In Pursuit of Profit
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What are we hearing from candidates?
“It’s too late.”
A few of our candidates received counteroffers this month. When they gave notice, they were asked if there was anything that could be done to keep them. The candidates indicated they had already asked a few times for what they needed and didn’t receive it. One candidate asked for an additional staff member over a year ago to help with the work and extra hours. When he quit his employer said we can get you the staff person you requested, but it was too late.
Most candidates won’t take counteroffers because they think back to why they started interviewing for another job in the first place. They feel like their employer didn’t value them enough to recognize and reward them. Moreover, they think the counteroffer is indicative of flaws in the company’s culture and they have already shown their hand and may be considered “damaged goods.” Studies show that people who take counteroffers still leave soon afterwards anyway.
What are we hearing from clients?
"We want to see a diverse candidate pool."
More clients are wanting to interview a diverse candidate pool because they see a DEI candidate as a culture add with the potential to bring a different, unexplored perspective. Also, creating a diverse, equitable, and inclusive environment is very important to their values and the culture they are trying to create.
Moreover, a strong DEI environment is important to candidates, especially with the younger workforce who themselves are more diverse in gender, race, sexual orientation, culture, and religion. Numerous studies have cited that DEI can increase profits and is good for the bottom line.
What am I feeling about the hiring market?
"Uptick after summer break!"
With summer vacation ending and the start of school, we saw an increase in the number of candidates interested in exploring the market. Messages from weeks ago were finally returned, and the market seems to have picked up. The same is true on the client side as they look ahead and gear up for year-end needs. Year-end also signals a time for salary raises.
The new WorldatWork Salary Budget survey, now in its 50th year, found American company salary budgets grew, on average, 4.4% in 2023. This was slightly higher than expected and represents the biggest average increase in over twenty years (since 2001). Additionally, companies are anticipating a 4.1% increase in salaries for 2024.
ASP Hiring Statistics - 2023
46 - Days to Place (avg.)
$153,004 - Avg. Placed Controller Salary
26% - Percent of Diversity Hires
87% - Percent of time we get interviews for our clients
Controller - Manufacturing - Portland
Controller - Nonprofit - Portland
VP Finance - Professional Services - Bothell
Take a look at some examples of accounting and finance candidates we are working with currently.