Counting on Talent: How to Hire Accountants (and CPAs) in Toronto
Hiring a great accountant or CPA is like striking gold – it keeps your finances balanced and your sanity intact. In Toronto’s competitive market, the best way to hire a CPA or any accounting pro is to have a clear strategy and know exactly what you need. This guide will walk hiring managers step-by-step through the accountant hiring process, with a witty-yet-professional tone that keeps things interesting (we promise, no dry balance-sheet jokes!). You’ll learn how to define roles, write killer job descriptions, conduct insightful interviews, onboard new hires effectively, and even tackle niche positions like controllers or manufacturing accountants. By the end, you’ll be fully armed to recruit top finance talent and avoid those scary “Oops, why did we hire that?” moments.
Define Your Hiring Needs: Match the Role to Your Business
Before you post anything, pinpoint exactly which accounting role you’re filling and what skills matter most. Toronto hiring managers often need different flavors of accountants – here are a few common ones and the key traits to look for:
- Accounts Payable/Receivable Specialist: These folks handle invoices, purchase orders, and payments. Look for computer-savvy candidates who are detail-oriented and comfortable with high-volume data entry. They should know basic accounting and invoice matching, as “a missed due date or invoice error can create multiple problems.” Good organizational and Excel skills are a must.
- Controller: A controller is a senior finance role (often requiring a CPA) who oversees all accounting functions. Ask about GAAP knowledge, financial reporting, and budgeting experience. Top controllers are strong communicators and leaders – they can “turn numbers into words” for non-finance colleagues and manage teams in AP, AR, inventory, payroll and tax compliance. You might ask controller candidates, “What elements of the budget process matter most to you?” or “Which accounting systems do you use?” In short, controllers need both technical savvy and the ability to explain financials clearly.
- Financial Analyst: These analytical whizzes forecast budgets, analyze trends, and support financial planning. Critical traits include analytical ability, attention to detail, and advanced Excel/data skills. They should be comfortable with data analytics tools and sensitive to small changes (even a tiny number can shift a forecast). During interviews, probe their problem-solving: “Tell me about a time your analysis caught an error, and how you fixed it.” And emphasize soft skills like communication – analysts often present findings to stakeholders, so being able to explain numbers in plain language is crucial.
- Audit Manager: If you need internal audit leadership, look for someone with deep audit and compliance expertise. Essential hard skills include GAAP and Sarbanes-Oxley knowledge, and a proven track record of leading audits. But audit managers also require strong leadership and communication (to guide a team and ask tough questions) and problem-solving skills for unforeseen issues. Typical requirements: a Bachelor’s in accounting/finance and often a CPA, CIA or CISA credential. In interviews, ask about their experience with audit methodologies and how they’ve improved controls in past roles.
- Cost Accountant / Manufacturing Accountant: These roles handle inventory costing, production budgets, and variance analysis in manufacturing. Candidates must be comfortable with standard costing, inventory valuation, and ERP systems. The best ones even walk the shop floor to understand costs firsthand. Look for someone who has managed month-end closes, conducted inventory counts, and analyzed cost variances. Communication is key too – they’ll need to explain cost-saving ideas to production managers and non-finance execs. (Pro tip: a CPA or CMA is a bonus, but hands-on manufacturing experience often outweighs certification alone.)
- Logistics / Transportation Accountant: In the logistics industry, accountants handle high transaction volumes and often international accounting standards. Ensure candidates are familiar with IFRS (since many logistics companies work globally) and local tax/regulations. They should know how to keep monthly books up-to-date (“accounts are produced at least once a month” in logistics firms) and use modern accounting software. In practice, you want someone detail-oriented who can juggle freight bills, cross-border entries, and complex billing.
- Property Accountant: For real estate firms or property management, top skills include financial statement prep, auditing experience, and thorough GAAP knowledge. Indeed’s research shows that accounting, auditing, and GAAP are among the top specialized skills in property accounting job posts. Also prioritize soft skills like communication, management, and Excel; property accountants often deal with owners, tenants, and various teams, so they must explain numbers clearly.
By clearly defining the role – whether you need an accounts payable specialist, a controller, or a niche cost or property accountant – you ensure your search targets candidates with the right background. (Hot tip: Some jobs blur these lines; a small business might want a “jack-of-all-trades” bookkeeper vs. a big firm might split roles. Decide which first.)
