Accounting Sector Update: Recruitment Pressures and 2025 Priorities

Following a challenging 2024, the accounting and finance recruitment landscape in Australia and New Zealand remains highly competitive as 2025 begins. The sector continues to experience a significant shortage of qualified accountants, making talent acquisition a top priority. Employers are now under pressure to act quickly and offer compelling value propositions beyond just salary.

Transactional finance, payroll, systems accounting, and data analytics are among the roles most in demand. Over half of accounting teams report being under-resourced, a clear sign of the persistent talent gap. To maintain competitiveness, 75% of organisations are prioritising automation and system improvements. Meanwhile, 45% are focusing on upskilling their existing staff through training and certifications.

Core operational areas like compliance and cash flow management are also in focus as businesses respond to a shifting economic environment. Despite plans to keep operations onshore, many firms still rely on external financial partners for support. The temporary and contract market is thriving, driven by project-based work, payroll system upgrades, financial reporting, and ongoing needs across accounts payable, receivable, and general ledger roles.

Artificial intelligence (AI) has yet to significantly influence the industry, with 58% of respondents stating it hasn’t impacted their work. However, for those adopting AI—especially in accounts payable and financial reporting—early changes are starting to emerge. This environment calls for proactive strategies from employers, who must now compete not only on pay but on culture, development, and operational agility.

"Employers are under pressure to move fast and offer more than just a paycheck."

Bianca Luck, NSW Director and Temporary and Contract Manager at people2people, captures the urgency shaping recruitment in this space. "Employers are under pressure to move fast and offer more than just a paycheck," she says. The demand for qualified professionals is strong, but meeting expectations requires more than speed.

Bianca notes that temporary and contract roles are key drivers in the current market. "We’re seeing ongoing demand for transactional roles, especially in payroll and accounts receivable, along with project-based work," she explains. These roles are often critical for business continuity and system transitions, such as payroll upgrades and financial reporting cycles.

According to Bianca, upskilling efforts are becoming a differentiator. "Forty-five percent of companies are investing in training and certifications," she shares. This not only supports retention but also enables internal talent to take on more complex roles, mitigating some of the external recruitment pressure.

Automation and AI are also becoming focal points for strategic investment. "While AI hasn't made a big impact yet, areas like accounts payable and reporting are starting to see the first changes," Bianca observes. For employers ahead of the curve, this could offer an early advantage in efficiency and cost management.

The continued reliance on external partners is another indicator of operational strain. Despite many teams planning to stay onshore, Bianca points out that "more than half of businesses are still using external financial partners," especially where internal capacity is stretched.

Looking ahead, Bianca sees no signs of the talent shortage easing. "Expectations are rising, and companies need to be clear about what they offer if they want to attract top finance talent," she concludes.

Winning the talent game: How to attract top finance professionals in 2025

1. Prioritise professional development with structured training, mentorship, and certification support to retain high-performers.
   
   
2. Streamline repetitive tasks by investing in finance automation tools that boost accuracy and free up strategic capacity.
   
   
3. Position your brand as an employer of choice by showcasing a strong workplace culture, career growth, and meaningful impact.
   
   
4. Leverage flexible hiring models with well-defined temp and contract strategies to fill urgent gaps without compromising quality.
   
   
5. Stay ahead with smart AI integration in functions like accounts payable, forecasting, and reporting to future-proof your team.