Any manager or leader working in public practice right now will be well aware that the market is stacked in the candidates’ favour. Rising salaries and increased demand for each and every candidate that we represent is driven by a skills shortage. There’s simply not enough qualified and experienced accountants to go around.
But even in this situation there will be winners and losers. Here’s how to make sure that your firm is one of the winners and continues to thrive despite the skills shortage.
1. Stop thinking of diversity and inclusion as a secondary priority.
Obviously you won’t want to do that anyway as you are an ethical employer with a firm set of honest values and beliefs that make your roles accessible to all! But in the midst of a massive skills shortage you’ll need to do more than just talk the talk.
What does that have to do with the skills shortage?
It’s simple…. if you’re not getting your recruitment message heard in every corner of the potential recruitment pool you won’t be hiring great accountants!
For example…..
What are you doing to encourage female accountants who may have taken a career break to start a family, back into practice?
Is your workplace accessible for those with a disability?
Do you have the facilities for those of different faiths to honour them whilst they are at work?
The firms who do not allow a single barrier of logistics or practicalities prevent skilled accountants from being attracted to their workforce are thriving. It’s as simple as that.
2. Upskill your workforce and showcase a place of work where staff can grow and develop.
You need to be focusing less on recruiting ready-made talent and instead scanning the horizon of the internal and external workforce for potential.
Make sure that working along a defined pathway of professional progression is an option open to all. Support your staff to study in any way you can. Create systems of mentorship and offer junior staff the opportunity to see and experience the next step up so that they are laser focused on what success might look like to them.
A culture where everyone is encouraged to grow and develop will ensure you retain and attract new accountants despite the skills shortage.
3. Blinker yourself to a shift to remote working at your peril!
It’s the first piece of advice we’re offering firms who are at their wit’s end with finding staff. Why would you not want to fish for accountants out of a UK wide pool if you can!
And if fully remote working doesn’t work for you, think about just how flexible you can be. The right candidate might consider roles a little further away from home if they are only expected to be in the office one or two days per week.
4. Garner expert advice.
If you’re struggling to fix a leaking sink you don’t keep bashing it with your hammer in the hope that eventually it will miraculously be fixed! If that’s your plan prepare for a flood and potentially the ceiling to crash in and ruin your home!
Same applies to your recruitment. If you want to solve the problem first time around, call us in straight away and benefit from our extensive experience and network of candidates and save yourself a whole heap of time, stress and bother.
And if you’ve had a go at fixing the problem yourself but the problem just won’t go away, we’re here for you too.
‘As the country dips into recession, inflation is zooming on up and numbers of skilled accountants fall, the recruitment market has never been quite so complex. To work with a firm who understands exactly how these issues will impact the laser focused market of accountants in public practice, you’ll want to reach out to my team today.’
Garry Howling, MD
To be the firm that thrives in 2023 and beyond email us today at info@publicpracticerecruitment.co.uk
