Tracking new team members is not like what it used to be. I think the tide had already turned before Covid for the accounting profession, I think Covid has accelerated, but it’s harder and harder to get good people. So if it’s harder and harder to get good people, what are you going to do about it? We can’t just sit back. There’s no point in going to the recruitment agents because many of them don’t have the candidates.

There’s no point in putting the ads in the logo paper, they’re up on Indeed because we’re not getting the type of candidates we want. People aren’t just applying for jobs the way they used to. How are we going to deal with this? How are we going to deal with this? We need to think differently. Who hunting or the who attraction plan is a trade and trusted process That we use ourselves Here to recruit and have recruited very successfully and continue to recruit very successfully using this methodology,

but also is used by our accounting firms. So this is a lengthy exercise I’m gonna run through quickly, but if you need a recruit, sit down, take the time out and do this exercise. So the first thing is, who’s the one person? Do you know your org chart? Out of all the positions on the org chart, who Is the one person?

And if you recruited them, would make Everything else easier Or unnecessary for You? What Is that biggest pain point? So then we go on and we describe The role or the job title. Is this somebody who could be an internal who That we employ as a team member? Or actually could we get an external who they mightn’t Be full-time? But you know,

is this somebody, is this somebody that we can get? Who is this somebody who we can get Who? Who, who could be a temporary resource, an outsource resource, a part-time resource. So we come down long, we answer, okay, what’s the role that they will fulfill? And in order to fulfill that role, what are the five things they must excel at Now,

similar to our ideal client avatar, what’s their experience? What’s their qualifications? How long have they been working in the role or the field? From there we go and say, okay, well what Else about them? What else about this one person? This one person such about recruiting them is going to make everything else Easier or unnecessary. What Else can we say about them?

Okay, so where do they currently work? What are the types of businesses or industries where we find this person and who do they currently work with now? As well as who do they currently work with? What type of people do they work with? Name the professions of Their work colleagues, accountants work with accountants, but there’s also other people who work with accountants.

Bookkeepers were bookkeepers, but there’s also other people who work with bookkeeper advisors. We need to open our mind to non-traditional connections here. Where do these people hang out? What? What associations or institutes are they a member of? What are the interest groups Relevant to their profession? So what groups are they going to be in? Social media, physical networking groups.

Where, where are we gonna find these people? This question’s a big one. Who do I know that may know a who That knows A who? So who do you know that may know somebody that knows one of these people? Name Five people That may know that type of person. So now what We’re doing is we’re working to our network. Well,

who do I go talk to? Who do I go ask that could bring me this? Who? What are the top three actions I can Take right now to secure my who? And you See, then what we do is we give you a serious of who hunting activities. You Can do direct outreach through LinkedIn, former team members, former third party contacts,

give a headhunt bonus. You can do networking, your existing team, former colleagues, former employees, former employers, former lecturers. You can do paid activities, use recruitment agents, job boards, advertising, social media, identify possible current employers, visit their websites, identify the individuals, do social media searches. There’s lots of things you can do to attract your whos.

So that brings us to the end of module two. We haven’t answered all the questions, but if you’ve answered the questions that we have, here you are. First step, second step, third step along the path to developing a winning culture and solving the people part.