Hiring in today’s accounting market requires more than filling a vacancy. It demands intentional, inclusive, and strategic processes that secure the right talent while strengthening your workplace culture. This white paper brings together Mercer Bradley’s best insights from years of recruitment experience, offering practical guidance to improve every stage of the hiring journey — from attracting candidates to onboarding and retention.
1. Attracting and Engaging Top Talent
Hire for a Great Culture Fit
Cultural alignment is as critical as technical skill. Clearly define your values, work style, and expectations, then communicate them throughout your job postings, interviews, and onboarding. The right cultural fit increases engagement, collaboration, and retention. Read Hire for a Great Culture Fit →
3 Ways to Keep Potential Hires Engaged
Keep communication consistent during the recruitment process. Share timely updates, offer insights about your organization, and provide opportunities for candidates to connect with team members. A thoughtful candidate experience can mean the difference between securing your top choice and losing them to another offer. Read 3 Ways to Keep Potential Hires Engaged →
How Do You Convince Top Talent to Work for You?
Top candidates often have multiple offers. Sell your opportunity by showcasing career growth potential, meaningful work, and competitive compensation — while also highlighting your unique company culture. Read How to Convince Top Talent to Work for You →
Reasons You Are Having Trouble Finding the Accounting Talent You Need
If your search is stalling, reassess your hiring criteria, sourcing methods, and employer branding. Sometimes small adjustments — like targeting a broader geographic area or emphasizing transferable skills — open the door to exceptional candidates. Read Reasons You’re Having Trouble Finding Talent →
2. Conducting Effective and Inclusive Interviews
Effective Interview Strategies with Multilingual Job Applicants
Provide a comfortable environment, speak clearly, and allow candidates extra time to respond. Focus on the quality of answers rather than language perfection, and consider cultural differences in communication styles. Read Interview Strategies with Multilingual Applicants →
Hiring Bias – It’s Real and Here’s How You Can Avoid It
Acknowledge that unconscious bias can influence decision-making. Use structured interviews, diverse interview panels, and standardized scoring to ensure fairness. Read How to Avoid Hiring Bias →
Mindfully Avoiding Unconscious Bias
Be intentional about removing bias from job descriptions, interview questions, and evaluation criteria. Training your team to recognize bias helps maintain equitable hiring practices. Read Mindfully Avoiding Unconscious Bias →
What You Should Know About Anti-Discrimination Hiring Practices
Understand and comply with laws that protect against discrimination in hiring. Equal opportunity practices not only meet legal requirements but also create a more diverse and innovative workforce. Read Anti-Discrimination Hiring Practices →
Great Questions to Ask Top Candidates
Go beyond the résumé to ask questions that reveal motivation, problem-solving abilities, and adaptability. Behavioral questions grounded in real-world scenarios are especially effective. Read Great Questions to Ask Candidates →
Interviewing with Impact
Be prepared, focused, and respectful of the candidate’s time. Create a conversational flow that builds rapport and uncovers both technical skills and cultural alignment. Read Interviewing with Impact →
3. Enhancing the Interview Process with Your Team
How to Add Internal Talent to Your Interview Process
Internal hiring brings big benefits but also risks if candidates aren’t chosen. This blog explores how to maximize the upside while reducing disengagement and turnover. Read How to Add Internal Talent →
Why Revisiting a Runner-Up Can Save Time and Strengthen Your Workforce
Past finalists are often still interested — and already vetted. Staying in touch can lead to quicker hires when a new need arises. Read Why Revisiting a Runner-Up Matters →
4. Onboarding and Retaining Your Best People
Effective Onboarding – 6 Ways to Streamline the Process
Create a structured onboarding plan that covers role expectations, company culture, and early performance goals. Smooth onboarding shortens ramp-up time and boosts new hire confidence. Read 6 Ways to Streamline Onboarding →
Why Getting Onboarding Right the First Time Is Essential
First impressions count. A strong start fosters engagement and long-term commitment, while a poor onboarding experience can lead to early turnover. Read Why Onboarding Right the First Time Matters →
Employee Retention Starts Sooner Than You Think!
Retention strategies begin before day one — during recruitment and selection. The more aligned the hire is with the role and culture, the longer they’re likely to stay. Read Employee Retention Starts Sooner →
Why It Matters: Internal and External Equity in Compensation
Pay equity not only ensures fairness but also strengthens your reputation as an employer of choice. Regularly review compensation structures to stay competitive. Read Why Pay Equity Matters →
5. Due Diligence for Smarter Hiring
7 Steps to a Successful Accounting Placement
From clearly defining the role to conducting a thorough candidate evaluation, a structured process ensures better outcomes for both employer and employee. Read 7 Steps to a Successful Placement →
The Strategic Value of a Background Check
Background checks help confirm qualifications, verify experience, and protect your organization from risk. Read The Strategic Value of a Background Check →
Conclusion
Building an exceptional accounting team requires a thoughtful, inclusive, and strategic approach. By refining your recruitment, interview, onboarding, and retention processes, you’ll position your organization to attract — and keep — the right talent.
Ready to Build a Stronger Accounting Team?
Mercer Bradley partners with Manitoba employers to help attract, hire, and retain accounting and finance professionals who make a difference. Request an employee or connect with our Winnipeg team to learn how we can help you hire smarter.
