randstad enterprise

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.

finance & accounting.

With about 900,000 open positions, the finance and accounting skill cluster remains robust despite a 30% decrease since its peak during the pandemic. With the third-highest number of global job postings, demand for expert talent remains high.

As the sector evolves — fueled by the proliferation of digitalization, heightened cybersecurity concerns and decentralization — a surge in demand is expected. Proficiency in new technologies is becoming increasingly vital.

ids-finance

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

With broad organizational impact, finance and accounting roles encompass resource management, financial planning and analysis, risk management, regulatory compliance and more. The vital roles contribute to strategic decision-making that drives business sustainability and growth.

Innate core skills encompass attention to detail, analytical thinking and knowledge of financial laws, and important sub-skills (learned skills) include auditing, budgeting and compliance know-how. Key motivations include career advancement and stability, resource optimization and organizational success.

core skills

  1. analytical and problem-solving
  2. detail-oriented, focusing on accuracy and timeliness
  3. communication and presentation
  4. independent working while collaborating with a team

sub-skills

  1. accounting systems and software
  2. financial reporting
  3. auditing
  4. investment management
  5. taxation
  6. budgeting and forecasting
  7. regulatory compliance
  8. financial analysis
  9. cost accounting

motivations

  1. interest in numbers and analysis
  2. career advancement and professional growth
  3. financial rewards and benefits
  4. impact on business decisions
  5. ethics and compliance
  6. stability and job security
  7. alignment with organizational goals
  8. work-life balance
  9. networking and collaboration
  10. recognition and achievement
  11. entrepreneurial opportunities
  12. social responsibility and sustainability

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 finance and accounting 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.

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. The U.S., India and U.K. boast the largest talent pools, with more than half of the global talent pool in the United States.
  2. Regulatory compliance is the rarest sub-skill, with hiring complexity 14 times the global average for some markets. A significant majority (72%) of the specialists are in the United States.
  3. Hiring senior talent is, on average, 36% more difficult across all markets due to talent scarcity that is tied to deep regulatory knowledge and experience. Senior talent is most easily found in Norway, Sweden, Switzerland and Brazil.

skills demand

what it shows

Skills demand data indicates job postings that require finance and accounting 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. Finance and accounting skills are two to five times more challenging to find than the global average.
  2. Scarcity of taxation and budgeting/forecasting sub-skills is six to seven times more challenging in Europe.
  3. Almost 67% of demand for these skills is generated by the U.S, with India, Canada and Australia also among the highest demand generators.

compensation

what it shows

The data included in this graph shows the average salary brackets in U.S. dollars for finance and accounting 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. Switzerland, Australia and the U.S. have the highest compensation rates for finance and accounting skills, averaging more than $80,000 annually, while India, Malaysia and Argentina report averages that range between $12,000 and $20,000.
  2. The most highly compensated roles involve financial analysis, investment management and regulatory functions.
  3. In Switzerland, the Netherlands and the U.S., salaries of more than $200,000 a year are not uncommon, especially within highly specialized investment banking areas.

remote & hybrid working

what it shows

Remote working data shows the percentage of job postings that offer candidates remote or hybrid work for finance and accounting 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. Fewer than 14% of all finance and accounting job postings are categorized as remote (8%) or hybrid (6%), while almost 32% of all talent would prefer it, especially those with technical skills.
  2. Many organizations restrict access to sensitive financial information, making remote work opportunities less likely and limiting access to global talent.
  3. The highest share of remote advertisements is found in Hungary, Poland and Portugal. Cost accounting is the most popular in-demand remote skill (68%) in Portugal.
  4. Markets in Eastern Europe are popular recruitment centers for accounting and analytics, with a remote/hybrid advertisement share of more than 40%.

gender diversity

what it shows

Gender diversity data shows the current balance of male to female employees currently working in roles that require finance and accounting 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 finance and accounting skills. You can view the data by both skill cluster and individual skills.

need to know

  1. With about 41% female talent, finance and accounting is the second most gender diverse skill cluster.
  2. Romania has one of the highest shares of female talent overall, as well as female talent with financial reporting skills (up to 74%). It also has one of the highest talent pools of senior female talent at 61%.
  3. New talent is predominantly male, particularly in the Netherlands (88%) the U.K. (78%), Australia (77%) and Italy (77%). In India, 65% of the emerging talent pool identifies as male.
  4. Gender disparity among experienced talent with more than 10 years of experience is more pronounced in Canada (90% male) and France (82% male).
  5. The markets with the least gender diverse talent pools for finance and accounting skills include India (26%), Mexico (32%) and Malaysia (33%).

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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take a deep dive into the in-demand skills research and find your competitive talent advantage.

create a business advantage from market uncertainty.

As hiring slows, and talent leaders catch their breath, they’re focused on the ways they can drive transformational change for their organizations through their talent strategies.

How will you put value creation back at the top of your priority list to create a business advantage?

 

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Employers know just how important diversity, equity, inclusion and sustainability are to building workplaces that people are proud of.

But are they taking the right actions to deliver meaningful work experiences? See trend 8 for details.

 

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84% of life sciences and pharma talent leaders say their goal is to have a measurable impact on business performance — up from 63% in 2022. Get the data and insights you need to create value along the enterprise talent life cycle and compete for the people who give your company a competitive edge.

 

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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