For some years one of the biggest challenges for accountancy firms, of all sizes, has been securing reliable support. Whilst there are some crucial differences depending on whether this could be the first recruit or a need to grow the team, some of the issues are the same regardless of the size of the
My advice here re building and promoting your firm's brand is controversial. And of course there will be some exceptions. But I would urge you to read this post with an open mind before deciding whether or not YOUR firm really is one of those exceptions. Let's start with ten top accountancy brands. As
Many accountants, even in the smallest of firms are keen to recruit the right people. In our mentoring conversations we will often discuss what type of person and experience is really needed and where compromises may be necessary. Often the upshot is a candidate profile that is more relevant and and easier right find
Below you will find a ten point list of what matters to an accountant's client who has just posted a glowing and comprehensive testimonial for them. The client shared the list on Linkedin and I have copied it here and added my related observations. I know the individual concerned . For many
It's nearly 20 years since I was headhunted by a 12 partner of accountants in North London, who wanted to recruit their first tax partner. I explained to the headhunter why I wasn't interested. In the event I agreed to meet with the managing partner who tried to persuade me to reconsider.
For as long as I have been writing and speaking about the future I have been stressing that finance professionals need to develop their business skills. Being technically competent and up to date is not enough. That's like having a basic cake mix - without any flavouring, decoration or colour. It's rarely
The biggest issue facing accountants in practice these days isn't the rise of robo-accountants, AI or cloud computing. The challenge that seems to hold many firms back is the same old chestnut it's always been. It's the difficulty in finding good people to join the firm. Almost every week I get approached by the
A Thomson Reuters survey of 350 UK accountants in June 2018 revealed six key areas to consider "as you step into the next decade". I have added my own commentary and views to the headline topics below: 1. Accept business model change The accountants believe that compliance will continue to sit at
Another day, another request for me to to help find someone to fill a vacancy at a smaller firm. On this occasion it's for a sole practitioner in the Berks/Oxfordshire area. I thought it might be helpful to list out some of the elements of my advice: - Create a simple job spec that
Since posting the first part of this blog on filling vacancies at professional firms I have been delighted by the general agreement that has met my observations. I have also received a number of requests to share what I think could be included on professional firms' websites to attract the best candidates. And let's
I thought I'd share some thoughts here that I have raised with many firms over the years in the context of their recruitment needs and how they fill vacancies. I touched upon this in a recent series of postings 'winning the war for talent'. Imagine for a moment that your firm has placed a
In parts one and two of this series, I summarised the first four steps that accountancy firms and other ambitious professional service firms need to consider if they want to attract and retain the right people to work for them. Having made a job offer and had it accepted we can now move onto
In part one of this series, last week, I summarised the first two steps that accountancy firms and other ambitious professional service firms need to consider if they want to attract and retain the right people to work for them. After those two preparatory steps we can now move onto the interview stage and what
Accountancy firms and other professional service firms have long been competing in what has become known as the 'war for talent'. I've never liked this epithet but the only alternative one hears (the 'battle for talent') also sounds as if it belongs in a bygone era and is more relevant to the armed forces than
