6 Tips for Accounting Firms on Recruiting the Best Professionals

Recruiting top talent is one of the biggest challenges facing accounting firms today. With a competitive job market and a limited pool of skilled professionals, finding the right candidates can feel overwhelming. We’re here to help: here are six actionable tips to help your accounting firm attract and secure the best in the industry.

1. Do a Brand Audit

First impressions matter, even in recruiting. Start by doing a quick brand audit. Search your company’s name on Google and review what potential job candidates are likely to find. Do the results paint a positive picture of your firm? If you notice outdated or negative information, it’s time to take action.

Consider working with a reputation management company or an SEO expert to enhance your online presence. Not only does this help push positive articles and reviews to the top, but it also ensures that your firm appears credible and trustworthy to prospective employees. Remember, the perception of your firm’s brand can make or break a candidate’s decision to apply.

2. Make Your Website a Recruiting Powerhouse

Your firm’s website is often the first place candidates will visit. Think of it as the “face” of your company. It should accurately represent your firm’s culture, values, and the unique benefits of working with you. A dedicated “Careers” page is essential for this. Use it to showcase your company culture, highlight your mission, and share testimonials or success stories from current employees.

Don’t forget to optimize your “Careers” page with clear calls-to-action. Make it easy for candidates to explore open positions and learn about growth opportunities. Ensure your site's design and content communicates professionalism and warmth at the same time.

3. Leverage Employee Testimonial Videos

Telling candidates what’s great about your firm is effective, but showing them is even better. Video content is a powerful way to engage potential hires and demonstrate what makes your firm unique. Have your current team members share what they love about working at your firm.

Whether it’s team camaraderie, mentorship programs, wellness initiatives, or flexible work schedules, these are the features that will resonate with the right candidates. A short, authentic video on your website or LinkedIn page can make a lasting impression and convey your firm’s values more effectively than words alone.

4. Use an Applicant Tracking System (ATS) or CRM

Managing candidates effectively is half the battle in recruiting top talent. An applicant tracking system (ATS) or CRM allows you to streamline your hiring process, keep candidate information organized, and stay in touch throughout their career lifecycle. Hiring exceptional talent is often a long-term process, so maintaining strong communication is crucial.

For example, if a candidate isn’t the right fit today, an ATS can help you nurture that relationship and revisit them for future opportunities. The timing of your outreach can also be strategic. Keeping in touch with high-potential candidates, especially during key moments like missed promotions, increases the likelihood of attracting them to your firm.

5. Write Compelling Job Descriptions

An enticing job description can be the ticket to attracting A-level professionals. Don’t just list skills and responsibilities; emphasize what sets your firm apart. Highlight elements like your mission, core values, workplace culture, and growth opportunities.

Strong job descriptions communicate more than just the nuts and bolts of a role. They appeal to the emotions of the candidate. Include benefits, perks, and career-advancement details to create a vision of success and fulfillment within your firm. Writing with clarity, enthusiasm, and inclusivity will make your job postings stand out from the crowd.

6. Establish a Referral Program

A strong referral program taps into your employees’ networks and incentivizes them to bring quality candidates to your firm. Start by creating a structured process for referrals, including guidelines for how employees can recommend candidates. To make it even more effective, offer meaningful rewards for successful hires, such as bonuses, gift cards, or exclusive experiences.

Timing is key. Reward employees after a referred hire has completed a set period of employment, such as three or six months. This ensures that referred candidates are committed and a good long-term fit. Additionally, communicate frequently about the referral program to create excitement and encourage participation.

In today’s competitive hiring landscape, attracting top talent requires more than just posting a job ad and hoping for the best. Accounting firms that take a strategic, marketing-driven approach to recruitment stand out in a crowded field and position their firm as an employer of choice.