Crafting an Eye-Catching Job Description
Once you know what you need, write a standout job description. A good JD attracts the right candidates and gives you a guide for interviewing. Include:
- Key Responsibilities: Clearly outline day-to-day tasks (e.g. “manage monthly closes”, “prepare tax filings”, “reconcile accounts payable”). Show candidates exactly how they’ll add value. (Tip: Tie tasks to outcomes – e.g. “ensure timely payroll to keep our team happy and legal”).
- Required vs. Preferred Qualifications: Split your wish list. For example, required might be “Bachelor’s in Accounting/Finance, 3+ years’ experience, CPA or CPA-in-progress”. Preferred might be “experience with SAP or Oracle, MBA or CMA”. This helps applicants self-select and keeps resumes relevant.
- Soft Skills: Don’t forget interpersonal traits. Emphasize attention to detail, communication skills, and teamwork. As Thomson Reuters notes, soft skills matter as much as technical skills – great accountants are also problem-solvers and good listeners.
- Your Unique Selling Points: Why work for you? Mention perks like flexible work, growth opportunities, or a fun company culture. A TikTok-esque line like “Join our energetic finance team – we can count our own beans!” (witty, but informative) can make your posting memorable.
How to Hire Accountants the Right Way
According to hiring experts, “Make sure the job description is detailed and specific. This helps screen candidates… and provides you with a guideline for the interview”. In other words, the JD does half your screening work for you.
Where to Post: Use popular job boards and niche sites. Indeed and LinkedIn are obvious choices for Toronto accountant roles. For specialized or remote positions, consider FlexJobs or finance-specific sites. Don’t forget internal posting and employee referrals – existing staff often know qualified peers. And if your budget allows, an accounting recruitment agency (like IPG Workforce Solutions!) can tap passive candidates who aren’t job-hunting online.
Sourcing Candidates: How to Hire Accountants
Attracting talent means spreading the word. Along with job sites, use networks: attend Toronto finance meetups, post on CPA LinkedIn groups, or connect with local colleges’ accounting programs. Diversity is a bonus – Thomson Reuters urges firms to “appreciate and promote diversity” to get fresh perspectives. A diverse applicant pool can lead to more creative solutions in your accounting team.
Many Toronto firms find success on professional platforms: LinkedIn Recruiter is great for searching “CPA Ontario” or “financial analyst” directly. You can also visit accounting conferences or job fairs (virtual or in-person). Remember, the best way to hire a CPA might sometimes be to have one recommended by someone you trust – a referral often yields high-quality candidates.
Finally, during sourcing, initial screening is key. Skim resumes for must-haves (CPA license? ERP experience? Industry background?). Don’t be swayed by a flashy title if the core skills aren’t there. Screen out non-fit resumes before you waste time. A good timeline is to spend 1–2 weeks reviewing applications, then schedule screening calls. This keeps your process moving efficiently.
Interviewing: Ask the Right Questions (and Listen!)
By the time interviews roll around, you’ve narrowed candidates with resumes and maybe a skills test. Now it’s time to dive deep. Structure your interviews thoughtfully (Thomson Reuters advises preparing an agenda and sticking to consistent questions). A mix of question types works best: closed questions for facts, open-ended questions to explore thinking, and situational questions to see problem-solving in action.
Key Interview Tips:
- Plan Ahead: Coordinate with anyone else interviewing to avoid overlap. Block out a full hour (or more for senior roles) so you’re not rushed. Reading the resume beforehand is a must; it lets you skip the basics and focus on gaps or highlights.
- Start with the Basics: Confirm their experience with core accounting tasks. For example, ask “Which ERP/accounting systems are you most comfortable with?” or “Describe your last month-end close process.” These double as screening and make the candidate feel “speaking our language.”
- Technical Questions: For a CPA or staff accountant, you might include a quick test of accounting knowledge (e.g., “Explain deferred revenue” or “When is revenue recognized under IFRS?”). Don’t be overly tricky, but do probe key areas like GAAP vs. IFRS if your business uses them.
- Behavioral Questions: Get insight into work style. “Tell me about a time you caught an error in someone else’s work,” or “How do you handle tight deadlines during fiscal year-end?” These reveal attitude and how they collaborate. Remember: listen 80% and talk 20% – give the candidate space to share.
