Need for specialized skills, knowledge changing nature of the profession.
After several lukewarm years, the payroll job market is “on fire” and this trend shows few signs of letting up anytime soon. The days of employers preaching “you’re lucky just to have a job” are long gone and companies know it.
The pool of qualified practitioners has traditionally been small since payroll is a profession people “fell into” rather than actively pursued straight out of school.
Attitudes are changing, however, as seasoned practitioners are increasingly valued by companies for the scope of their knowledge and expertise on everything from taxation to employment standards to workers’ compensation. In addition, newly minted accounting graduates see the value of some time spent in payroll as a valuable step in their career progression.
Recruiters say payroll practitioners are often reluctant to move because once in a job, they find the work very enjoyable and seldom have a reason to leave. Only if their employer merges with another company or moves its head office will they consider looking elsewhere.
Some recruiters attribute the shortage of qualified practitioners to a single factor: money. The salaries companies are offering just aren’t high enough to entice people to move or they come in with “lowball” offers, not realizing the specialized skills required to accurately process a payroll.
Others say this may be the case for some openings, but they’ve found when it’s a question of the money being brought up to attract the right candidate, it finds its way onto the table.
Attracting candidates doesn’t always come down to how much a company is willing to pay, however.
To be a leader in its market, a company has to be focused on providing a high level of internal support. Leading companies often offer such amenities as a library, billiard room, Internet café and a fitness centre, in addition to generous salaries and bonus programs. This level of support is clearly not the norm in most companies, but this trend is bound to have an impact on smaller companies because the market for good staff is so much more competitive.
In return, employers are looking for practitioners who can function as “new age centurions.” They have to be very sound technically, but with spectacular customer service and interpersonal skills.
Of the additional skills that are currently in demand, accounting frequently tops the list. Computer literacy above the requirements for the payroll function is also important. With payroll professionals gaining more responsibility, they have to be familiar with cross-functional tools like Lotus Notes and Microsoft Office.
Familiarity with one or both of the systems of the two major payroll outsourcing firms, ADP Canada and Ceridian Canada Ltd., is also a given these days, no matter what the employer size. Having processed payrolls of more than 500 employees is also considered an asset.
Experience with specialized groups, such as unions, can also tip the balance in a practitioner’s favour in certain regions of the country, like British Columbia.
For payroll practitioners contemplating a move, recruiters say the ability to present yourself beyond your technical ability is more important today than ever before. You have to clearly demonstrate you have the ability to be a ‘team player,’ and are willing to learn new skills and take on more responsibility.
Membership in the Canadian Payroll Association (CPA) also gives candidates a leg up in their job search.
Recruiters note completion of at least two, if not all three, levels of the CPA’s Payroll Management Certificate Program is a prerequisite for any payroll-related position.
Giuliano Tolusso is manager, public affairs for The Canadian Payroll Association. For more information, contact (416) 487-3380.
The pool of qualified practitioners has traditionally been small since payroll is a profession people “fell into” rather than actively pursued straight out of school.
Attitudes are changing, however, as seasoned practitioners are increasingly valued by companies for the scope of their knowledge and expertise on everything from taxation to employment standards to workers’ compensation. In addition, newly minted accounting graduates see the value of some time spent in payroll as a valuable step in their career progression.
Recruiters say payroll practitioners are often reluctant to move because once in a job, they find the work very enjoyable and seldom have a reason to leave. Only if their employer merges with another company or moves its head office will they consider looking elsewhere.
Some recruiters attribute the shortage of qualified practitioners to a single factor: money. The salaries companies are offering just aren’t high enough to entice people to move or they come in with “lowball” offers, not realizing the specialized skills required to accurately process a payroll.
Others say this may be the case for some openings, but they’ve found when it’s a question of the money being brought up to attract the right candidate, it finds its way onto the table.
Attracting candidates doesn’t always come down to how much a company is willing to pay, however.
To be a leader in its market, a company has to be focused on providing a high level of internal support. Leading companies often offer such amenities as a library, billiard room, Internet café and a fitness centre, in addition to generous salaries and bonus programs. This level of support is clearly not the norm in most companies, but this trend is bound to have an impact on smaller companies because the market for good staff is so much more competitive.
In return, employers are looking for practitioners who can function as “new age centurions.” They have to be very sound technically, but with spectacular customer service and interpersonal skills.
Of the additional skills that are currently in demand, accounting frequently tops the list. Computer literacy above the requirements for the payroll function is also important. With payroll professionals gaining more responsibility, they have to be familiar with cross-functional tools like Lotus Notes and Microsoft Office.
Familiarity with one or both of the systems of the two major payroll outsourcing firms, ADP Canada and Ceridian Canada Ltd., is also a given these days, no matter what the employer size. Having processed payrolls of more than 500 employees is also considered an asset.
Experience with specialized groups, such as unions, can also tip the balance in a practitioner’s favour in certain regions of the country, like British Columbia.
For payroll practitioners contemplating a move, recruiters say the ability to present yourself beyond your technical ability is more important today than ever before. You have to clearly demonstrate you have the ability to be a ‘team player,’ and are willing to learn new skills and take on more responsibility.
Membership in the Canadian Payroll Association (CPA) also gives candidates a leg up in their job search.
Recruiters note completion of at least two, if not all three, levels of the CPA’s Payroll Management Certificate Program is a prerequisite for any payroll-related position.
Giuliano Tolusso is manager, public affairs for The Canadian Payroll Association. For more information, contact (416) 487-3380.
