Knowing the current demand for accounting and finance professionals, I can’t help but share this story that unfolded this week.
I will let you decide how this one plays out….
We have Jane Doe, a staff accountant level candidate and Company 1 and Company 2.
Company 1 was interested in Jane. They interviewed Jane this Monday where she met two key hiring managers and the CFO. They called me to tell me they “loved” her and that she is likely the one. Jane called me saying it was her industry of choice, and she could clearly see a home with them. Since then, they put her through a personality and accounting assessment and scheduled her for next week when HR returns from vacation and will proceed to offer stage after they complete three references (keep in mind Jane has only had 1 job out of college) if the HR screen goes well on July 5th.
Company 2 called me yesterday with a similar need. They agreed to meet Jane same day and had the entire team onsite ready to meet and greet her. Jane is currently making $58k base and they made her an offer this morning at $65k.
I had to call Company 1 to let them know they were going to lose Jane and that she had another offer pending. Needing to scramble, they offered $70k + 8% that was contingent on the two assessments and HR sign off next week.
Jane without missing a beat calls me to accept Company 2 and said it wasn’t even a decision because “of how the past 48 hours have played out.”
To remain competitive in today’s job market….
DO cast a wide net of candidates
DO still have a thorough, interview screening process
DO have a plan of attack so that you can act decisively when talent comes to you
DO NOT look for the perfect candidate
DO NOT try to lowball offer a candidate in this market (if you are buying a house in 2021, you must go above asking price to be in the game)
DO NOT find every reason imaginable to not hire someone. If you look hard enough, there is always “something” missing
