© 2014 Robert Half Technology. An Equal Opportunity Employer M/F/D/V. All rights reserved. This material is the confidential property of Robert Half Technology. Copying or reproducing this material is strictly prohibited. © 2014 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Vet. Secrets to Nurturing a Top-Notch Finance and Accounting Talent

Today’s Discussion The hiring environment across the United States and the Bay Area Industry dynamics and workforce demographics Positions and skills in greatest demand How to recruit top talent in a candidate-driven market Strategies for retaining a winning team

Hiring Environment: United States National unemployment rate was 5.8% in November Unemployment rates for many in-demand accounting and finance positions are lower: Financial managers: 1.8% Accountants and auditors: 2.4% Financial analysts: 3.2% Bookkeeping, accounting, and auditing clerks: 3.5% Billing and posting clerks: 3.7% More companies are posting job openings and hiring More workers are voluntarily quitting their jobs Competition for the best talent is growing Your workers may be exploring other employment opportunities Source: Bureau of Labor Statistics

Hiring Environment: Bay Area Source: San Francisco Bay Area Professional Employment Forecast, Fall 2014 – Winter 2015

Business Confidence Is Building Source: San Francisco Bay Area Professional Employment Forecast, Fall 2014 – Winter 2015

Hiring Environment: Bay Area Accountants and auditors will be one of the top 20 occupations with the most job openings in Silicon Valley through 2020 Jobs in Silicon Valley’s financial activities industry are expected to grow by 16% through 2020 Source: California Employment Development Department

Recruiting Challenges Are Growing Source: San Francisco Bay Area Professional Employment Forecast, Fall 2014 – Winter 2015

Industry Dynamics Accounting and finance professionals are serving as strategic business partners to managers throughout the organization The regulatory landscape alone has significantly increased workloads for many finance teams Hiring managers need specialized talent Both staff-level and management-level accounting and finance employees work more than 40 hours each week, on average

The Baby Boomer Factor More than 1/5 of the U.S. workforce has entered or is nearing retirement age Source: Bureau of Labor Statistics

Positions in Greatest Demand Accounts receivable/payable professionals Auditors Business analysts and business systems analysts Compliance professionals Controllers Cost accountants Financial analysts Payroll professionals Senior accountants Staff accountants

Skills and Credentials in Greatest Demand Technical skills (e.g., advanced Excel skills, ERP knowledge, data analytics, business intelligence software) Regulatory and compliance expertise, IFRS Multilingual abilities Soft skills (e.g., verbal and written communication abilities, collaboration skills) Credentials (e.g., CPA, CIA, CPP, MBA)

Lengthy Hiring Cycle Source: Robert Half survey of more than 2,100 U.S. CFOs

Lengthy Hiring Cycle 120 candidate evaluations + 15 interviews = 1 hire Source: Marketo

Know Where to Find Top Talent  Job boards –One of the best ways to reach a large number of candidates quickly –Can be inundated with applications, especially from unqualified candidates –Strong job description is key –Consider niche job boards –No access to passive job seekers  Your company website –Great place to communicate your unique corporate culture and the most appealing aspects of working for your firm –Website cannot be outdated, difficult to navigate or lacking key information

Know Where to Find Top Talent  Social media and online networking –Can reach a wide audience –Can communicate vacancies to targeted groups –Requires a lot of time and effort –Not a replacement for personal interaction in recruitment process  Recruiters –Have access to a large database of skilled candidates, including passive job seekers –Handle cumbersome administrative details of recruiting –Valuable source of staffing advice

Focus on Compensation Salaries — along with candidates’ pay expectations — are rising You have to pay more to attract skilled talent Accounting and finance salaries forecast to rise 3.5% in 2015 It’s not unusual for in-demand professionals to receive multiple job offers

