Talent Unlocked: A Streamlined Approach to Acquisition

Effective talent acquisition is more than just filling open roles—it's about finding the right people who will thrive within your organization and contribute to its long-term success. To achieve this, it's essential to have a clear, structured approach that not only attracts top candidates but also retains them. By following these essential steps, businesses can ensure they are hiring individuals who are aligned with the company's culture and goals.

Alongside these steps, it’s equally important to consider strategies for both acquiring and retaining talent, as each requires a distinct approach for sustained success. 

1. Identify talent needs - both present and future.
   
   
2. Attract candidates - with similar motivational tendencies.
   
   
3. Select individuals - with the best talent and technical expertise.
   
   
4. Onboard the new hires - effectively.
   
   

Talent Acquisition and Retention: Key Considerations 

Once the foundational steps for acquiring talent are in place, it's crucial to focus on the bigger picture of maintaining a high-quality workforce. Talent acquisition doesn’t stop at hiring—retention plays an equally important role. To effectively acquire and keep top talent, keep these key principles in mind: 

Attracting vs retaining - these require different strategies. While salary, benefits, and growth opportunities attract candidates, retention relies on challenges, feedback, and opportunities for growth. Often, firms are drawn to impressive resumes and strong interviews, but these don't guarantee long-term success. 

Cultural fit – assess your firm’s culture and personality traits.  Once you know this you can compare your candidates’ results to your firms results to see if they will fit.  Hiring based on cultural fit leads to better engagement and retention. 

Understand your firms value proposition – have your elevator pitch ready for why someone should work for your firm and why you retain your current staff. 

Onboarding – Play the Long Game - be realistic, onboarding takes longer than 90 days. Set your new staff up for success with a process that goes beyond the basics, focusing on helping them learn the firm's work norms, manage expectations from supervisors, handle conflicting priorities, and navigate workplace relationships effectively. 

Adapted from the article: What Relevance Means for Staffing in Accounting - CPA Trendlines  By Marc Rosenberg 

Donna Roughan  |  With 22 years of expertise in accounting and business advisory, Donna has held pivotal roles, notably as a Director at PwC, and has executive experience in both finance and operations.

Accountests  |  Accountests deliver the world’s only online suite of annually updated and country-specific technical skills, ability and personality tests designed by and for accountants and bookkeepers.