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2022 demand for tax candidates is on the rise

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Did you know that 72% of candidates will be considering a career move in the next 12 months?

The demand for talent has only continued to grow, and we don’t anticipate that it will slow down any time soon. As we enter Q2 of 2022, clients are still searching for the best tax talent after a turbulent 18-24 months due to the pandemic. However, 2021 was a defining year for the recruitment industry as hiring freezes were lifted, and there was a resurgence in demand, which surpassed our expectations.

If you’re in a position to consider a career move (or you’re just curious about what is out there on the market) we recommend thinking about the following variables.

Progression opportunities

Regardless of your seniority, a clear progression path should be established by your employer both from a professional development standpoint as well as remuneration. The demand for high-quality candidates continues to grow, and many organisations are creating attractive progression opportunities as well as unparalleled access to L&D to attract talent.

From a client perspective, retention will be high on your agenda as well as attraction. However, ensure that your retention efforts don’t fall by the wayside. Reviewing your career ladder as well as succession planning will enable you to stay ahead of the curve. If in doubt about what progression opportunities you should be offering, competitor analysis as well as running internal surveys to gather data on this will also help you.

Culture and benefits

Although attractive salaries will be core drivers for candidates, a big deciding factor is culture as well as benefits. Health and wellness benefits, additional annual leave, and social perks are all deciding factors for candidates in today’s market.

Even if you run a hybrid business, building a sustainable and enjoyable remote culture is equally as important. If as a candidate you are unsatisfied with the benefits currently on offer, market research will evidence what other companies are doing so you can weigh up your options across deciding factors such as culture, benefits, remuneration, and location.

Remote working

From our research, we found that 58% of employees said that they would search for a new job if they were asked to return full time to the office. Remote working has been spoken about extensively over the past two years, and the general consensus is that if you aren’t offering flexible working opportunities - or equally, as an employee this isn’t available to you, it is becoming a necessity rather than a “nice to have”.

If flexibility is important to you, it can be accessed much easier now than it would have been previously. Although 100% remote roles are still considered far and few between, hybrid roles are a lot more accessible and enables for an equal blend of in-office and remote working.

Finally, remuneration and package is also important to consider. We have put together a comprehensive salary survey guide which you can download here, which gives you complete oversight on salaries as well as other additional resource that you may need as a candidate (or hiring manager looking to review your team's packages).