Innovative Strategies for Recruitment and Retention

Recruitment and retention are critical for accounting firms navigating today’s talent landscape. During recent Boomer Talent Circle roundtable discussions, talent leaders from several top firms shared their recommendations for innovative and practical approaches to recruiting and retaining talent.

Here’s a look at the insights they shared. 

Recruitment strategies 

Attracting top talent requires creative approaches that resonate with today's workforce while addressing the profession's evolving needs. 

Platforms like LinkedIn and Instagram are invaluable for highlighting firm culture, work-life balance initiatives and employee stories. Authentic content gives potential hires a glimpse of what it’s like to work at your firm, making it easier to attract candidates who align with your values. 

Work to build a talent pipeline by partnering with high schools and local colleges. This introduces students to the accounting profession early and fosters interest. Internship programs, guest lectures and campus presence can solidify your firm as a top choice for future accountants. 

Expand beyond traditional hiring methods by leveraging vendor networks for specialized roles, exploring offshoring for certain tasks and targeting candidates with non-traditional accounting backgrounds. These strategies diversify your talent pool and address specific firm needs. 

Retention through employee experience 

Keeping employees engaged and committed hinges on creating a positive and supportive workplace environment. 

Here are a couple of ideas for improving employee engagement: 

• Create recognition programs. Recognize non-billable contributions through quarterly culture awards or client experience excellence awards. These programs reinforce the value of employees’ efforts beyond technical work and create a sense of belonging and pride. 

• Offer flexible work arrangements. Burnout and lack of work-life balance are hurdles for attracting and retaining talent in accounting. Offering flexible schedules like 1900-hour models, 9/80 workweeks or even sabbaticals and summer Fridays promotes work-life balance and helps combat fatigue. 

  
  

Learning and development as a retention tool 

Opportunities for professional growth are among the most effective ways to retain top talent. Create career pathing frameworks to expose employees to various disciplines within the firm. This helps them discover their strengths and interests while building diverse skill sets. 

Platforms like LC Vista allow firms to deliver tailored learning experiences, offering role-specific courses and certifications. These programs empower employees to continuously grow. 

Leadership programs and personalized coaching opportunities also prepare employees for greater responsibilities and show that the firm invests in their future. Employees who see a clear path to advancement are more likely to stay. 

Engagement and alumni relations 

Structured "stay interviews" offer insights into what employees value most and where the firm can improve. Address concerns early through performance coaching or tailored retention strategies to reduce disengagement and turnover. 

Retaining employees isn’t just about their time at the firm—it’s also about keeping them engaged as alumni. 

Build alumni networks for former employees by hosting events, creating newsletters and maintaining connections through social platforms. This helps turn former employees into advocates and potential clients. These relationships also provide a pool of candidates for rehiring when circumstances change. 

The importance of transparency 

Transparency in communication is foundational to effective recruitment and retention. Employees want to understand their trajectory within the firm. Clear communication about roles, expectations and performance goals helps align their efforts with organizational objectives, fostering trust and motivation. 

Provide employees with a roadmap for success, including timelines for promotions and required competencies. This kind of transparency minimizes ambiguity and supports engagement. 

Innovative recruitment and retention strategies aren’t optional in today’s accounting landscape—they’re essential for building a sustainable and thriving firm. By showcasing culture, prioritizing employee experience, investing in learning and development, maintaining strong alumni connections and fostering transparency, you can attract and retain the talent you need to create success for your firm well into the future. 

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Could your firm’s HR and talent leaders benefit from a peer network? 

The Boomer Talent Circle is a community of talent leaders from forward-thinking firms who are committed to aligning human resources and firm strategy at the highest levels. Apply now to start shaping your firm for the future. 

Apply Today

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As a Solutions Advisor for Boomer Consulting, Inc., Kylie Pruser is excited about engaging with clients, helping them solve their problems, enrich their businesses and grow. Her primary focus is on communities, including the Talent Circle, Learning & Development Circle, and Operations Circles.