The Basil Blog

Marc Basil
Marc Basil

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I am a passionate, dedicated and expert recruiter who brings unrivaled experience and expertise to my clients and candidates in the field of accounting and finance throughout the greater Chicago market."

Marc Basil is a Brand Ambassador for Brilliant, and Senior Director of Financial Search, the permanent and direct hire division of Brilliant.

He is a charismatic professional who counsels his clients with his sharp wit and keen knowledge of the staffing and recruiting industry. He has a strong insight into the accounting and finance professions with nearly two decades worth of experience. The Basil Blog is an editorial-based blog from Marc’s point of view on issues affecting his candidate and client base.


4 Ways for Managers to Boost Their Hiring Process

4 Ways for Managers to Boost Their Hiring Process

After almost two years of unemployment rates at historic lows, economists and other experts are predicting a national recession in 2020. While this prediction is uncertain, the current state of the market remains strong – with high demand for talent, especially in the fields of accounting, finance and IT.

Recently, a public accountant with three years of experience at a large firm shared with me that she receives on average, 10 messages a day through LinkedIn, from both recruiters and hiring organizations. This factor is quite telling of the current state of the market where available, quality talent is in high demand but low supply.

As a recruiting veteran, it’s clear to me that right now working professionals have the upper hand when it comes to the hiring process.

So, what can managers do to best navigate their hiring and find top-tier candidates for their open roles? For starters, they first need to rethink their hiring process.

Take a look at the 4 Ways for Managers to Boost Their Hiring Process below!

1. Streamline Interview Steps
Let’s face it … if a hiring company’s process is unnecessarily slow and cumbersome, candidates are likely to bow out. Most job seekers have a handful of options on the table, when interviewing. They’re looking for efficiency when it comes to administrative steps such as applications, references, number of interviews, follow-ups, etc. Believe it or not, the pace and seamlessness of your process says a lot about your company and its culture. Taking too long to make a decision can deter candidates away from the opportunity, or simply lead them to accept an alternative offer.

2. Offer Full Transparency
I’ve worked with numerous candidates who’ve gone through several rounds of interviews with a company, only to learn that the role is beyond a fit for them.

When navigating the interview process, one of the biggest fears a job seeker has is that their time and preparation has been a waste. Although many believe that all interviews are beneficial to one’s professional growth, if the role is far from a good fit, it’s important for candidates to know this early on. Transparency is critical when it comes to responsibilities, location, salary range and company culture, and hiring managers need to be considerate of this in order to keep the process efficient for their candidates, and themselves.

3. Communicate Your Decision
The job market is competitive and job seekers know they’re not the only candidate in the running for most opportunities. If an individual is not the right fit or no longer being considered, it’s imperative for hiring managers to communicate this to the candidate in a timely manner – and not leave them in the dark.

I’ve seen it play out all too often where the hiring manager chooses a candidate and simply ghosts the others in the running. Whether you’re a hiring manager or a job seeker, the act of ghosting is never okay. This bad habit is unprofessional and can give you and/or your company a bad name … For candidates who’ve been rejected, it’s critical to not only move on from a potential opportunity, but to learn from it and use the feedback to improve in the future. None of this is possible, unless decisions are communicated properly and timely.

4. Expect to be interviewed by the candidate
With the talent having the upper-hand in todays market, it’s just as important for the candidate to interview the hiring company – as it is the other way around. The job seeker wants to understand the role, know what to expect from the team, assess their growth potential, and gain a good pulse on the culture. Therefore, it’s important to be prepared to answer questions from the interviewee during the interview. Be sure to answer the candidate’s questions openly and honestly. Your responses will help them get a better gauge on the company. As a manager and potential colleague, candidates will value your insight and it will ultimately help them in making a decision.

Do you have any other suggestions on how to boost a hiring process? Comment below!

Categories: Hiring, Recruiter, Job Market, Labor Market | Tags: Recruiting , Hiring , Labor Market , Job market |

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Marc's Story Marc's Story

Early in his career, Marc built a solid relationship with now key leaders at Brilliant and was able to foster those relationships for many years, joining the company in early 2010, shortly after the firm opened its doors.

Because of the continued guidance from former CEO Jim Wong and current President Kathy Spearing – coupled with the opportunity to make people’s lives better each day– Marc stays compelled in his role as Senior Director of Brilliant Financial Search. Basil says, “I’m incredibly impressed with the running of the business. That, and the opportunity to work with our great clients, candidates and colleagues are what keeps me here.”

Marc's Philosophy Marc's Philosophy

  • He listens
  • He educates
  • He motivates
  • He coaches
  • He sets high expectations
  • He follows through on promises

Candidate Testimonials Candidate Testimonials

Working with Marc has been great. He helped me obtain the position that was right for me and my skills. Marc is open and honest with his recruits and is an effective communicator. He knows how to get the job done right because he stays organized and is knowledgeable about the job market. Most of all he is friendly and easy to work with. I would, and have done so on many occasions, recommended Marc as a recruiter you can trust to find the right opportunity for you.A Happy Staff Accountant

During my recent search, I worked with a few recruiters. However, none held the expertise nor prepared me for the interview as well as Marc did. Marc's initial meeting asked all the right questions to get me into roles where there was mutual interest. Marc was able to coach me through the process to present myself to my strengths as well as the hiring managers’ needs. It is truly a pleasure working with Marc, and I would be happy to work with him in the future.A Happy Senior Financial Analyst

Checkmark 5 Things to Know About Marc


He’s an avid runner. He’s ran multiple races, including a marathon, and runs 5 miles home from work every day.

Wine Glass

He enjoys good wine. His favorites are Cabernet Sauvignon and Pinot Noir.


His relationship with his in-laws is like a TV sitcom. They don’t speak English, and he doesn’t speak Spanish.


Marc was born and raised on the northwest side of Chicago – he is not a “suburban” guy.


Marc is a middle child of two sisters and two brothers.

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