How firms can score the right talent mix

Looking for accounting talent is no longer just hunting for number crunchers. The digital age has ushered in the art of scouting for a diverse mix of tech wizards and creative thinkers. Think of it as adding fresh beats to classic tunes — it’s all about building a lineup that’s as diverse in skills as it is in ideas.

And how we scout and train talent has become all about streaming — just as in music. Instead of flipping through résumés like vinyl records in a dusty shop, we use LinkedIn and Zoom. In the digital age, LinkedIn has replaced in-person handshakes, and Zoom calls have supplanted coffee meetups. And learning management systems have long taken over from daylong new-employee seminars.

But here’s the catch: The essence of finding that harmonious blend of experience and energy (and keeping it) remains timeless. Imagine your organization as a mixtape. You’ve got your classic hits — these are your seasoned pros, the ones who’ve been around the longest, their wisdom filling the halls of your firm like a well-loved anthem. Then the newbies arrive, playing fresh tracks that get everyone within earshot hyped about the direction the organization is going.

Every manager is essentially a DJ, meticulously curating the ultimate mixtape for their firm’s success. That means finding the right blend of tracks, or talent, is more hands-on than ever.

Look for the right talent in wider spaces

Digital technology allows us to expand our reach beyond the local community. LinkedIn and Indeed are gold mines for scouting talent across the globe, but let’s not sleep on the expansive reach of our network and referral partners. Sometimes, the best finds are those vouched for by people we trust.

Also, the digital age has dissolved geographical barriers, enabling us to discover and engage with potential team members from any corner of the world. This global talent pool has the potential to not only diversify our talent lineup but also to enrich our culture with a variety of perspectives and experiences.

To take it one step further, let’s not just look in the usual places. The next big hit might not be found in the glossy résumés but in the side hustles, the passion projects, and the community work that speaks volumes about a person’s creativity and drive.

Use advanced tools for vetting and training

As a firm owner, I have never had an issue finding employees. My issue in the past was keeping them. They never seemed to fill the right seat. That changed after I started using the dynamic duo of technical assessments and personality tests.

Tools like Culture Index and Kolbe aren’t just filters, they’re insights into how a candidate ticks, how they’ll gel with your team, and, crucially, whether they’re the right person for the right seat.

My firm uses a variety of assessments to vet candidates. We like Kolbe because it measures instinctive ways of doing tasks, providing insights into how a person naturally works and solves problems. That helps match a person and a role not just by skill but by their inherent approach to work.

On the technical training side, we use a learning management system called My Task LMS, which was developed by Florida-based CPA firm Howard, Howard and Hodges. It trains new team members in specific roles, such as bookkeeping or tax preparation, so that new hires can plug right in and start doing client work within a matter of weeks.

During our new employee onboarding, we set up weekly one-on-one check-ins for eight weeks using a performance management tool called 15Five. With 15Five, we can use predetermined questions or customize them to better gauge the new hire’s progress.

Create the right vibe

Of course, scouting, vetting, and training talent is only half the battle. The other half? Fostering an environment where these carefully selected individuals can grow and stay. This is where company culture plays a starring role. It’s pressing play on your mixtape and upping the volume.

A culture that promotes mentorship, encourages continual learning, and values diverse perspectives is fertile soil for growth. It’s about creating a space where every team member feels valued, heard, and empowered to take the lead.

Looking ahead, the future of talent scouting is as dynamic as the music scene. It’s about embracing technology, valuing diversity, and, most importantly, being open to the continual evolution of what makes a team great and keeps our organizations on the cutting edge.

— Nicole Davis, CPA, is a partner at Payroll Professionals, CEO of Groundworx Contractors LLC, and chief hello officer at Butler-Davis Tax & Accounting. She is also a speaker and the creator of the Tax Return Pizza Tracker and the Tax Return Video Summaries. To comment on this article or to suggest an idea for another article, contact Jeff Drew at Jeff.Drew@aicpa-cima.com.