Dear Abby

HIRING MANAGERS: You are the ultimate decider on if an offer is extended, but you don’t hold all the cards—especially in a quick-moving candidate market! You need to impress the candidate as much as they need to impress you.

*See the original LinkedIn post here.

Top Tips for Hiring Managers

💥 Ensure Good Communication Throughout the Process
Clear and consistent communication is key to keeping candidates engaged.

💥 Be Present in Interviews
Pay attention during interviews. Put your email away, put your phone down, and show respect for their time.

💥 Encourage Genuine Dialogue
Create space for a conversation that flows naturally while still guiding it to gather the insights you need.

💥 Address Delays Promptly
If there’s a delay in the process, let the candidates know. Communication (worth the double mention) is crucial to making candidates feel valued and engaged!

💥 Streamline the Interview Process
Don’t overdo it with too many interviews. Have just enough to feel confident about extending an offer, but remember that excessive interviews can make candidates lose interest.

Why the Interview Process Matters

Candidates view the interview process as a reflection of how they will be treated as employees. They are evaluating you just as much as you are evaluating them. Hiring managers should be intentional and put their best foot forward throughout the process.

Share Your Insights

🌞 What is your best hiring tip?
🌞 What have you appreciated during an interview process from a candidate perspective?

Need Help? Prospex Recruiting Can Guide You

Feel free to reach out to our Prospex Recruiting team to refine your interview process or navigate one you’re currently managing. Head to our website to learn more about Prospex Recruiting and the services we provide.

CANDIDATES: You’ve applied for multiple jobs and finally get an interview… NOW WHAT?!

PREPARE. (This deserves all-caps energy).

*See the original LinkedIn post here.

Goals of an Interview

🧐 The goal of an interview: to see if this company is a good fit for you and to see if you are a good fit for the company and opportunity. The role needs to mesh on both sides. In order to have the MOST EFFECTIVE interview to assess this – do an effective prep!

Do Your Homework

🍂 At a minimum – KNOW WHAT THE COMPANY DOES! If you are spending half of your interview time going over what a basic Google search could tell you – you’re wasting everyone’s time.

🍂 Make sure you have good questions to ask about BOTH the company as well as the position. You are interviewing them as much as they are you!

🍂 Know what you are looking for in a position. Be intentional with your search! “If you don’t know where you’re going, any road will take you there.”

Prepare with Intention

🍂 Do a quick LinkedIn search on who you are interviewing with. Knowing their background can help you ask certain questions AND if you are looking for a mentor, this can be a huge selling point!

🍂 I usually don’t recommend asking about PTO, work/life balance flexibility, etc., in the first round. Use your questions about the role, company, and culture to decide if the opportunity is right, and then make sure that the balance is in line. If it gets brought up too soon, Hiring Managers can get turned off.

Be Genuine

🍂 Be genuine! If you are going to be working with these people for 8+ hours a day, make sure that you can vibe with them!

Contact Prospex Recruiting Today!

I can go on and on about effective prep! If you are interviewing, reach out to anyone on our Prospex Recruiting team to help you have a productive interview process! Head to our website to learn more about Prospex Recruiting and the services we offer.

What do you do to prep before an interview??

DEAR ABBY: I’m getting ready to offer a candidate and I don’t feel like they have quite enough experience for what they’re asking, but I want to allow them to get to the comp they need quickly. What’s the best way to structure this?

I get this – especially at the low-to-mid level candidate that has a little experience but you want to make sure they can do what they say they can do before rolling out the red carpet. Prospex Recruiting is here to share our expert advice on this tricky question.

How to Structure a Conditional Offer

Do I always recommend coming in lower than candidate expectations and having a “prove yourself” period? No. But I get that there is a time and a place where this structure makes sense.

If you are going to structure an offer this way, I have found it to be the most successful when the conditions detailed in the offer letter are:

💫MEASURABLE, OBJECTIVE, and OBTAINABLE💫

When candidates know what is expected of them and feel confident they can perform, they are more willing to prove themselves in this type of arrangement.

The time frame also needs to be short enough for the candidate to justify removing themselves from consideration for other roles.

