Staffing the accounting firm in the new millennium.

• Author: Holub, Steven F.

Public accounting has been and always will be a people business; a firm's human resources are its most valuable resource. Yet, universally, it is difficult for firms to hire and keep skilled people. Many would suggest that accounting firms and other industries that rely on skilled labor are in the midst of a labor-shortage crisis that will only get worse as the new millennium begins.

When resources are scarce, companies have to find better ways to use their resources and consider nontraditional solutions to meet their needs (as well as those of their clients). Every firm's situation is different; some approaches may be better suited to some firms than to others. Nevertheless, every firm that needs skilled people (or that will need them in the future), but is unable to hire them using traditional approaches, should consider other solutions.

Recruiting

While historically low unemployment rates may be good for job hunting, they make hiring more difficult. At the same time, many firms' policies and procedures do not satisfy employees' needs. As a result, factors such as stress, mergers and family issues contribute to rapid turnover. In response to these issues, employers must improve in recruiting skilled employees, using effective techniques and becoming more adept at retaining valuable employees.

The process starts with hiring the right employees; otherwise, firms will never succeed. Accounting firms must do a better job selecting and screening candidates. Many firms have had a great deal of success encouraging employee referrals, often with bonuses if a candidate is hired and remains for a specified period of time. Generally, employees will introduce only individuals in which they have confidence, because their performance will be a reflection on their judgment.

When considering potential applicants' skills, former employees may be aware of qualified people, or may themselves be interested in coming back. Frequently, what appeared to be greener grass when an employee resigned may not be so attractive, and the ex-employee may show an interest in returning to the firm.

Another effective recruitment technique is establishing good relationships with accounting faculty, as well as the placement offices, of local colleges and universities. These can be a good source of experienced personnel, as well as recent graduates. Bulletin board postings (including electronic ones) often produce good candidates, while employees' involvement in alunmi programs can result in introductions to qualified staff.

In these times, no one can afford to overlook the opportunities that Websites...