How to attract high quality tax professionals to a rural location
Published over 7 years ago by f f
Many tax professionals simply assume that the best jobs are
available in urban areas and those looking for work will often move into cities
or commute long distances in the belief that only a large city can offer them
great career prospects and quality of work. However this overlooks some of the
real advantages of working in a rural setting. For firms based in out of town
areas, it can be a challenge to encourage great employees to take on roles –
but the advantages are many, it is simply a case of pointing them out.
In a study carried out by the Institute of Leadership and
Management in July 2014, it was found that 90% of top managers work longer than
their contracted hours and 13% complete more than two days of unpaid overtime
per week. This may include skipped lunches, coming in early or going home late
and working from home. It doesn't even take into account long commutes.
These figures indicate that that something about the UK
culture of work has to change and that many employees will be happy for that
change to take place.
One important way that a rural business can sell itself, is
by offering a new way of looking at the work/life balance. People who work
closer to their homes and who do not commute to large cities find that they are
fresher when they do work, they can more easily commit to more hours when
needed, they feel less stress and they are able to balance their home
commitments with their work commitments more easily.
A rural worker is also offering their services in a smaller
marketplace. They are not competing against a huge city full of eager
applicants – but that does not mean that they lack ambition or talent. They
recognise that they are working with local people, they develop relationships
and they know their market well. They care more about the company they work for
and wish to enhance how it is seen within the community. This cannot be
While a local employee can offer business huge advantages,
the employee will still need some incentives to make that break from working in
a large city. This doesn't have to mean more salary. Remember that your
employee is already saving on commuting costs and that they are willing to
trade off money against more leisure time. However, they may require good
parking or transport solutions and certainly they will look favourably on a
more flexible working.
Workers take on these local jobs because they want to spend
more time at home. Flexible working allows them to do this and studies have
shown that productivity increases by up to 30% for those people who work from
home regularly. It certainly makes sense to understand the reasons your
employees are choosing to work closer to their homes – it is about family time,
leisure time and combining this with work in a sensible and profitable way. As
an employer you need to find ways to balance this.
Creating a working environment that works for your employees
is the best way to attract the best talent. If you fear that the best people
are being snapped up by urban centres, spare a thought for the workers
themselves. They are giving up their time, spending money on commuting,
becoming increasingly stressed and disillusioned with their working life and
they are looking to change. That change might be just on their doorstep. Offer
what they want and they will come.