EY’s New Payroll Chatbot Just Has to Be Slightly Less Sucky Than HR to Be a Success
No doubt proud of its partnership with a massive professional services organization that is mostly prestigious unless some scandal or embarrassing internal falling out is afoot, Microsoft has written a long and complementary blog post about EY’s new toy the ‘EY Intelligent Payroll Chatbot‘. Speaking of EY and payroll, the great “just kidding!” payroll snafu […]
People Who Have No Problem Ghosting You For No Reason Suddenly Butthurt About AI-Assisted Cover Letters
Google Discover recently threw a Mashable article at me about using ChatGPT to help write cover letters and how HR professionals are apparently displeased by this so I figured let’s talk about it since some of you might be looking for a job in the coming months. The figures come from a report by tech-forward […]
While Other Industries Have Turned to the Stick, Accounting Firms Continue to Use the Carrot to Encourage RTO
PwC’s hybrid work policy was quite the big deal when it was announced in October 2021, it signaled perhaps a change in corporate mentality that meant employees would be allowed the discretion to determine on their own if they need to be in the office or not. Other firms took a similar approach, though their […]
PwC Is Still Not Forcing People Back to the Office (Really)
Ed. note: In April 2023, rumors began circulating that PwC would soon announce a soft return to office that would be “expected” but not mandated. We are pretty sure it’s happening but will have to wait until May to know for sure. Since last November, PwC has graciously allowed 40,000 client-facing people to choose whether […]
Ex-Wife of Art Shamsky Back in Court to Sue Deloitte for Sexual Harassment
A lawsuit was quietly filed in New York on Tuesday, naming Deloitte and Big D Talent Director Louis Bastone as defendants. The charge? Sexual harassment. Well, sexual harassment and severe work-related cockblocking.
Ever Wonder What Accounting Firm Recruiting Seminars Look Like? Here You Go
The following slides were sent to us from a reliable source who works within public accounting in a capacity that does not involve actual accounting. Call that talent acquisition if you’d like, all we know is that our source sat in on an actual seminar about recruiting talent that included these actual slides. I don’t […]
Deloitte Offers Insight on How It Plans to Retain Its Workforce
Continuing with Wednesday’s attempt to provide insight on some KPMG H.R. banter, I will try to do the same with a recent Deloitte press release.
What seems to be their attempt to provide the private sector advice on how to prevent an exodus of talent actually sounds like a fluffy internal HR memo. Perhaps the Big 4 should review Deloitte’s top ten list of ways to not get slaughtered by the ever-improving job market:
1. Take advantage of the continuing globalization of talent and leadership markets.
DWB – Raid your competitors of their best talent, downplayed earlier this week.
2. Know your critical leaders and most critical talent. Keep your talent pipeline robust enough to deliver those critical skills.
DWB – Pay your top performers in order to keep them happy. If they receive an offer elsewhere, counter-offer their asses. Because the only inevitable outcome is the loss of some talent, see #1.
3. Prepare for a workforce that is more mobile and quicker to pursue new career opportunities.
DWB – Keep tabs on your people. Job loyalty has gone the way of the
dinosaurs Baby Boomers. The “what’s in it for me” mentality is keeping job markets saturated with talented individuals looking for a better deal.
4. Tailor your strategies to address the generational and geographic diversity of your workforce.
DWB – Old people and young people don’t get along. They’ve never gotten along. They never will get along. Accept it and move on.
5. Show your employees both the money and the love. Communicate your employer brand as clearly to employees as you communicate your product brand to customers.
DWB – One part water plus two parts HR spin, stirred. Pour over ice. Serve.
6. Know what it takes to stay ahead of your competitors in retaining critical talent, developing new leaders, implementing workforce planning and driving innovation.
DWB – I don’t have a clue what you’re supposed to learn from this. Money is the main driving force. Money makes people dance for joy or jump ship. If your retained talent is net positive, suhhhweeet.
7. Create clear career paths for employees at all levels.
DWB – I like this one if implemented correctly. The traditional career trajectories are well known; communicate practice-to-practice and geographic rotations. Change – even short term – can refresh one’s career and create a greater sense of loyalty to the firm.
8. Align your leadership development programs with your long-term business goals.
DWB – Every firm has ‘the chosen ones” and invests in additional training, retreats, and leader cultivation courses. This should come as no surprise.
9. Know the real impact of talent retention and voluntary turnover on your bottom line.
DWB – Newsflash: it is not cheap to replace talent. Considering most hires begin their careers as interns, we’re talking years of financial investment in every staff member. From pen giveaways to amusement park tickets, there’s a steep price for every staff member lost!
10. Be a beneficiary — not a victim — of the resume tsunami.
DWB – Perhaps you should revisit point #1.
Big 4 Firms Are Planning for Your Exodus
For some time now, Caleb has been touching on the upcoming/ongoing/always-occurring exodus from Big 4 into the private sector. The obvious reasons for the change from public to private are obvious, but here’s a few for kicks:
• Bigger pay day (and potential growth)
• CPA requirements completed
• Actual work/life balance