How to Create a Great Recruitment Video?

Check out the best practice tips for creating a great recruiting video!

clapper-board-1019607_1920

Do you really need a recruiting video?

Yes, you really do need it. If you aren’t already creating recruitment videos, you are way behind. Most companies are already doing it! Recruitment videos are one of the biggest recruiting trends you should consider implementing in 2019.

Using video in recruitment can help you differentiate your employer brand, answer to your candidates’ questions in a compelling way and attract more candidates to apply for your open job positions.

Did you know that CareerBuilder found that job postings with videos have a 34% greater application rate? Ask yourself – you need a 34% greater application rate? If so, you should start creating your recruiting video right now!

How to create a great recruiting video?

Here are 5 practical tips that will help you create a great recruiting video:

1. Feature your employees

Your potential candidates want to see the faces of the people they might end up spending most of their days with. Using a video helps put a human face to the organization. Include a short message from your CEO, but make sure you also have different level employees in your recruitment video, too.

2. Keep your video short

Your recruitment video should last no longer than 3 minutes. SkillScout analyzed 450+ job and company videos across YouTube and Vimeo channels and found out that the average amount of time candidates spend watching recruitment videos is 1 minute and 36 seconds. This is how long you have to capture your potential candidates’ attention!

3. Ask interesting questions

Instead of having your employees reciting answers they learned by heart in order to paint your company in the best possible light, let them tell their stories. And trust me, they will! You only need to help them get started by asking interesting, open-ended questions such as why did you join this company or what do you love the most about working at this company.

4. Show your office

Make an office tour a part of your recruitment video. Your potential candidates want to see inside of the place where they would work. Give them a glimpse into your office atmosphere and everyday life at your workplace. It will help them visualize themselves working at your company.

5. Include a call to action

Your recruitment video should include a strong call to action. If the candidates are watching your recruitment video, it means that you were able to get their attention. Grab that chance and capitalize on it! Call them to check your open job positions or join your talent network!

Advertisements

4 Good Reasons to Use a Recruitment Agency

Should you turn to a recruitment agency to help you fill your open job positions?

thumbs-up-2056022_1920

Why do companies turn to recruitment agencies?

In today’s highly competitive, candidate-driven job market, finding and hiring the ideal job candidate is quite hard. This is why many companies turn to recruitment agencies to help them recruit the right people for their open job positions.

Should you do the same? How can a recruitment agency help you fill your open job positions?

Most common reasons for using a recruitment agency

There are many benefits that come with using services from a recruitment agency.

A good recruitment agency can help you:

Hire candidates faster

There are two main ways in which using a recruitment agency can save your company’s time. First, a hiring process can be quite time-consuming. Using a recruitment agency can help you save your employees’ time.

Second, recruitment agencies are professionals who recruit for a living. This is why they probably already have candidates in their applicant pool who are exactly the right fit for your open job positions. This is a great advantage that can significantly shorten the full cycle recruiting process. In other words, you can hire the best candidate much faster!

Hire highly qualified candidates

The second main reason why many companies turn to recruitment agencies is to improve their quality of hire. The main advantage of using a recruitment agency is that most of them are specialized in certain industries or functions, which means they already have a pool of highly skilled candidates at their disposal. Besides, recruitment agencies recruit for a living, which means that they have an expertise not only in finding great candidates, but also making sure that these candidates are indeed a great fit for a certain position.

Keep your professional appearance

Some companies, such as startups and small companies, don’t have a dedicated in-house recruiter. These companies lack the expertise and resources to find and hire the best candidates. To ensure that their hiring process is done professionally and effectively, they choose to use the services of recruitment agencies. If you don’t know how to recruit in a highly professional manner, it is best to leave it to experts form recruitment agencies.

Retain your new hires

For many companies, the most important advantage of using a recruitment agency instead of in-house recruiters, is that recruitment agencies offer additional security when it comes to new hire retention. All the best recruitment agencies offer guarantee periods. This means that they guarantee you that your new hire will stay at your company for a certain period of time (usually 3-6 months). If your new hire is terminated or leaves before the expiry of a guarantee period, recruitment agencies will give you a full refund or, most commonly, find a new, replacement candidate for no extra charge.

In short, choosing the right recruitment agency can help you recruit and retain the right people faster and even cheaper!