Focus on Compensation PositionCompany SizeSalary Range*% Change Staff accountantSmall (up to $25 million)$61,425 – $79,6504.0% Financial analystSmall$66,488 – $87,7504.3% Senior compliance analystMidsize ($25 million to $250 million) $102,600 – $140,0634.1% Internal auditor (manager)Midsize$118,125 – $163,6884.2% ControllerMidsize$146,138 – $200,1384.3% AR/AP clerkLarge ($250+ million)$46,575 – $63,7883.5% Senior accountantLarge$92,813 – $118,4634.0% Payroll manager/supervisorLarge$78,300 – $123,5253.8% Senior cost accountantLarge$94,163 – $123,5253.9% Senior business analystLarge$105,300 – $135,6754.4% *Salary ranges have been adjusted for San Jose. Source: 2015 Salary Guide from Robert Half

Offer Compelling Perks Medical, dental and life insurance Paid time off Retirement benefits Subsidized training or education On-site cafeteria/subsidized food On-site perks (e.g., dry cleaning, fitness center) Matching gifts to charitable organizations Subsidized transportation Mentoring programs

Emphasize Work-Life Balance Four 10-hour days (4/10 arrangement) 9/80 workweek “Summer Fridays” Telecommuting

Don’t Overlook Gen Y Make up 30% of the business and financial services workforce in Silicon Valley Now represent the largest generation in the U.S. and will make up approximately 75% of the workforce by 2030 Millennials are tech-savvy, ambitious, career-minded, motivated, innovative and educated Unemployment rate for workers between the ages of 25 and 34 has fallen from 7.4% to 6.1% over past 12 months Sources: CareerBuilder and Economic Modeling Specialists Intl.; Bureau of Labor Statistics

Don’t Overlook Gen Y You must show Millennials your organization is: Collaborative Empowering Flexible Open to new ideas

Use a System to Review Resumes You need a set of hard criteria to use as the basis for decisions Keep three questions in mind at all times: 1.What are the prerequisites for the position? 2.What are the special requirements of your organization, such as certifications or special education? 3.What qualifications and attributes are critical to high performance in this particular position?

Use a System to Review Resumes The resumes of strong candidates typically: Include lots of detail Show a history of stability and advancement Are accompanied by a strong, well-written cover letter

Use a System to Review Resumes Watch out for these potential red flags: Sloppy overall appearance Static career pattern Typos and misspellings Vaguely worded job summaries Weasel wording Overemphasis on hobbies or interests

Top 3 Reasons Good Employees Quit 1.Inadequate salary and benefits 2.Limited opportunities for advancement 3.Unhappiness with management Source: Robert Half survey of more than 2,100 U.S. CFOs

#1 PAY WELL

Pay Well Source: Robert Half survey of more than 2,100 U.S. CFOs

#2 INVEST IN PROFESSIONAL DEVELOPMENT

#3 SUPPORT A CULTURE OF INNOVATION

#4 EMBRACE DIVERSITY

Embrace Diversity A multigenerational team’s impact on productivity Source: Robert Half survey of more than 1,450 employed professionals in North America

#5 DEFINE ROLES AND RESPONSIBILITIES

#6 SET GOALS

#7 ENABLE TRUST

#8 MANAGE CONFLICT

#9 REWARD TO RETAIN

#10 KEEP THEM HAPPY

#11 FIND THE RIGHT TALENT

#12 LEAD BY EXAMPLE

Signs an Employee Is Looking to Leave Decreasing work quality Forgetfulness, poor timekeeping Lack of engagement Unusual absences Sudden interest in career development

1.It’s not a long-term solution 2.You set a bad precedent 3.Morale can suffer 4.It can be difficult to re-establish trust 5.The employee’s performance likely won’t improve 5 Reasons You Should Never Make a Counteroffer

© 2014 Robert Half Technology. An Equal Opportunity Employer M/F/D/V. All rights reserved. This material is the confidential property of Robert Half Technology. Copying or reproducing this material is strictly prohibited. © 2014 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Vet. Secrets to Nurturing a Top-Notch Finance and Accounting Talent