When working with a recruiter it is crucial to ensure expectations are managed and everything is put on the table.
Recruiters must ensure we are equipped with the best tools for finding the best suited candidate for your role, and this begins with the brief. At Talent Finance we always make sure we have a briefing call with you to fully understand not only the role and expectations but also culture of the company and your team.
It’s up to you, the hiring manager to ensure the brief and job description are crystal clear.
Timeline
A hiring timeline is the best place to start to ensure expectations are managed. It’s up to you to firstly consider the ideal start date for the new team member to join your team and work backwards from this. Remember to be realistic as there may be things that crop up such as a notice period for a candidate for annual leave or bank holidays. Always allow more time than you expect.
Consider interview dates for both you and potential candidates. Get prepared by blocking out time in your diary for where interviews can take place, have an option of days and times.
Remember to outline all of this information in the brief with your recruiter.
Job Description
The job description is key. Before releasing this to your recruiter ensure it has been signed off by any stakeholders, as this could interrupt timelines!
The job description should begin with a clear and specific job title. This should accurately reflect the level and nature of the role, such as Finance Manager, Management Accountant, or Financial Analyst. Including the location or type of employment (such as hybrid or remote) can also be helpful for potential applicants.
Next, provide a short overview or summary of the position. This should introduce the roles purpose, outline where it sits within the organisation, and highlight any key objectives. For example, a Finance Business Partner role might focus on supporting strategic decision-making and collaborating with operational teams across the business.
The core responsibilities section should explain what the day-to-day role involves.
You should also include a section outlining the skills and experience required. This typically covers both technical expertise and industry knowledge, such as experience using financial software, advanced Excel skills, or prior work in a relevant sector like FMCG, retail, or manufacturing. Be sure to state whether professional qualifications such as ACA, ACCA, CIMA, or AAT are required or preferred, and whether part-qualified candidates will be considered.
Personal attributes are another important inclusion. Highlight the key qualities that would help someone thrive in the role such as strong analytical thinking, attention to detail, commercial awareness, and excellent communication skills. Cultural fit and attitude are often just as important as technical experience.
The job description should also provide details about salary and benefits. While stating a specific range is ideal, some organisations may choose to list this as “competitive.” Other benefits worth mentioning might include a performance-related bonus, pension contributions, study support, flexible or hybrid working options, holiday allowance, and any wellbeing or lifestyle perks.
Include a short section about your organisation to give candidates a feel for who you are. This could cover your industry, size, company culture, growth plans, and what sets you apart as an employer. Candidates are more likely to apply if they understand the company’s values and vision.
It’s also helpful to clearly state the location of the role, working hours, and any flexibility around start or finish times. If the role is remote or hybrid, be transparent about expectations for in-office presence.
A reminder that your recruiter may make some small adjustments!
Culture and Values
Through recent conversations with active candidates, culture and values of a company is a number one priority. They want to ensure they will fit in with the company and their values align with the brand. Recruiters will want to know exactly what the workplace culture is like, it’s even more of a bonus for recruiters to attend your offices to experience the culture.
It’s also important to outline what the working environment is like. Candidates are usually looking for something in particular. They may be used to a corporate office which is fast paced and high energy or they may be looking for somewhere more flexible and laid back, so be sure to make this clear so the recruiter can portray this correctly to reach the right candidates.
Performance Expectations
When describing performance expectations in a recruiter brief, be specific about the key outcomes and objectives for the role. Ensure that you define if there are measurable goals and KPI’s.
This will help your recruiter find the candidates with these skills.
In person meetings
By meeting with us in person to give the job brief we will get a better idea of the company we are hiring for, which will mean we will find the candidate which is a perfect fit. We will be able to get to you know you and your personality. Meeting in person also gives both the recruiter and you, the hiring manager, the opportunity to ask any burning questions, about what you are looking for or about our hiring process and how we will manage the role.
We have teams in London, Southampton and Poole. We are able to travel to your office, meet somewhere external for a coffee or if needs be, we can have a video call.
Meeting In personal will give us the opportunity to have an in-depth conversation and give any extra advice such as salary benchmarking or insights we have gathered about the market and from candidates.
If you are looking to add top Finance and Accounting talent to your team, CONTACT US to hear more but our process and what we can do to help.
