How to Tap Into the Hidden Accounting Talent Pool
17 Apr, 20251-2 minutes
In this blog, you will learn:
- What the hidden talent pool is.
- The benefits of accessing the hidden accounting talent pool.
- How to tap into the hidden accounting talent pool.
- More about how our accountancy recruitment services can help you grow your accountancy team.
In today's ever evolving job market, the accountancy sector is facing a shortage of skilled professionals and with some accountancy practices struggling to recruit, tapping into the hidden accounting talent pool has become a crucial strategy for uncovering experienced professionals.
The Spencer Clarke Group 2025 Accountancy and Finance Report, uncovered that 41% of professionals in the accountancy sector are considering looking for a new job in 2025. While this may raise concerns for some accountancy practices, it also highlights that professionals are interested in exploring new opportunities within the industry.
If employers wish to use this to their advantage and recruit the best talent for their accountancy practice, they need to think outside of the box and look beyond the traditional talent pool.
In this blog, discover how accountancy practices can tap into the hidden accounting talent pool and find the best staff for lasting success and growth.
What do we mean by the hidden accounting talent pool?
The ongoing talent shortage is impacting businesses, with some accountancy practices struggling to find the best talent to fill their roles. If top talent doesn’t want to join your practice, it might be time to broaden your recruitment strategy.
Instead of relying solely on traditional recruitment approaches like job boards and internal hiring, consider the untapped potential of professionals.
The hidden accounting talent pool can include:
- Qualified Accountants returning after a career break.
- Professionals working in non-accounting roles with relevant experience.
- Overseas-qualified Accountants new to the UK market.
- Recent graduates unsure of how to enter the profession.
- Freelancers or contractors seeking more stable employment.
What are the benefits of accessing a hidden accounting talent pool?
In the face of a talent shortage, tapping into hidden talent could benefit your accountancy practice immensely. Recent graduates, freelancers and professionals from other industries could bring transferable skills, fresh perspectives and diverse experiences. For example, a candidate who has customer service experience might be able to help a practice improve their client communication and build stronger relationships.
Hidden talent pools often include individuals seeking better alignment with values, culture, or work-life balance, rather than just money. This can lead to longer-term commitment and reduced turnover.
For candidates from underrepresented or nontraditional backgrounds (e.g. caregivers reentering the workforce, immigrants, veterans), tapping into these groups can broaden your team's perspective and improve innovation.
How to tap into the hidden accounting talent pool
How to tap into the hidden accounting talent pool:
- Invest in training and upskilling.
- Offer a competitive salary.
- Appeal to Gen Z and new talent.
- Build relationships with diverse communities.
Invest in training and upskilling
According to the 2025 Accountancy and Finance Report, 30% of accountancy and finance professionals said their main reason for searching for a new job in 2025 are career progression opportunities.
Training and upskilling are valuable assets to employees, especially qualified Accountants returning after a career break and professionals working in non-accounting roles with relevant experience. Candidates that have potential but lack direction or confidence can still build successful careers in accountancy when given the right support and development opportunities.
As technology continues to advance, more and more Accountants are leveraging AI in their work. Providing opportunities for accountancy professionals to enhance their technical skills, is an effective way to encourage professionals to join your practice.
By investing in training and offering equal opportunities to develop and enhance skills, employers can uncover untapped potential and build a more resilient, future-ready workforce.
Offer a competitive salary
To be competitive in the job market and attract those not actively job seeking, employers need to offer transparent, competitive salaries. According to Standout CV, 66% of candidates are more likely to apply for a job if the salary information is on a job board.
Graduates especially appreciate transparency in salary expectation and high starting salaries. According to a survey by the Institute of Student Employers, 51% of graduates and apprentices were leaving roles due to pay dissatisfaction.
As priorities change, employers can tap into hidden talent and offer a competitive salary as a strong incentive for attracting and retaining the best talent.
Untapped talent like freelancers or contractors seeking more stable employment may also be drawn to roles that offer greater financial security. This is especially important as the cost of living crisis continues to affect many families and professionals are seeking more financial stability.
Appeal to Gen Z and new talent
Younger professionals, particularly Gen Z, represent an often overlooked yet highly valuable pool of talent. According to data provider McCrindle, by 2034, 80% of the workforce will comprise of Millennials, Gen Z and the first of the Gen Alphas. Gen Z will come to reshape and dominate the workforce by 2030 and accountancy practices need to be prepared for significant changes.
To facilitate this change, accountancy practices need to adapt their strategies and begin adopting modern working expectations to attract and engage Gen Z talent. For employers and practices looking to engage with the younger generation, understanding their motivations is crucial to create a workplace that aligns with the younger generations values.
Gen Z are rejecting traditional career paths in favour of entrepreneurship, gig work and trade professions. Employers could benefit from utilising social media to advertise jobs, investing in the latest technology and prioritising inclusivity, flexibility and growth.
With the next generation of the workforce prioritising work life balance and emotional wellbeing, offering perks like greater flexibility could attract hidden talent including Gen Z and result in enhanced job satisfaction and increased productivity.
Build relationships with diverse communities
From graduates and Gen Z talent, to overseas-qualified Accountants new to the market, diversifying your talent positions your practice for long-term success in a changing industry. Promoting diversity and inclusion in your practice is crucial and an effective way to tap into hidden talent is to build relationships with diverse communities.
Partnering with professional networks, local organisations and community groups that work alongside underrepresented talent will help to widen your reach. Networking with diverse communities and hiring more diverse talent can unlock new ideas, drive better decision-making and ultimately help your practice to gain a competitive edge.
By diversifying your talent, employers can address skills shortages more effectively and discover employees who may have been overlooked or gone under the radar. You could sponsor events that celebrate diversity to reinforce your company values and present your practice as a place of work that welcomes a diverse group of people.
Discover what Accountancy & Finance professionals are looking for in a job
As a specialist accountancy and finance recruitment agency, we understand how to support accountancy practices and private sector businesses in their mission to attract, engage and retain the best talent.
After conducting extensive research with accountancy and finance professionals, we compiled the What Accountancy & Finance Professionals Are Really Looking for in a Job in 2025 report.
The report delves into the key factors shaping job preferences and expectations within the industry and uncovers topics such as preferred salary, perks, benefits, work flexibility and work culture.
Read the full What Accountancy & Finance Professionals Are Really Looking for in a Job in 2025 report here.
Accountancy recruitment services
As specialist accountancy recruiters, we support practices nationwide with their permanent recruitment needs.
Whether you’re searching for a tax, audit or payroll specialist, we will help you to find whoever you need to make your practice thrive.
If you’re struggling to fill a vacancy, why not get in touch with Management Consultant Lauren Bailey on 01772 954200 to see how we can help?
Accountancy jobs
If you’re searching for your next accountancy job, why not take a look at the latest vacancies, or simply upload your CV to be notified when a relevant position becomes available.
Who is Spencer Clarke Group?
Established in 2017, we’re an award winning and progressive recruitment agency based in the heart of the North West. Our reputation is built on trust, expertise and an unwavering commitment to exceed expectations.
In 2024, we were named Recruitment Agency of the Year at the prestigious Recruiter Awards, an accolade we are extremely proud of.
We operate in two sectors:
In eleven specialisms:
Healthcare, Social Care & Nursing
Corporate Functions & Business Support
