1. Cearly define the requirements profile
Before you can find employees in the financial sector, it must be clear who you are really looking for. That's why the first step in any successful recruitment process is a clear requirements profile. Think about: What specific tasks should the new person take on? Which qualifications are absolutely essential - and which would be simply "nice to have"? Is there any expertise that, die can be acquired as part of the induction programme or further training?
🔍 Examples for specific questions on the definition:
- Is knowledge in SAP FI/CO required?
- Does the position include budget responsibility?
- Which competences are nice-to-have?
Avoid the typical mistake of trying to combine everything in one profile. An overloaded requirements profile quickly acts as a deterrent and can cause qualified candidates to refrain from applying.
2. Define salary range - realistic and target group-orientated
The salary issue is a decisive lever in the recruitment process. A common mistake when finding employees without a dedicated HR department: salaries that are set too low. Studies show that too little transparency or unrealistic salary ranges deter applicants. The level of remuneration should be in proportion to the requirements.
💡 Basic rule:
The more experienced and independent the person you are looking for, the higher the salary offered should be. If you are looking for a "mini-CFO", you should not offer a "junior salary".
Studies show that applicants do not apply for jobs if the salary information is significantly below their expectations or is even missing (source: StepStone Salary Report 2024). If salary and requirements profile do not match, this signals a lack of professionalism - and significantly reduces the application rate.
Define a realistic salary at an early stage and agree this internally. Also consider what other benefits you can offer (e.g. company car or public transport ticket, meal vouchers, etc.). Transparency pays off - both in the advert and in the interview.
3. Understanding the target group - recruiting a controller or finding an accountant?
The world of finance is diverse - from specialists with an affinity for figures to strategically-minded managers. A controller ticks differently than an accountant. A targeted approach is only successful if you know exactly who you want to reach.
📌 Tip: Think about what motivates the target group:
- Flexible working hours
- Home office
- Further training
- Clear structures
The better you know the interests and drivers of your ideal candidates, the more targeted you can approach them - and the better you can find employees in the financial sector.
4. Write an attractive job advert
A good job advert is more than just a list of tasks. It should be clearly formulated and appeal to the right candidates. Avoid empty phrases such as "diverse range of responsibilities" or "young, dynamic team". Be specific about what you are looking for.
The following points should definitely be included in the job advert:
- Title: precise & search engine optimised ("Accountant with Homeoffice")
- Tasks & requirements: concrete & understandable
- Salary: realistic & motivating
- Benefits: company car or public transport ticket, meal voucher, workation, sabbatical, additional health benefits, etc.
- Place of work & possible starting date
📌 Tip: Look at public job advertisements for similar positions.
5. Use the right channels
Without an HR team, there is often not enough time to use numerous platforms. Therefore: Concentrate on a few, effective channels.
✅ Suitable channels for financial positions:
- Business networks (LinkedIn & XING):
Ideal for actively sourcing qualified financial experts. This allows you to target suitable candidates - even those who are not actively looking for a job. - Job platforms such as StepStone & karriere.at:
These are among the portals with the widest reach in Austria. Anyone filling more operational or specialised positions should be present on these platforms in order to achieve the broadest possible visibility. - Your own career site & employee networks:
Don't underestimate the effect of your website. Many candidates find out about the company before applying - a professional presentation makes a convincing impression. You can also activate internal recommendations: Employees as multipliers are often the shortest route to suitable applicants. - Social media - targeted use:
For younger target groups (e.g. junior controllers or young professionals in accounting), channels such as Instagram or even TikTok can work - especially if the company offers authentic insights. - Regional job portals & media:
Depending on the location, it may also make sense to use regional platforms such as OÖN Karriere, Jobwald, meinjob.at or industry-specific portals. These often offer good value for money and specifically target skilled workers from the region.
💡 Efficiency tip: Working with a specialised recruitment consultancy can make all the difference here. Recruitment consultants take on active sourcing, write customised adverts and target your job offer to the right target group. This saves time and noticeably increases the number and quality of applications.
6. Design an efficient selection process
As soon as the first applications arrive, speed is of the essence. Top candidates are often quickly off the market. According to the Stepstone Salary Report, applicants wait a maximum of one week for a response before looking for other jobs. So organise a structured but efficient selection process.
🎯 Best Practices:
- Define clear decision criteria
- Use telephone pre-screening or one-pager for self-assessment
- Conduct targeted interviews: Don't just ask about stages in your CV, but about specific decision-making situations ("How would you book X?")
📌 Tip: Pay attention to the "cultural fit"! Hard skills are crucial, no question - but soft skills also count. Qualifications can be acquired through further education or internal training. On the other hand, personal fit is something that can hardly be "retrained": the person should fit in with the team and the company - both professionally and personally. People who share similar values, communication styles and working methods are integrated more quickly, stay longer - and often achieve more. That's why it's worth looking beyond the CV: Are attitude and personality matching the corporate culture? This is one of the key questions in the selection process.
In the following article, you will find five interview questions you should ask in order to specifically assess the cultural fit of applicants: Identifying Cultural Fit: 5 Interview Questions for Better Hiring Decisions
Compare all candidates while having in mind your decision criteria. Who has the necessary professional skills? Who is a good personal fit for the team and the corporate culture? And above all: who do you trust to develop in your company long term? Once the decision has been made, don't hesitate: a quick, transparent offer shows appreciation - and prevents top candidates from leaving the process. Expect the candidate to renegotiate your offer again (salary, home office days, etc.). This can delay the process. Also keep an eye on notice periods!
📌 Tip: Create a simple pros and cons matrix for your favourite caniddates. This will help you keep an overview and make an informed decision.
7. Onboarding employees
Once your ideal candidate has accepted your offer, the next critical step begins: onboarding employees. The first impression after signing the contract counts. A structured onboarding process determines whether new employees stay - or imeediately resign.
According to a study by Gallup (2023), around 12% of employees worldwide leave their new company within the first six months - often due to a lack of proper integration.
👉 In our blog article "Successful onboarding: 9 tips for the perfect start to your company" you will find useful tips for organising a successful onboarding.
Conclusion: Finding employees without HR - how to succeed in finance
As a manager in an SME, you often have a dual role: strategic corporate development on the one hand and operational recruitment and development on the other. With a structured approach, realistic expectations and the right tools, you can successfully find employees in the finance sector, even without your own HR team.
But you don't have to do everything on your own: An experienced recruitment consultancy can not only take the work off your hands, but also ensure that you find the right candidates more quickly. They take care of the approach, pre-selection and interviewing and support you in the decision-making process. They also have the expertise that makes the difference, especially in the financial sector.
