Archive for the ‘Recruiting’ Category

Thursday, February 9th, 2017

How Visible Is Your Firm On Campus?

“A baby has brains, but it doesn’t know much. Experience is the only thing that brings knowledge, and the longer you are on earth the more experience you are sure to get.” – L. Frank Baum, The Wonderful Wizard of Oz

I hope you have read Rosenberg’s recent post about accounting interns‘ lack of knowledge about public accounting.

He interviewed a group of accounting interns working for local firms in Chicago. The sad result is that their perception of the CPA profession – hours worked by staff, hours worked by partners, earnings of partners – is sadly off-target.

Read my post from 2009 to learn about my experience with college students. They did not know anything about local firms, they only knew about the Big Four. Why? Because the national firms are visible on campus EVERY week.

There is much smaller firms can do.  My firm was recruiting on campus when I joined the firm and we only had nine people! So, big firm or small firm, be visible on the college campus.

  • No man's knowledge can go beyond his experience.
  • John Locke

Tuesday, January 17th, 2017

Parental Leave

“Trust yourself. You know more than you think you do.” – Benjamin Spock, M.D.

A few months ago I surveyed a small number of CPA firms across the country. I was curious about the kind of parental leave they offered as an employee benefit.

To my dismay, paid maternity leave is almost non-existent. CPA firms seem to approach it with a combination of actions. The employee (the mother) is encouraged to save and/or carry over PTO to be used and they combine it with short term disability options.

As far as any type of paid leave for new Dads, it seems truly non-existent.

Here is a good article from FAST Company – How Paid Parental Leave Changed in 2016. 

Some progress has been made, in general, but 2016 was not an impressive year for paid parental leave. A quarter of new mothers go back to work just 10 days after giving birth.

Just so you know, in 2016, EY announced a new policy to expand its parental benefits to over 35,000 U.S. employees. Both new mothers and fathers are eligible for up to 16 weeks of fully paid parental leave for birth, adoption, surrogacy, foster care, or legal guardianship.

If you want to attract and retain young, top talent. An impressive paid parental leave policy might just be the answer.

 

Tuesday, January 10th, 2017

Five Workplace Trends For 2017

“Perseverance is the hard work you do after you get tired of doing the hard work you already did.” – Newt Gingrich

As you already know, nearly every CPA firm is looking for new talent. It’s truly turned into a war for talent in the public accounting profession.

It’s not just public accounting, of course. According to Glassdoor’s newest report on job trends, there is a record number of unfilled jobs – 5.85 million as of April 2016 – which represent the most since BLS started tracking job openings in 2000.

Andrew Chamberlain, Glassdoor’s chief economist, shares some 2017 job trends:

#1 HR will transform itself into “people science.”

#2 Many things get automated but we don’t lose our jobs.

#3 Nontraditional benefits will become less popular.

#4 We’ll make progress narrowing the wage gap.

#5 The Gig economy will slow down.

Read more about each trend here. I know you will be interested in #3!

  • No one can make you feel inferior without your consent.
  • Eleanor Roosevelt

Monday, October 31st, 2016

Finding & Keeping Top Talent Sometimes Comes Down To How Many Benefits You Offer

CPA firms and many other companies are seeking talented workers. The competition is especially fierce among accounting firms.

I noticed an Associated Press story in my Sunday newspaper that headlined: Employers spice up benefits, offer help with pets, debt. I have heard from several firms that they have taken a serious look at their benefits in an effort to stay competitive. It seems that Millennials want more choice and customization while Baby Boomers want more certainty (good health and dental coverage).

Many employers are offering programs that monitor for identity theft, help with mortgage payments, assistance with repaying college loans and even unexpected veterinary bills. Many of these “extras” are offered and available but that doesn’t necessarily mean the firm foots the entire bill.

Here’s some information from SHRM:

Employee Benefits Have Exploded

  • SHRM now tracks 350 fringe benefits
  • 20 years ago it was 60 and 10 years ago it was 219
  • Most increases have been in larger corporations
  • Smaller businesses struggle to keep up
  • Biggest gain was telecommuting – in 1996 it was offered by 20% and it has grown to 60%

Maybe it’s time to review your benefit package. I have found that many firms haven’t kept pace with maternity and paternity leave programs.

  • I have found that among its other benefits, giving liberates the soul of the giver.
  • Maya Angelou

Thursday, October 6th, 2016

Don’t Believe Everything On A Resume

Not that many years ago, CPA firms never performed a background check before they hired an individual. I am pleased that most progressive firms now always do background checks as part of the hiring process.

Jason Quimby, Editor at BackgroundChecks.org sent me an interesting infographic to help you contemplate the disappointing fact that many people do actually falsify resumes.

lying-on-resumes

 

  • If you tell the truth you don't have to remember anything.
  • Mark Twain

Wednesday, September 28th, 2016

It’s About Culture. How To Make Your Team Feel Special

lumsden1There are some firms that just “get it. For several years now I have admired how Lumsden McCormick, in Buffalo, appreciates their people and goes that extra step in developing a culture of inclusiveness and career advancement.

