During the time of long tiresome lockdowns, both international and domestic border closures and the race to reach 80% double dose vaccination rate, employers have been continuously on the hunt for talent. Across many sectors and feeling the pinch of the pandemic across their workforce, the accounting and finance sectors have also felt the discomfort.
Businesses have given extra attention to retain their finance professionals by offering ongoing flexible working conditions such as a hybrid WFH and office model, an increase in end of year bonuses, as well as taking this opportunity to upskill individuals to maintain employee engagement. The approaches I have seen to be very effective.
Whilst speaking with job seekers in the current job market climate, a common response I have been receiving is that they have been made to feel very comfortable in their current roles. Businesses with a strong Employee Value Proposition (EVP), will continue to dominate the market, however, those who are not moving quickly enough in the recruitment process are succumbing to the market shortage, with selected candidates often accepting another job offer. Current job market conditions benefit those businesses which have invested time in creating a remote onboarding plan and strategy prior to recruiting. This has been both competitive and attractive to job seekers.
Unless hiring managers and their businesses are willing to re-evaluate on what they can offer in the areas of competitive salaries, working conditions and job engagement, unfortunately, they are likely to stay in the passenger seat.
