CPA_Practice_Advisor_July_2020 - 22

THE STAFFING & HR ADVISOR
Hiring and Managing Paraprofessionals in the Age of

REMOTE WORKING
AS ACCOUNTING FIRMS refine their business strategies in the wake of the COVID-19
pandemic, it's likely that paraprofessionals will loom large in their plans. There are few
things more important today than an adaptable workforce - and paraprofessionals fit
the bill. They can be full- or part-time, depending on your needs. They can work on-site,
as remote employees and as contractors, giving you multiple options as part of a flexible
staffing strategy.Common specialties for paraprofessionals in accounting include:
■■Accounting clerk
■■Accounts payable/receivable
■■Billing specialist
■■Bookkeeper
■■Payroll specialist
While these are essential and
often demanding roles, paraprofessionals don't require the same level
of accreditation and licensing as a
certified public accountant. Adding paraprofessionals to your staff,
therefore, can streamline your firm's
processes and reduce costs. Here
are some thoughts on how to build
and manage a successful team of
paraprofessionals.

ATTRACTING THE RIGHT
CANDIDATES
The hiring process for accounting
paraprofessionals begins before
you post a job. Spend time asking
yourself and colleagues the following
questions:
■■What do we need? Are you looking
for a full-time employee to work on
major client accounts? Or do you
have a short-term project an interim
professional might be the right fit for?
■■What kind of experience will
our hire need? Most firms prefer
paraprofessionals with a bachelor's
or associate's degree, or those with
equivalent work experience - usually
a minimum of three years in a finance
or accountancy position. Depending
on your requirements, you may
also need someone with a Certified
Accounting Paraprofessional (CAP)
certification, which is the industry
standard. It validates a candidate's

JULY 2020 ■

knowledge of accounting functions
such as bookkeeping, payroll and
tax services.
■■What skills should candidates
bring to the table? Paraprofessionals
should have experience working
with financial software such as
Microsoft Office, Excel, QuickBooks
and QuickBooks Online. Candidates
will also need soft skills and to fit
with your organizational culture. At
a time when many employees are
working either remotely or in offices
redesigned for social distancing,
qualities such as a flexible mindset
and the ability to work independently
should be near the top of your list for
personal attributes.

movements show they are comfortable with the process? Do they quickly
establish a rapport with you?
As well as asking them about
their work experience and technical
skills, give candidates the chance to
speak in more personal terms about
what they enjoy most about working
in accounting and what they think
they can bring to this particular role.
There are no right or wrong answers to
questions like: "What do you consider
the top three skills of a great bookkeeper?" - but the way a candidate
responds can tell you a lot about them.
Do they seem passionate about their
work? Do they communicate their
thoughts clearly?

INTERVIEWS - REMOTE
OR IN PERSON

MANAGING YOUR TEAM

After you've narrowed your list of
candidates based on resume reviews,
set aside time for interviews. Due to
COVID-19, this is much trickier now
than it was a few months ago, and
there's every chance you'll be interacting with candidates remotely via
video calls.
This is challenging in one sense
but advantageous in another: You'll
get the chance to assess first-hand
how candidates handle themselves in
a remote setting, which is especially
important if your new hire will be
starting the job remotely. During
the call, watch for signs of politeness
and mastery of video technology.
For example, do candidates know to
look at the camera, not the screen?
Do their facial expressions and body

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Adding to your paraprofessional team
is only part of your role as a manger,
of course. You've also got to ensure
the full group remains productive and
satisfied with their work. Keep these
tips in mind, whether your team is
in-house, working remotely or some
of both.
■■Set clear expectations - but don't
be rigid. Clearly communicate to
your staff how you will evaluate their
performance and ability to satisfy
clients. They'll appreciate knowing
what's expected of them, and in the
current circumstances, they'll hope
for some flexibility from you in return.
Be sure to provide this, particularly
to people who work from home. For
example, while many remote workers
prefer to work "normal" hours, others
will need a more fluid schedule if

PAUL McDONALD

Senior Executive Director
Robert Half
paul.mcdonald@cpapracticeadvisor.com

they're to maintain their work-life
balance in a topsy-turvy world.
■■P ut t he r ig ht t e c h no lo g y i n
place. Make sure your employees
have access to the programs and
platforms they need to do their jobs.
This includes financial software
such as QuickBooks and the latest
work-at-home equipment and communications apps, such as Zoom,
Teams, WebEx, Basecamp and Slack.
Additionally, consider reimbursement
for Wi-Fi at home to ensure seamless
connection to your workplace.
■■Keep in regular touch. Your employees could begin to falter if they stop
communicating with you and each
other as often as they did when all of
you were co-located. Schedule regular
check-in video meetings to catch up
on key projects and share updates as
well as compare personal experiences,
as appropriate.
■■Show appreciation and support.
Whether your team is in-house or
remote, it's important all members
feel valued and appreciated. Share
positive feedback and plan some
activities to help your employees
unwind, especially after busy times
of the year. Schedule one-to-ones to
check in to see how people are doing,
and be sure to offer constructive
support if they seem overworked.
With thoughtful recruitment
and smart, flexible management,
paraprofessionals can be the lifeblood
of any accounting team - not just in
the future, but right now. ■

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