How Can an Effective Talent Pool Improve Time, Cost and Quality of Hire?

profits-1953616_1920

Building and maintaining an effective talent pool will help you improve 3 most important recruiting metrics: time, cost and quality of hire.

Talent pooling: A proactive recruiting strategy

According to Robin Erickson form Deloitte, “The task of recruiting has moved from the reactive filling of requisitions to proactively court high-quality talent.

The only way to proactively court high-quality talent is to build and maintain an effective talent pool. Besides for engaging top talent, talent pools are also a very effective recruiting tool which can improve all the most important recruiting metrics, such as time, cost and quality of hire.

How talent pools help in recruiting top talent?

In today’s job market, an overwhelming majority of job candidates are passive job seekers. According to LinkedIn, 73% of your potential job candidates are passive job seekers. Passive candidates are already employed. Of course, top talent is high in demand so the chances are they are already employed.  This is the reason they actively look for a job. However, they would be willing to accept a better job offer. LinkedIn’s Global Talent Trends 2016 reports that a massive 90% of global professionals are interested in hearing about new job opportunities

However, these passive job seekers need to be convinced that getting a job at your company would be a step up for them. If you manage to get these passive job seekers to join your talent pool, you will have to build relationships with them, foster candidate engagement and keep your company on the top of their mind until the moment they are ready to change jobs.

How to create and maintain an effective talent pool?

Building and maintaining your talent pool is hard work. First, you need to fill your talent pool with high-quality candidates. You have to apply the best practices of lead generation to build your talent pool. Then you need to properly segment your talent pool. After you’ve done all that, the real works begins. You need to maintain your talent pools by engaging in relevant and interesting communication with your candidates. You need to create and distribute specialized recruitment content for every step of the candidate journey.

Yes, it’s a lot of work. However, all the time and effort invested in building and maintaining your talent pool is very well worth it!

Main benefits of an effective talent pool

Building and maintaining an effective talent pool will help you improve 3 most important recruiting metrics: time, cost and quality of hire.

Talent pools reduce time to hire

A properly segmented and managed talent pool will ensure that the candidates in your database are engaged and eager to work for your company. That way, when you have a new job opening, you will be able to choose between qualified, interested candidates from your talent pool.

This will significantly lower your time to hire because you will be able to skip the whole process of advertising your open job position through different channels and waiting for great candidates to apply. Instead, you will already have a pool of great candidates you can choose from!

Talent pools reduce cost per hire

An effective talent pool saves your money in two different ways. First of all, it reduces time to hire, which means you can save money on your HR professionals wages.The second way in which an effective talent pool will lower your cost per hire is by saving the money you would otherwise spend advertising your open job positions. Imagine the budget savings you could achieve if you didn’t have to spend money to advertise your jobs on different job boards, LinkedIn, Facebook, career fairs, campus events, etc.

Talent pools improve the quality of hire

Nobody wants to hire B-players, much less C-players. Lower quality hires happen because of four main reasons: not enough qualified applicants, not enough time to find talent, not enough time to check if the best candidate is indeed a perfect fit and because the best candidates reject your job offer so you have to settle with the second best. An effective talent pool will help you avoid all four mentioned scenarios by ensuring a steady flow of qualified job candidates, lowering your time to hire and improving your acceptance rate.

5 Tips to Become a More Successful Interviewer

Implement these 5 tips to become a more successful interviewer!

5 Tips to Become a More Successful Interviewer.jpeg

Unsuccessful interviewers hire the wrong person – don’t be among them!

Did you know that 74% of employers confirmed that they’ve hired a wrong person for a position, according to a recent CareerBuilder survey?

If you’ve ever conducted a job interview, this will probably come as no surprise to you. Conducting job interviews is hard. It a very demanding and complex process and a really big responsibility, considering that the cost of hiring a wrong person can cost your company upwards of $50,000, according to a global survey conducted by Harris Interactive.

In order to help you recruit the right people for your company, here are top 5 proven tips that will make you a more successful interviewer.


5 tips to become a more successful interviewer

What can you do to become a more successful interviewer?

Actually, a lot. Many characteristics of a good interviewer can be easily learned and/or trained.

Here are 5 tips that will help to become a more successful interviewer:

Tip#1: Know exactly what you’re looking for

Many interviewers make the mistake by hiring on the basis of the job description templates. However, if you want to hire the right person, you need to dig deeper. A successful interviewers know that they need to hire the best talent by finding the perfect fit for their company’s specific company culture. To capture all the skills, experience, traits and motivations of their ideal candidate, they create a candidate persona. Creating a candidate persona helps them get a complete picture of the person they are looking for.

