By Joseph M. Larkin, CPA, PhD
The accounting profession is in an active and robust period. New opportunities and new demands are making the profession a hot employment environment. This is good news for graduating accounting majors, but it creates stiff competition for employers trying to attract the most talented new recruits. Many firms have started to adopt an early identification strategy to target prospective CPA employees while they are still on campus; in some cases, as early as sophomore year. Yes, this is more common among large, national or international firms, but smaller firms can use this approach as well. Here are a few points to consider in any plan to expand your recruiting efforts.
Establish a relationship with accounting faculty - Most professors are well aware of their students’ academic performance and abilities. They can serve as a valuable resource to identify promising future employees. Many students seek career advice from their professors: some express interest in international professional services firms, while others prefer a start in the private sector. If you reach out to faculty, they may keep you in mind while counseling these individuals. A good relationship with the right faculty member can establish a channel where many bright students are brought to your door.
Leverage your staff’s contacts - If you have staff members who graduated within the past few years, encourage them to identify and contact current students at their alma maters. Staff members only a few years older than students can relate to their concerns and expectations.
Get involved with campus events - Many schools have accounting societies, as well as Beta Alpha Psi or other business and professional student societies. They often seek outside speakers for meetings. This is an excellent opportunity to develop relationships with prospective hires. Students will be interested in hearing from the Big Four public accounting firms, but many graduates will start their careers in smaller firms or the private sector, and they want to hear from them as well.
Most schools have accounting-related social events, often in the fall. Contact the accounting department, student organizations, or PICPA for the times and locations of these events.
Firm members of all levels must become involved in recruiting. Students are aware of who attends campus functions. They know the difference between partners and mid-level managers. Sometimes students want to speak with the staff, but most are aware that employment decisions rest with top management. They want contact with them, as well.
Offer internships, externships, and summer employment - A time-tested way to fill full-time positions with talented individuals is to offer students the opportunity to work part-time or to visit the firm. Today, firms commonly hire seniors for summer internships. At the conclusion of the summer, many receive job offers for the following spring, after graduation.
If your firm does not need full-time summer interns, consider an externship. These programs usually cover a few days. The content of these programs is up to the imagination of the firm. It could include job shadowing, or a simple in-house meet-and-greet.
Stress growth opportunities within your organization - Accounting majors are a highly motivated group. They are concerned about starting their careers with opportunities for advancement. Outlining a student’s potential career path at your firm will help them clarify their goals, and illustrate how they can accomplish them. It will let them see themselves in your company, which moves you one step closer to bringing them on.
Large or small, all organizations possess unique circumstances that offer a special opportunity to prospective employees. The recruiting landscape is challenging. To keep up in this dynamic environment, your firm must recruit talent as early and as often as possible.
Joseph M. Larkin, CPA, PhD, is an associate professor of accounting in the Haub School of Business at Saint Joseph’s University, and is director of the accounting internship program. He can be reached at jlarkin@sju.edu.
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