Survey Finds Career Growth Opportunities Lacking in Accounting

By Jason Bramwell
 
Despite knowing that most employees leave their companies because of a lack of opportunity for career growth, only 14 percent of hiring managers in accounting and finance said they are willing to negotiate employee development opportunities during the hiring process, according to a recent survey from staffing firm Accounting Principals.
 
What hiring managers are most willing to negotiate are salary (39 percent); flex time (11 percent); vacation time (11 percent); device benefits, such as phone bill reimbursement (7 percent); and title (4 percent).
 
"It was interesting to see that despite knowing that employees are leaving due to a lack of employee development, companies are not likely to negotiate around these opportunities," Jodi Chavez, senior vice president of Accounting Principals, said in a written statement. 
 
Accounting Principals polled more than 500 US accounting and finance hiring managers for its latest Workplace Insights Survey. More than one-quarter (26 percent) of respondents said a lack of career development opportunities is the most common reason employees leave a company. Other top reasons include leaving for a better work-life balance (21 percent) and for increased salary/compensation (21 percent).
 
Hiring managers from midsized companies (20 percent) are more willing to negotiate employee development options than hiring managers from small companies (12 percent).
 

Additional Key Survey Findings

  • More than half (52 percent) of accounting and finance hiring managers expect they will increase pay in 2014.
  • Employees at smaller companies (37 percent) are more likely than employees at larger companies (25 percent) to ask for a pay raise. 
  • Hiring managers at small companies (45 percent) are twice as likely to negotiate salary as those at midsized companies (22 percent) when recruiting accounting and finance professionals.
  • Only four in ten (44 percent) hiring managers said they have a diversity program in place at their company. Forty-one percent of hiring managers who work at private companies are likely to say they lack a diversity program.
 
But the possibility of employees leaving because of a lack of career advancement is not keeping finance hiring managers up at night. What does concern them is recruitment (25 percent) and team effectiveness (24 percent). Only a small minority of hiring managers worry about employee development (14 percent) and upward mobility (10 percent).
 
"At the height of the recession, employees were more likely to stay put when they had a job, but now opportunities are much more plentiful," Chavez said. "This shift should motivate employers to reassess their strategies to conform to the state of the new job market, which means retention should be top of mind."
 
Retaining talent is becoming increasingly challenging for finance and accounting departments. Nearly four in ten (39 percent) hiring managers report their company has had a harder time retaining talent than it did three years ago. On top of their need for retaining talent, some companies are taking on more talent as well. Nineteen percent of hiring managers said their company will likely increase hiring accounting and finance professionals in 2014.
 
The survey also found mid-level roles in accounting and finance (38 percent) are by far the most challenging to fill for hiring managers. Only 8 percent of hiring managers said executive roles are difficult to fill.
 
Company size may also dictate which roles are most challenging to fill. One-third (33 percent) of hiring managers from small companies reported entry-level accounting and finance positions are hardest to place, compared with just 20 percent of those from midsized companies.
 
One way to reduce attrition would be to hire and promote from within, especially knowing employees are looking for development opportunities. However, the survey found that hiring managers prefer looking outside for new talent (55 percent) versus training internal staff (45 percent) when it comes to filling open positions in their organizations.
 
"With recruitment and retention still such a challenge in the finance and accounting fields, hiring managers must consider different ways of keeping their employees happy and engaged," Chavez said. "This must include elements such as legitimate diversity programs, employee development initiatives, and other perks. It is the only way to ensure that companies are getting  and keeping  the very best talent."
 
About the survey:
Accounting Principals polled 502 accounting and finance hiring managers within the United States for its Workplace Insights Survey. The telephone survey was fielded by Braun Research from August 16 to 27, and the results have an error margin of +/- 4.4 percent for this sample size.
 
Related articles:

You may like these other stories...

For the first time in the five-year history of Vault.com’s rankings of the top 50 accounting firms to work for in North America, a firm has held the top spot as best accounting employer for two consecutive years....
With complex financial issues playing a larger role in litigation, and people increasingly turning to CPA experts to involve themselves in everything from criminal investigations to shareholder disputes to uncovering assets...
 Event Date: April 24, 2014 In this session Excel expert David Ringstrom, CPA introduces you to a powerful but underutilized macro feature in Excel. David will introduce the Macro Recorder, which transforms actions...

Upcoming CPE Webinars

Apr 22
Is everyone at your organization meeting your client service expectations? Let client service expert, Kristen Rampe, CPA help you establish a reputation of top-tier service in every facet of your firm during this one hour webinar.
Apr 24
In this session Excel expert David Ringstrom, CPA introduces you to a powerful but underutilized macro feature in Excel.
Apr 25
This material focuses on the principles of accounting for non-profit organizations' revenues. It will include discussions of revenue recognition for cash and non-cash contributions as well as other revenues commonly received by non-profit organizations.
Apr 30
During the second session of a four-part series on Individual Leadership, the focus will be on time management- a critical success factor for effective leadership. Each person has 24 hours of time to spend each day; the key is making wise investments and knowing what investments yield the greatest return.