Busy season is an all-consuming time for accounting firms, but smart firm owners know that the best time to start hiring is before the post-season rush. When we say “start hiring” we mean the full hiring process. Waiting until April or May to begin recruiting means competing with every other firm for a limited pool of top candidates. Instead, firms that follow a strategic hiring timeline can get ahead and lock in the best talent before they’re gone.
Here’s a month-by-month breakdown of how to approach hiring so your firm stays ahead of the curve. We will also be writing recurring monthly articles with more in-depth details and steps for each phase, so stay tuned for ongoing insights!
March: Identify Hiring Needs & Set the Foundation
The first step in preparing for post-busy season hiring is evaluating where your firm stands and what roles you’ll need to fill. March is the time to set the groundwork.
Key Actions:
- Assess your team’s workload: Are certain employees constantly overburdened? Are deadlines consistently being pushed? Identifying workload gaps now will help you determine what positions need to be filled.
- Engage with current staff: Schedule conversations with key team members to gauge morale and discuss their future plans. Are any employees considering leaving? Do they feel adequately supported?
- Define your hiring goals: Do you need full-time staff, part-time support, or remote contractors? Clarifying these needs now will streamline the recruitment process later.
Early April: Build Your Recruitment Strategy
April is the time to start preparing for outreach. Once the busy season ends, the hiring market heats up quickly, so having a plan in place will ensure you don’t fall behind.
Key Actions:
- Refine job descriptions: Make sure they reflect what you really need and highlight what makes your firm an attractive place to work.
- Evaluate your hiring process: Did your last hiring cycle take too long? Did you struggle to find strong candidates? Identify areas for improvement.
- Connect with a recruiter: Firms that coordinate with recruiters in early April gain access to top candidates before they officially enter the job market.
Mid to Late April: Get a Jump Start on Hiring
As busy season winds down, the most proactive firms will begin the hiring process. With an early start, you’ll have access to the best talent before your competitors do.
Key Actions:
- Launch outreach efforts: Work with your recruiter to begin sourcing candidates before they start actively job-hunting.
- Interview top talent: Partner with your recruiter to identify and interview promising candidates now to be ready with offers.
- Move quickly on offers: The best accountants won’t stay on the market long. Be prepared to make competitive offers before candidates explore other opportunities.
May & Beyond: Onboard & Retain Talent
Once your new hires are in place, focus on onboarding and retention strategies to set them up for long-term success.
Key Actions:
- Ensure a smooth transition: A structured onboarding process helps new hires integrate seamlessly into your firm.
- Offer flexibility: If your firm struggled with workload balance during busy season, consider offering remote or fractional work options to attract and retain top talent.
- Keep building your pipeline: Even if you’re not actively hiring, maintaining relationships with recruiters and potential hires ensures you’ll always have a strong talent pool to pull from.
Recruiting is Tough Without the Right Recruiting Partner
By planning ahead and coordinating with a recruiter, your firm can secure top-tier accounting talent before the hiring market becomes oversaturated. Don’t wait until the last minute—take action now, and you’ll be in the best position to grow your team with the right professionals.
Looking for help with post-busy season hiring? Contact Accountingfly today to get started and gain access to top-tier accounting talent!
