Survey: Growth in Kiwi Accounting and Finance Roles
Signs are positive for growth and stability in New Zealand accounting and finance roles, according to a recent survey
from global recruiters Robert Half International.
Hiring managers have indicated there will be more job opportunities for both permanent and contract professionals in the
first half of 2011, which means employers need to focus on retaining top talent.
The survey predicts a net 9% increase in the recruitment of full-time staff over the half year, with a net 8% increase
for temporary/contract hiring.
The majority of new positions are in accounting, with hiring managers surveyed planning to recruit over half (54%) of
new roles in this sector. New finance positions make up a further quarter (26%) while banking adds another 19% to the
mix of new roles on offer.
Robert Half New Zealand general manager, Megan Alexander, says that as the job market starts to become more fluid it is
more important than ever for managers to focus on the retention of current employees, in addition to attracting new
talent.
“While New Zealanders are loyal, employers shouldn’t assume their staff will stay in a job,” says Alexander.
“Positivity in the job market equals optimism for employees, which may lead them to seek out new opportunities. The
message to employers is not to rest on their laurels when it comes to keeping current employees happy.”
The survey showed that while losing top talent was even more of a concern overseas, 43% of New Zealand firms are worried
about losing top performers to other job opportunities in the first half of 2011. This compares with 57% of Australian
employers, 90% of Singaporean, and 94% of Hong Kong employers concerned about losing their top employees.
“Losing talent to other businesses is a big concern and can be costly for employers,” confirms Alexander, who says
retention should not just be built around remuneration, but also around providing the right mix of people, structure and
process.
“Managers can do this by providing good role models, meaningful work, a favourable cultural environment and other
non-financial ‘rewards’ such as training, flexibility, support and recognition,” she says.
Robert Half offers the following strategies to boost retention:
• Provide well-defined career paths that enable employees to see what they’re working towards
• Offer training to encourage employees to develop professionally and stay motivated
• Build in comprehensive mentoring programmes to help each performer build key strengths and achieve professional
goals
• Explore flexible working arrangements that are mutually beneficial
ENDS