Tim Dixon
Client Development Manager
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Unemployment rate has declined 10.8% over
the last 12 months.
Between 2012 and 2022 – a growth of 13.1%
due to growth and replacement –
Approximately 544,000 workers
- September 2015 GDOL Report
- 2013 Bureau of Labor Statistics – Accountants & Auditors – Occupations with largest projected growth
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Highest Demand Occupations –
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Software/IT Development
Accounting/Finance
Engineering
Increases in salaries for Accounting/Finance
Significant increases in salaries
 Effect of work/life balance culture on hiring needs
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- Forbes: 2015 – The Highest Paying In Demand Jobs
2011 to 2015 Salary Comparison
19.8%
$120,000
17.1%
$100,000
18.4%
17.8%
$80,000
18.5%
20.4%
$60,000
20.4%
23.4%
$40,000
$20,000
$Accounts
Payable
Specialist
Accounts
Receivable
Specialist
Staff
Accountant
(2-4 Years)
Sr. Accountant
2011
Accounting
Manager
2016
Financial
Analyst
(2-4 years)
Sr. Financial
Analyst
Finance
Manager
6 Degrees Group Salary Data
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Outsourcing & Offshoring

Creating need for less “clerical” and more
“professional” staff
 Higher costs
 More audit focus
 Exceptions increase
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Work-Life Balance
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More employers offering work-from-home options
Push to remain lean – “do more with less”
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Who is doing the
initial screening of
resumes?
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What are you looking
for on paper?
 Keywords
 Stability
 Education
 Attitude
 Work ethic
 Systems
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How many people are involved?
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How many levels up/down need to be involved?
Why?
How many rounds of interviews are needed?
Time kills all deals
 More rounds cause candidates to lose interest
 Consolidate process
 Choose the right people to be the interviewers
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It’s a small world
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Industries play with
the same candidate
base
How do you sell
yourself?
What are you offering
potential candidates?
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Growth
Systems experience
$$$$
Work-life balance
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Turning the ship
around
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Why are you
hiring…again?
Bring a positive
attitude to the table
 Be up front about
challenges
 Share the successes
 Have a vision
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Know your competition for that candidate?
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Competitive Market vs. Salary History
Know their motivation to make a move
Make the offer for the candidate, not for the job
 Candidate needs to feel wanted
 Present where you see their value as part of the team
 Avoid presenting offers in terms of budget
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Have a plan to welcome and keep the new hire
Have their desk & computer ready
 Make them feel part of the team
 Ease them into the work
 Challenge them to present ideas
 Keep up communication about how they are doing
& areas to improve
 Keep your word
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- Tim Dixon