Employers are using training and certification to keep NetSuite talent and attract stronger applicants.
NetSuite roles now demand broader skills. Finance staff need platform knowledge. Admins need data skills. Functional consultants need cross-department awareness. Strong learning benefits help you develop those skills inside your team and reduce turnover.
Why training now signals a stronger employer
NetSuite updates often. Modules expand. New compliance rules appear. Demand for skilled talent stays high. Learning support shows your business takes growth seriously. It tells candidates they will stay current and avoid skill gaps that slow careers.
The Anderson Frank Careers and Hiring Guide 2026 reports that 73% of employers fund NetSuite certifications. The same guide shows that professionals who complete certifications earn an average pay increase of 22%. These numbers show how training shapes hiring choices and pay decisions.
What learning benefits matter to candidates
Candidates want clear opportunities to grow. They look for employers who support real development, not vague promises. Strong learning packages include:
- Role-based training paths for admins, consultants, and analysts
• Certification vouchers
• Short internal workshops
• Budget for BI or SQL courses
• Scheduled learning time
• Access to a structured onboarding plan
These benefits improve candidate response rates. They also shorten ramp time after hiring.
Anderson Frank connects you with NetSuite professionals who value structured learning. They join teams faster and contribute sooner.
Why upskilling improves retention
Retention drops when people feel stuck. Upskilling fixes this. Your team sees a clear path forward. They gain skills that increase their value inside your business.
Upskilling also reduces your hiring pressure. You spend less time searching for rare skills because you build them internally. This lowers cost and reduces pressure on your senior staff.
Anderson Frank connects you with NetSuite professionals who help train your teams. They help you build skills that stay in your business long after each project ends.
How to build a simple upskilling program
You do not need a large program. Start with a short list of actions and keep the process predictable.
- Pick one training path for each core role
• Set a budget for certification vouchers
• Add one analytics course for finance and operations
• Schedule monthly internal training
• Assign mentors for new hires
• Track progress with one shared checklist
Small steps build strong habits. Your team stays current, and your projects move faster.
How learning improves hiring outcomes
Strong candidates want clear growth. When they compare offers, they look at training. A clear learning path shows your business invests in people, not only tasks. This increases acceptance rates.
Learning support also helps you hire from outside the NetSuite ecosystem. You can hire people with strong finance or operations experience, then train them on the platform. This expands your pipeline and supports diversity in skills and background.
How managers should interview for learning potential
Look for people who show simple, direct learning habits. Ask for examples of:
- A new tool they learned this year
• A process they improved
• A report they redesigned
• A skill they taught someone else
Their answers show how they learn and how they share knowledge.
Build a culture of skill growth
A strong upskilling culture starts with clear expectations. Managers must encourage learning and give people time to practice. This builds confidence. It reduces errors. It increases trust in the system.
Teams that learn together solve problems faster. They finish projects with fewer backlogs. They also adopt new NetSuite features without friction.
What this means for your hiring plan
You will compete for talent all year. Learning support gives you an edge. It helps you attract candidates who want long-term stability. It helps you keep your strongest people. It increases output from your NetSuite investment.
