In today’s competitive market for accountancy talent, the difference between securing a high-calibre candidate and losing them to a competitor often comes down to the recruitment experience itself. While many firms invest heavily in job boards and branding, the most impactful wins often stem from simple, strategic actions during the hiring process.
Here are some of the most common pitfalls in recruitment — and how the most successful firms consistently avoid them:
1. Over-delegating the First Interview
One of the most frequent missteps is assigning the initial interview to junior team members or HR alone. While this may be done with good intentions, such as saving partner time or streamlining early-stage screening, it can send the wrong message to senior candidates.
What successful firms do:
They make a strong first impression by having a partner or director lead the opening conversation. This signals the importance of the role and shows candidates they’re valued from the outset. It also allows the firm to assess cultural fit more effectively — and gives candidates an early insight into leadership style and vision.
2. Moving Too Slowly
In a market where top candidates often have multiple offers on the table, a slow or disjointed hiring process can cost firms dearly. Delays in decision-making, scheduling interviews, or providing feedback often result in losing high-potential hires to faster-moving competitors.
What successful firms do:
They streamline their processes without sacrificing quality. Interview timelines are clearly mapped out in advance, and decision-makers are aligned from the start. This not only keeps momentum but also demonstrates to candidates that the firm is decisive and well-organised.
3. Lack of Transparency Around the Interview Process
Vague or last-minute details about interview stages can make candidates feel uncertain or unprepared, and ultimately disengaged.
What successful firms do:
They are upfront about what candidates can expect. From the number of stages and interview formats to who they’ll be meeting and what areas will be explored, successful firms ensure candidates feel informed and supported throughout the process. This builds trust and encourages stronger performance at each stage.
4. Failing to Understand What Drives the Candidate
Firms often focus on whether a candidate can do the job, but neglect to explore why they want the role or where they want to go in their career. This oversight can lead to short-lived hires or mismatches in expectations.
What successful firms do:
They ask thoughtful questions to uncover a candidate’s deeper motivations, long-term aspirations, and what they value in a working environment. They use this insight to tailor the conversation — and, where appropriate, the role — ensuring there’s genuine alignment on both sides.
Conclusion
In recruitment, details matter. The most successful firms treat every interaction as part of a two-way evaluation — not only are they assessing candidates, but candidates are assessing them. By investing partner-level time early, moving with purpose, being transparent, and truly understanding the individual behind the CV, firms position themselves to attract and retain top-tier talent in an increasingly competitive landscape.
