How CPAs Use Zoom to Source Top Talent for Tax Recruiting
Zoom to Source Top Talent for Tax Recruiting
With tax season right around the corner, hiring and retention are top of mind. With a shortage of qualified applicants, many firms are finding creative ways to attract and retain talent. In a recent Zoom session with CPAs, we asked them to share their best candidate sourcing strategies for bringing in temporary staff to get the job done.
One of the most common sourcing strategies that tax recruiters employ is connecting with candidates outside the traditional job application process. Aside from being time-saving, this also gives them the opportunity to identify and attract talent who may not have otherwise been considered for the role. Recruiters who are proactive in pursuing talent also often report that they have an easier time aligning talent with business needs, making it more likely that the candidate will be successful in the role.
Another great strategy to keep in mind for tax recruiting is to consider creating a collaborative culture with remote and hybrid work options. A number of CPAs in our Zoom session shared that they have created a sense of community among their teams by arranging weekly department meetings where they can talk about nonwork topics and even hold face-to-face training sessions via screen-sharing. Others have found success by leveraging collaboration tools like SmartVault to make it easy for clients, permanent employees and seasonal workers to access client documents from anywhere and anytime.
How CPAs Use Zoom to Source Top Talent for Tax Recruiting
For firms that rely on temporary workers during tax season, it is important to communicate clearly from the start what will be expected of them. A well-written job description and being unmistakably clear about the nature of the work, the tasks they are expected to perform and the level of quality that is required, can help ensure that the expectations are understood by both sides from the outset.
Aside from being transparent about the requirements of the position, it is also essential to provide ongoing professional development opportunities for your seasonal workforce. Whether it is a class that teaches new skills or a program that provides certification in software, these types of investments can go a long way to make your firm an employer of choice and encourage people to return year after year.
Finally, it is important to give feedback throughout the tax season and beyond. It is often the top non-financial motivator for any employee, and it will also help your seasonal staff members to stay engaged with their jobs. Many firms are implementing an individualized performance review process where they provide feedback to every employee, including temporary staff.
By using these sourcing strategies and providing the resources, support and culture that talented candidates seek, you can bring in standout temporary employees to power your tax practice through the busiest time of the year. And when next year rolls around, you will have a team that is happy and productive and ready to tackle any challenges.