Recruiting activities
Division of Finance
Invitation to participate in college and university recruiting activities
The State Division of Finance is scheduling a series of college and university recruiting activities designed to attract talented accounting students to careers within state government. This initiative is intended to serve as a resource for agencies looking to enhance their workforce by engaging with accounting students. Recruiting events will include displays, candy, and promotional items, such as pens and other items with state of Utah branding.
Agency participation in these recruiting activities could include:
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Sending a representative: Participate in scheduled recruiting events to promote current vacancies or internship opportunities within your agency. You can find the schedule of activities and sign-up here.
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Publishing internship opportunities: Promote internships at recruiting events and publish internship opportunities on the Division of Finance’s website. This site will provide a central location for candidates to learn about opportunities with all state agencies. We have prepared a document to assist agencies in publishing internship offerings, which can be found here.
Offering internships has the following potential benefits:
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Provides a low risk trial period: Internships offer a low risk way to evaluate potential employees. Agencies can assess an intern’s skills, work ethic, cultural fit, and adaptability before making a long-term hiring decision.
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Builds a positive employer brand: A strong internship program can enhance the state’s reputation within educational institutions and among young professionals, making it easier to attract top talent. Positive intern experiences lead to word-of-mouth promotion, which is invaluable for building a positive employer brand.
By participating in these events, we can collectively showcase the rewarding career opportunities available within state government and increase the number of highly qualified accounting professionals in our workforce.
This recruiting strategy is being developed in response to the increasing competition for talented accounting professionals.
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A survey conducted by the American Institute of CPAs (AICPA) in 2022 revealed that 80% of firms identified finding qualified staff as their most significant challenge.
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The AICPA also reported a 17% decrease in accounting graduates from 2016 to 2020, highlighting a gap between supply and demand for new talent entering the field.
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The AICPA has also highlighted that many experienced accounting professionals are nearing retirement, creating a pressing need for replacements and contributing to the overall talent shortage.
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Deloitte’s 2023 "Human Capital Trends" report notes a growing need for accountants with expertise in emerging technologies and data analytics, further increasing competition for tech-proficient accounting professionals.
Increasing the number of talented accounting professional within the state will help to:
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Minimize operational disruption: Reduce the impact of turnover in key positions by maintaining a steady pipeline of qualified candidates.
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Enhance adaptability to new technologies: Strengthen our ability to modernize financial operations, improve efficiency, and leverage data for better decision-making, particularly with professionals who have expertise in emerging technologies.
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Boost employee morale and retain talent: Reduce the pressure on existing staff, thereby preventing burnout and decreasing turnover rates, which in turn minimizes recruitment costs and operational disruptions.
Participation in these recruiting activities will help strengthen the State’s workforce. If you have any questions or need further information, please contact Emma Frost. Thank you for your consideration, and we look forward to working with you.