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2018-05-09 23:44:47Growing Your PracticeEnglishLooking for the best of the best? Finding talented accountants to join your accounting firm or business can be a challenge. Whether...https://quickbooks.intuit.com/au/resources/au_qrc/uploads/2018/05/iStock-817171636.jpghttps://quickbooks.intuit.com/au/resources/grow-your-practice/accountants/5 Strategies For Recruiting Top Accountants | QuickBooks Australia

5 strategies for recruiting top accountants

2 min read

Looking for the best of the best? Finding talented accountants to join your accounting firm or business can be a challenge. Whether you’re looking for one or ten new hires, we’ve put together five strategies to help you attract the best possible people to your accounting company.

Make your company attractive to potential candidates

Consider what makes your company or organisation great to work for and bring those strengths to the table. Whether you’re writing a job description or conducting an interview, it’s important to make your company attractive to prospective candidates. Showcase what your company is all about, mention the employee benefits and how the company can help potential employees succeed in their careers. If your company is seen as a desirable workplace, it should result in an increase of high-quality applicants.

Write detailed job descriptions

It can be tempting to simply copy and paste job descriptions in order to save time, however it’s important to tailor each one to the available position. The number of applicants you receive for a role is not important, you want to make sure you are hearing from candidates who are the right fit for the role. The more information about the job you can include in the description, the better. Be clear, be concise, and accurately describe the role and the skill set you are looking for.

Woman having job interview in officeTrain your managers on best interview practices

Every manager is different and every team is different, but the interview process should be relatively similar within the company. If you don’t already have one, create a company policy or at least a few guidelines for managers to follow when conducting interviews. Standardise the interview questions and the suggested exercises, and keep the length of the interview reasonable. You should also decide how many interviews each candidate is required to complete before being offered a role with the company.

Create a referral program

One of the best ways to find new staff members is word-of-mouth. Not only does this save time but you already have someone who can vouch for the candidate’s skills and abilities. By offering some sort of incentive, you can encourage staff to refer friends or co-workers, creating a win-win situation for everyone. Just remember that the only way existing employees will refer others, is if they are happy with their workplace, which is why it’s important to invest in your staff.

Streamline your onboard process

Once you have found your ideal candidate, it’s important to get them onboard in a professional and timely manner. Signing off on paperwork, getting technology ready and ensuring all associated systems are up-and-running, is all part of the onboarding process and one that can make a great (or not-so-great) first impression. Streamline your processes so contracts are quickly sorted, and there’s clean desk and working computer ready to go on day one. Remember, first impressions last.

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Information may be abridged and therefore incomplete. This document/information does not constitute, and should not be considered a substitute for, legal or financial advice. Each financial situation is different, the advice provided is intended to be general. Please contact your financial or legal advisors for information specific to your situation.

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