This is one of the biggest challenges that I hear when speaking to practice owners…
“It’s so hard to recruit good people”.
“There’s a lack of good quality candidates in the market”
Every practice wants to hire the best – ‘la crème de la crème’.
But what happens when recruiting these people becomes a challenge?
Having top-quality, outstanding people work in your accountancy practice is important. No doubt about it. It’s why I created the A+ formula to help practice owners identify the best people.
But trying to scale your accountancy practice (or any business) that is completely centred around super talented people is difficult and may not be the best approach.
First of all, these high calibre people are hard to come by. It’s like you’re looking for a needle in a haystack sometimes.
So, by limiting yourself to the top % you’ll typically find it slower and harder to recruit.
Secondly, one thing I’ve learnt over the years is that when you have a team of top-performers, it can hide the fact that the systems in the business may not be completely up to scratch.
And the reason for this is simply that outstanding people get the job done, even if the systems are poor.
Which is fine if you have a team of top performers, but once an average team member finds their way in they’re going to fail pretty fast.
So, if scaling your practice around a few key individuals isn’t the best approach, what is?
Become systems focused, not talent focused
Building good, scalable systems is a much more reliable way to scale your accountancy practice than constantly focusing on trying to recruit top-performers.
The goal is to make your systems so good, that even with average people using them, the practice is still growing.
“94% of problems in business are systems driven, and only 6% are people driven” – W Edwards Deming
By having good, robust systems in place, you reduce the reliance on your key performers, and increase the number of people who might be suitable to hire.
People come and go, but systems remain constant
The above is not to play down the important of recruiting the best possible talent.
It’s simply exploring what the alternatives are when finding these people becomes more difficult.
With great systems in place, you’re less reliant on finding outstanding talent to help you grow and scale your accountancy practice.
And as Michael Gerber famously said – “Let systems run the business and people run the systems. People come and go but the systems remain constant”.