profession sees a 30-percentage-point decline in recruiting new accounting grads.
by 卡塔尔世界杯常规比赛时间
cpa firms are increasingly passing over new accounting graduates, and, instead, are snapping up techies. but is the trend about to jump the shark? read more →
smart ideas for retaining and developing top talent.
by steven e. sacks
the new fundamentals: practical guidance for today’s accounting firms
professional services firms always have their eyes on the bottom line with as much, if not more, intensity than on the top line. salaries and benefits take up a considerable chunk of resources, and programs designed for professional and personal development are given short shrift, except when it comes to meeting continuing professional education credits.
more: make crap a badge of honor | the holy grail: finding the right talent | the power of ‘real influence’ | stop wasting time in useless meetings | is your firm’s culture a magnet? | outsourcing the c-suite
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the younger professionals – your future leaders – should be viewed as investments. part of that investment is allocating funds for their participation in associations or networking groups, in addition to conferences and workshops that expand their knowledge.
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demand for new hires shows signs of weakening.
by beth bellor
high-quality tax, accounting, and finance talent remain in high demand, with about 33% of companies reporting open positions, according to a new study that also forecasts strong hiring demand over the next 12 months.
more on jobs: payroll agencies lead jobs growth in the tax & accounting industry | hiring trends: accounting hits 4.2% expansion rate | hiring surge powered by growth in payroll agencies | tax shops cut 6,200 jobs | salary survey: top skills getting top pay
“more than one-third of the human resources professionals and hiring managers who participated in the q4 2019 hiring forecast survey reported unfilled jobs in accounting and finance,” according to sagar pandya, cpa, vp of operations at brilliant. “this number is lower than last quarter and lower than any other quarter in the past year.”
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there are 3 basic elements.
by steven e. sacks
the new fundamentals: practical guidance for today’s accounting firms
we get so hung up on generational labels: baby boomers, gen x, gen y and now gen z. as a result, we ascribe certain characteristics or behaviors to each one – whether fair or not.
more: strengthen your firm’s screening practices | the job interview: a make or break proposition | 10 elements to balancing shareholders’ needs | a leader’s guide to ending entitlement | performance reviews: no need for teeth pulling
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adherence to the labels can cause a hiring manager or an executive to overlook the contributions each cohort can make to an organization. potential stars are overlooked, and the usual reliance on outdated search approaches continues unabated.
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5 reasons that background is important.
by steven e. sacks
the new fundamentals: practical guidance for today’s accounting firms
the employment scene according to the usual poll takers appears to be the best it has been in nearly 20 years. a closer study may show that in the statistics, there have been people who have stopped looking or ceased receiving unemployment checks, as well as those who are underemployed based on their education and experience.
more: the job interview: a make or break proposition | the power of ‘real influence’ | stop wasting time in useless meetings | is your firm’s culture a magnet? | outsourcing the c-suite | battling staff turnover
if more jobs are created and businesses repatriate their operations from overseas, the focus will return to recruitment and selection.
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