Three keys to recruiting accountant profiles
1. Promote new and meaningful missions
“Digital has reduced data entry and administrative work time, it allows
more time to be devoted to value-added consulting time which also involves customer relations.
Today, only 60% of the activity is accounting: The tasks have diversified
around payroll, auditing but also legal assistance. So many services ultimately
relieve the accompanied entrepreneur, allowing him to focus on his core business and
which makes the chartered accountant a true ally of the economic recovery. »
2. Putting face-to-face in the office into perspective
“Firms have a strong face-to-face culture which today can be an obstacle to recruiting
certain profiles. The post-crisis period has opened doors. On the one hand, the diversification of missions
You may visit here to hire a Bookkeeper Bookkeeping Services Markham
makes it possible to meet customers more often. Chartered accountancy is
therefore an office profession, but not only. On the other hand, teleworking is progressing within one or two days
which is very popular in a profession where rigor and control have so far left little room for
this eventuality. Improving the living environment is also a lever that is
easier for employers to manage than the race for remuneration and just as effective. »
“In the large urban areas where the majority of practices are concentrated, one
out of five employees that we drive out is now retained by the employer who has been able to enhance his
employment environment. To continue to recruit and meet needs, we can now count
on the TGV and attract candidates who live further away or who are ready to settle in
a provincial town. »
makes it possible to meet customers more often. Chartered accountancy is
therefore an office profession, but not only. On the other hand, teleworking is progressing within one or two days
which is very popular in a profession where rigor and control have so far left little room for
this eventuality. Improving the living environment is also a lever that is
easier for employers to manage than the race for remuneration and just as effective. »
3. Look for candidates outside the big cities
“In the large urban areas where the majority of practices are concentrated, one
out of five employees that we drive out is now retained by the employer who has been able to enhance his
employment environment. To continue to recruit and meet needs, we can now count
on the TGV and attract candidates who live further away or who are ready to settle in
a provincial town. »
