staffing & recruiting

keeping the right people on the bus

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illustration of different types of people connectednot everyone will work out, and that’s ok.

by jody grunden

there’s a common misnomer when it comes to retention and keeping people on the team. retention doesn’t mean keeping every single person on your team forever.

more: 10 interview questions for unlocking true potential | the hidden cost of running a distributed company | how to develop your leadership team | 4 ways to bill clients | automation and the future of accounting | the only three metrics you need to measure staffers
goprocpa.comexclusively for pro members. log in here or 2022世界杯足球排名 today.

not only do you want to get the right people on the bus, but you also want to get those people into the right seats. we want summit cpa to be a great place to work, and we want great people to be working here. however, we realize it may not be the right place for every person.
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retention starts with the hiring interview

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two women shaking hands across a tableask about real-life situations and look for fit, not personality.

by steven e. sacks
the new fundamentals: practical guidance for today’s accounting firms

what are your strengths and weaknesses? all potential hires are asked this. if you had to plan for these two questions, what would you do to be ready to respond?

more: how motivation is like bathing | the lost art of the interview | the 5 keys to success in accounting careers | the holy grail: finding the right talent | the power of ‘real influence’ | stop wasting time in useless meetings | is your firm’s culture a magnet? | outsourcing the c-suite | getting the accounting firm agreement right | today’s workplace challenge: communicating across generations, cultures, and diversity | negotiate for success, not a ‘win’ | does busyness really mean productivity?
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there have been scores of books offering guidance on interview preparation; what to avoid; how to turn a negative to a positive; and skillfully and persuasively transform what you perceive to be a weakness into a strength.
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10 interview questions for unlocking true potential

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how to think outside the (geographical) box and hire remotely.

by jody grunden

before our firm became a distributed company with a remote workforce, our hiring was naturally limited to a small geographical location – fort wayne, indiana.

more: the hidden cost of running a distributed company | how to run effective leadership team meetings | disc helps remote team work together effectively | 3 ways to keep client files safe from security threats | the rise of the virtual cfo
goprocpa.comexclusively for pro members. log in here or 2022世界杯足球排名 today.

when we really started to grow, we knew we needed to bring in more senior-level accountants to be able to handle the clients we were bringing in at such a rapid pace.

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the hidden costs of running a virtual cpa firm

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happy business professionals giving high five hand slapcombine a retreat with cpe.

by jody grunden

with a brick-and-mortar company, there are a number of standard costs that you would expect to have, such as rent or mortgage, utilities, building repairs, furniture, technology, etc. the total amount of these kinds of costs typically falls in the range of 3-4 percent of the company’s annualized revenue. that amount can be pretty significant for a lot of companies.

more: how to run effective leadership team meetings | toss the org chart for an accountability chart | how core values affect remote work culture | how ‘tech stacks’ can help you standardize | ready to be a virtual cfo?
goprocpa.comexclusively for pro members. log in here or 2022世界杯足球排名 today.

some business owners may think they can save the company all of that money by going remote, but i personally believe that’s a terrible idea. while it’s true that a distributed company doesn’t have the costs that come with having a physical space, the very nature of a remote work environment results in a completely different and unique set of needs that should be considered in the company’s annual budget.
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how motivation is like bathing

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two businesswomen sitting at table and talking in office courtyardit’s just one key to employee retention.

by steven e. sacks
the new fundamentals: practical guidance for today’s accounting firms

salary used to be the main driver behind a young professional’s choice of employer. no longer. in fact, salary is now ranked as fourth or fifth among the important criteria.

more: the lost art of the interview | the new way to handle exit interviews | who’ll quit next? | strengthen your firm’s screening practices | smart trust in the workplace | what aspiring accountants need to know | improve job satisfaction or it’ll cost your firm | we hear but do we really listen?
goprocpa.comexclusively for pro members. log in here or 2022世界杯足球排名 today.

the gen y cohort is looking at meaningful and challenging work, increased responsibility, rapid upward mobility, the freedom to innovate, an opinion to be respected, a system for frequent performance feedback and a work environment that encourages the use of technology – specifically social media.
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