Hiring Trends to Anticipate in Accounting for 2015

As we begin 2015, companies are preparing their budgets for the coming year. One thing they are preparing for is hiring new employees. Within the accounting industry, there are a couple of hiring trends that employers should anticipate for 2015. We will discuss them in this post so you can prepare to hire the best talent available for your open jobs.

Hot Accounting Jobs for 2015

In 2015, the following jobs in the accounting industry will be hiring in large numbers, so be sure your company is ready to bring in the best talent.

  • Staff accountant: salary range of $46,220-$60,882 with an average of $54,257
  • Accounts payable manager: salary range of $53,994-$95,575 with an average of $74,030
  • Payroll manager: salary range of $59,612-$102,132 with an average of $80,433
  • Collections specialist: salary range of $24,175-$42,828 with an average of $33,048
  • Tax accountant: salary range of $38,633-$59,592 with an average of $48,774
  • Mortgage loan processor: salary range of $39,252-$60,352 with an average of $34,623
  • Auditing director: salary range of $94,803-$180,574 with an average of $133,183
  • Compliance manager: salary range of $75,567-$95,467 with an average of $79,889
  • Financial reporting supervisor: salary range of $77,420-$124,639 with an average of $99,519
  • Business data analyst: salary range of $45,156-$70,331 with an average of $58,325

Salary Increases in Accounting

Within the accounting industry, there are a handful of jobs that are expected to see significant raises in salary once 2015 arrives. Those jobs and salary increases include the following:

  • Audit/Assurance Services at a midsize firm: Any professional in this position who has held the job for three years will see a raise of 2.9 percent, which is a range of $56,750-$74,750.
  • Tax Services Manager at a midsize firm: Any professional who works in this profession can expect to see a raise of 3.9 percent in 2015. The salary range will increase to $88,750-$123,250.
  • Management Service Professionals at large firms: People who have worked this job for at least three years can see a salary increase of 3.1 percent in 2015. The salary range will increase to $65,750-$82,500.
  • Senior Manager/Director in Audit/Assurance Services at a small firm: These professionals can see a 3.6 percent salary increase that will move the range to $94,250-$134,500.
  • Bookkeepers at firms of all sizes: Raises of 3.0 percent in 2015 are expected for these professionals to increase the salary range to $40,750-$61,250.

As you prepare your budgets for 2015, you need to prepare for all of the hiring trends within accounting so you can bring in the proper talent for your firm.

Salary Expectations for Illinois Accountants and How to Negotiate Yours

Are you preparing for a job as an accountant in the state of Illinois? If so, this post is for you because we will discuss the salary expectations for accountants working in Illinois. We will also help you negotiate your salary, and it doesn’t matter if you are right out of college or preparing to make a move well into your career.

Accountant Salary Rates Rising in Illinois

The national average for an accountant’s salary is just over $47,000 per year. In Illinois, there are just nine major locations where an accountant’s salary is less than the national average. There are 21 major locations where the salary is more than the national average.

If you want to work in Chicago as an accountant, you can expect to make roughly $2,000 more than the national average for the position. The same can be said for those who want to work in Evanston and Orland Park.

If you want to work in Peoria, you can expect to make roughly $5,000 less than the national average. The same can be said for those who want to work in Springfield and Rockfield.

How to Negotiate for the Best Salary

After looking at the numbers for an accountant’s salary in Illinois, it is now time to figure out how to negotiate your own compensation. The first step in this process is putting together a list of your top priorities for the job. Write down 401(k), vacation time, benefits, base salary, bonuses,  scope of responsibilities, frequency of performance reviews and more.

Ask the hiring manager what the base salary for the position is and then provide a counter offer. In some instances, the offer made by the company will be the final dollar amount. In other instances, you will be able to negotiate the salary to a level that you think is acceptable.

One thing you must do prior to negotiating your salary is research. You need to figure out what the company has paid for the position in the past, what competing companies pay and if you have any degrees or certifications that would increase the salary paid to you.

As you prepare to work in the accounting field, you need to make sure that the salary is in line with your experience and prior compensation levels. A little bit of research can help in your negotiations for a higher salary at a new company.

Referral Programs DO WORK!

We know!  We are actively seeking referrals for our positions.  For every referred candidate we place through the 1st quarter of 2015, we will provide a $100 referral bonus.  We realize our success comes for our candidates and clients!  Our Referral Program is a small way we can give back to those who help us succeed!  In addition to the referral bonus, for every candidate we place, we will make a donation to provide 216 meals through the organization “Feed My Starving Children”.

There is nothing more powerful in recruiting than having a candidate referred to you.  A candidate who is looking, but may be on more of a passive search, combined with an employee who is familiar with the skills and abilities this person can bring to your company is a superior way to have candidates surfaced for your job openings!  

Look at the advantages a Referral Program can bring to your organization:

  • Your employees become more engaged in the success of your company as they understand that attracting top talent is important to the success of the organization.
  • Although money may not be the key motivator, employees want an opportunity to help their friends.  Having a Referral Program gives these employees the ability to help others through this program.
  • By providing a template of job openings to your employees, they can easily share this information on their social networks.  Making it easy for the word to get out on social media outlets will ramp up the success of the Referral Program and surface more applicant referrals from your staff.
  • In addition, this is a quick way to get job opportunites out to colleges through your well networked employees sharing information with college friends.
  • An employee who refers a candidate, who is then hired, will have a vested interest in helping this person get acclimated and potentially mentor the new hire.  This helps the new employee get up to speed quickly in their new role.
  • Referral new hires typically have a better retention rate and often are a better culture fit.

Are you familiar with any candidates we can help?  Please forward them to us by sending their resume or profile along with your contact information to info@caseyresources.com.  We look forward to assisting these candidates in their job search!   Happy Holidays and Best Wishes to all in the New Year!