How to Adapt Your Accountancy Recruitment Strategy: A Guide for 2026
08 Jul, 20251-2 minutes
In this blog, you will learn:
- How to adapt your accountancy recruitment strategy for 2026.
- More about our accountancy recruitment services to help you recruit for roles for your practice.
The accountancy profession is evolving fast, driven by regulatory updates, digital transformation and a changing workforce. As 2026 approaches, adapting your recruitment strategy is essential to stay compliant, competitive and ready for the future.
Preparing for change means hiring people with the right skills, mindsets and adaptability and in 2026, technology and shifting employee expectations will shape how practices recruit and retain talent.
With the number of licensed Accountants (estimated by the Association of Accounting Technicians) to exceed 8,000 by 2030 if current growth rates continue, the profession is expanding rapidly, making it even more critical to future proof your recruitment strategy.
Staying ahead of the curve is a necessity and from diversifying your talent pool to embracing new skills, we uncover how to adapt your accountancy recruitment strategy in 2026.
How to adapt your recruitment strategy for 2026
5 ways to adapt your recruitment strategy for 2026:
- Stay informed about changes.
- Identify new skill requirements.
- Update job descriptions.
- Offer Continuous Professional Development.
- Diversify the talent pool.
Stay informed about changes
It might seem obvious, but your accountancy practice must stay ahead of regulatory shifts to remain competitive, credible and current. Being aware of changes in regulation and legislation is a critical priority and practices need to be up to date on the latest technological trends, recruitment strategies and compliance changes.
Such regulatory changes might include new compliance standards mandating the use of AI-powered auditing tools, as already in 2025, the sector has seen accountancy practices reshaped by technology and automation.
Accountancy practices that show aptitude and have a willingness to stay current are more likely to confidently adapt to changes sooner and with greater ease. Staying informed about changes and embracing them into your recruitment strategy can help practices stay alert, be more appealing and attract top talent.
It’s also important to consider what Accountants value within the profession and to embrace or incorporate evolving attitudes and beliefs. Changes which accountancy professionals consider to be important shouldn’t be overlooked in your recruitment strategy; whether it's sustainability, work life balance or diversity and inclusion, practices need to be responsive and keep informed.
Identify new skill requirements
To thrive in a digital age, identifying new skills and requirements is yet another important aspect of your recruitment strategy. Practices need to hire staff who understand compliance and emerging technologies, as well as legislation on financial reporting and advisory services.
Some accountancy staff need to be fluent in cloud accounting software and digital workflows, which is why digital literacy should be such a key component of your recruitment strategy in 2026. Skills such as critical thinking, data analysis and communication, as well as being fluent in digital filing and reporting systems are becoming essential.
It’s important to remember that skill requirements and competencies will continue to change and evolve, which is why it’s crucial for practices to adopt and maintain a forward-looking approach to recruitment.
Think about what skills your new hire needs to have and the skills they can learn or improve along the way with the right training. The most sought after skills will be those that blend technical expertise with strategic business influence, which is why it’s important to begin looking for those skills now.
Update job descriptions
If your practice is enthusiastic about identifying new skills requirements, it’s important to reflect this in your job descriptions. Roles and responsibilities within practices evolve constantly so it’s important that your job descriptions are clear, up to date and reflect your practices expectations for the role.
In 2026, accountancy job roles are expected to continue to evolve and be significantly impacted by technology and Artificial Intelligence. As the focus shifts - and more tasks are automated by machines - accountancy professionals will need to become adept at using AI tools and job descriptions need to reflect the new responsibilities of the role.
It can be beneficial to mention specific software or systems in a job description as this can help candidates understand the technical environment, skill requirements and assess their suitability for the role.
In job descriptions, be specific about the essential and desirable skills and qualifications which you are looking for; this will help you to attract the most suitable talent.
Offer Continuous Professional Development opportunities
Like any sector, accountancy professionals need opportunities to develop their knowledge and upskill in order to deliver the best possible accountancy services. With new regulations and updates in a constantly evolving industry, employees need continuous training to keep up to date on the latest trends.
Maintaining Continuous Professional Development strengthens professional credibility and provides employees with the skills and knowledge they need to do their role more effectively. In an era of rapid change and the need for adaptability, professional development is a key driver of success for accountancy professionals to develop a proactive mindset.
Whether it's undertaking courses, watching webinars or receiving coaching from colleagues, practices that offer tailored, high quality opportunities for employees to develop their knowledge will be able to adapt to any changes which are coming down the track.
Training and professional development incentives can help practices retain top talent while preparing the practice for advisory growth. According to ACCA Global Talent Trends, 52% of respondents indicate they have career ambitions to be entrepreneurs which implies there is a desire to grow and develop their careers.
If you’re hoping to attract new talent, accountancy professionals are more likely to consider joining a practice that is enthusiastic about upskilling and continuous professional development.
Focus on the changes you want to make and the impact you want to have in 2026 by highlighting the opportunities your practice is offering and how these developments will help pave the way for success in the evolving accounting profession.
Diversify the talent pool
Today, more and more people value diversity and inclusion, especially the future generation of accountancy professionals. According to ACCA’s Global Talent Trends Survey, 76% of Gen Z employees rate diversity and inclusivity as one of their top factors when job hunting.
Diversity and inclusion strategies aren’t new and it’s important that practices hire professionals from different backgrounds with varying experience and areas of expertise. By diversifying the talent pool accountancy practices can ensure that they have every opportunity to add value, draw on a wide range of knowledge and offer a more innovative, well-rounded service in 2026.
Practices can strengthen diversity and inclusion in their recruitment strategy by using inclusive language in job descriptions, expanding their candidate search to reach underrepresented groups and implementing unbiased, structured screening processes.
A variety of perspectives can help practices to better anticipate client needs, challenge assumptions and respond more effectively to regulatory changes. Whether it’s hiring tech-savvy junior Accountants, professionals from sustainability backgrounds or increasing the representation of women, broadening your team's expertise and perspectives can strengthen your practice’s adaptability and relevance in a rapidly evolving industry.
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 Fisher 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.
Meet Lauren Fisher
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
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