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How to Find the Right Employees for Your Financial Company

Author: SNI Content/Tuesday, May 15, 2012/Categories: SNI Companies, SNI Financial, SNI Certes, SNI Technology, Accounting Now, Staffing Now

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Perfect your Job Post

The more specific you are in your job post, the better chance you have of obtaining the right candidate. It's important to be concise and honest. Too many employers will make the mistake of creating a vague posting when staffing financial positions. Address the basics: Who, what, when, where and why? And make sure you leave the correct contact information, so the candidates know where to apply.

Communicate with your Financial Staffing Firm

If you're using a financial staffing agency, equip it with the information it needs to find you the right candidate. Just like your job post, be specific. And elaborate. Don't expect staffing employees to read your mind. They need to know the mission of your company and what strengths and weaknesses you're looking for in a candidate.

Use Your Resources

While enlisting financial staffing services is a great place to start, your company should also post the job opening(s) on Craigslist and other websites related to the financial industry. Not every qualified candidate uses the same resources to scour the job market. Also consider reaching out to your friends and former colleagues. Do they know any qualified candidates looking for a financial job?

Give Employee Incentives

Every time a position opens, send out an email that asks your current employees if they know of any qualified candidates looking for a job. Many companies will also offer a small bonus if the recruit gets hired. This gives current employees more incentive to scroll their LinkedIn connects and find the best fit for your company.

Create an Interviewing Procedure

Not only should senior employees be interviewing the candidates; let the newbies do some work too! Select a good range of employees from the office, and let the whole team get a feel for the person. Brainstorm some questions together and reconvene after the interviews are over to share highlights and low lights

Don't be Quick to Judge

Pull a range of candidates to come in for interviews. No, you don't want to waste your time, but you also don't want to have a high turnover rate. Training and molding new employees takes a while, so make it worth it. And remember: no one is perfect. Every candidate is going to have strengths and weaknessesÑit's just a matter of what works best for your company culture.


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