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enterprise talent advisory services.

Randstad Enterprise Talent Advisory provides an independent, outside-in review and analysis to find your talent edge.

 

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2024 in-demand skills dashboard

choose a skill cluster.

audit & compliance.

In an increasingly regulated business landscape, audit and compliance roles are essential across segments as diverse as finance, green energy, manufacturing, data protection, AI and automation. As industries evolve and new segments emerge, the complexities of ethical and quality standards and regulations will continue to grow.

With more than 740,000 open positions globally, audit and compliance is the fourth most in-demand skill cluster. As a result, skills will remain scarce due to relatively narrow areas of specialization in a highly complex hiring landscape.

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what is enterprise talent advisory?

With 80% of CEOs believing talent strategy can impact business performance, talent has never been more critical for organizations. People are the reason any organization succeeds. Individuals alone contribute, but real progress happens when people connect, relate, create and express themselves in sync with business imperatives.

From understanding present and future skills, to anticipating people's AI-driven changing behaviors, to creating a long-term yet agile talent ecosystem, your people strategy is your business edge. This is the motivation to progress, to never stand still. We call this your talent edge.

take me to:

skills & motivations

skills demand

remote & hybrid working

skills supply

compensation

gender diversity

skills & motivations

In an increasingly complex regulatory landscape, audit and compliance professionals help organizations uphold stringent legal, regulatory and ethical standards. Individuals in the field often have strong moral codes and are highly motivated to create frameworks, establish order and maintain standards.

Innate core skills include attention to detail, analytical problem-solving and understanding of regulatory frameworks, while other critical sub-skills (learned skills) include risk management, quality assurance, and ethical and legal compliance. Motivations emcompass dedication to upholding integrity, safeguarding organizational reputation and contributing to society.

core skills

  1. analytical and problem-solving skills
  2. detail-oriented
  3. communication and interpersonal skills
  4. ethical and principled approach to compliance and risk management
  5. ability to adapt to changing regulatory environments and industry trends

sub-skills

  1. regulatory compliance
  2. risk management
  3. internal control systems
  4. audit tools and software
  5. reporting
  6. quality assurance
  7. ethical and legal compliance

motivations

  1. integrity and ethical consideration
  2. problem-solving and analytical challenges
  3. impact on organizational health
  4. professional growth and development
  5. financial rewards and job stability
  6. alignment with personal and organizational values
  7. working within a framework of rules and standards
  8. collaboration and teamwork
  9. recognition and status
  10. social responsibility and contributing to society
  11. adapting to changing regulations
  12. risk management

talent acquisition excellence

Understand opportunities and create a business case for evolving TA through an in-depth review of people, data, processes and technology across all functional areas and business units.

services include:

    • maturity matrices
    • user experience ratings
    • competitor benchmarks
    • solution plans
    • business case development
    • RFP management

talent strategy blueprint

Build an actionable and sustainable talent strategy blueprint that aligns to business strategy and creates opportunities for accelerated organizational performance.

services include:

    • actionable talent strategy
    • governance frameworks
    • measures for success
    • executive business cases
    • talent and market intelligence

future of work

Lead and influence a partnership to develop and redesign how your organization conducts work. Bring the future closer to today, designed for humanity.

services include:

    • scalable models of work that differentiate
    • talent-centric work that drives performance
    • cross-organizational and skill pods for disruptive thinking

skills supply

what it shows

Skills supply data indicates the total number of individuals who have the skills required for audit and compliance in each of the 23 markets we researched. These figures are based on a combination of verified, normalized labor market data by market and granular, skill-based data sourced from professional social media networks and job boards, and career sites.

