Checklist: Accounting Firm Hiring Considerations

Hiring a CPA (or accountant) for your firm seems simple on the surface: whatever the position, make sure they have the relevant skills and appropriate experience for the level of the position. Done. Right? If only.

Hiring for your firm has become more difficult than ever. And with a pool of talent that’s been drying up faster than a keg at a wedding with an open bar, it’s important to be sure your new hire’s skills exceed the bare minimum.

Most people know hiring a new employee is considerably more expensive than retaining one you already have. So it behooves you to pay attention to the big picture when you hire, if only to avoid the expense commensurate with the search.

Before we hop into the checklist itself, here are a few things you might want to consider:

Don’t think just about what you need in the moment: consider what you might need down the road.
Pay attention to trends in the profession. What could you be on the cutting edge of with the right hire?
Understand how you will keep your new hire interested and engaged.
Be ready to answer questions your candidates might have. This could seem like a “duh,” but today’s candidates have far more complex questions than even a few years ago. While the usual questions about benefits, hours, travel, and the like remain, you should also anticipate potential questions about your company culture, social and environmental concerns, and in-office perks (if applicable).

With that in mind, here is a checklist of things you should have settled when hiring for a new accounting firm position.

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If the position is part-time, is the workload appropriate for part-time?

If the position is part-time, does it have the potential to become full-time?

How many hours do you expect a full-time employee to work? Is it more than 40-45?

What, if any benefits are available for part-time employees?

When describing your firm in the initial paragraph(s), is it clear what your firm does? For example, do you specialize in any way?

Have you included your firm’s mission and vision?

Is the description thorough, but as concise as possible?

Is the written description clear, accurate, and infused with emotion to build interest?

Are you listing skills and requirements in descending order of importance?

Is your language positive, inclusive, and friendly?

Is your list of qualifications reasonable and concise?

Will the position be remote, in-office, or hybrid (this is important today)?

Does your tone sound flexible and relaxed?

Are you encouraging applicants who might be on the fence for any reason (feel they might be close, but not a 100% fit for the position; have questions your JD doesn’t address)?

Are you looking beyond the skills required for the specific job you have available? What might position a candidate for ongoing success with your firm in terms of skills?

Does the candidate offer abilities outside the job requirements that could benefit the firm in some way? For example, a background in IT or project management experience?

Does the candidate show a history of seeking to expand their skills via certifications, badges, or the like?

How does the candidate communicate? Assume they will be interacting with a client at some point, even if the position doesn’t typically require it. Can you see them handling the conversation well?

Is a formal education an absolute necessity for the open position, or is ample experience enough?

If a degree is a requirement, is the school the candidate attended accredited?

If the candidate is excellent and otherwise qualified, but a degree is a necessity, is your firm willing to assist them in obtaining the degree?

Did the candidate have any interesting elective pursuits, or a minor or outside concentration? Is their educational experience diverse?

Have you considered whether degrees in related fields are appropriate for the position? For example, MBAs, Finance degrees, and others could provide interesting possibilities.

Are you confident you understand what the candidate’s educational experience means in terms of their employability? For example, a candidate with a 4.0 from Harvard and 10 years of experience might sound awesome in the abstract, but pair that with 20 jobs in 10 years, and suddenly they don’t look so great. Conversely, a C student from a community college could have amazing experience and references. In short, don’t let anything on the resume dazzle you into blindness, or put you off without further exploration.

Does the candidate align well with the company’s core values? To make this a more concrete exercise, try to tease out specific examples that would demonstrate such alignment.

Is their preferred work style appropriate for your needs? For example, do they work best independently, or on a team? Do they like long lead times, or thrive on quick turnarounds?

How does the candidate handle change or uncertainty?

Does the candidate seem enthusiastic and adaptable?

Do they seem to give thoughtful, responsive answers to your questions, or do the answers seem canned/what they think you might want to hear?

If multiple people interviewed the candidate, does everyone agree they would operate well on the team?

Was the candidate late for the interview?

Aside from plainly nervous responses, did the candidate say anything inappropriate?

Did they seem prepared?

Did the candidate have any questions, and were they well thought out?

Did the candidate make eye contact?

During the interview, did they contradict themselves at all?

Did the candidate have a basic idea of what your firm does and who it serves, assuming that information is freely available?

Did the candidate seem as though they weren’t listening at any point?

Did any of their answers fail to address the actual question?

Were there any inappropriate or insulting references to past employers?

Accounting Firm Hiring Considerations Checklist

Checklist

FULL TIME vs. PART TIME