Tuesday, November 2nd, 2021

Is This Person a Good Fit?

“Everybody knows that fit matters but what most people do is hire based on other criteria and then either regret or fire based on a lack of fit, down the road.” – Bruce Tulgan

Often, when CPA firms are hiring, they place great focus on the candidate’s skill set. Did they have good grades? Have they passed the Exam? Are they familiar with the software products we use? Do they seem to be a good communicator. What kind of work experience do they have? Do they seem to have a great attitude?

In these challenging hiring times, you are so anxious to find a body, any halfway intelligent body, that you hire too quickly and regret it later.

Bruce Tulgan, in a recent blog post, titled, Finding Fit When Hiring or Promoting From Within tells us:

Fit is crucial to success.

Fit is intangible, hard to evaluate, and hard to measure. And with talent in such great demand versus supply, it is very hard to convince hiring managers to take the time and invest the scrutiny to do a deep dive evaluation of ‘fit’ before making the hire or promotion. This is even though fit is ultimately the biggest overall factor in success of a new hire or internal promotion.

While you are seeking people to fit your firm culture, you should also be aware of making promotions inside your firm. CPAs often promote people to the manager position just because they are good technicians. Many good technicians do not possess adequate people skills. A manager needs people skills! They are not a good fit for a manager position. The same thought applies to naming a new partner. Do they fit the partner role? Can they mentor young people, excel at client relationships, and bring in new business, or are they just an exceptional technician?

I know a very successful firm that puts candidates through a very rigorous hiring process. Many people at the firm, at all levels, talk with them before they are hired. The firm is very honest with the candidate about the hard work and sometimes long hours that they will be facing. Thus, they have developed a culture where people that don’t “fit” don’t get hired.

If you have hired people lately and they just haven’t worked out, keep in mind how much turnover costs you. Interview and promote for fit.

Read Tulgan’s blog post, it contains a lot of great information that you may want to put into practice.

  • "Just because someone is intelligent, capable, and highly-skilled in their current role doesn’t necessarily mean they will find the same level of success elsewhere. "
  • Bruce Tulgan

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