Sector Update: Key Trends in Accounting Recruitment for 2025

The accounting and finance recruitment landscape in Australia and New Zealand is entering 2025 under continued pressure. Following a difficult 2024, where recruitment was particularly tough for qualified accounting roles, the market remains tight. Employers are now challenged to move quickly and offer more than competitive salaries to secure top talent. Transactional finance, payroll, systems accountants, and data analytics specialists remain in high demand. Over 50% of accounting teams report being under-resourced, highlighting the ongoing skills gap that is disrupting operations across the sector.

To respond, companies are doubling down on internal strategies to build resilience and improve capabilities. Automation and systems improvement are high on the agenda, with 75% of organisations investing in this area. Additionally, 45% are focusing on staff development by funding training and certifications. As financial operations become more complex, areas such as compliance and cash flow management are emerging as critical priorities. Despite this, a notable portion of teams still rely on external financial support, even as many aim to retain work onshore.

The temporary and contract workforce remains a crucial component of the sector. Demand continues to grow, driven by project work, payroll system changes, financial reporting, and business-as-usual requirements across accounts functions. Although AI adoption has not yet significantly altered the industry, with 58% saying it hasn't affected their work, early adopters in accounts payable and financial reporting are beginning to see the impact. All signs point to a persistently competitive hiring environment in 2025, with employers needing to be proactive in their approach to stand out and attract talent.

"Being reactive just isn't an option anymore if you want the best people."

Bianca Luck, NSW Director and Temporary and Contract Manager at people2people, underlines the urgency facing accounting and finance employers. "2024 was a tough year for recruitment across many sectors, especially accounting and finance, with qualified accountants being the hardest to find," she explains. This scarcity has carried into 2025, pushing businesses to rethink how they engage candidates.

Luck points to shifting expectations in the hiring process: "Employers are under pressure to move fast and offer more than just a paycheck to attract talent." In a market where competition for talent is fierce, slow hiring processes and generic offers are falling short. The need for clear career pathways, meaningful perks, and cultural fit is more critical than ever.

The sector's dependence on contract professionals is another theme Bianca emphasises. "The temp and contract market in the accounting and finance industry continues to perform strongly," she says, citing factors such as system upgrades and financial reporting deadlines. This flexibility allows companies to maintain continuity while managing fluctuating workloads and project timelines.

Technology is also reshaping team structures and responsibilities. According to Luck, "75% of organisations are prioritising automation and system improvement," signalling a clear shift towards digital transformation. Yet adoption is still early in some areas. "AI hasn't made a major impact just yet...but we’re seeing early signs of change," she adds. This cautious but growing interest in AI suggests a sector in transition, with more changes expected in the coming years.

Luck summarises the competitive environment succinctly: "The demand is there, but standing out as an employer of choice requires more strategic effort than ever before." Employers who act decisively and align their workforce strategy with market expectations will be best placed to navigate 2025's hiring challenges.

Five Tips to Attract Top Accounting & Finance Professionals

• Move quickly: Streamline hiring to prevent losing top candidates to faster-moving competitors

• Offer development: Invest in training, certifications, and long-term career pathways

• Improve flexibility: Leverage contract talent for project work and fluctuating demands

• Modernise systems: Prioritise automation and digital transformation in key finance functions

• Create value: Look beyond salary and focus on culture, benefits, and meaningful work