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Talent Acquisition: Why People Work for People

2.25.16

Talent Acquisition: Why People Work for People

By Randy Misch | Principal and Managing Director of Cleveland

Randy Misch

Talent acquisition is about finding the right people for your company. However, finding talent is about more than just picking out the best resume. An unhappy employee or a bad cultural fit can doom even the most talented candidate.

Accounting firms are always looking for new, talented employees, but it’s just as important to find a person that fits with your company culture as it is to find someone with the right qualifications. The same idea goes for the candidate. They’re looking for an employer that’s a good fit for them, especially if they already have job security at a different firm. Finding the right talent is all about finding the right people, both for you and for your potential employee.

Why Candidates Pay Attention to Culture

 

Recent studies have shown that many full-time workers end up spending more time with their coworkers than with their own family. If you don’t like the people you work with, your job can go from an enjoyable career to a daily reminder that you’re not happy where you’re at.

Salaries and titles are important, but happiness is key. When candidates look for new jobs, they often judge a position by the people they’ll be working for and with.

If a job candidate is judging a company by its people, they need to be able to interact with their potential coworkers. Often, job candidates only see blue shirts, suit coats, and not much camaraderie. In these cases, management can segregate themselves from not only the interview process, but also the rest of the staff and leadership. People like to see a company that involves everyone and doesn’t make them feel like another bean counter.

Image of some members of the Apple Growth staff. Companies should take company culture into account during talent acquisition.

What Talent Looks For in a Company

 

People want to work for a company where all employee levels have a voice and opinion and those opinions are actually considered, not the type of accounting firm that wants people to hide away in their cubicles and not ask questions. Maintaining a culture of accessibility shows job candidates that you care about what they think.

At Apple Growth Partners, we maintain an open door policy and encourage our employees to come in if they need help, professionally or personally, and we do our best to help them. Partners get involved in the talent acquisition process and will even check in on a candidate to answer questions and see how they’re doing. A candidate is more than just a resume. Make sure to show them the attention they deserve as a person and a potential future teammate.

Looking For the Right Personality for the Firm

 

Candidates aren’t the only ones looking for the right people to work with. Finding a person that fits with your company’s culture and personality is extremely important.At Apple Growth, we have a set of shared values that help guide the personal and professional growth of our employees, clients, and business associates:

  • Integrity
  • Accountability
  • Positive Culture
  • Commitment to Excellence
  • Exceptional Client Relationships

Every business has their own set of standards or values they should consider when looking for new talent. We commit to our values annually and look for candidates who fit our standards. If a person doesn’t check all of the boxes when it comes to your company values, maybe they’re not right for the job.

Consulting a Neutral Party

 

We take our company culture very seriously at AGP, which is why we use an industrial psychologist during the interview process to help with work-life balance, culture and fitting into the firm, something we’d suggest for any mid-size to large company. Even after a few great interviews, you can find that some candidates are not quite as good of a fit as you’d originally thought. Having a neutral, outside party provide information can be instrumental in helping companies find the right candidates for your organization.

For example, there have been times where I was drinking the proverbial Kool-Aid after interviewing someone for an opening. One candidate was coming from a big firm, had several good qualities, and had some great clients. I was ready for him to join the team, but the industrial psychologist caught a few red flags I had overlooked after getting caught up in the rest of the candidate’s qualifications.

Talent Acquisition: Finding the Right People

 

Talent acquisition is about more than just what’s written on a resume. You’re hiring a person, not a list of credentials, so it’s important to make sure that not only does a candidate have the right personality for your company, but that your company is the right fit for the candidate. Everybody’s human, so it’s important to find the right people to help your company succeed. If you think you’re the right fit for our team, check out the job opportunities at Apple Growth Partners and start the process today.

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