Use the chart to understand the availability of skills (“supply map”), availability of sub-skills (“skill type”), talent with recent job search activity (“active talent”), as well as the share of talent who prefer permanent or contract work (“preferred employment type”).

need to know

  1. With about 11 million specialists in audit and compliance — the fourth most scarce skill cluster — most are based in the U.S. (52%), while India has the second-largest talent pool. The smallest talent pools are in Argentina, Norway, and Central and Eastern Europe, excluding Poland.
  2. Auditing tools and software are the rarest sub-skill, with about 169,000 specialists worldwide and the highest job vacancy rate (just over 8%).
  3. Audit and compliance is one of the slowest growing talent pools, with about 0.4% growth last year, compared to an estimated 0.8% growth across all in-demand skill clusters.

skills demand

what it shows

Skills demand data indicates job postings that require audit and compliance skills in each of the 23 markets we researched. These figures are based on a combination of verified, normalized labor market data by market and granular, skill-based data sourced from professional social media networks and job boards, and career sites.

See demand for each skill cluster by market, explore demand for sub-skills within each cluster or view the job vacancy rate (JVR) — defined as hiring complexity — to understand market competitiveness for these skills. The higher the JVR, the more competitive it is to recruit.

need to know

  1. The audit and compliance cluster has an average JVR of just over 6% due to dependencies across multiple segments.
  2. Specialists within audit and compliance are six times more difficult to recruit, with some sub-skills and markets reaching 22.5 times recruitment complexity.
  3. Singapore and Canada face the most talent scarcity for sub-skills. For example, hiring complexity for ethical and legal compliance skills is 14 to 15 higher in Canada, and hiring complexity for internal control systems skills is 16 times higher in Singapore.
  4. Senior specialists are particularly scarce, with hiring complexity of 129% overall, reaching 175% in Malaysia and India, and 140% to 158% in Germany, France and Italy.
  5. The U.S. generates 71% of demand overall, one of the highest numbers across all skill clusters, with markets such as Poland or Singapore among the top 10 demand generators.

compensation

what it shows

The data included in this graph shows the average salary brackets in U.S. dollars for audit and compliance skills in the 23 markets examined. Compensation data is mapped and analyzed from combined sources providing current pay data.

Select the markets of interest to understand what salary ranges are considered competitive and in which markets you should recruit to stay within budget.

need to know

  1. Audit and compliance is the fifth most expensive skill cluster, with an average compensation of around $51,000 globally.
  2. Switzerland, the U.S. and Australia have the highest compensation, reaching over $160,000 in Switzerland.
  3. India, Argentina and Malaysia have the lowest compensation, at three to four times below the global average.
  4. Highly sought-after audit tools and software sub-skills can reach the highest compensation levels and are the highest-paid sub-skills in Switzerland and the Netherlands.
  5. Technology skills and deep financial knowledge pay more, with 50% increases for financial and accounting skills in Mexico, and 20% to 30% increases for technical and data analytic skills in Belgium and the United Kingdom.

remote & hybrid working

what it shows

Remote working data shows the percentage of job postings that offer candidates remote or hybrid work for audit and compliance roles (noted as “demand”), as well as talent working preferences (noted as “supply”) in each of the 23 markets researched.

It is estimated that the actual share of remote/hybrid working opportunities is higher than advertised online. You can view the data by both skill cluster and individual skills.

need to know

  1. With only 13% remote or hybrid jobs, audit and compliance roles typically offer fewer remote and hybrid working opportunities than other skill clusters.
  2. The audit and compliance cluster has a 24-point gap in employee expectations and employer preferences for remote and hybrid work.
  3. The highest share of remote/hybrid talent is available in Brazil, Malaysia, Poland and India, with all markets above 45% and Brazil reaching up to 58%.

gender diversity

what it shows

Gender diversity data shows the current balance of male to female employees currently working in roles that require audit and compliance skills in each of the 23 markets researched. Findings are based on self-identified, normalized data from talent supply sources.

Use the chart to understand in which markets you are more likely to engage female talent for audit and compliance skills. You can view the data by both skill cluster and individual skills.

need to know

  1. New audit and compliance talent is 80% to 85% male (self-identified) in most Western European markets and the United States.
  2. Sweden and the U.K. have the most gender diverse senior audit and compliance talent, at 40% female (self-identified).
  3. The most gender diverse markets for female talent who have audit and compliance sub-skills are Romania, where most are over60%, and Poland, where most are over 48%.
  4. The most scarce sub-skill, audit tools and software, is the least popular among females.

supply

Focusing on four key pillars — talent intelligence; talent experience; diversity, equity and inclusion (DEI); and digital strategy — Randstad Enterprise Talent Advisory audits, reviews and optimizes your talent strategies to ignite the power of your workforce and deliver on business objectives in any market condition. We help you decode the future, today.

