Remember back in the old days, you know the 90s? CPA firms would interview on campus in late September and up to mid-October. They would take a week or so to pick some of the candidates for office interviews in late October and early November and then have offers out before Thanksgiving.
Advert Advertise with us
Those days are long gone. Many firms are now able to make offers, on the spot, during the office interview. Another “old time” practice is firm recruiters (partners or professional HR team members) making offers in the fall to seniors to join the firm the following year upon graduation. By fall of their senior year the best students already have jobs.
Firms now make offers in the fall to 2nd, 3rd, and 4th year students for intern spots for the coming busy season. If they do a great job in January, February and March, they get an offer for full-time employment upon graduation (even if it is 3 years away!).
This whole speed-of-hiring topic came to mind when I read a post on The HR Capitalist titled,” Good Candidates Age Faster Than Homemade Bread…” The article explains that if you get a lead on a good candidate, you have 14 days to get them hired or you will miss the opportunity. The need for speed applies to all of your hiring practices, college grads or seasoned CPAs.
This summer, you will have the opportunity to talk to some great, experienced candidates. The all-stars are getting the itch to move on to greener pastures. Are you tired of settling for mediocre? Are you ready to woo them to your team? If so, you need a plan to get-busy and get-fast!
Do you have two or three points in your interview process where things usually get stalled? You can stall with bad candidates but with good candidates you are stalling at your own risk. Read more….
I have no particular talent. I am merely inquisitive. - - Albert Einstein