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Secrets To Learn Working With A Retained Tax Recruiter Vs. Contingency

Learn How You Benefit Retaining A Tax Recruiter

There are many things that can go right in a tax search and there are many things that can go wrong during a tax search. There is a mile wide divide in how search firms operate on your behalf. This post is about things that can happen to you while recruiting for the best tax candidates for your tax organization or connecting with an organization who needs your tax expertise. Either way, you are smart to work with the best tax recruiter you can find who has a proven track record in tax professional search. You should first ask for a tax recruiters’ experience. We always show our client list of successes: https://www.taxconnections.com/tax-executive-search-services

One Question You Should Never Ask A Retained Tax Recruiter

Whenever an experienced recruiter hears this one question, they feel minimized. The question is “Can you go to your files and send me some resumes?” The hiring authority asks, as if it is easy, to find a technically skilled tax candidate from files of thousands of potential prospects. It is not easy to do this work since an expert in tax search must do a labor intensive job of researching thousands of potential candidates, calling tax candidates to present the client tax job description, obtaining permission from a candidate before presenting to a client, screen the tax candidate for hard skills( technical) and soft skills (interpersonal skills),help tax candidates to clean up their resume to highlight their technical knowledge, making an introduction between client and tax candidate and so much more. This is not a five-minute scan of resumes in your database, it could easily take an expert 5 hours, 5 days, 5 weeks or 5 months to identify and screen the right tax candidate(s).

An expert retained tax recruiter takes pride in doing a great job screening tax candidates for a company, they never just pull a random resume like it is a 5-minute job. The job of an expert in tax executive search is much more than that. So please do not ask an expert tax recruiter to just pull resumes from their database about top tax talent since the search process is much more involved. The tax recruiter feels minimized when a hiring manager communicates they want to see resumes. Finding tax professionals with qualified technical skills, interpersonal skills and meets the needs of both parties is an important part of the tax search and screening process.

What A Good And Bad Tax Recruiter Will Do For You

Written by Kat Jennings | Posted in Tax Recruiter • Tax Recruiting • TaxConnections

As a thirty-year veteran in executive search for tax professionals, I have a special set of skills. Remember the Liam Neeson movie quote in Ransom: “What I do have are a very particular set of skills, skills I have acquired over a very long time. Skills that make me a nightmare for people like you.” However, in the case of a career in executive tax search, highly trained tax recruiters like me have skills that prevent nightmares for companies. What concerns me now are companies who are leaning on A.I. software to solve their recruiting challenges. Human recruiters will far surpass any A.I. software in identifying the very best candidates.

There is not a day that goes by without a message about A.I. in my inbox. In executive search, I do not fear A.I. but I fear the false sense of superiority in results using A.I software over human intelligence. It is known that one of A.I.s biggest flaws has less to do with technology and more about A.I. systems to making false assumptions about certain groups of people or to misidentifying people of color in facial recognition that reflects the biases in multicultural societies. Additionally, as people age, their voices often change, and I imagine this will impact A.I. results as well. Imagine being locked out of your job or bank account because A.I. does not recognize your voice. An A.I. nightmare that is bound to happen to many folks(sheeple) running into the arms of A.I. which appears to be a solution for everything these days.

Increased reliance on A.I.-driven solutions leads to less face-to-face interactions, eroding social bonds established between a recruiter and the candidates, and their impact on the search process. The art of highly successful executive search has a lot to do with evaluating candidate soft skills: interpersonal skills, problem solving, communication, adaptability, critical thinking, creativity, empathy, leadership capacity, and their ability to work successfully on teams.

Allow me to demonstrate what I am talking about with real world experience:

Tax Executive Search Case One: A company has a particular tax problem that was created by a previous employee that has put the company at great financial risk. The company and executives are under the biggest audit of their company history which could cost them 500K to 1M in tax, penalties, and interest. The company has an option of using an AI software Recruiter to find a candidate or they have the option to utilize a real human Tax Recruiter who knows the market and speaks privately with tax executives who have solved similar problems. These are private company matters that should never be input into an AI software to search for the very best executives to handle a highly confidential search for a tax executive with these skills.

( Note: Confidentiality and privacy is so important in a tax executive search because of the sensitivity involved in these searches. Communicating these sensitive matters to A.I. is not likely to happen.

Written by Kat Jennings | Posted in Tax Recruiting