Whether you’re seeking a complete review of your current talent infrastructure, want to build a more agile workforce, or are hoping to change the fundamental design of work at your organization for tomorrow, we use a talent-centric lens to ensure your people strategies and business goals align.

We know how to do it because we are you. Our talent advisory leaders have globally designed, built and pioneered the talent industry: from the first potential assessment to the first Relationship Value Proposition to data-driven offshoring decisions; we have designed the future of work in our everyday working life.

you get access to:

your talent advisory choices.

To help you find your talent edge and see the possibilities in your people, Randstad Enterprise Talent Advisory consulting services offer an independent, outside-in review and analysis of your talent acquisition and retention strategies. With access to global data, decades of experience, a tech-agnostic and multidisciplinary approach, and our own reality-based methodologies, we can help you renew talent acquisition, build your talent strategy blueprint and co-design your future of work.

webinar: reframe your enterprise talent blueprint.

March 16, 2023 | 10 a.m. EST | 3 p.m. CET

Join Cisco and The Josh Bersin Company to explore the 2023 Talent Trends findings and learn how your talent strategy can drive a sustainable, supercharged future of work.

 

the benefits.

According to our 2023 Talent Trends research, 80% of human capital leaders around the globe say the goal of their talent strategy is to have a measurable impact on business performance. But so many hurdles stand in the way of that important goal: from economic conditions and uncertainty, to skills gaps and rising talent expectations. Inefficient processes hinder progress, while great opportunities are left on the table and good intentions are left unrealized.

Randstad Enterprise Talent Advisory uses an independent lens to help you:

 

Over the years, your organization has built talent processes and technologies based on changing priorities. Maybe solutions were implemented or processes were established that just don’t make sense for your business anymore. Maybe your technologies don’t talk to each other in ways that you need today. 

Whether you’re a current Randstad client, or working with other talent partners, we provide a fresh, unbiased review and analysis that helps your business see past its familiarity and comfort zones to build talent strategies that deliver the results you need. 

Even if you’re facing shrinking budgets, it’s critical to keep people at the center of your strategies. In fact, according to Forrester Research, talent-centric organizations are expected to generate 32% more revenue than others over a five-year period. Our Enterprise Talent Advisory team can help you enhance the talent experience, from sourcing to offboarding.

Want to boost quality of hire, shortening time to hire or simply find new efficiencies? We will help you identify barriers within your talent acquisition and talent mobility processes, and develop clear plans to improve outcomes.

Don’t let outside factors like talent scarcity and economic conditions stand in the way of your talent and business goals. Building an agile and adaptable workforce means being able to scale as needed, shift and redeploy resources throughout the organization, and create skills abundance for your organization. Randstad Enterprise Talent Advisory will help you figure out how.

How can you inspire your people to do their best work daily? What are the factors that drive productivity at your organization? How can you create the most equitable workplace for your diverse workforce? And how will you make it all sustainable long term? We’ll help you answer these questions to support your workforce of tomorrow.

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about the 2023 talent trends research.

Now in its eighth year, our Talent Trends research has provided insights that human capital leaders need to drive business agility and results with their talent strategies. The 2023 Talent Trends research is a survey of more than 900 C-suite and human capital leaders at global and regional organizations, across 18 markets around the globe.

It is designed to help our clients and the broader business community understand the top HR and talent acquisition trends for 2023, and this year, to help employers look beyond the challenges of today’s environment to create a strong, sustainable and supercharged future of work.

Conducted by a third party on behalf of Randstad Enterprise, survey panels are composed of business leaders who influence both strategic and operational decisions for their organizations. Online surveys were conducted via external panels during Q4 of 2022.

> visit the Talent Trends archive
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