Accounatncy & Finance Recruitment
We know accountancy & finance recruitment
And understand your pain points...
Sourcing high-quality professionals
As the leading accounting and finance recruitment agency, networking is at the heart of our consultants' work, giving us access to a talent pool of passive and active professionals for when your vacancy arises.
As part of your recruitment drive we’ll advertise your vacancy as widely as possible to attract candidates to the role, as well as approach professionals with the right skills, knowledge and experience who are not actively seeking a new role. We screen the applications on your behalf, and only put forward the most suitable professionals for your consideration.
Negating counteroffers There’s nothing worse than going through a thorough process and pinpointing the perfect new recruit, only for them to accept another offer. This is regular challenge in accountancy and finance, with professionals in high demand. They will often have several offers at any one time, as well as being counter offered by their current employer.
Our experienced consultants always highlight the prospect of counteroffers throughout the engagement process with both you and your prospective employee. We will guide you on the correct package required to secure the ideal person for the role, while also highlighting to applicants the benefits of your vacancy.
Candidate vetting All applicants are fully vetted and undergo a full interview process with your consultant. Our specialists confer with you on the pre-screening questions and minimum competency levels you require, ensuring all applicants are assessed to your specification before recommending them for interviews.
And, to offer you peace of mind, all interim and temporary candidates undergo a vigorous compliance and referencing process before starting work with your organisation.
Understanding your requirements Our expert consultants are exactly that: consultants. Using a consultative approach, they apply their extensive experience in the sector to understand the nature of your vacancy and ensure they source candidates whose personality, knowledge and skills fit the role.
Your recruiter will communicate with you throughout the process highlighting their progress, and relaying key information to help you select the perfect new employee.
Supporting your recruitment process We manage the entire recruitment process, from the opening of a vacancy through to onboarding your new team member. Our consultants will be in regular communication with you and your prospective employees from beginning to end.
Your consultant will be fully aware of candidates’ thought processes throughout the hiring cycle, ensuring we know about other applications they have made and how this may impact your vacancy. Our consultants will provide interview preparation for you before any scheduled meetings, as well as offering interview support as and when you require it.
Our accountancy & finance specialists
Dermot Curran
Executive Consultant Reed Dublin
David Rodgers
Senior Executive Consultant Reed Dublin
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What's happening
1 mins read
Menopause policy (downloadable template)
Among the many practical workplace measures employers can offer to support employees going through menopause, a dedicated menopause policy will provide a foundation for fair treatment and a point of reference for employees in need of advice or guidance. A willingness to listen to those who are facing this sometimes-challenging life stage amplifies a company’s culture, demonstrates a commitment to learn and act, ultimately leading to greater employee happiness and retention, and new talent attraction.
To help you decide on the type of support you might offer your employees, we have created a menopause template outlining what menopause is, who it affects, common symptoms and some practical steps that might be considered to help people manage their symptoms at work – from flexible working to desk fans and access to quiet wellbeing spaces.
In June 2023, Reed conducted a snap survey of 1,000 employed women in the UK aged 45-54 who are experiencing the menopause. When questioned whether they felt their symptoms affect them at work physically, 74% agreed – while a shocking 77% said they felt their symptoms impact them mentally.
And while 44% state they are comfortable talking to their employer about menopause, an almost equal number – 42% – are not, suggesting more needs to be done to support workers.
According to the survey, 46% of people said their employer does not have a menopause policy in place, while 28% didn’t know. Using our template can remove the doubt and uncertainty among staff and instil confidence in receiving support when needed.
Our editable workplace menopause policy template includes:
What is menopause?
Understanding the terminology
Some common menopause symptoms and the support available
Key responsibilities and who to contact
Additional support
Menopause can no longer be swept under the carpet – our policy template can be used as a guide to update your current policy, or will allow you to create a policy if you don’t already have one.
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5 mins read
Best practice for creating an induction checklist for new staff
Inductions are vital to ensuring new staff settle into an organisation and make a positive impact. Using a straightforward induction checklist can make onboarding simpler and more effective.
A concise and well-structured induction checklist for new staff can heighten the entire induction process, leading to seamless onboarding and, most importantly, allowing the new starter to hit the ground running.
Using an induction checklist can remove some of the pressures managers and HR professionals face. We examine everything you need to know about an induction checklist.
What is an induction checklist?
An induction checklist outlines the activities set for a new employee to complete within the initial stages of their employment. Its purpose is to ensure objectives are met and organisational matters are understood and to avoid omission or duplication of information.
A staple of the onboarding process, an induction checklist is a critical tool that has proven success in effectively managing new starters. It doesn’t, however, cover tasks that need to be done before the new employee arrives. Equipment, uniform, passwords and software access should be planned well in advance so that the new starter has everything they need from day one.