- Consistency is Key: Ask each candidate the same core questions so you can compare fairly. Then feel free to dig deeper or explore unique topics with follow-ups. (For instance, you might find a candidate’s side job interesting and ask how they manage time.)
- Controller-Specific: If interviewing for a controller, include questions about leadership and strategy, since that role is about more than crunching numbers. NetSuite recommends asking a controller about team management and communication. For example: “How have you explained complex financial results to non-finance execs?” or “Describe your budgeting strategy step-by-step.” This checks their ability to lead and educate others.
- Listening to Soft Signals: According to Thomson Reuters, an interviewer should “notice non-verbal cues” – are they engaged or constantly checking their phone? Follow the 80/20 listening rule. Also let them ask questions at the end; often their inquiries reveal what they value (e.g., career growth vs. work-life balance).
Hiring Accountants Made Simple
In other words, interviewing accountants is both art and science. You’ll need to test their hard skills (accounting know-how, software ability) while also gauging soft skills like curiosity and communication. As one expert puts it, accountants can have all the technical chops but if they lack communication skills, they won’t thrive in a team environment.
After interviews, check references quickly. A former boss can confirm details like “did they meet deadlines consistently?” or “how do they handle feedback?”. Finally, make your offer promptly – in-demand finance candidates often have multiple offers. Keeping the process to 4–8 weeks (as recommended by recruiters) is a good benchmark to avoid losing top talent.
Onboarding New Hires: Setting Accountants Up for Success
Hiring doesn’t end at “we have a signed offer.” An organized onboarding process ensures your new accountant hits the ground running and stays long-term. Treat onboarding as an investment: companies with strong onboarding are 82% more likely to retain their new hire. To maximize ROI on hiring, try these tips:
- Create an Onboarding Checklist: From day one, make sure the new hire knows their schedule: meet-the-team lunches, software training sessions, and milestone reviews. Give them paperwork, but also personal intros. Introduce them to coworkers and key contacts (who to ask about the coffee machine vs. payroll questions). This avoids “waiting for onboarding info” and isolation.
- Set Clear Expectations: Outline 30/60/90-day goals. For an accountant, that might mean “Learn our chart of accounts by week 2”, “complete first monthly close under supervision by month’s end,” etc. Clarity reduces new-hire anxiety and aligns them with team objectives.
- Assign a Mentor or Buddy: Pair them with an experienced team member (not their direct boss) for questions about company culture and workflows. Peer mentors can speed up the learning curve and build relationships.
- Train on Tools & Processes: Don’t assume they’ll figure out your systems. Schedule training on your ERP, reporting tools, and any proprietary processes. Even if they’re from a “Big 4” background, every company has its quirks. A smooth software onboarding leads to faster productivity.
- Involve Them in Team Goals: Early wins build confidence. Consider assigning the new accountant a small project (like reconciling a petty cash account or shadowing an audit for experience). Celebrating their contributions, however small, makes them feel valued.
- Gather Feedback: Check in weekly early on. Ask how things are going and listen. If they highlight unclear procedures or missing resources, act quickly. This shows you care and helps refine your onboarding for next time.
A well-onboarded hire will not only do their job faster but also become an engaged team member. And engaged accountants refer other great candidates – boosting your recruiting pipeline.
Why Partner with IPG Workforce Solutions?
Even with this guide, hiring the right accountant can be daunting. That’s where a specialist comes in. IPG Workforce Solutions is Toronto’s boutique recruitment agency focused on accounting and finance roles. We “specialize exclusively in accounting and finance recruitment” (just like top sites note) and can take much of the legwork off your plate.
When you work with IPG:
- We already know the market. Our network includes Toronto’s best CPAs, controllers, and analyst talent – often candidates not found on job boards.
- We vet rigorously. We’ll pre-screen candidates for the skills and cultural fit we’ve outlined above, so your interview list is filled with only the most promising matches.
- We save you time (and money). Instead of sifting through hundreds of resumes or posting ads for weeks, we fast-track the process and often fill roles in half the normal time. A streamlined hire means less disruption to your team and projects.
- Ongoing support. We don’t vanish after placement. IPG checks in with you and the new hire to ensure the onboarding is going smoothly, and we keep an eye on retention.
Ready to find your next accounting superstar? Contact IPG Workforce Solutions today or visit our website to schedule a consultation. Let our experts show you how to hire accountants and CPAs the smart way in Toronto. With IPG on your side, you’ll stop worrying and start balancing those books.
