Why perks attract staff during a skills shortage

This article was current at the time of publication.

Public accounting practices continue to face significant challenges in recruiting and retaining skilled professionals as talent shortages persist across the sector. Employment agencies report that the gap between salaries offered in public practice and those available in industry remains a major contributor to the issue.

The Hays 2025 Skills Report states that 84 per cent of hiring managers across the accounting and finance sector are experiencing staffing shortages to some degree.

“Talent shortages in accounting and finance remain very real,” says Stuart Martin, Business Director and National Accounting and Finance Lead at Hays. 

“While the level of difficulty varies by sector, public practice is still experiencing the most acute shortages. The salary gap between public practice and industry roles continues to expand.”

In public practice, an entry level accountant now averages around A$90,000 plus superannuation, while experienced senior accountants can command between A$110,000 and A$120,000, depending on location and firm size. But those who shift to industry may be able to achieve a 20 per cent increase on these figures. 

Which perks attract good staff?

Public practices can remain competitive by offering non-financial incentives that reflect candidate priorities, such as flexible work arrangements, extra leave and a stronger focus on lifestyle benefits, Martin says.

“Public practice has always been a training ground for accountants in Australia,” he says. “The challenge is not just attracting top candidates but retaining them long enough to benefit from their growth. 

“Regular engagement with staff is essential. Some employees, for example, leave because flexibility is only offered once they’ve handed in their resignation.”

Martin encourages firms to think strategically: “If your budget doesn’t allow you to match industry salaries, what else can you offer? Can employees work part-time? Are there genuine professional development opportunities?” 

Lauren Haxby, Practice Director of Finance and Accounting at Robert Half, echoes these concerns.

“In our 2025 survey, an even higher percentage – 94 per cent – of finance and accounting leaders reported difficulties in attracting and retaining staff to meet strategic business goals,” she says.

“Many organisations are also implementing cost-saving initiatives, which limits how much they can offer in salary,” Haxby explains. 

“We’re seeing candidates jump firms for salary increases of up to 20 per cent, especially when moving from public practice into industry roles.”

She adds that work flexibility is becoming a non-negotiable for many candidates. 

Treating employees like family

At SEIVA, an accounting and business advisory firm with a Great Place To Work certification, culture is more than a buzzword, it’s a daily practice.

Brent Szalay FCPA, Managing Director, and Stacey Zuluaga FCPA, Director of Tax and Accounting say the firm’s ethos blends professional excellence with a genuine sense of fun. 

“The firm is like a family,” they explain. “At Christmas, we celebrate together with a party and gifts for everyone, and we mark birthdays and work milestones with special celebrations.”

That commitment to connection shows up in other ways too. SEIVA’s office boasts an onsite gym, a golf simulator and a pool table, and the staff enjoy quarterly team building events ranging from axe throwing to a day at the races.

Staff wellbeing is a high priority, with an Employee Assistance Program and confidential counselling services on offer.

“We value people looking after themselves because they perform better at work,” Zuluaga says. “If you add up the cost of these initiatives, it’s far less than a recruitment fee, not to mention the cost of losing someone who is like a family member, someone you’ve trained.”

SEIVA also has a variety of flexible work options. Interstate or overseas employees work 100 per cent remotely and there are individual work-from-home arrangements for local staff. 

“We have a few parameters around this, such as all [local] staff come to the office on Mondays and Thursdays for our collaboration days.”

In-demand skills

Professional growth is just as important as employee perks, Szalay and Zuluaga emphasise. “Each team member regularly sits down with a senior colleague to discuss their strengths, areas for improvement, and career aspirations, along with the concrete steps to get there.” 

Training spans both technical and soft skills from building rapport and giving constructive feedback to specialist tax updates delivered by an external trainer six times a year. 

“Being humble, having trust, and taking initiative are part of our value proposition. We want staff who continually develop their expertise.”

Soft skills, particularly the ability to communicate effectively with clients and work collaboratively, are becoming even more critical, Martin says. 

“As more services are delivered remotely, firms must ensure they are still building meaningful relationships with clients,” he says. “The role of the accountant has shifted towards business advisory. It’s no longer just about interpreting spreadsheets; it’s about solving complex client challenges.”

He recommends structured graduate programs as an effective way to develop talent from within.

“Graduate intakes are a great way for firms to bring in motivated candidates, provide tailored training and upskill them into more senior roles.” 

Haxby adds: “Candidates with expertise in process improvement, system upgrades and business transformation are highly sought after.”

Key challenges cited by hiring managers in Robert Half’s 2025 survey 

• High salary expectations tied to cost-of-living pressures 32% 
• Lack of relevant industry experience 29%
• Intense competition from other firms 28%
• Gaps in both technical and soft skills 28%
• Scarcity of qualified candidates 25%
• Difficulty aligning hires with company culture or mission 24%
• Lack of remote or hybrid work options 23%.

What employees value most, according to The Hays 2025 Skills Report

• Flexible working 58%
• A good work atmosphere 55%
• Additional annual leave 45%
• Work–life balance initiatives 40%
• Career development 33%.