Accounting firms thrive on making personal connections with their clients. Whether a candidate or a client will join your firm highly depends on your firm’s reputation. Accounting candidates want to work at reputable firms where they can influence key stakeholders and build connections.
A company’s reputation is determined by a variety of factors. According to Glassdoor research, compensation and career growth account for the top two employee motivators. Incorporating these two elements in your hiring practices can make a huge difference in your reputation.
Reputation can be categorized as both negative and positive. Unfortunately, negative reputation has an outsized impact that can make it difficult for your company to compete.
Does reputation matter to accounting candidates? And how can you contribute towards improving your firm’s reputation to attract top talent?
Effective recruiting process
Reputation starts at your doorstep. An accounting candidate would typically make a perception of your firm in the first interview. If you are ghosting clients after interviewing them, that leaves a negative impact on your organization’s hiring process. If you are responsive and value the candidate’s time, they will speak favorably about you.
These days candidates share their hiring experiences on platforms like Glassdoor. A candidate’s negative experience can seriously hurt your firm’s reputation.
Appealing organizational attributes
Every organization is known for certain attributes it possesses. For example, some may value consistent change, while others may focus on accountability.
While most firms possess great attributes, incorporating certain values can make you stand out from the competition. For example:
- Flexibility: Employees today demand flexibility at the workplace to avoid commuting and to have a better work-life balance. A hybrid work environment can be a great way to show flexibility for your employees.
- Career Progression: The accounting profession has a lot of scope for career growth. To succeed in an accounting career, candidates need to be constantly learning and growing. Your firm must promote training and career growth option to help candidates succeed.
Importance of talented managers
According to Deloitte’s data, 82.3% of hiring managers at public companies are struggling to find and retain accounting talent.
An interview with a hiring manager is a critical step in the hiring process. The hiring manager acts as a mouthpiece for a company. This is because the candidate learns about the company and the potential team through the hiring manager. Talented managers attract talented candidates. Top talent wants to work with firms where managers are educated and experts in their fields.
Inclusive work environment
There’s a reason why diversity and inclusion are hot topics of the 21st century. Both values contribute heavily to a firm reputation. Accountants have to provide the same level of treatment to everyone, regardless of who they are and where they come from.
Does your firm hire women, minorities, and members of the LGBTQ community? Opening up your doors to a diverse set of candidates can help tackle talent shortage and also promote a healthy work culture.
Are you looking for high quality accounting talent for your firm? Russ Hadick & Associates can help you find the right talent and develop practices that attract top talent.
It is not only easy to find a career in construction without a college degree, but with the right training and hard work, one can make great advancements too.