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Competing for Entry-Level Talent: Strategies for Smaller Accounting Firms
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Geoff Bruskin
Competing for Entry-Level Talent: Strategies for Smaller Accounting Firms
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In public accounting, competition for entry-level talent is fierce, especially when contending with the allure of the Big 4 firms. In our experience, small and mid-sized firms have more to offer holistically, but when there’s a shortage of accounting students going into the sector to begin with and the students who do want a career in public accounting are being sold on Big 4 by their universities, small and mid-sized firms have to get creative with standing out.
The items below set small and medium sized firms apart from their Big 4 counterparts and, based on our experienced, will pique the interest of entry-level staff.
Career Growth Opportunities:
Smaller firms can provide a more personalized and faster track to career growth. Highlight the chance for early responsibility, varied experiences, & rapid advancement.
Work-Life Balance:
Smaller firms often offer a more manageable workload, better hours and greater flexibility, which can be a strong draw for today's youth.
Specialized Expertise:
Smaller firms can focus on niche industries or services, providing unique learning opportunities in specialized areas of accounting that larger firms might not offer.
Client Interaction:
Smaller firms often provide more direct client interaction, allowing entry-level professionals to build valuable client relationships early in their careers.
While the Big 4 firms have their advantages, smaller accounting firms can compete effectively for entry-level talent by leveraging their unique strengths above.
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