How to hire an Accountant in Rotterdam in 2 minutes

Recruitment is a complex, inherently human endeavor. And we love humans. That’s why we are committed to significantly simplifying all the routine and repetitive tasks involved in candidate searches, freeing up your time and attention to engage with interested, qualified humans.

In this blog we will help you specify your Accountant role, and show you how to find great candidates in 4 simple steps using welovehumans. Ideally in no more than 2 minutes!

Step 1: Describe your ideal Accountant

Log into HighFive and click on “new search”. Before starting your search for an Accountant, clearly outline what you expect from the role. First, determine the specific skills, experiences, and qualifications necessary for someone to succeed in this position. Next, consider the responsibilities they'll have as an Accountant, such as managing financial records, preparing tax returns, and conducting audits. Moreover, think about the team they'll be joining and whether complementary skills are needed. Given the cross-functional nature of most accounting roles, consider whether they have experience working collaboratively with different departments and how well they can communicate financial insights to varied stakeholders. By defining these elements, you will create a targeted candidate brief and set the criteria for assessing candidates. When hiring an Accountant in Rotterdam, it’s important to leverage the local talent pool and educational institutions. Rotterdam is home to several businesses and financial institutions, as well as top universities like Erasmus University Rotterdam. With welovehumans, you can specifically target candidates in this region by entering “Rotterdam” in the location filter during Step 1. This ensures you find candidates who are not only qualified but also interested in working in Rotterdam’s dynamic and business-centric environment. We recommend the following:

1. Bachelor’s or Master’s degree in Accounting, Finance, or a related field.
2. Proficiency with accounting software such as QuickBooks, Xero, or SAP.
3. Experience with financial reporting, tax preparation, and auditing.
4. Strong knowledge of GAAP and IFRS standards.
5. Excellent analytical and problem-solving skills.

Read some important insights people tend to overlook when describing the ideal candidate here:
“How to accurately describe your candidate”

Otherwise: hit "next".

Step 2 - Find matches

You’re in good hands, welovehumans generates a summary of the target candidate for your consideration. If all looks good, let’s hit “find matches".

Step 3: Evaluate Matches

When evaluating candidates for an Accountant role, it's crucial to delve beyond basic qualifications and focus on interpreting the real-world impact of their previous roles.

Here are the key aspects to consider:

Analyze Professional Experience

• Comprehensive Role and Industry Analysis: Examine the scope and complexity of past roles in accounting. Look for growth in responsibilities, such as transitioning from junior to senior accountant roles, and industry-specific experience in sectors like retail, finance, or manufacturing. Additionally, assess their ability to handle various accounting software and tools.
• Impact and Achievements: Assess quantifiable achievements such as successful financial audits, improvements in financial reporting accuracy, or innovative cost-saving measures. Understanding the scale of previous employers can also provide insight into the candidate's ability to manage projects in similar environments.
• Longevity and Stability: Evaluate the duration of tenure at each organization to gauge job stability and commitment. Frequent short stints may require context, such as project-based work or industry norms.

Deep Dive into Skills Assessment

• Technical Skills and Certifications: Verify technical skills and certifications relevant to accounting. Look for proficiency with accounting software, experience with financial reporting and analysis, and knowledge of tax laws and regulations. It is crucial to understand their ability to manage and optimize financial processes.
• Soft Skills and Interpersonal Abilities: Evaluate communication skills and teamwork, particularly through descriptions of collaborative projects. Also, assess their ability to work on cross-functional teams and effectively communicate complex financial insights to non-financial stakeholders.
• Adaptability and Learning Curve: Assess the candidate's ability to learn and adapt to new accounting technologies and environments, such as advancements in financial software or changes in regulatory requirements.

Assess Company Fit and Career Goals

• Cultural Fit and Personal Values: Analyze how well the candidate’s values align with your company’s mission and culture. This ensures they integrate well into your team and contribute positively to your work environment. For example, if your company values accuracy and integrity in financial reporting, you should evaluate their past projects for alignment with these principles.
• Aspirations and Future Goals: Understand the candidate’s career objectives to ensure they align with the growth opportunities at your company. This is particularly important for roles expected to evolve or expand, such as transitioning from hands-on accounting tasks to financial management or leadership roles.

Common Mistakes to Avoid:

• Ignoring early career roles that may provide insights into the candidate’s foundational skills and work ethic.
• Not considering the context of the candidate’s job changes, such as industry downturns or company closures, which may explain shorter tenures.
• Overlooking the importance of ongoing education and professional development in rapidly evolving fields.
• Assuming proficiency in one area translates into another without evidence, particularly in complex technical roles or multidisciplinary positions.
• Focusing too much on the quantity of connections rather than the quality or relevance to the current role.
• Ignoring non-industry-specific connections that might provide unique perspectives or skills beneficial to the role.
• Misaligning a candidate’s expectations with the realities of the role or potential for advancement within the company.
• Underestimating the importance of a candidate’s personal life goals, which can impact their satisfaction and longevity in the role.

By following these steps, you can thoroughly understand each candidate’s potential and make informed decisions that align with your company’s goals and values. Accurate evaluation not only ensures finding the right fit but also reflects our core belief at welovehumans—that every hiring process should be carried out with respect, precision, and care.

Read some important insights people tend to overlook when evaluating candidate matches:

In-Depth Guide to Evaluating a Candidate Match

Step 4 - Reach out to candidates

With your shortlist in hand, 1 click outreach is the next and last step in the process. Save time and money crafting outreach messages; welovehumans drafts personal comms to each candidate ensuring the highest chance of engagement. Reach out with one click to those you find interesting.

Here are some often overlooked insights and nice-to-know tips for effective candidate outreach specifically for an Accountant role:

• Update Your LinkedIn Profile: Ensure your profile is complete and professional, including a good photo, a clear headline, and detailed work history. This builds credibility and trust with candidates.
• Personalize Your Messages: Address Accountant candidates by name and reference specific achievements or projects they’ve worked on, such as successful financial audits or significant improvements in financial processes. This shows genuine interest and helps build rapport by acknowledging their expertise and contributions.
• Highlight Role Benefits: Emphasize the unique challenges and opportunities associated with the Accountant role. Discuss the potential for career growth, involvement in strategic financial planning, and the impact their work will have on the company’s financial health. Highlight any innovative projects or tools they will be using.
• Include a Call to Action: Provide a simple and clear next step for the candidate, whether it’s replying to your message, scheduling a call, or reviewing additional information about the role. A direct call to action increases the likelihood of engagement.
• Express Gratitude: Thank candidates for their time and consideration. Expressing appreciation for their expertise and interest can make a positive impression and encourage them to engage further with your outreach.

Do you want to know more about how to write a converting LinkedIn InMail message?

How to Write a Converting LinkedIn InMail Message - 8 Steps

Say goodbye to the 10% LinkedIn response rate and hello to welovehumans. We enhance your candidate conversion to qualification and screening calls by boosting outreach, nurturing relationships, and increasing overall excitement. Ensure candidate communication gets eyeballs, not eye rolls.