Stop Hiring in Panic Mode and Build a Team That Grows With Your Practice
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There is a moment every small practice owner recognises. The deadlines start piling up, your inbox becomes overwhelming, and what was once a manageable solo act starts teetering on the edge of collapse. In these moments, many accounting and tax practitioners make a familiar move. They hire. Quickly. Often out of desperation. But hiring to survive is not the same as hiring to grow. A sustainable practice is not built by filling gaps. It is built by creating a structure that supports the business you want to run and the life you want to lead.
Hiring for survival is not the same as hiring for success
Small practices rarely have HR departments or recruitment specialists. That does not mean they should settle for poor hires. One of the most common mistakes made by practitioners is recruiting someone simply to help, without first defining what help actually means. This leads to mismatched expectations, low engagement, and eventually, a costly cycle of hiring, training, and losing staff.
The first step in strategic hiring is clarity. Before looking at CVs, ask yourself what you really need. Are you looking for administrative support to manage emails and client follow-ups? Do you need technical assistance with file preparation and compliance tasks? Or are you trying to strengthen client relationships through better service delivery? Until you know what role you are filling and what success looks like in that role, you are not ready to hire.
Small practices do not need large teams. They need the right people.
The goal is not to build a miniature version of a large firm. The goal is to build a small, effective team that supports your clients and your capacity. This means defining roles clearly, avoiding overlap, and focusing on complementary skills rather than simply hiring more of the same.
A good starting point is to map your current pain points. Identify the tasks that are eating into your time but do not require your professional qualification. Look at the services that are suffering from delays or inconsistencies. These pain points are not a sign of personal failure. They are a sign that your practice is evolving and that it is time to make deliberate choices about how you scale.
Before making any hiring decisions, also consider whether the role needs to be filled by a permanent staff member. Many small practice functions can be outsourced or automated. A freelance bookkeeper or a virtual assistant might solve your current challenge more effectively than taking on a full-time employee.
Hire for attitude and train for skill
When you are ready to recruit, avoid focusing only on qualifications. Skills can be taught. Attitude, curiosity, and work ethic cannot. In a small team, cultural fit matters more than it does in larger organisations. You need people who are aligned with your vision and committed to your clients.
Instead of relying on formal interviews and standard questions, have real conversations. Talk about how your practice operates. Explain what a normal week looks like. Share the challenges you face. Ask candidates how they have handled uncertainty, difficult clients, or shifting priorities. You are not only looking for competence. You are looking for someone who can think, adapt, and stay the course.
Structure supports freedom
Hiring the right person is only the beginning. The next step is onboarding them with intention. Many hires fail not because they are the wrong people, but because they are dropped into chaos without guidance. In a small practice, even the most capable new team member will struggle if they do not know what is expected of them.
This is where basic tools become invaluable. A written job description, a three-month checklist, and a few standard procedures will give your new hire a clear roadmap. You do not need corporate systems. You need clarity and consistency.
Regular check-ins are also essential. You do not need to implement formal performance reviews. A short monthly conversation about progress, challenges, and improvements can keep your team on track and help you spot issues before they escalate.
Growth should not equal burnout
There is a common fear among small practice owners that hiring staff will only increase pressure and reduce profitability. This is only true when hiring is reactive or misaligned with your actual needs. Strategic hiring gives you back your time. It allows you to focus on the tasks only you can do, while trusting others to support you with day-to-day operations.
Delegation is not abdication. When supported by the right systems, it creates a more resilient and responsive practice. Clients benefit from faster communication, more consistent service, and a professional experience that is not dependent on one overwhelmed individual.
Even a small step—like bringing on a part-time administrator or junior assistant—can shift the dynamic of your business. It allows you to move from survival mode into strategic mode. From being the doer of everything to becoming the leader of something.
Do not wait until the pressure breaks you
If you are already thinking you do not have time to plan for this, that is the clearest sign you need to. The worst time to hire is when you are already drowning. Panic hiring results in poor fit, inadequate onboarding, and burnout—for both you and your new hire.
Start small. Take an hour to list the tasks you wish someone else could handle. Draft a sample job description. Think about the type of person who would work well with you. Start asking around. The process does not need to be rushed, but it does need to begin.
Final thoughts
You did not become an accountant or tax practitioner to manage people. But to grow, you must build a practice that supports your vision. That includes building a team with the right structure, the right roles, and the right relationships.
Hiring should never be a last resort. It should be a deliberate step in building a business that works for you, not against you. When your team functions well, your practice thrives. So stop hiring to survive, and start hiring with purpose.
Join CIBA here on a CPD on how to hire the right team to build your practice.
Still hiring in panic mode? You’re not alone – but you can do better.
✅ Free for CIBA Channel 2 subscribers
💳 R230 for everyone else
📅 16 July 2025 | 🕒 15:00–16:00 | 📌 Live | 🧾 2 CPD Units
Stop Hiring Just to Survive: Build a Team That Grows with Your Practice
Most small practices wait until things are on fire before hiring. The result? Stressful recruitment, poor fit, and high turnover. This webinar is your fire extinguisher.
Whether you’re hiring your first assistant or tired of the hire–train–quit cycle, this session shows you how to:
👉 Define who you really need (before the inbox explodes)
👉 Decide whether to hire, outsource, or automate
👉 Recruit people who fit – and want to stay
👉 Set up simple processes that don’t overwhelm you or them
Presented by Leana van der Merwe, CIBA’s Technical Lead with 18+ years in accounting and governance, this session is designed for small practices that want to grow sustainably.
🎯 CPD Category: Practice Management
🧠 Learn practical hiring strategies without the corporate red tape.
🔗 Book here now