Tip#2: Conduct structured interviews

If you want to become a more successful interviewer, you should conduct structured job interviews. This means that they prepare the interview questions in advance and stick to them. When conducting and interview, successful interviewers ask all candidates the same questions. This helps them evaluate the candidates in a more objective manner and make better hiring decisions. Decades of scientific research have established that structured interviews are a proven procedure for predicting job performance. According to research, structured interviews have a better capacity to identify candidates’ suitability for a job then unstructured interviews.

Tip#3: Ask the behavioral interview questions

If you want to become a more successful interviewer, you should always ask the behavioral interview questions. They ask the candidates open-ended questions about specific situations they encountered in the past. The studies have shown that the best way of predicting future job performance is by understanding past performance. This is because in a traditional interview approach the candidate gets a straightforward question about his/her strengths and can use it to lie and to deceive the employer.

Tip#4: Pay attention to body language

If you want to become a more successful interviewer, you should learn how to read the candidates’ body language. However, take note that this is not easy to learn – it takes a lot of practice. A good strategy is to get informed on what can you learn from candidates’ body language. Candidates’ body language won’t tell you how a candidate will perform at the job, but it can reveal how a candidate is feeling at a moment. This is very useful in a situation where candidates are trying to present themselves in the best possible light. By observing candidates’ body language, you will able to spot an incongruence between their words and the story their body is telling.

Tip#5: Provide a great candidate experience

If you want to be a more successful interviewer, you need to focus on candidates and come up with different ways to improve the candidate experience. This is important if you want to ensure that the best candidates will accept your job offer. LinkedIn’s research has found that a staggering 83% of talent says a negative interview experience can change their mind about a role or company they once liked. Always treat candidates in a professional and respectful manner and go an extra mile to make a job interview pleasant for candidates.

 

The Secret of Conducting Great Job Interviews

What is the secret of conducting great job interviews? Discover in this article!  

The Secret of Conducting Great Job Interviews.jpeg

 

What is the secret of conducting great job interviews?

A lot has been said about conducting great job interviews. You probably already know that a great interview should have a carefully planned structure and use behavioral interview questions. You should also be mindful about your unconscious biases and provide a great candidate experience.

Conducting job interviews is a complex and demanding process. This is why the secret of conducting great job interviews lies in a single most important step – a good preparation. While it might seem obvious at first, be honest with yourself – how much time do you really spend preparing for each interview?

How should interviewers prepare for a job interview?

There are many things you need to prepare before the actual interview takes place.

Here is the checklist of the most important tasks you should go through before an interview:

  1. Have you reviewed and adjusted job description template to fit your company’s specific needs?
  2. Do you have a clear idea of job duties, job responsibilities and job requirements?
  3. Have you created your candidate persona?
  4. Have you made the selection of the best job interview questions and printed out that list?
  5. Have you developed a clear and precise rating system for each interview question?
  6. Did you do your research on each job candidate?
  7. Are you familiar with your company’s employee value proposition?
  8. Did you send a customized interview invitation email
  9. Did you send the interview confirmation email?
  10. Did you send the interview reminder email to candidates?
  11. Have you reserved an appropriate interviewing venue?

Start conducting great job interviews today!

To conduct a great job interview, you need to come prepared. Spending a lot of time preparing and planning an interview isn’t a waste of time. On contrary, it is an often overlooked key to conducting great job interviews.

Use the above checklist to prepare for the interview and you’ll be well on your way to conduct a more successful interview!

 

4 Ways to Promote Your Open Job Positions on Facebook

How do you promote your open job positions on Facebook? You’re probably missing out on a few effective, free ways to reach more of your perfect candidates!

4 Ways to Promote Your Open Job Positions on Facebook .jpg

Do you promote your open job positions on Facebook?

These days, if you want to find and hire the right job candidates, you simply have to post your jobs on Facebook – the world’s largest social media network in 2018.

More and more job seekers are turning to social media to find jobs. LinkedIn’s research, nearly half of all professionals (49%) are following companies on social media with the intent to stay aware of their open job positions.

Younger generation live, breathe and find jobs on Facebook. As Aberdeen Group has found out, an overwhelming majority (73%) of millennials found their last position through social media!

