The need for controllers has increased significantly, partly due to financial uncertainties experienced by organizations. However, attracting and retaining controllers does not appear to be that easy for organizations, often because of a lack of clarity about the specific responsibilities of the position.  

Periods of uncertainty have made many organizations realize that they need a better understanding of their financial situation and the risks they face. This has led to a greater focus on improving control information and process optimization. Charlotte Jacobs, senior manager at Swiss recruitment firm Robert Walters and specialist in recruiting controllers, stresses that this trend has gained momentum over the past two years. Proper risk coverage has proved crucial for organizations to become more agile.  

Challenges in recruiting and retaining controllers 

The growing need for controllers stems from the broader demand for greater control over finances and cost management.

Organizations are mainly looking for controllers who can not only analyze the figures, but also interpret them and formulate targeted advice for management. This is essential to manage future risks.

Wrong expectations  

Organizations face the challenge of attracting and retaining the right controllers. "This is not only because of the general scarcity in the labor market, but also because of a lack of clarity on expectations regarding the role of a controller within the organization," says Charlotte. "We often see that organizations are not yet fully 'in control' and therefore need an experienced controller to achieve this. This can lead to confusion about the duties and responsibilities of the position."  

Miscommunication 

In terms of controllers, expectations are not always clear either. "Financial controllers are no longer just concerned with the numbers. Nowadays, they are also expected to take on an advisory role towards the organization," Charlotte explains. "But far from everyone is aware of this broadening of the range of tasks, which can lead to confusion between the organization and the applicant about the exact content of the position. This miscommunication can cause the organization to invest a lot of time and money in controllers who leave after a few months, as the job content turns out differently than expected."    

Attracting and retaining controllers  

Controllers are in demand, and they know it. "They are critical and can have high demands in terms of salary and working conditions," says Charlotte. "I try to identify as much as possible with hiring managers what exactly they expect from a controller, because that makes the search for the right candidate easier. The problem is that the term 'controller' can be interpreted in many ways and can therefore be filled differently by applicants."  

Charlotte advises organizations to get crystal clear on paper exactly what the intended controller will do. "Conduct internal interviews with employees in similar positions and do extensive research into expectations. Then the chance of a match is many times higher, as is the chance that the new employee will stay with you." 

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