06Jun

Squeezed by low interest, constrained by competition from raising prices and facing shareholder pressure to improve returns, the banking industry is struggling to control costs while labor shortages and public sentiment is pushing for higher wages.

American Banker says the $56.7 billion banks spent on salary and benefits in Q3 last year was 18.4% higher than in 2014.

Those expenses are expected to rise even more this year, as industry leaders prepare to hike their minimum pay. The Bank of America is raising its minimum $17 an hour wage to $20 by the end of this quarter. JPMorgan Chase is raising starting pay about 10% to at least $15 an hour and up to $18 depending on the market. Bank of New York Mellon already raised starting pay to $15 an hour.

Wealth management firm Janney Montgomery Scott estimated that non-interest expenses for some 100 of the nation’s public banks would rise 3.64% this year, much of the increase due to compensation costs.

Christopher Marinac, director of research at the investment firm, told American Banker, “Can you also attribute [the rise] to salary increases? I think you can.

“Banks have to be thoughtful about what they’re paying employees. … It’s easier to pay workers slightly more — give them an increase or a rate change or change salaries — because it’s expensive to replace them.”

Like most industries, financial institutions have found it tough to recruit workers. A report last fall from the accounting and consulting firm Crowe Global said recruiting and retaining workers, especially younger workers, was a challenge for most banks. The cause, said Crowe Global, was pay, which, according to the firm’s survey, averaged $30,000 for entry-level positions.

With almost half of all bank employees over 45, the industry has been forced to raise starting pay to attract entry-level workers.

That’s made reining in costs difficult, given that wages and benefits accounted for 59% of banks’ total non-interest expenses last year.

As James Chessen, chief economist at the American Bankers Association, told American Banker, “This is a tough situation for banks and all businesses, managing expenses when it’s hard to raise the prices of the goods you sell.”

Photo by Dmitry Demidko on Unsplash

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Jun 6, 2023

4 Strategies For Hiring Accountants This Year

As far back as 2013 Forbes published an article headlined “Why Accounting and Finance Pros Are So Difficult to Hire.” The only thing that’s changed since is that accountants will be even more difficult to hire in 2020.

“That’s more of a statement than a prediction,” says Accounting Today, recommending a few strategies for recruiting professionals in this highly competitive market.

Before we detail these — you’ve likely heard some of these before — we suggest calling us here at Green Key Resources.

The Accounting Today suggestions are excellent long term approaches. But when you need a top flight candidate yesterday, we’re ready with a pipeline of excellent professionals who will exceed your expectations in every way. No matter where in the country you are, call us at 212.683.1988.

For the long term, here’s what to do.

Provide opportunities for growth — This means more than just basic training. Candidates are looking for roles that offer fresh challenges, a chance to demonstrate their leadership skills and to move up in the organization. Offer project contract work to reach professionals and build your talent pool

You culture should provide a personal touch — Beyond the basic benefits, a supportive culture provides schedule flexibility, tailored growth opportunities, advancement and the engagement of senior members of the firm in nurturing talent.

Be flexible in your requirements — Instead of insisting on a certain number of years of experience, consider the whole candidate package. “Some candidates may not check all of the boxes but can really excel in a position,” observes the Accounting Today article. Would you pass up a candidate with excellent software and technology skills just because they only have four years of experience?

Leverage external support — Don’t depend on job boards or even LinkedIn to bring in the talent you want. Work your networks and always ask for referrals. Reach out to the silver medalists who almost got the job last time; their skills and experience have only increased. And develop a relationship with a staffing firm like us that has a specialty in accounting.

Photo by Scott Graham on Unsplash

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Bank Finds Autism Spectrum Hires Make Great Technologists

In the five years since starting its Autism at Work program, global investment bank JP Morgan Chase has discovered there’s almost no job someone on the spectrum can’t do.

An autism spectrum candidate was interviewed for a developer job that required Java. It turned out it was a language he didn’t know, said Anthony Pacilio, the global head of the bank’s autism program.

“We interviewed him on a Friday and although he didn’t know Java he said he would be able to learn it by Monday,” Pacilio told eFinancialCareers. “He did that using a few books and YouTube tutorials and by Monday he was proficient enough in Java to get the job.”

Since starting the Autism at Work program in 2015, JP Morgan now hires some 180 people annually, placing them in a variety of jobs, many in technology. From initially hiring into quality assurance, people on the autism spectrum fill jobs in coding, cybersecurity and compliance.

“For the most part, a person on the spectrum can do any job that you give them,” says Pacilio.

They also outperform neurotypical hires. “We have also found that autistic people have an incredible approach to problem-solving. They are very granular and see things in completely different ways to neurotypical employees,” says Pacilio.

He says that autism program employees in just one technology role, for example, were as much as 140% more productive in completing tasks than their neurotypical colleagues, and they did it with no mistakes.

“That is almost unheard of,” Pacillo noted.

The bank has invested in training recruiters how to interview people on the spectrum and teaching managers new skills to accommodate their different styles and ways of communicating.

“Our recruiters have been trained to understand that a person on the spectrum may not make eye contact, or could take longer to answer questions than other recruits,” says Pacilio. “We are trying to get beyond the idea that when we hire we are looking for people who are gregarious and outgoing and look you in the eye.”

As cybersecurity specialist Jake Richard said in an article on the company website, It’s great knowing I have a support system here and that people understand what my strengths and challenges are. It’s very gratifying.”

Photo by Christina @ wocintechchat.com on Unsplash

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