Editor’s Note

Hello. Last week I delivered a presentation at a conference for accounting practitioners held in Bateman’s Bay. I was discussing marketing issues with the delegates- who were from accounting practices in NSW and the ACT. I was told that at the current time, finding clients is not really as issue for most established practices. Apparently there are plenty of clients knocking on the doors of accounting firms. A factor for consideration is which clients will bring in a high revenue for the firm versus the clients who have one-off requirements.

The major issue that seemed to affect everyone was the ability to attract and retain qualified staff. I spoke to the Public Relations Manager at CPA Australia, the country’s largest accounting body, who confirmed that there is a skill shortage of qualified accountants, not merely in Australia, but globally- there simply aren’t enough accountants to meet the needs of this thriving field of business. While record enrollments have been recorded into the CPA Program, attractive career opportunities abroad are not aiding our local skill shortage.

So I turned to recruitment experts Robert Half who specialize in recruitment for the finance and accounting sector- for their advice. Read on for practical suggestions for recruiting qualified staff to help you keep up with your business growth.

Until next time…
I wish you marketing success!

Rebecca Laskary

In this issue

Recruitment Strategies for Attracting Staff

Top 10 Business Tips

Story of a Footy Legend - Sam Kekovich

Attracting and retaining staff is at the forefront of all Finance Managers minds due to the global candidate shortage resulting in an extremely competitive market. 

Hiring and retaining qualified employees is a challenge all companies face. Having the right staff directly impacts an organisations ability to maximise productivity and achieve business goals. More often than not companies are not aware that approximately 52% of its finance department are actively or passively seeking looking for a new job at any one time according to a recent survey held by Robert Half International. The impact of staff leaving can have a detrimental affect on the business as a high turnover of staff drain resources and undermine efficiencies. The survey also states that 42% of finance staff had been in their role for under a year and only 43% had tenure of one to three years.

The theory remains that it costs a company three times the candidate’s salary to replace them...[more...]

Robert Half
International

1. If you decide that there is a role that needs fulfilling, write down your thoughts. This is the basis for the job description. Every job should have one. But it shouldn’t say what people do in the job. It should state the results and outcomes that you expect. They were the reasons for creating the role in the first place.
2. If you hire the right people, you shouldn’t have to tell them what to do, you only need to tell them the results you expect. They can work out the “how to” details themselves, without you looking over their shoulders all of the time.
3. Give employees fair notice to complete a task. Don’t tell them everything is urgent, if it’s not, because they will resent the pressure you are creating, and after a while they won’t believe you. If they’re having trouble, you can review the deadline.
4. People have their own reasons for doing things, including working for you. If you pay them reasonably and treat them fairly, they will happily do their job until it no longer suits them. Don’t fall for all this motivation and teamwork stuff. Just make sure you aren’t the one de-motivating them.
5. Staff work the hours that suit their lifestyle choices, including working late to impress the boss. And activity expands and contracts to fill the time available. Insist that work gets done within set hours each day. The key for staff is to be organised and to manage their time well, that way you know who is being really productive... [more...]

“Slammin’ Sam” Kekovich played 124 games and kicked 228 goals for Norther Melbourne between 1968 and 1976 and four games (four goals) for Collingwood in 1977. A physically strong and imposing player, Sam was renowned for his straight-ahead “take no prisoners” approach to football – a trait that he has carried with him in his post-football life. Sam, was a key member of Norther Melbourne’s first premiership side in 1975, when the Kangaroos beat Hawthorn, and also represented Victoria...[more...]