Hiring young accountants with career development
Practices are finding it tough to recruit qualified accountants and trainees
…in the face of better money, benefits and career development offers from company finance departments and the Top 100 practices.
So how can your small / medium practice compete for the talent needed to stay in business long term and even grow?
It can only be about positioning that makes you look different, exciting, progressive.
Look at how candidates make decisions about who to join…
Financial Compliance & Admin Practice
Applicant thinks…
“This is the standard model, and it puts me off.
Boring, dead-end...
“No thanks unless I can’t find anything else.
And even then, I’ll be looking to move on after I’ve completed my training and polished my CV with some experience”
Financial Management Services Practice
Applicant thinks…
“This looks interesting. I won’t just learn compliance and get my Institute qualifications but I’ll be getting into financial advisory work too.
I like the idea of developing financial forecasting and planning skills and working with business owners through the year to report on their budgetary performance.
And through involvement in decision making with them I’ll learn how to adapt client financial strategy in response to trends.
A great career builder and the sort of accountant I want to be”
Business Management Services Practice
Applicant thinks…
“This is really different.
Not only do I learn financial compliance and get my accountancy institute qualifications, but I’ll be getting into financial advisory work as well.
Following that I’ll be trained in business consultancy skills which will enable me to advise and help any business with every aspect of their performance and value.
This is the one for me, a serious career builder”
