”
As a follow up the points above Rozell cautions “If a hiring manager is going to use a recruiter to find top talent it is imperative that they partner with someone that understands how to best match top talent with what you have to offer.” The value of a good recruiter isn’t just in finding a candidate with a resume that reads like the job description. Any hiring manager can find resumes on Careerbuilder.com or monster.com that read like the job description. A good recruiter already knows what you have to offer when they are in the due diligence phase with a potential recruit. A lot of time is saved with effective matching.
For additional information on this article or to discuss other best hiring practices, contact Nate Rozell or visit www.searchlogicrecruiting.com.
Contact:
Nate Rozell, President
SearchLogic Recruiting LLC
404-574-6620
https://www.searchlogicrecruiting.com