Industry Insights

At 11 years old, Donna Roughan dreamed of becoming an accountant, inspired by her exposure to her parents’ business finances. Initially envisioning a straightforward career of preparing financial statements and filing taxes, she discovered a profession far more dynamic and fulfilling. Her career included unexpected adventures like decommissioning a sawmill, working hands-on in the dairy industry, repossessing assets, managing vineyards, negotiating disputes, implementing software systems, and overseeing logistics operations.

Employers can integrate these tests into hiring processes, combining them with skills and personality assessments to build a complete candidate profile, ensuring informed and confident hiring decisions. Trial options are available for interested firms. Happy hiring!

The blog discusses an alternative approach to team development compared to traditional, uncomfortable team-building activities. At Accountests, they focus on assessing teams by identifying strengths, problem-solving and decision-making patterns, and blind spots that could hinder performance. They also address personality differences that may cause conflict or demotivation. The goal is to help teams understand their makeup and improve communication, conflict resolution, and external collaboration. Individuals also receive personalized development plans to foster career growth and improve retention.

This blog challenges the misconception that accounting is a dull and monotonous profession. Instead, it portrays accounting as a dynamic, versatile, and impactful career with vast opportunities. 

In today's tight labor market, transparent interviews are gaining attention as a fair and consistent method to evaluate candidates. Transparent interviews provide candidates with questions in advance, allowing them to showcase their suitability for the role. Explore how transparent interviews can enhance your hiring process by allowing for better-prepared candidates and more accurate assessments of their fit for the job.

The article discusses the challenges small and medium-sized accounting firms face in creating unbiased and diverse hiring processes, along with actionable tips for improvement.

The blog discusses the impact of remote work, accelerated by the COVID-19 pandemic, on employees and businesses. While some employees thrive in remote settings, others miss in-person interactions. Employers now face the challenge of assessing whether candidates are likely to succeed in remote or hybrid roles, especially when face-to-face interactions might be limited.

This article discusses the challenge of assessing project management skills, particularly for accounting managers handling multiple clients. It suggests that interviews alone are often insufficient for evaluating these skills, as candidates may not provide a complete picture. Instead, personality assessments, specifically those based on the Big-5/OCEAN model, are recommended for a deeper understanding of a candidate's suitability for project management.

The blog promotes a webinar aimed at improving the hiring process for accountants, focusing on using objective evidence and validated tests to make better hiring decisions

The blog discusses the importance of succession planning and developing future leaders in accounting firms, particularly guiding aspiring staff into senior management or partnership roles. It emphasizes that career development is a long-term process that requires careful planning and measurement.

The blog also stresses that talent acquisition must go hand-in-hand with retention, as both require different strategies. While salary and benefits may attract candidates, retention relies on providing challenges, growth opportunities, and effective feedback. Cultural fit is essential, as hiring people who align with the firm's values leads to better engagement. Additionally, firms must clearly communicate their value proposition to attract and retain staff. The onboarding process should be comprehensive and extend beyond the first 90 days, helping new hires adjust to workplace norms and expectations.

The blog discusses how Hancock Askew & Co., a firm with a growing Client Accounting Services (CAS) practice, transformed its approach to team structure and talent management using skills and personality assessments. These assessments provided data-driven insights, leading to the reorganization of the CAS practice into three distinct roles: Doers (focused on accounting tasks), Minders (managing workflow and quality), and Finders (handling client onboarding and business development). This reorganization improved job satisfaction, role clarity, and client service.