Richard Boyd, Director at SRM Recruitment, wanted to join an experienced recruitment team
Do you love recruitment but dislike the recruitment industry? We felt the same. That’s why we started SRM Recruitment. We felt the recruitment industry was increasingly focusing on process rather than consultancy.
At SRM you’ll have time for what really counts: your clients and candidates. If you love recruitment, rather than hands-on training of unqualified personnel, this is the business for you.
Because we don’t have KPIs, you’ll be the sort of person who thrives on taking ownership and opportunity.
It’s a grown-up business and we trust our consultants to recruit.
We also trust you to work in the way that suits you best.
It’s a real commitment to flexibility rather than a token paper policy.
“Joining an experienced team at SRM was key, especially working with a close-knit group of people who I knew viewed recruitment similarly to me – from a values, respect and way of working point of view.”
Richard Boyd, Director at SRM Recruitment
We are an established business with repeat clients and a strong foundation. That means we offer one of the best commission structures in the industry.
Transparency in the way we reward our consultants is critical. Each consultant can easily calculate what they will receive, there are no surprises.
In a team-based commission structure, you rarely get rewarded for YOUR success.
Clients say to us that they like our honesty and transparency, they trust us. They appreciate the advice we give, not solely our ability to deliver. Candidates say we are interested in them as people.
It’s a straightforward approach.
Get In Touch
If you’re looking to get back to real recruitment then we’d love to talk.
As UK job vacancies surged past one million in a new record, the KPMG and REC, UK Permanent Placements Index* signalled a rapid and accelerated rise in permanent staff appointments across the UK. Furthermore, the rate of growth was the steepest seen since data collection began nearly 24 years ago.
So how is this affecting the accounting, finance and tax jobs market? We talked to CEO and Co-founder of SRM Recruitment, Andrew Setchell, about how you can secure the best accounting, finance and tax talent for your team amidst growing demand for candidates.
1. Be realistic
The good news is that it’s definitely possible to find and hire good people right now but hiring managers need to acknowledge that their shortlist will be a lot shorter. Rather than five to six people to consider, be prepared for three to four and sometimes there may be just one to take to a final interview. That is the reality.
2. Be ready to pay more for your chosen finance candidates
Most finance and tax professionals were treated well during the pandemic and it’s not as easy to get them to consider a move, there are fewer push factors. As a result, supply has reduced, with demand rising and we are seeing salaries going up.
When candidates used to say “I’m looking for an uplift of 10%” there would be a conversation and a negotiation. Now hiring managers are saying “It’s fine, I understand”. Attitudes are changing and we’d advise you to be prepared to widen your salary range, rather than risk delays waiting for sign-off on budgets further down the line.
3. Your flexible work approach must go on the job specification
The first question candidates used to ask when being approached about a new role was “What’s the package?”. Now it’s “What’s the working pattern for this role?”. To get the widest pool of candidates, you should specify your flexible working policy on the job specification.
Clients with no flexibility to offer will find it harder to recruit but it’s by no means impossible. Whilst the debate is still ongoing regarding where the home/office balance will finally settle, we can tell you that finance professionals definitely want some sort of flexibility.
As an example, HSBC’s work from home Friday policy would have been unheard of a couple of years ago but these sorts of policies are becoming the norm. Some will go back to the office full time but it will be at least two years before we see a bigger shift.
Five days in the office is very much considered “traditional” but if that is the way your company runs, it’s not necessarily a problem. Just be aware that your shortlist will be a bit shorter. We’re here to help clients negotiate this job market and find the right people for your business.
“Attitudes are changing and we’d advise you to be prepared to widen your salary range, rather than risk delays waiting for sign off on budgets further down the line.”
Andrew Setchell, CEO, SRM Recruitment
4. Speed up the interview process to secure accounting, finance and tax professionals
The interview process needs to be quick in this market. Once you’ve got CVs you need to get the hiring process finished within two weeks. We agree – it’s tempting to “just see someone else.” But after 30 years in finance recruitment, we can tell you there are no ‘magic unicorn’ candidates out there. What we do see time and again is businesses missing out on outstanding people who would have quickly transformed their finance or tax team.
5. Use an experienced finance and tax recruiter with a proper network
In candidate-driven markets, real recruitment comes into play. You need to talk to someone who has the connections to find the people who aren’t necessarily looking. Not only that, your recruiter needs the skills to clearly promote how your role fits with the candidate’s career. That comes from experience. Everyone at SRM really knows their market.
6. Consider try before you buy
If your permanent hiring process is dragging, you should consider using a PAYE temp. This gives you the best chance to assess fit with your team. We have an established book of contract professionals ready and “on the bench” if you’re wanting greater flexibility.
7. Be prepared for candidates turning down your role
This is becoming more common in the accounting, finance and tax jobs market at the moment. Personally though, we’ve seen very few candidates turn down roles because their current company has counter offered a higher salary. An experienced recruiter knows how to vet their candidates properly and there should be no surprises.
In short, move your hiring process along, be clear about your flexible working policy and be ready to broaden your salary range.
*The KPMG and REC, UK Report on Jobs is compiled by IHS Markit from responses to questionnaires sent to a panel of around 400 UK recruitment and employment consultancies.
Get In Touch
To discuss your hiring strategy or to get more insights on the recruitment market in your industry please give me, Andrew Setchell, a call on +44 7495 483425, email andrewsetchell@srmrecruitment-com.stackstaging.com or connect with me on LinkedIn.