These findings offer clear proof that social media recruiting is absolutely necessary if you want to hire the best people. This is especially so because your best job candidates are passive job seekers. These people won’t visit job boards or your career site, so Facebook is your chance to reach them. If you put in some effort into promoting your employer brand on social media, you may be able to convince them to leave their current job and join your company!

How do you promote your open job positions on Facebook?

So how do you promote your open job positions on Facebook?

Do you publish a post on your company’s Facebook profile? Eventually, promote that post if your budget allows it?

That’s what most companies do. And they’re missing out!

Facebook offers many more opportunities to reach more of your perfect job candidates – for free! Keep reading to learn how to get the most out of promoting your open job positions on Facebook!

4 ways to promote your open job positions on Facebook

There are 4 main ways to promote your open job positions on Facebook:

1. Ask your current employees to share your job post

Ask your current employees to share your job posts via their personal Facebook profiles. That way your job posts will be seen by a much larger audience – for free!

According to Social Media Today:

  • Content shared by employees receives 8X more engagement than content shared by brand channels.
  • Messages shared by employees went 561% further than the same message shared on a brand owned channel.

Besides, your potential candidates place much greater trust in your employees.

According to Edelman Trust Barometer:

  • Employee voice is 3x more credible than the CEO’s when it comes to talking about working condition in that company.

Your employees are your best employer brand ambassadors!

2. Promote your open job positions in Facebook groups

You can also post your job posts in different Facebook groups. There are many Facebook groups dedicated to different professional interest and areas. In these groups you can find a large number of professionals. Posting your job in Facebook groups is a unique way to reach your target population fast, easy and completely for free!

Here are a few examples of Facebook groups that can help you recruit the right people for your company:

3. Promote your open job positions using Facebook ads

If you’re willing to invest some money in promoting your Facebook job posts, you can do that using the paid Facebook ads.

Using paid Facebook ads to promote your job posts on Facebook has 2 main advantages:

  1. Greater reach (more people will see your job posts)
    Facebook is a great recruiting channel because you can use it to reach passive job seekers. These are the people who already have a job. That’s why they don’t visit a job board or your career site. However, you will find them on Facebook. If your Facebook job ad catches their attention, they might reconsider applying for your open job positions.
  2. Advanced targeting (your job posts will be shown only to your perfect job candidates)
    You can choose who will see your Facebook job ads. You can select people from the certain geographical area, based on their education level and type, current and past employers, interests, etc. Consequently, you won’t waste your money on candidates that are not a good fit for your company and your needs!

4. Promote your open job positions with the Facebook job tab

If you want to make your open job positions more visible, you can add a Facebook job tab to your Facebook profile. With recruitment software such as TalentLyft, you can easily create and set up your Facebook job tab in just a few clicks! Once you add it to your Facebook profile, your open job positions will be automatically updated.

Why Should You Make Your Recruiting Process More Collaborative?

How can making your recruiting process more collaborative benefit your company?

Why Should You Make Your Recruiting Process More Collaborative.jpg

Why Should You Make Your Recruiting Process More Collaborative?

Although it may seem more complicated at first, a collaborative model of hiring can improve your whole recruitment process and have a positive effect on your company culture and overall business results.

If you want to keep up with the best recruitment practices, you should follow the world’s best and most famous companies such as Apple, Google, Netflix and make your recruiting process more collaborative.

4 reasons to make your recruiting process more collaborative

Here are the 4 key reasons why you should make your recruiting process more collaborative:

Collaborative recruiting process helps you achieve better hiring results

By involving more people into your hiring process, you will get more diversified perspectives on the candidate. This will enable you to choose candidates with the best skills who will also be the best cultural fit for your team and your company culture.

Collaborative recruiting process improves candidate experience

Introducing candidates with their potential future employees can significantly improve candidate experience and showcase your great, collaborative company culture. Candidates appreciate being introduced to their potential future team members with whom they will possibly spending most of their awaken hours every day. They will also feel important by having so many people show interest in them.

Collaborative recruiting process improves is good for your employees

Giving your employees a voice in choosing their future colleagues will empower them and make them feel valued and important. As a result, they will be more engaged, motivated and productive. They will also provide your new employee with a warm welcome and all the needed resources and assistance. Consequently, your company will have less turnover and better retention rate.

