Today, running a CPA company is very tough. You are juggling client deadlines, payroll, tax seasons, audits and expanding your company. And staffing is a continual challenge. Great talent is difficult to find and tougher to keep. If you are feeling the pressure, you are not the only one.
But there’s good news: remote talent will enable you to run your firm more smoothly, less stress, less expensive and boost client satisfaction. And more CPA firms across the U.S. are outsourcing from bookkeeping and tax prep to admin and customer care to remote teams.
In this blog, we’ll break down how you can streamline operations in your CPA firm by hiring and managing remote talent. You’ll learn the benefits, how to get started, what tools to use, and how to avoid common mistakes.
How Remote Talent Makes Sense for CPA Firms?
This is why remote talent is a great match for your firm before you tackle the other details:
1. Access to a wider Talent Pool.
Whenever you employ locally, you are restricted to individuals in your town or city. But if you go remote, you may find accountants, bookkeepers and support staff around the nation - or maybe the world. This opens the door to better talent and specialized abilities.
2. Cost Savings.
Remote workers frequently spend less than in-office staff. You pay no for office space, furniture, materials or even utility bills. If you hire internationally or even use freelancers, labor costs might also be lower.
3. Flexibility & Scalability.
Remote teams give you flexibility. You can scale up in busy seasons and down when things slow down. You may hire part time, project-based or full-time workers.
4. Better Work-Life Balance for You and Your Team.
Let us face it - public accounting is demanding. Remote working can help your team steer clear of lengthy commutes and work how they prefer. The happier employees stay longer and do better work.
The Best Way to Use Remote Talent in Your CPA Firm.
So how can you actually make this work? We can do this in steps”
Step 1: Figure Out What Tasks Can Be Done Remotely.
Not everything must take place at your office. Ask yourself which tasks could be accomplished by somebody working from home or another place.
Common remote tasks include:
- Bookkeeping/bank reconciliations.
- Processing payroll.
- Accounts receivable/payable.
- Onboarding of clients.
- Scheduling & admin support.
- Data entry/report generation.
If a task is mainly done on a computer with no face to face interaction, it may be a great prospect for remote working.
Step 2: Figure Out Who You Need.
When you understand what to delegate, determine what kind of people you require. Need a junior bookkeeper, a tax prepare, a virtual assistant or a project manager? Set a minimum quantity of experience along with a maximum amount of hours you would like them to work.
You can hire:
- Freelancers: Good for short term or project work.
- Part-time or full time remote employees: Better for consistency over an extended time period.
- Virtual staffing companies: These firms find remote workers for you.
Step 3: Find the Right People.
Locating the right remote talent is crucial. You will need competent individuals who are communicators, self-motivated, and reliable.
How you can make hiring simpler :
- Write down a job description.
- Utilize Upwork or LinkedIn or accounting-specific staffing companies.
- Do video interviews to examine communications and professionalism.
- Ask for samples or even test projects.
- Check reviews and references.
In case you are hiring worldwide, ensure they learn U.S. accounting regulations and speak your language clearly.
Step 4: Get the Tools & Systems Right.
Remote working is not "figure it out yourself". You require tools to help keep everybody organized, productive and connected.
These are tools that CPA firms generally use :
- Accounting software (QuickBooks Online, Drake, UltraTax, Xero, etc.)
- Project management - Asana, Trello, ClickUp.
- Time tracker: Toggl, Hubstaff, Clockify.
- Video calls: Zoom, Microsoft Teams.
- Sharing files: Google Drive, ShareFile, Dropbox.
- Talk & communications: Slack, Microsoft Teams.
Be sure your team understands the way to utilize these tools and you've policies around security, particularly for sensitive financial data.
Step 5: Create Clear Expectations and Processes.
Remote workers can't drop by your office to ask questions. That means you have to become more clear about the way things ought to go down:
- Document your workflows.
- Create checklists and templates.
- Set deadlines and quality standards.
- Have regular check-ins (weekly or biweekly video calls work great).
- Make a shared calendar with tasks and deadlines.
This might seem like a lot initially but saves time & stress later. Knowing what's expected helps your remote team work faster.
Step 6: Train & Onboard Properly.
Do not skip training. Even your remote worker with years of experience has to learn the way you operate.
- Give them tools and documents.
- Walk them through your processes.
- Let them shadow you or perhaps a team member for a few days.
- Create a 30, 60- and 90-day onboarding procedure.
Training takes time but it pays off. Well-trained workers make fewer errors and call for much less supervision.
Step 7: Create a Team Culture - Even from Afar.
Neighbors not being in the exact same office does not mean they shouldn't feel as part of a team.
Keep morale high using :
- Frequent video meetings.
- Celebrate milestones and wins.
- Being responsive to questions.
- Giving recognition and feedback.
- Of course they're opportunities to learn and grow.
A connected team is a productive one. Make everybody feel valued whether they live in the hall or throughout the globe.
Stay away from Common Mistakes
Before we leave, the following are some blunders to steer clear of when working with remote talent:
- Hiring too fast without vetting.
- Not having clear instructions or processes.
- Not attending regular check-ins.
- Not using the tools.
- Not protecting client data.
Take your time, be organised and treat remote workers as members of your staff - not freelancers or temps.
Also Read | Hiring an Accountant: A Game-Changer for Busy CPA Firms
Conclusion
Fast changing accounting means your CPA firm can't get stuck in the old way of doing things. Utilizing remote talent wisely cuts expenses, expands your business, decreases burnout, gives far more flexibility and helps in streamlining operations in your CPA firm
Start small. Give one task to a delegate. Hire one person. Build systems. And watch your operations get more efficient, step by step.
You have the knowledge and the tools. Right now, it is time to take action and develop a leaner, stronger CPA firm with remote talent.