Recently, I noticed this Facebook post:

Congratulations to two Lumsden McCormick newlyweds!

Pat & Amanda (Moses) Meyers and Robert & Jillian Torella were married on the same day – September 17!

It’s a little thing, but I bet it made these two couples feel special.  Lumsden McCormick also always posts about people passing the CPA exam and other life events. Check out their Facebook page. Be sure to notice the Recruitment Open House post.

What’s your firm doing?

lumsden2

  • I was married by a judge. I should have asked for a jury.
  • Groucho Marx

Friday, August 26th, 2016

Attracting The Millennials And Others

IMG_7704“Great vision without great people is irrelevant.” – Jim Collins

Everyone wants to work for a firm that “gets it.” If you can create that special culture within your CPA firm that really understands today’s current workforce, you will be a winner.

While millennials are the focus for most firms, it involves other team members, too. Experienced people will leave firms that are stuck in the past and move on to a high-profile firm with a vibrant culture.

LBMC, headquartered in Nashville, is a shining example.

Be sure you read this article from Accounting Today: The Millennial Riddle.

  • If you think hiring professionals is expensive, try hiring amateurs.
  • Anonymous

Saturday, August 6th, 2016

Lighten-Up, It’s The Weekend – Jim Henson

“Life is meant to be fun, and joyous, and fulfilling.”- Jim Henson

Yesterday, I blogged about getting The Right People on your CPA firm bus.

No one did that better than Jim Henson.

Each summer (spring, fall, and winter, too), I encourage you to READ. Not just CPA stuff! Read fiction and non-fiction for enjoyment and inspiration.

I am currently reading Jim Henson: The Biography by Brian Jay Jones. Henson had a knack, skill, aptitude, whatever you want to call it for finding and hiring the right people. He also said, “The beauty of nature has been one of the great inspirations in my life.” 

So, do three things this weekend – read, take a walk, and…. Lighten-up this weekend and enjoy The Swedish Chef making a banana split.

  • Please watch out for each other and love and forgive everybody. It’s a good life, enjoy it.
  • Jim Henson

Friday, August 5th, 2016

The Right People

“Good is the enemy of Great.” – Jim Collins

You have all heard the Jim Collins‘ advice from his book, Good to Great:

You are a bus driver. The bus, your company, is at a standstill, and it’s your job to get it going. You have to decide where you’re going, how you’re going to get there, and who’s going with you.

Most people assume that great bus drivers (read: business leaders) immediately start the journey by announcing to the people on the bus where they’re going—by setting a new direction or by articulating a fresh corporate vision.  

In fact, leaders of companies that go from good to great start not with “where” but with “who.” They start by getting the right people on the bus, the wrong people off the bus, and the right people in the right seats. And they stick with that discipline—first the people, then the direction—no matter how dire the circumstances.

I work with and talk to hundreds of CPAs in public practice every year. Few, if any, started their firm this way. Few manage their firm this way now.

Sure, many firm leaders talk about “the bus” scenario and tell me “we are working on it.” In reality, inside many firms are sacred cows. People the firm is not willing to fire. Maybe fire is too harsh a word. Most people who are trouble-makers, dissenters, whiners, unwilling to change just simply need to be coached into a new position with another firm or company. It can be done gently and maybe even slowly, but don’t shy away from doing it if you want your firm to leap into the future.

Read this article, Good to Great, by Collins on his website if you haven’t read the book.

  • The team with the best players wins.
  • Jack Welch

Wednesday, August 3rd, 2016

Personality Profiles

“Personality is an unbroken series of successful gestures.” – F. Scott Fitzgerald

Many firms use personality profile testing as part of their hiring process and also as a means to help current employees assess their own performance and identify a focus for future goal-setting activities.

The first time I took one of these profile tests it was a group activity for our entire firm (every person) after we acquired another firm. At the time our firm was much smaller. Combined, we had about 30 people. It was part of a half-day event so that everyone could get to know each other better. It was actually very helpful and a lot of fun. I really enjoyed learning more about myself!

We used the DISC profile and the results were presented at our group meeting by a trained DISC facilitator.

Of course, you have many to choose from and I have taken several types over the years…. Predictive Index, Meyers-Briggs, etc.

If you’re not familiar with these profiles and considering them for your firm, here is a good article from my friends at HireMax3 Reasons Leadership Experts Recommend DISC.

If you’re not familiar with the DISC, you may wonder what all the fuss is about. And even if you’ve taken a DISC assessment before, you may not have realized how powerful it can be in helping you reach your business goals.

D = Dominance

I = Influence

S = Steadiness

C = Compliance

 

  • Always be yourself, express yourself, have faith in yourself, do not go out and look for a successful personality and duplicate it.
  • Bruce Lee