The benefits of creating an induction checklist
An induction checklist helps your employee settle in quickly, giving them a sense of direction from the start of their career at an organisation. This will improve their overall productivity, through the checklist’s set tasks aimed at increasing their knowledge of the company, their rights and, ultimately, their responsibilities. Induction checklists don’t just benefit employees, they can also make a manager’s job simpler.
During the induction process, an induction plan template helps ensure the right materials, policies, procedures, and workflows are all actioned and accounted for.
Using a staff induction template prepares the new employee for each step, reducing any anxiety, while also making sure all necessary administrative areas are covered. A well-structured checklist can ensure the smooth running of the induction process and can also be transferable to most roles across multiple sectors.
What should be included in an induction checklist?
The activities and tasks listed in an induction checklist vary from organisation to organisation, depending on various elements including the size of the company and the sector or industry they fall under. Popular inclusions are as follows:
Employee's personal information
This section includes the name of the employee, their job title, staff ID number and start date. Some employee induction templates also include a detailed list of all paperwork that needs to be compiled and submitted to human resources on the first day (passport, p45, qualifications etc.).
First day tasks
Ensuring that new employees are familiar with their surroundings and the people around them is crucial on the first day of work. New employees should meet fellow team members and relevant managers, be assigned a workstation, issued with office ID badges and given a tour of the facility.
Introduction to the company
An introduction to the company should be conducted within the first week of the new starter joining the business. This gives the new employee the chance to learn more about the company's history, values, management style, objectives, products and services, organisational structure, and key stakeholders.
Introduction to the role
Most importantly, the employee will need an understanding of how they fit into the organisation, their day-to-day tasks that integrate into the company's practices, their main responsibilities and priorities, as well as department-wide goals and objectives.
Terms of employment, such as pension contributions, working hours, pay, lunch breaks, annual leave and claims and expenses should also be covered.
Induction checklists should also include an organisation's code of conduct, discipline, absenteeism, and relevant policies. Other information such as office dress code, operating procedures and use of company resources need to be relayed to the employee.
Health and safety
New employees will need to attend training to learn the company's health and safety policies, including first aid, safety measures, emergency evacuations, firm alarm drills, as well as the location of fire extinguishers and first aid kits.
One month review
After one month in the role, it would be worth the new starter having an extended one-on-one meeting with their line manager to evaluate how they are adjusting to their role and whether there is a need for further training or development.
Three-month review
The line manager should hold further discussions with the employee to review performance, pinpoint areas of improvement and set longer-term objectives, while adjusting any targets if the employee is either up to speed or slightly behind.
Six-month review
If the employee is on a six-month probation, this is the point to decide whether to retain them, release them, or extend the probation if needed. If the new starter passes their probation period, objectives will then need to be set for the next six months. The six-month mark presents a prime opportunity to ask the employee for feedback on the induction process, what they think worked well and what they feel could be improved.
Do remote employees need an induction checklist?
They may not be in the office, but that doesn’t mean remote employees don’t need an induction checklist. In fact, an induction is even more important to remote employees, who can often feel isolated or become inadvertently left out.
As remote onboarding becomes more common, use of an induction checklist should eventually become standard practice.
Our free induction checklist template is designed to simplify the onboarding process and support your new starters through their first six months.
Whether you are looking for guidance to use across your own company, or interested in learning more about what you need to include, our comprehensive checklist is an indispensable tool to help you and your new employees.
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1 mins read
Interview question generator - New Reed AI tool
Why should recruiters and hiring managers use our tool?
Well-crafted interview questions are essential for determining an interviewee's skills, experience, and fit for the role.
If you are looking for good interview questions for recruiters or managers, our interview question generator is your go-to resource for fast, comprehensive interview question generation, providing you with a wide range of relevant and effective questions to choose from.
Our tool uses advanced AI algorithms to generate a list of interview questions to ask candidates that are tailored to the specific requirements of the role and your company. Using the tool ensures that the questions you ask at an interview are relevant, effective, and comprehensive, allowing you to gain a deeper understanding of each interviewee’s strengths and weaknesses. Our interview question generator will save you time and effort, while ensuring that you are asking the right questions to identify the best candidates for your open positions.
Tailoring questions to your industry and role
Our interview question generator will craft a set of interview questions to suit any role, in any sector, across a range of seniority levels, from entry level to c-suite.
Helping recruiters and managers craft better interview questions
By highlighting your top-three most sought-after soft skills, this AI-powered interview question generator will align with your hiring needs, helping you uncover the best talent to help your team thrive.
Helping hiring managers save time
What used to take hours of searching the internet for the best interview questions, will take you no more than five minutes.