Collaborative recruiting process enhances your company culture

Finally, making your recruiting process more collaborative will help you establish a more open, transparent and collaborative company culture. In such a culture, teamwork won’t be just a sign on your wall – it will be a value brought to life through real-life practices of collaborative recruiting.

How to make your recruiting process more collaborative?

If you want to make your recruiting process more collaborative, our detailed, step-by-step Guide for collaborative recruiting and hiring will come in handy!

3 Collaborative Recruitment Practices You Can Implement Right Now

How can you make your hiring process more collaborative? Here are 3 great, easy to implement collaborative recruitment practices!

3 Collaborative Recruitment Practices You Can Implement Right Now.jpg

Why should you consider implementing collaborative recruitment practices?

Collaborative recruiting is the hot new HR buzzword everybody is talking about.

The world’s most successful companies such as Apple, Google, Netflix have turned their recruitment into a collaborative process.

There is a good reason why collaborative recruitment is gaining popularity every day – it works. There are many benefits of collaborative recruiting for all the involved parties – including your HR team, your employees and your candidates.

What can you do to make your recruiting process more collaborative?

If your company probably still has a traditional, top-down recruitment process where hiring managers call all the shots, switching to a collaborative recruitment model can be quite a challenge.

First, you need to convince your HR team that this is a good idea. Then, you need to get a buy-in from your C-suite. Following, you have to engage your company’s employees. Finally, you need to get all of them to work together.

In other words, you need to completely transform your recruitment process. Before diving deep into this transformative process, we suggest you start by implementing a few collaborative practices.

3 collaborative recruitment practices you can implement right now

Here are the top 3 collaborative recruitment practices that are quick and easy to implement and bring the highest ROI:

Collaborative recruitment practice #1: Panel interview

Revamp your selection process by switching to a panel interview. By involving more people as interviewers, you will be able to achieve an in-depth, detailed assessment of every candidate. This will help you choose the best candidate not only for your open position, but also for your team and company culture.

Having more people sharing their perspectives on candidates can also help you avoid unconscious biases and improve your hiring diversity!

Collaborative recruitment practice #2: Employee referrals

By setting up an employee referral program, you can turn all your employees into recruiters! Your employees can help you find the best candidates by recommending talent form their personal networks.  

Employee referrals are one of the most productive recruitment practices with the highest ROI. Employee referral programs can improve the time, cost and quality of hire, employee retention and turnover rate.

Collaborative recruitment practice #3: Social media recruiting

Your employees can help you find the best candidates by sharing your job posts on their social media profiles. According to Social Media Today, content shared by employees went 561% further and received 8x more engagement than the same content shared on a brand owned channel.

Another reason why you should involve your employees into promoting your job posts is that employee voice is 3x more credible than the CEO’s when it comes to talking about working condition in that company, according to Edelman Trust Barometer

3 Key Challenges in Campus Recruiting (and How to Tackle Them)

Learn how to tackle 3 key challenges in campus recruiting and attract top young talent!

3 Key Challenges in Campus Recruiting (and How to Tackle Them).jpg

Changes in campus recruiting

Campus recruiting is the term used for hiring students and recent graduates straight from college or university.

The process of campus recruiting has completely changed in the last few years.

If you want to attract the top young talent, you have to stay up to date on accounting and finance employment trends and challenges.

3 key challenges in campus recruiting (and how to tackle them)

Campus recruiting has completely changed in the last few years. Here are the 3 key challenges in modern campus recruiting:

1. War for young talent

A recent survey from CareerBuilder has found that 74% of employers plan to hire recent college graduates, which is the highest outlook since 2007. This means that the competition for students and recent graduates is escalating to a degree we haven’t seen in the last 10 years.

How to tackle this challenge?

Employee referrals are one of the most effective recruiting methods you can use to improve the time, cost and quality of hire. Utilize the power of referrals in campus recruiting by setting up a student referral program. Ask your employees and their family members and friends to recommend great students and recent graduates for your company’s entry-level positions.

Another thing you can do is to establish a long-term relationship with university professors, assistants and career center staff. That way, you can secure a stable income of high-quality referrals every year!

2. Creating an employer brand that attracts younger generations

Many employers are struggling to attract young talent. In fact, according to Collegefeed’s research, 92% of employers believe they have a “brand problem” when it comes to their campus recruiting efforts.

How to tackle this challenge?

