Alliance Resources

News, information and insights from your partner in finance and accounting staffing and recruitment.

Tips for Keeping Your Pipeline Full Year-Round

In the ongoing competitive labor market, attracting and retaining top talent continues to be a struggle — especially Accounting and Finance where the candidate pool is shrinking. The best strategy: Keep your pipeline full, whether you’re actively hiring or not.

Now that seasonal rapid-fire deadlines are behind us, now is a great time to take a more thoughtful approach to your recruitment and retention strategies.

Here are three tips to keep your pipeline primed throughout the year.

1. Develop a Hiring and Retention Strategy

In a candidate-driven job market you are going to have turnover, so be prepared. With the skills shortage in Accounting and Finance there are more jobs than employees. Highly skilled candidates are being ultra-selective, and they’re getting multiple offers, as well as counter offers from their current employer.

To remain competitive you need more than a pulse on the current job market; you need a hiring and retention strategy.

  • Adopt technologies that help you understand employee happiness and success
  • Invest in your brand to attract top talent
  • Focus on internal mobility
  • Simplify the application process
  • Build a talent acquisition strategy
  • Modernize incentives and benefit packages
  • Research competitors
  • Work with the right recruiter who will support your organization’s long-term goals and overall business strategy.

Finance team collaborati0ng

2. Keep Top Talent

Your #1 priority should be retaining the top talent already on your team. It’s time to retire your one-size-fits-all approach to retention and focus on listening. In the post-pandemic era, employee needs, desires and expectations have changed. Offering modern benefit packages, incentives and workplace practices help maintain employee satisfaction and productivity.

  • Enhanced or additional wellness programs including physical and mental health plans.
  • Professional development isn’t just for new hires; it also drives retention. Employees want clear communication about their opportunities for growth and need to see a clear path for advancement.
  • Company culture is crucial to employee satisfaction and longevity. Employees need to reconnect with your core values and mission, and they need to feel valued and appreciated. How do you create opportunities for shared vision, while ensuring transparency and open communication?

3. Ensure Your Pipeline is Up to Date

You need a strong pipeline to act quickly when space opens up. Keeping a pulse on the right people should be a routine part of your recruitment practices. Carve out time each week to:

  • Ask for Referrals: Whether connecting with people on LinkedIn or asking around the office, leverage your existing networks. Word of mouth is one of the best ways to find top-quality talent.
  • Reach Out to Past Interviewees: Look back to your last hire. You undoubtedly interviewed more than one candidate and probably kept the resumes of other top contenders. Follow up and see if they are still available.
  • Revisit Those First Impressions: Think about people who have impressed you in the past. Who made a good first impression, or wowed you with soft or hard skills? Great first impressions are worth a follow up.
  • Make the Most of Events: Leverage every event as an opportunity to connect (or re-connect) with potential candidates, learn about their current position and career goals, and share positive news about your company.

Never Stop Looking

Perhaps most important is to remain vigilant. Always be on the lookout for new talent. Ask for referrals, monitor the job market, research your competition, take every opportunity to network, be mindful of your company culture and brand, and partner with a strong industry recruiter with a good reputation.