how cpa firms can muscle up in the war for talent.
by rick telberg
卡塔尔世界杯常规比赛时间
it takes more than a steady paycheck to attract new talent and keep good staff happy in today’s tight candidate market. but there’s a huge gap between what firms are offering and what top candidates expect, according to a 卡塔尔世界杯常规比赛时间 analysis of a new nationwide compensation study.
in a new survey of the most common benefits, perks, and incentives offered by companies and accounting firms, robert half, the nationwide recruiting agency, finds many tax, accounting, and finance employers are offering less than competitive benefits, perks, and incentives.
in a war for talent, you need all the ammunition you can get. accounting and audit firms work with high-caliber professionals. these professionals are looking for packages. salaries are a good start, but firms that want to attract and retain the best need to consider what really appeals to them.
what do candidates want and what are firms offering? here are the details:
benefits
the most common benefit is, predictably, health insurance, which is offered at 88 percent of firms and companies.
almost as popular is paid time off, offered by 80 percent of employers. but that includes such standards as vacations, sick days, and paid holidays. while paid time off is obviously a common benefit, the average number of paid days off for employees with less than five years of service is only ten. according to forbes, employees in europe and australia get at least twice that in vacation alone. job seekers, firms should know, expect at least 14 days off.
note to management: if the average job seeker expects 14 days off but the average company offers only 10, and 20 percent aren’t offering any, not even holidays…maybe a little extra time off is a benefit that can compete with the competition.
the next most common benefits involve insurance: 71 percent offer dental, 60 percent vision, 58 percent disability, 53 percent life. nearly as common: retirement savings plans, leaves of absence, and employee assistance programs.
perks
the most common perk is flexible work schedule, offered by 62 percent of surveyed organizations. forty-four percent offer employee social events, but what’s that, an office christmas party? far fewer offer on-site amenities, such as child care or exercise facility (23 percent), paid time off for volunteer activities (21 percent), compressed workweek (17 percent) or telecommuting (14 percent).
note to management: what would perk up your personnel? have you asked them? why not conduct a “perk poll” to find out what means most to them?
incentives
money talks. people like it. it’s why they work. so it’s surprising that the most popular incentive—the annual bonus—is offered at only 44 percent of firms and companies.
– only 33 percent offer a profit-sharing plan.
– only 22 percent think to offer a spot bonus.
– only 19 percent offer a sign-on bonus.
– and a scant 12 percent offer a retention bonus.
– of the organizations that offer 401(k) or rrsp plans, 90 percent match employee contributions. average contribution: 3 to 4 percent.
note to management: bonuses aren’t as widespread as you might think. maybe you can compete there. and if you offer a retirement plan, maybe you can beat 3 to 4 percent. and note that while incentives are good for retention, perks and benefits may be more easily communicated to, and attractive to, job candidates.