Industry Insights

When a client urgently calls asking for help reviewing resumes for a key finance hire, it can feel risky for the accounting firm—especially when there’s no obvious benefit and plenty of downside if things go wrong. A poor hire could reflect badly on the firm if the candidate lacks the technical skills needed, even though the firm’s involvement was informal.

In leadership and high-accountability roles, especially within professional services, Drive and Motivation are key indicators of long-term success. These traits, though essential, are often difficult to measure objectively during hiring or development processes. The Accountests Personality Profile Questionnaire (APPQ) offers a robust solution by assessing Drive and Motivation through the Big-5/OCEAN personality model. It helps employers pinpoint candidates who are not just capable but also intrinsically driven to succeed.

In public accounting, hiring the wrong person doesn't just lead to financial loss—it causes partner stress and harms team morale. Drawing on 25 years of experience, the blog introduces a Bad Hire Calculator, which helps firms quantify the true cost of hiring mistakes based on specific internal practices (e.g., use of recruiters, firing timeline).

This blog emphasizes the importance of creating a standout first impression to attract and secure top accounting talent, even when the job itself is similar to others on the market. It outlines three simple, zero-cost steps to set your firm apart.

The accounting industry faces a major talent gap, with too many open positions and too few qualified professionals. Retention is becoming as crucial as recruitment, but some firms are pulling back from diversity, equity, and inclusion (DEI) efforts due to political pressures. This move risks alienating key talent, particularly women and underrepresented professionals, who are already underrepresented in leadership roles.

The Staffing Strategies report from the Center for Accounting Transformation highlights key challenges and solutions in closing talent gaps within accounting firms. While many firms acknowledge burnout due to high workloads, they also believe they maintain strong team collegiality. To address staffing shortages, firms commonly rely on hiring, offshoring, demand management, and technology.

The blog discusses how job candidates can improve their interview performance, especially when answering personality and team-fit questions. It shares the story of "Sarah," who successfully used the Accountants Personality Profile to prepare for her interviews.

A successful staff induction should be a structured and personalized process that helps new employees integrate smoothly into the company. It should include an overview of the organization, its culture, values, and key personnel, along with role-specific training and workplace orientation.

Mike Manalac, CPA, shares his journey from public accounting to the tech industry, offering actionable advice for accountants looking to make a similar move. To break into tech or any competitive industry, be strategic, stand out, and take bold steps.

This blog discusses best practices for hiring university and college graduates, particularly in accounting and bookkeeping. Since graduates often lack extensive work experience, employers must assess their potential through testing.

The blog explores the increasing involvement of private equity (PE) in accounting firms and its potential impact on firm owners, emerging leaders, and staff accountants

Top accounting firms excel by aligning their hiring practices with strategic goals, focusing on candidate-centric job ads, leveraging employee referrals, and using data-driven tools like skills tests and structured interviews. A comprehensive approach that includes tailored onboarding and ongoing development helps firms attract, hire, and retain top talent while minimizing costly hiring mistakes.