Many organisations are competing for qualified accountants, with larger firms and international opportunities increasing the stakes.
But what does it all look like from a Gen Z candidate’s perspective? How can UK employers and smaller firms appreciate a candidate’s point of view and provide the kind of role that will attract the best talent and make them want to stay?
Evaluating the situation for a newly qualified accountant trying to make the correct career choices is certainly a worthwhile exercise for any employer. So, what are the factors that employers would do well to consider to appeal to a new generation of candidates?
1. This is a generation that has learned to live with uncertainty
The generation of newly qualified accountants, Gen Z, have grown up with unprecedented access to information about what is going on in the world around them, both good and bad. This means that they have also had access to the kinds of uncertainty from which previous generations of adults would have been able to shield them. It’s no joke growing up in an environment where uncertainty is the norm.
Our current generation of employers would probably not have had our eyes open to many of the darker realities of life at such a young age. Therefore, one thing that employers can offer this new generation is security and certainty, by offering a stable basis on which to build a better future.
Finance and accountancy roles command a higher-than-average salary (which offers stability in itself) but why not prioritise offering additional benefits that enable Gen Z to feel looked after and safe in the short, medium and long term?
The length and cost of the training required to become a qualified accountant with the rigorous exams and relevant work experience may put some candidates off from the get-go. However, employers who make allowances for this learning curve with generous apprentice-type packages that offer the flexible learning paths that candidates need, along with generous pensions and provisions for maternity/ paternity leave, show care and concern that will enable candidates to build their Iives inside and outside of work and develop as people.
2. This is a generation that expects to work with tech
Finance and accountancy roles might appear less attractive to Gen Z compared to careers in tech or creative industries or finance-adjacent fields like data analytics and financial technology.
However, increased usage of tech in accountancy and finance roles will make a career in this sector more attractive to a generation that has grown up using tech tools to undergird and improve their work. Although being an accountant means applying a limited set of tried and tested tools to get the job done, continually learning to integrate new technologies to become more efficient will be an expectation for Gen Z candidates. For example, with the advent of AI, Gen Z candidates will expect to perform fewer manual tasks and conduct more strategic thinking.
Employers can highlight how they offer opportunities to be constantly learning and trying new things, especially in terms of offering the opportunity to use data science tools to extract insights and make better, more agile decisions, track performance and identify and mitigate financial risks. Learning to leverage AI will give candidates a significant advantage over their peers, enabling them to take on a more strategic role and potentially set themselves up to land competitive promotions.
3. This is a generation that wants to live life on their terms
The demanding nature of the job, with long hours and high stress, might deter some candidates. However, employers can offer fixes to this reality by ensuring a healthy work-life balance.
Because accountants bring an independent, objective perspective to the boardroom that can be used to navigate risks and plan for growth, employers can provide bonus rewards in the form of time off. Why not? Bonus time off seems like a fair return for helping the company avoid dangerous pitfalls and ensure higher profits. Also, creating a culture of “switching off” to emails and messages outside of work is worth shouting about in your job descriptions!
Other benefits worth offering are a four-day workweek to allow candidates time to pursue their side hustle or hybrid working arrangements to enable them to live in their chosen location.
4. This is a generation that wants to work with businesses that are making a positive impact on society.
It’s important to offer younger candidates the opportunity to make a social and environmental impact. Up until relatively recently, not many firms would have emphasised their social and environmental impact when recruiting, however, this is fast becoming one of the most important things candidates are seeking out. If a role description can include keywords related to environmental and social responsibility, responsible governance, and diversity and inclusion, candidates are more likely to be interested in finding out more. With a greater ability to be able to steer the strategy of a company and the mandate to do so (thinking ahead to 2050), younger candidates are seeing a real possibility of social and environmental impact in finance and accountancy roles.
Hopefully, the above suggestions are helpful, but don’t forget that investing in a good recruitment agency (such as Core3) that goes beyond basic job postings and taps into the passive job market can pay significant dividends in several ways:
- Broader candidate pool: sourcing from the passive market as we do at Core3, gives employers access to a much larger and often more skilled pool of candidates.
- Candidates who fit the role better: we assess cultural and technical fit meticulously to find hires who align better with the company’s long-term goals, reducing turnover and boosting productivity.
- Reduced time-to-hire: with access to a network of potential candidates, companies can fill positions faster, saving valuable time and resources. Also, candidates come pre-vetted, minimizing the time spent by HR departments in the initial stages of screening.
- Competitive advantage: reaching out to passive candidates who are not visible on traditional job boards means securing talent that competitors may not even know is available.
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If you want to take a fresh look at how you are recruiting top talent for finance and accountancy roles and you are looking for a strategic partner to provide you with a high quality of hire, why not get in touch?
