I talk often about the changing role of people in the workplace. There is a major talent crunch that’s not going away. I see it every day and I hear my clients mention this all the time. The accounting field has to get better at attracting great new talent and let’s be honest, we are not always good at it right now. I said this already when I wrote about making the field more exciting to new recruits.

While offshore staffing will need to be part of your overall approach, there are other things you can be doing to help find the talent you need. An article I shared discusses the idea of “Returnships” – and how much benefit you can get from tapping into the market of returning mid-career professionals because they tend to be clear-minded about what they want and they won’t quiet-quit or put in anything other than maximum effort.

Implementing a returnship recruiting strategy requires thinking beyond cost as your major driver. This needs buy-in at your firm’s top levels and it takes effort to sustain, which is why returnships are not as widespread as they could be. But companies that are able to think out of the box and take a long-term approach to find the best talent are the ones who will succeed.