How To Attract And Retain Top Accounting And Finance Talents In The GTA?
According to a recent survey by a reputable recruitment agency, it is becoming more difficult to attract and keep accounting talent. Companies in the current economy need accountants and financiers with skill sets relevant to the finance of tomorrow. Board members are concerned about hiring these types of accountants because having them on staff is essential to a company’s success.
How to Find and Keep the Best Accounting and Finance Talent?
The corporate accounting and finance team is seeking the same clarity and has questions like these: What must I do to move on to the next level? What criteria must be met before receiving a promotion? How can I acquire the skills I need to succeed in this company? Who will accompany me as I make my way through this place’s career path?
1. Finding Qualified Hiring Candidates for Finance:
Since Accounting & Finance have a lower unemployment rate than the national average, the market may be lacking in qualified candidates. Because hiring procedures don’t always reflect current market conditions, CFOs should have reasonable expectations regarding the number of applicants they can anticipate seeing for a given position. Instead, by emphasizing excellence over quantity, CFOs can find the top applicants quickly and extend job offers. Due to the high demand and limited supply, it might take longer than anticipated to fill open positions in the future.
2. Developing an online presence:
Nowadays, every hybrid accountant uses a company’s online strategy and presence as a criterion for choosing where to work. Generations X, Y, and the millennium fear that their peers in other workplaces with strong online presences will think poorly of them and regard them as being behind the times. Therefore, make an effort to have a program for engaging with online bloggers that exist specifically to increase the online visibility of your company and draw in top-tier accounting talent.
3. Finding Problem Employees and Implementing Change:
Employee underperformance can be caused by a variety of factors, including poor management, a lack of necessary skills, unrealistic expectations, etc. It is crucial to determine the root of a worker’s poor performance and take immediate action to fix it. Training an employee to enhance performance or leave their position is one potential solution. If the right strategy is used, the employee can contribute to this transition and collaborate with management to come up with a workable solution.
4. Organize your time so that leadership tasks come first:
Leadership is frequently neglected in favour of the daily operational demands and deadlines. Schedule time on your calendar for leadership tasks like change management, strategic planning, and staff development. Think of that time as one of your most significant client, investor, analyst, etc. meetings.
5. Use a business recruitment agency’s services:
Receiving the services of a business that is committed to hiring the finest talent is a strategic management choice that most successful organizations don’t hesitate to make, despite the fact that many businesses have a well-equipped and properly staffed employee engagement planning and recruitment department. Obtaining business recruitment specialists will be worthwhile if the financial impact is within the company’s budget.
You and your organization shouldn’t find attracting and keeping top talent difficult or time-consuming. As you establish your reputation as a top employer, it should come naturally. The secret to succeeding in a competitive job market isn’t offering more benefits or gimmicks; rather, it’s demonstrating how you can offer a bigger vision, a better future, and a better boss. If you do this while also asking your current team to contribute their experiences to your recruiting efforts, you will succeed in today’s challenge of luring and keeping top talent.