As the rollercoaster that is 2020 brings ups, downs and twists that impact people, businesses and nations, hiring in the accounting and finance industry is experiencing its own wild ride. At the beginning of this year, all signs pointed to a tight and challenging labor market for hiring qualified finance and accounting professionals. Fast forward to today, and much has changed about the employment landscape and what candidates are looking for.
When the coronavirus was first gaining momentum, the consensus we heard from accounting and finance hiring managers was this would be a short-term challenge that wouldn’t impact long-term business operations. However, after a few months of shutdowns, companies realized the pandemic would not dissipate quickly as the economy continued to fall. Companies began to put many projects on the back burner with the expectation that project work would resume in June or July once employees returned to work. As the country has begun to accept a new normal of working remotely, companies realized those key projects can no longer be put on hold — resulting in new job opportunities for accounting and finance professionals.
To put accounting hiring in perspective, the unemployment rate for accounting and finance positions in August was 5.7 percent, compared to a national unemployment rate of 8.4 percent overall. Additionally in August, there was a 10 percent increase in online job postings for accountants and auditors, primarily in industries such as construction, life sciences and agriculture. For example, public road projects are booming and we’re seeing a need for experienced professionals to help with purchasing inventory and contracts for state and local highway administrations.
Jennifer King is Vice President – Customer Experience Service and Quality and Enterprise Project Management Office (EPMO) at Boston Mutual Life Insurance Company.
King oversees Customer Experience Service (which includes Reconciliation, Control & Reporting and Policy Holder Administration), Quality, Change Management, Implementation, and the EPMO areas in the company's Customer Experience, Innovation, Projects and Technology Strategic Business Center. She is responsible for the teams that facilitate the policyholder customer journey, and supports the strategic alignment of the EPMO with the voice of the customers and the company's needs. As leader of the EPMO, Policy Holder Administration, and Quality Center teams, she aligns project and operations resources to optimize customer and employee experience. Ms. King also serves as the Business Sponsor for BML Forward, the new policy administration system in development at Boston Mutual Life.
Ms. King joined Boston Mutual Life in 2020 as Director – Strategic Project Management Office. She was appointed to lead the new Policyholder Administration and Quality Center teams in 2022 after being promoted to Vice President – EPMO in 2021, which were renamed under the banner of Customer Experience and Quality in early 2023.
Prior to joining Boston Mutual Life, Ms. King holds 20 years of experience in project and program management within the financial services industry. Previously, she served as Finance & Risk Infrastructure & Business Solutions (FRIBS) Program Manager, Corporate Finance Vice President at State Street Bank, and held several positions during her tenure at the company from when she joined in 2007. Prior to State Street Bank, she worked at Investors Bank and Trust, where she began her career in 1996.
How has the hiring market shifted?
Before the pandemic, accounting and finance professionals actively searched for better opportunities that would provide higher compensation or the chance to work with new software. Once the pandemic hit, employees worried about company layoffs and hesitated to seek new opportunities. Over the past month, accountants have once again begun looking for new roles, searching for companies whose business values align with what they find important. Workplace flexibility and a robust communication plan now matter most. Employees are also paying close attention to how companies respond to the coronavirus pandemic crisis as a business and an employer.
The role of workplace flexibility
Successfully transitioning to remote talent takes a new way of thinking. As some offices remain closed to help slow the spread of the coronavirus, working remotely isn’t the only consideration — recruiting, interviewing, hiring and onboarding are also being completed virtually. Implementing a virtual onboarding program can be key to your new hire’s success. Video chats can help beyond the interview process. Use video chat to welcome, onboard and train new hires the way you normally would in person. Now may be a good time to revisit your new hire program and to make adjustments, keeping in mind new needs for communication and flexibility.
The power of proactive communication
Proactive communication is key, especially during the pandemic. With a staffing partner, recruiters typically spend time coaching employees on the importance of communication and how to communicate with their managers. With so many employees working virtually, managers need to be able to determine when projects are completed. An action plan and proactive check-ins can help eliminate ambiguity between managers and their employees.
In these uncertain times, companies who aren’t aware of the evolving hiring market for accounting professionals may struggle to find qualified talent for their roles. Job seekers are watching to see how your company responds to the pandemic and are looking for more flexibility and communication as they navigate through challenges. By proactively communicating, providing workplace flexibility and building a strong virtual onboarding program, you can still find qualified workers to meet your accounting and finance needs.
