Hays Accountancy & Finance - January 2010
Public Sector
Hotspots
Management Accountants are needed for the budgeting period for both permanent and temporary roles. Some employers are flexible and will consider strong management accountants from large corporate backgrounds if candidates with previous public sector experience are not available. Finance Managers are sought for permanent roles in response to greater movement at the $100,000 and above salary level and we are starting to see more movement with new candidates entering the job market.
Accounting Analysts with experience in major capital expenditure or asset-related projects are needed for temporary assignments. Candidates from non-public sector backgrounds, and with prior experience in major construction or engineering projects, are often sought for these roles. Given the shortage of candidates in the market with relevant in-depth business knowledge, particularly for major software upgrades, employers will often transfer permanent staff onto asset projects. This is creating non-ongoing vacancies to back-fill normal job functions for the project duration. Candidates with existing public sector experience are sought for these roles as they can hit the ground running.
The not-for-profit sector has moved from recruiting specialist accounts roles, such as AP Clerks, to all-rounders who can undertake a variety of duties. There are many smaller organisations that need the flexibility of employees who can undertake a variety of accounting functions.
Payroll remains an area of demand due to the lack of experienced candidates in the market.
The coming quarter
In some states recruitment freezes remain in place. The exceptions take place for roles directly related to revenue generation or stimulus project delivery. Therefore there is a steady, if small, range of positions related to stimulus project delivery.
In the not-for-profit sector permanent recruiting activity is picking up as confidence builds in the broader market. The general feeling from this sector is that they will be looking to recruit this year.
Employer trends
Given the general up-turn in the market, some employers struggle to find specialised skills and may have to compromise on either skill set or salary. Some employers have already experienced a skills shortage in the market and are planning accordingly, but many still believe the market will remain employer-driven for some time.
Public sector employers, particularly the NSW Government, are hiring candidates on long-term but non-ongoing contracts of typically one or two years. They offer salaries in line with the public sector's pay scales as well as other tangible and/or non-tangible benefits. These include higher superannuation contributions, or a shorter working week compared to commercial employers, thus offering better work/life balance which many candidates seek.
These contracts offer accounting candidates an opportunity to gain valuable experience that can improve their suitability for future commercial or public sector positions where this experience is sought.
However employers expect candidates to possess very specific experience for contract positions. Whereas previously employers would consider a variety of candidates, today they expect candidates to have relevant experience in a number of specific areas. This includes systems experience, relevant industry experience and/or prior experience in specific types of projects; often employers expect all three.
Candidate trends
Quality candidates are entering the market once more, looking for career advancement following the GFC. Like the commercial sector, candidates who have been in a permanent position for a long time are sensing an upturn in prospects and are starting to enter the job market.
Many of those candidates who were made redundant in 2009 have secured long-term contract or permanent roles.
Candidates are again turning down permanent opportunities to take more challenging and stimulating shorter-term contracts. This indicates confidence in the 2010 recruiting market.