One of the best ways to promote your employer brand among university and college students is to offer student internship programs and/or job shadowing opportunities. That way, your company will have a chance to impress young talent with your amazing company culture and the knowledge of your experienced professionals. When your interns return to their universities and colleges, they will serve as on-campus ambassadors who will promote your company among other students. Other great ways to create an employer brand that speaks to younger generations include giving interesting and inspiring in-class presentations and supporting the work of students organizations on campus.

3. Outdated recruiting practices

We now live in a digital world where social media has become mainstream, especially in the lives of younger generations. Despite the digital disruption of on-campus recruitment, many employers still use traditional methods of recruiting students and recent graduates. However, these methods is no longer enough to recruit the best young talent.

How to tackle this challenge?

If you want to be successful at recruiting the best and the brightest students and recent graduates, you need to think beyond on-campus career fairs and posting jobs on campus job boards. Apply recruitment marketing tactics and meet students where they are – online. Use social media to promote your employer brand and attract students’ attention. You should also create a specialized landing page for student and recent graduates on your career site.

3 Key Challenges in Accounting and Finance Recruiting (and How to Tackle Them)

Learn how to tackle 3 key challenges in accounting and finance recruiting!

3 Key Challenges in Accounting and Finance Recruiting (and How to Tackle Them).jpg

Changes in accounting and finance recruiting

Accounting and finance recruiting is a term used for finding and hiring the right job candidates in the accounting and finance industry sector.

Accounting and finance sector has been going through some major changes lately.

If you want to be successful in recruiting accounting and finance professionals, you have to stay up to date on accounting and finance employment trends and challenges.

3 key challenges in retail recruiting (and how to tackle them)

Recruiting the right people for an accounting and finance jobs can be a challenging task. However, if you leverage the latest innovations in recruiting, you can recruit finance and accounting professionals much easier and faster.

Here are the 3 key challenges in accounting and finance recruiting:

Accounting and finance recruiting challenge #1: Talent shortage

According to the Bureau of Labor Statistics, the unemployment rate for accounting and financial sector at 2.2%, which is even lower than the overall national unemployment rate of 4.9 percent.

As a result, many studies (such as recent survey by Accounting Today or another by Robert Half) report on difficulties with finding accounting and recruiting candidates. According to recruitment consultants Hays, 76% of accountancy and finance employers said their top challenge is a shortage of suitable applicants.

How to tackle this challenge?

Differentiate your employer brand in order to stand out among your competitors and attract the attention of the scarce talent. Don’t be afraid be different and even break the rules! Change the stereotypes of the finance and accounting sector and boring and conservative.

Take a look at the example of a The Motley Fool, a financial services firm who decided to break free from the buttoned-up image of its industry. This company’s “foolish” culture became their recruiting powerhouse – even in a time of talent shortage!

Accounting and finance recruiting challenge #2: Attracting candidates with the right skills

Advances in technology are changing the accounting and financial job positions and its requirements. As a result, companies are requiring accounting and financial candidates who can do more than just crunch numbers. They want people with technology and people skills in order to have the ability to change and evolve with the times.

Research by recruitment firm Robert Half has indicated that 89% of chief financial officers in Australia struggle to find skilled finance staff, primarily due to a lack of professionals with the required niche and technical skillset.

How to tackle this challenge?

Write great job descriptions for accounting and finance positions you need to fill. Make sure you highlight the technical and niche skills and experience you are looking for in your ideal accounting and finance employees!
During the interview, ask the best interview questions to assess candidates personality and culture fit.

A good way to assess candidates knowledge and skills is to present them with a work sample test. Give your candidates a short task similar to the one they would perform at the job.

Accounting and finance recruiting challenge #3: Attracting millennial employees

The salient challenge in accounting and finance recruiting is attracting younger members of the workforce.

A recent survey by the Institute of Management Accountants found that 62% of senior finance professionals believe that recruiting millennials is the biggest challenge for their business!

According to Upskilled report, accounting and financial professionals under 25 years make up for only 8% of total accounting and finance employees!

How to tackle this challenge?

Set up an employee referral program and ask their existing employees to recommend suitable finance and accounting professionals that would make great candidates. According to the Institute of Management Accountants survey, the recruiting practice that has been most successful in recruiting millennials for finance jobs is employee referrals!

Another way to reach millennials is to advertise your open job positions on social media! Instead of posting a classical job description with a list of duties, provide a candidate with a glimpse into your company culture. Here is a great example of Twitter job post published by UK accounting firm My Accountancy Place.