Source: Accounting Today

Jennifer Lee Wilson, owner of ConvergenceCoaching LLC (www.convergencecoaching.com), advises a marketing approach to recruiting.

First, identify what makes your firm different. What is the firm’s major impact on the lives of your people? Here are some likely differentiators:

• Instead of conducting typical performance appraisals, help people develop their careers.
• Create a policy of openness where staff has interaction and access to the firm’s leaders.
• Include staff in firm strategy and planning.
• Offer flexible work schedules. Establish summer hours with no Friday work.
• Offer good technology tools for staff.
• Develop a training program to maximize personal growth.

Develop information on what kinds of clients recruits will work on.

Create a profile of your staff and how they are different from staff of other firms.

When you know how you differ, you should define your target candidates, just as you would define your target clients. Create a written job description for each position, including:

• Title
• Reporting
• Position objectives
• Responsibilities
• Education and skill prerequisites
• Compensation
• How success is measured in the first three to four months

Disseminate these job descriptions to staff and tell them how they can help. Offer rewards.

Regularly communicate your message on your Web site and through your other communication channels. Be prepared to hire the right people when you have the opportunity.

From Accounting Today, May 1, 2006, SourceMedia Inc., One State Street Plaza, 27th Floor, New York, NY 10004. For the complete article, click on the following link: http://www.webcpa.com/article.cfm?articleid=20046&;pg=acctoday.