CEO Guide to Hire an Accounting Team for your Startup

When it comes to hiring new employees, there is a lot at stake. A great new hire in accounting recruiting can help your company grow and flourish, whereas a not-so-great hire can literally cost you and affect your employees' morale. And, as you may know, finding and attracting qualified candidates has been difficult in the accounting industry.

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In this article will assist you in how to attract and hire top accounting talent, allowing you to smoothly navigate the accounting recruiting process and confidently hire your new staff member.

The Consequences of a Bad Hire

Hiring the wrong person can have a significant impact on your company. A bad hire can cost a company up to two and a half times the employee's salary. A poor hire can have a negative impact on your team's morale, causing a domino effect in which their productivity suffers as well. Employees who are unmotivated can have a negative impact on others, even resulting in financial losses.

Identifying the Best Accounting Talent

Obviously, making the right hires can save you money and have a negative impact on your employees' morale and productivity.
It is critical not to rush your hiring process. Yes, the competition for talent is fierce, but we recommend recruiting at a pace that allows you to really get to know your candidates so you can determine if they are the right long-term fit for your firm.
Spend as much time as you need selecting candidates for interviews to save yourself future stress. Take the time to get it right the first time. Move as quickly as you can comfortably, plan ahead of time, and keep an open mind.

Why is Accounting Staffing So Difficult and How can it be Improved?

Before you can fix something, you should first understand why or how it broke in the first place. Two factors are driving the accounting industry's talent shortage. The first point to mention is technology. The second factor is more discriminating job seekers.
Accounting firms are looking for accounting professionals who not only know accounting, but also understand technology, know how to work with it, and leverage it for the business.

For candidates, their job search entails more than just a good salary and health benefits. According to a Manpower survey, flexibility, education, a sense of purpose, as well as experience and exposure, will greatly increase a candidate's chances of joining an organization.
By providing these benefits to candidates, such as continuing education courses, the opportunity to lead a project, or a flexible working arrangement, you may increase your chances of attracting top talent who will work for you for years to come.

4. Using an Accounting Temp Agency to Meet your Staffing Requirements

A temp agency's recruiting team will pre-screen accounting and finance candidates, saving you time and making the process relatively quick. On the other hand, you want to work with a temp agency that is right for you, and you should "interview" a few before making your decision by asking questions like "How do you recruit candidates?" "How do you screen applicants?" "How long does it take to find a suitable candidate and fill a position?" and "How much does it cost to use your services?" can take some time.

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Key Questions to Ask Candidates for an Accounting Job Interview

You've chosen a few candidates to interview. Congratulations! Now, really dig into what they have to offer and see if they're a good fit by asking the following key questions:

• Describe one of the most difficult obstacles you've faced in your accounting career and how you overcame it.?
• How do you stay current on accounting rules?
• Have you ever encountered an ethical concern at work, and how did you handle it?
• What trends will have the greatest future impact on accounting?
• Is it better to be perfect and late OR good and on time?
• Give me an example of how you increased the efficiency of an accounting procedure or process.
• Accounting mistakes can be costly. How do you ensure the accuracy of your own work?

Top Things to Think About

• Adopt a formal hiring process; otherwise, bad candidates will infiltrate and dilute the pool. The procedure should outline the steps to be taken during each phase. Structure makes the process easier and reduces some of the stress associated with hiring.
  
• Using phone or video interviews, vet candidates early in the process. This step is critical for weeding out candidates who have impressive resumes but fall short in real life. Formal interviews should only be conducted with candidates who you truly consider to be potential employees.
• Make good use of references. Employers frequently skip this step because it is uncomfortable or they are unsure of what questions to ask. We've honed our skills at asking the right questions to elicit information that you wouldn't normally learn during an interview.

To attract the right employees, you could:

• Distribute the job description to all of your employees;
• you could even consider rewarding them if they refer someone who is hired for the position.
• Search LinkedIn for suitable candidates - let's face it, that's what recruitment consultants do!
• Blog about what you require.
• Post messages in online forums and LinkedIn groups that are frequented by the people you are looking for.
• Tweet about the position and what you require.
• Inquire with your network, suppliers, and even clients.
• Use your LinkedIn status update to inform people of your requirements.
• Maintain a strict hiring procedure.

Conclusion

Attracting and hiring qualified professionals entails several factors, including overcoming the challenge of finding qualified staff, deciding whether or not to use an accounting temp agency, deciding what questions to ask candidates in interviews, and determining what assessment tests to administer.
We hope that by providing you with information on these factors, this guide will assist you in making the right hiring decisions to take your business to the next level.

About Jordensky

At Jordensky, we are committed to providing an experience of the highest caliber while specializing in accounting, taxes, MIS, and CFO services for startups and expanding businesses.

When you work with Jordensky, you get a team of finance experts who take the finance work off your plate– ”so you can focus on your business.

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