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.
Aaron Lindstrom is the Regional Head of Transformation and Digital Partnerships for Allianz Trade in Americas, the world's largest and oldest provider of trade credit insurance. In his current role, Lindstrom is responsible for the execution of Allianz Trades' ambitious strategy to fundamentally transform the company for success in the digital era. He also drives the Region's digital partnerships by actively facilitating current and new partnership opportunities, and evolving current product offerings to serve market needs. In addition to the day-to-day responsibilities of his role, Lindstrom serves as a founding member for Allianz Trade's American Diversity & Inclusion Committee.
Lindstrom has 10 years of experience in the insurance industry. He joined Allianz Trade in 2012, serving as Sales Agent, then later Senior Sales Agent. Prior to joining the organization, he held positions with Enterprise Fleet Management and Enterprise Rent-A-Car.
Lindstrom has vast experience speaking at both regional and national events for organizations such as, The Risk Management Association, The National Association of Credit Managers, Washington Business Week, and The Associated Builders and Contractors. He is active in several regional trade organizations and frequently networks with startups and fintechs to stay up-to-date on the innovation of the trade credit insurance industry.
In his spare time, Lindstrom enjoys volunteering with organizations like Washington Trails Association and North Helpline. In the past, he has served on the boards of numerous non-profit organizations. When not hard at work for Allianz Trade or volunteering, Lindstrom enjoys traveling, camping, hiking and snow skiing.
Paul Williams is VP of Business Development at HONK Technologies, an on-demand automotive mobility services company. He has previously held a number of senior positions in vehicle salvage and recycling companies, including Newell Recycling Southeast, Aviva and Bluecycle.
Carrie Kelley, who is a Director in the Insurance Consulting and Technology business, joined WTW in 2012 and is based in the Atlanta office. Her primary areas of practice are individual life insurance, COLI/BOLI products and principles-based reserving. She has assisted clients across a range of M&A, reserving, and financial modeling issues.
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.
