As you head into May and beyond, your firm is likely settling into a post-tax season rhythm, and the focus can shift to ensuring your new hires are set up for long-term success. Having onboarding and retention strategies are critical to maintaining a high-performing, engaged team, so it’s essential to have strategies in place to help them thrive in their new roles. Here’s how you can ensure that your firm’s newest hires are set up for long-term success and stay engaged throughout the year.
Ensure a Smooth Transition: Structured Onboarding Is Key
The first few weeks and months for a new hire are crucial. A well-organized onboarding process isn’t just about paperwork—it’s about ensuring new employees feel welcomed, supported, and clear on their roles. Take the time to introduce new hires to the company culture, provide them with the tools they need to succeed, and set clear expectations. A strong onboarding program gives new hires the confidence to succeed and helps them establish the relationships they’ll need to grow within your firm.
- Provide an introduction to company culture: Make sure your new hires understand the values and mission of your firm.
- Offer the right tools and resources: Ensure they have the technology and support needed to be successful.
- Set clear expectations: Define their role and goals clearly from the start to ensure alignment.
Pro Tip: Consider a structured mentorship program where new hires can connect with a seasoned team member who can guide them through the onboarding process and answer any questions.
Offer Flexibility: Adapt to New Work Preferences
This past busy season may have shown the strain that heavy workloads can place on your team. As firms shift into a new normal, offering flexibility can be a game-changer in attracting and retaining top talent. Remote work, fractional positions, or even flexible hours can be a major draw for employees looking for a better work-life balance.
- Remote work options: Allow team members to work from home for part of the week.
- Fractional work arrangements: Offer part-time or flexible positions to attract top talent looking for more balance.
- Flexible hours: Give employees the freedom to choose their working hours to fit their lifestyle.
Flexible work options also benefit your firm by allowing you to tap into a broader pool of candidates. Offering these options is an attractive perk for those looking for a better fit between career and lifestyle, and it’s a great way to prevent burnout, especially for those still adjusting after a busy tax season.
Pro Tip: If remote work isn’t an option for your firm, explore hybrid models or flexible schedules as part of your onboarding and retention strategies to give employees more control over their time.
Keep Building Your Pipeline: Stay Ahead of the Curve
Even if you’re not actively hiring right now, it’s critical to continue building and nurturing your talent pipeline. Maintaining ongoing relationships with recruiters and keeping in touch with potential hires ensures you’ll always have top candidates ready when you need to grow your team.
- Build long-term relationships with recruiters: Keep in touch with recruiters to stay updated on top candidates.
- Engage with potential hires: Even when you’re not hiring, check in with passive recruiting services like Accountingfly’s Always-On service to watch for future talent growth.
- Invest in your employer brand: Showcase your firm’s culture and benefits to attract top talent.
Investing in long-term recruitment efforts helps you avoid the stress of a sudden hiring need, and it strengthens your firm’s ability to recruit the best talent when the time comes.
Pro Tip: Regularly check in with your recruiter to keep them updated on your firm’s needs and culture, so they can help source candidates who are the right fit for your team.
Set the Stage for Success
Onboarding and retention go hand-in-hand. By focusing on structured onboarding, offering flexible work options, and continually building your pipeline, you’ll ensure your firm attracts and retains the best talent for years. Remember that your onboarding and retention strategies will vary based on your firm’s current needs.
As Liz Branch, COO and Head of Sales for Accountingfly, says, “The key to retaining top talent is not just finding the right fit but creating an environment where they can thrive long-term.”
Need help finding and retaining top accounting professionals? Accountingfly is here to assist with your hiring needs. Contact us today to learn how we can help streamline your recruiting process and connect you with candidates who are the perfect fit for your firm.
