Attracting top talent is crucial for any organization, and at KEB, we take our campus recruitment efforts seriously. With a commitment to transparency, honesty, and building genuine connections, we aim to find individuals who not only meet our technical qualifications but also align with our firm’s values and culture. We recently sat down with Brooke Valenti-Jouett, our HR Manager, to discuss KEB’s approach to campus recruitment and how we ensure we attract the best and brightest candidates.

 

Q: What strategies does KEB employ to attract top talent during campus recruitment season?

Brooke: Our strategy revolves around clear communication and building authentic relationships. We believe in being transparent about our expectations and goals from the start, which helps establish trust with potential candidates. Rather than merely ‘selling’ KEB, we focus on having meaningful conversations about our firm, the opportunities we offer, and what candidates can expect if they join our team. This approach not only attracts those who are genuinely interested in KEB but also aligns their values with ours, creating a win-win situation for both parties.

 

Q: How has the campus recruitment process evolved at KEB in recent years?

Brooke: We’ve significantly ramped up our campus recruitment efforts. In recent years, we’ve more than doubled the number of campus events we attend. This expansion is part of our broader strategy to increase our visibility among students and ensure they are well informed about the diverse opportunities we offer. We want to be seen as a strong, reputable choice for young professionals starting their careers in accounting and beyond.

 

Q: Can you walk us through a typical recruitment cycle for KEB during campus season? What are the key stages from start to finish?

Brooke: We aim to keep the process simple and efficient. It typically consists of two main stages:

1. Virtual Interview: Candidates initially participate in a virtual interview, which provides them with the flexibility to engage with us from their location. This stage allows us to get to know the candidates better and understand their aspirations and skills.
2. In-Office Interview: The second stage involves an in-office interview. This gives candidates the chance to meet with professionals from their area of interest and get a feel for our firm’s culture. It’s an excellent opportunity for both parties to assess the potential fit. Following these interviews, we extend offers to those who we believe will thrive at KEB.

 

Q: How does KEB ensure that its campus recruitment efforts align with the firm’s overall talent needs and goals?

Brooke: Our recruitment efforts are closely tied to the firm’s strategic goals. We work closely with various departments to understand their specific needs and identify the skills and qualities that are most important for future hires. This collaboration ensures that our campus recruitment aligns with the broader talent needs of KEB, and we’re not just hiring for today but also planning for the future.

 

Q: How does KEB maintain relationships with universities and career services to ensure a strong pipeline of candidates?

Brooke: We’ve developed robust relationships with universities through regular communication and active participation in campus events. We engage with career services, faculty, and department heads to stay connected and ensure that students are aware of the opportunities available at KEB. Our ongoing dialogue and presence at career fairs and networking events have established KEB as a trusted partner on campus, which helps us maintain a strong pipeline of candidates!

 

Q: What challenges do you face during the campus recruitment season, and how do you overcome them?

Brooke: One of the biggest challenges we face is competing with the more well-known ‘Big Four’ firms. Many students are not as familiar with KEB, so we have to work harder to build our brand on campus. To address this, we participate in a variety of events to increase our visibility and directly engage with students. We emphasize the unique benefits of working at KEB, such as our supportive culture, diverse career opportunities, and the chance to make a significant impact from day one.

 

Q: What advice would you give to students looking to stand out during campus recruitment events?

Brooke: My advice is to be authentic and well-prepared. Do your research on the firms you’re interested in and come prepared with thoughtful questions. Demonstrating a genuine interest in the company and showing that you’ve taken the time to understand who we are will make you stand out. Also, be confident in your abilities and be yourself. We’re not just looking at your resume; we want to get to know you as a person!

 

Q: Can you share any recent success stories of campus hires who have made a significant impact at KEB?

Brooke: We’ve had several recent hires who have quickly become integral parts of their teams. One particular success story is a recent graduate who joined us as an intern and, through their hard work and dedication, has already been promoted to a full-time role. They’ve brought fresh perspectives to our team and have been instrumental in driving some of our recent projects forward. It’s exciting to see the impact our campus hires can have so early in their careers!

 

As campus recruitment season continues, KEB remains committed to finding and nurturing the next generation of talent. With a transparent and efficient recruitment process, strong university partnerships, and a focus on authentic engagement, we’re confident that we’ll continue to attract candidates who are not just looking for a job, but a long-term career with a firm that values their growth and contributions.