Example of a Conditional Offer Structure

Let’s say a candidate is looking for $100K, and you want to offer $95K with a 3-month review. The review would allow for a $5K increase if they:

1. Have three consecutive successful month-end closes within six days.
2. Assist in the completion of the billing software implementation.
3. Reduce AR Aging by 10%.

Navigating Risks and Rewards

Structuring it this way doesn’t always work. If it’s an in-demand role, even if candidates will accept initially and even if they are relatively happy, they could get recruited away very easily by someone that is willing to pay market value day 1. But can it work? Of course. Especially if the opportunity being offered hits other tangibles and intangibles that the candidate is looking for!

Partner with Prospex Recruiting

I always encourage candidates to go for the right overall opportunity and, if the path to get where they want to be is there, they’ll achieve their goals faster by going to the opportunities that they are most excited about.

Reach out to our Prospex Recruiting team if you are a hiring manager and want to walk through this OR if you are a candidate and want to walk through an offer to see if it is fair based on the market! Head to our website to learn more about Prospex Recruiting and the services we offer.

DEAR ABBY: When is the best time to exit public accounting (audit track)?? Prospex Recruiting is here to offer expert guidance to help you tackle this challenging question with confidence.

I get asked this almost on a weekly basis – when should I leave public accounting?? My answer to this – as it is to a lot is… It Depends.

The 3-6 Year Mark: Prime Opportunity for Career Growth

If you want to go the public accounting -> assistant controller -> controller route, the most opportune time is the 3-6 year mark. You’ve had enough time to see more than just Cash, had the chance to senior/manage some jobs, and have good exposure and technical foundation. Usually, you can maximize your base upon exit at this time.

Technical Accounting Route: A Longer Tenure Pays Off

If you want to go more the technical accounting route (revenue, technical accounting, financial reporting), you can still do the 3-6 mark, but more experience in public is beneficial to really have a strong technical foundation. The best time is more in the 6-9 year mark (give or take). This tenure can even exit to a Controller level too.

Exiting After 11+ Years: Alternative Paths Still Abound

If you’ve started on the partner track and after 11+ years decide that’s not right for you, there are still ample opportunities! I’ve placed many of these professionals in director roles, technical accounting roles, pre/post IPO roles, etc.

Share Your Experience

What have you seen as you’ve made your move?? I’d love to talk through any of these points more in-depth and would love to hear your experience!! Reach out to me or any of our Prospex Recruiting team!

Head to our website to learn more about Prospex Recruiting and the services we offer.

Dear Abby: Is it worth my time to get additional certifications? What certifications are beneficial and how are they viewed for accountants? CMA? CPA? CIA? Prospex Recruiting is here to share our expert advice to help you answer this tricky question.

The CPA: The Ultimate Accounting Credential

CPA is the Super Slammer of certifications for the accounting world (any POGS fans out there? Come on children of the 90’s!)! This certification requires additional requirements (varies based on state) with a certain amount of accounting credit hours, most likely a MAcc/MBA, and hours working under a CPA.

A CPA doesn’t necessarily mean someone is qualified for an accounting role, but it is used as a check box for a lot of accounting positions—especially the higher up the proverbial ladder you climb. I’ve had multiple professionals that have gone back later in their career to get their CPA because they were sick of being told “no” due to not being a CPA. Especially if you do public accounting, a comma-CPA is expected to follow your name.

The tests suck to take (no sugar coating here), but it is indefinitely worth it as you progress in your accounting career!

Other Certifications: Adding Value to Your Career

Aside from the CPA, any additional credentialing will add benefit. You will never regret having additional certifications. Depending on your industry focus, certain certifications can really set you above the competition.

If you are targeting manufacturing/supply chain, a CMA and Six Sigma are highly sought after. If you are focusing on Internal Audit, a CIA is very relevant.

Hard Work + Certifications = Career Success

Ultimately, the proof is in the pudding. You can be the most decorated professional out there, but you have to be able to put the decor to work. Certifications alone won’t make you an elite professional, but couple that with hard work, strong cultural addition, and results, and you’re setting yourself up for a fantastic career!

Let’s Talk: What’s Your Experience?

What have your experiences been with/without a CPA and additional certifications?! Message me or anyone in the Prospex Recruiting fam, and we can talk through what makes the most sense for your career path!

Head to our website to learn more about Prospex Recruiting and the services we offer.

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