Attracting and Retaining Talent in Your Firm - Helpful Tips

Small CPA firms face a challenge in today's competitive employment market. Quality accounting professionals are a hot commodity, and smaller firms often lose candidates to the big starting salaries and name recognition at larger firms. What can smaller firms do to be competitive? Be creative. There are many programs and policies that can turn small firms into aggressive competitors in the hunt for CPAs.

  1. Get your firm in the public eye.

    First, get involved with the community to establish name recognition. Join local organizations such as the Chamber of Commerce, encourage employees to get involved with state CPA associations, and attend meetings for university accounting organizations like Beta Alpha Psi to meet people and get to know students while they are discovering the accounting profession. You can encourage your employees to be active by paying their dues or emphasizing that these actions may lead to quicker promotions.

  2. Find quality and less costly recruiting programs.

    When the search begins for a new employee, choose cost effective advertising. Some online job boards offer free job postings and an extremely focused audience of accounting professionals. There are also recruiting firms that offer special low-rate packages for smaller clients.

  3. Make the interview count.

    The next step to attracting employees is an effective interview. Ask existing staff to speak with new candidates during the interview process and let them talk about the success and atmosphere of the company. This allows the interviewee to get a sense of the work environment, and provides a chance for the team to gauge how well the applicant will fit in at the firm.

  4. Offer more opportunity to do it all.

    One of the greatest benefits of working in a small firm is the chance to see the whole picture, and be assigned more diverse tasks. Emphasize the advantages of this type of diversity. Give accountants the opportunity to work on a job for a client from beginning to end, instead of handling areas narrow in focus. Allow employees to experience work in audit, tax, and consulting for a variety of clients. The benefits of a smaller firm are especially attractive for younger professionals who want to see a comprehensive picture of a client's account. For ambitious accountants, a smaller CPA firm often offers greater responsibility, more involvement in management decisions and, possibly, a track to partner status, all at a faster pace.

  5. Create a comfortable office atmosphere.

    In order to retain quality employees, create a positive work environment. By focusing on flexibility and comfort in the office, small firms can use size to their advantage. An open door policy among all levels of management and staff encourages direct communication not only between supervisors and staff but also among the employees themselves. Professionals often find a family or team atmosphere very appealing.

    The physical aspects of a firm are also an important factor. Choose a business casual dress code and be sure there are big windows, natural light, and good air quality, all of which have been proven to result in more effective, healthy employees.

    Pay attention to details in the office. Stock refrigerators with juice and soda, keep snacks on hand, and give employees an extra day off on their birthday. Organize a co-ed sports team and join a community league to promote teamwork both in and out of the office.

  6. Be flexible with work options.

    Flexibility is a popular word in today's professional vocabulary. Many candidates say they would choose a flexible job over a higher salary. Offer flex hours, an option that is appreciated by employees as commutes grow longer and families get bigger. Working parents appreciate flex time because it allows for more involvement with the family and indicates that a firm is family-oriented.

  7. Educate your staff.

    Employees are grateful for continuing education. While larger firms usually provide in-house training, a firm can also invest in its staff by encouraging their participation in state CPA associations and paying for training at their facilities. This provides more than a class; employees get the chance to interact with other professionals in the community while building alliances and networking for the firm.

  8. Value everyone on the team.

    Appreciation for employees is one of the most rewarding aspects of working in a small CPA firm. Directly thank staff for a job well done, and recognize employees for their hard work and dedication. Just because a smaller CPA firm can't necessarily offer the same salary or name recognition as a larger firm, the smaller firm can provide many opportunities and benefits. By promoting more responsibility and leadership among staff, giving employees a chance to see the big picture early on, providing a comfortable and flexible work environment, encouraging continuing education, and showing appreciation and interest in the team, a small CPA firm can be an attractive destination for today's best and brightest CPAs.


Robert Epstein is the CEO and one of the original founders of CareerBank.com. He is a Certified Public Accountant (CPA) with experience in public and private accounting as well as accounting recruiting. CNN.com, Employment Review and other leading business media outlets have interviewed him for his expertise and knowledge of the industry.

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