What Questions Should You Be Asking Job Candidate References?

A recent survey indicated that recruiters will remove one in five candidates from consideration during the reference check process. Upon interviewing over 1,000 hiring managers, they found:

  • 36 percent said they were interested in getting more insight on the applicant’s past job duties and experience
  • 31 percent used a reference check to learn about candidate’s strengths and weaknesses
  • 21 percent removed a candidate from consideration for a job after speaking to professional contacts

It’s really not surprising that hiring managers eliminate certain candidates during the candidate reference check process. Very often, candidates elaborate on their experience, inflate their own value, and even falsify information hoping no one will check. The smartest hiring managers use a consistent series of reference check questions for all candidates before offering them any employment.

Here are some questions that you can legally use when checking professional candidate references. Along with verifying their position and dates of employment, you will want to ask:

1. What is your relationship to the candidate?

If someone is a good reference for a candidate, they have had some direct supervision or observation to the candidate. Ask specifically about how they worked with this job candidate during their time with the company. Learn about the specific daily interactions, either as a co-worker or a supervisor. The office receptionist or a cousin of the candidate don’t count, sorry.

2. Would you bring them back?

This very simple question is also very important to understanding the reputation of the candidate. If the reference says Yes with no hesitation, it’s a great sign. If they hesitate or refuse to answer, this can be a red flag. Regardless of the answer, follow-up questions are important to gain more insight from the job reference.  Some companies have policies that don’t allow the company to hire a person back once they have left the organization, no matter what the circumstances were when the person left.

3. What are their strengths and weaknesses on the job?

Once you break the ice with a reference it’s perfectly legal to ask about the performance of the candidate. Ask for the candidate’s biggest strengths and weaknesses, which can then be compared to how the candidate answers later in the interview. If the reference is being hesitant to talk about anything specific (especially in the weakness area), then have a list of questions prepared to gain the information that you want. When a bland answer comes from “What are their biggest weaknesses” then ask more direct questions about attention to detail, creativity, etc.

As part of the job hiring process, job references can become an integral piece of that process. They give information that you can’t learn directly from the job candidate. A well thought-out plan of questions for the job references can lead to great information that helps you make the best decision.

Work with an Award-Winning Recruiter in Chicago

As a trusted staffing firm, we reduce your time spent on recruiting, evaluating, screening and interviewing employees. Contact the award-winning recruiters at Casey Accounting & Finance Resources today to partner with a top financial recruiter in Chicago.

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Why Using Twitter Will Help Your Job Search

There’s a reason why 310 million users speaking 40 different languages worldwide are spending their time on Twitter each day. Twitter has grown to be a favorite spot for everyone from everyday citizens to celebrities to be heard by a massive audience. As Twitter has developed, it’s also become a favorite place for candidates to search for new jobs, and recruiters to connect with job seekers. At Casey Accounting & Finance Resources, we have a Twitter account where you can find new job leads!

But, how can you know that your efforts at Twitter are worth it? Here are some good reasons why Twitter will help you with your job search.

You will have a social network presence:

Around 95 percent of all recruiters today use social media to check out candidates before they even call them in for an interview. When you establish a Twitter account, which is typically done in about 5 minutes, you have a network presence and the start of a brand you want others to see. While social media accounts sometimes have a negative perception, it’s a great option to differentiate yourself as a positive addition to your brand. A company could also find you on Twitter and use it as a way to contact passive or active job seekers to start the conversation.

You will get access to job leads first:

The instant nature of Twitter is that once a recruiter posts a job there, it’s immediately available for candidates who are searching. Twitter is also a good way to find out about new jobs and opportunities as companies often post press releases there that talk about company expansions and recruitment events.

You can set up lists to follow:

Twitter has a unique function that allows users to set up favorite lists by industries, people and even companies. This can be a great way to sort through all the job leads and keep personal conversations from taking over. For example, you can set up a group called ‘temp jobs IL’ for all new jobs to be listed.

You can search for jobs:

Using hashtags, you can easily access a huge search engine right at your fingertips. Try looking for jobs by industry such as #HRjobs or by the location of jobs such as #chicagojobs. Be creative and think of how the recruiters are posting job leads on Twitter. Once you find a hashtag that generates a lot of jobs, continue to search for that on a consistent basis.

Work with an Award-Winning Staffing Agency:

At Casey Accounting & Finance Resources, we are an award-winning financial recruiter in Chicago that helps job seekers find the right placement for their situation. Search our Twitter page for the latest job openings or contact our team today!

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7 Insider Tips on Getting the Right Candidate Hired!

When working with our clients and candidates to find the best person for the position, we are often made aware of how a great candidate can be lost in the process.  Here are 7 tips to make sure this does not happen to you!

1. Step up the interview process.  An outstanding candidate has been identified, so you have to move swiftly!  You do not want to lose the candidate to another company who has streamlined their processes to hire fast.  Only have the key decision makers involved, so the interview process does not get drawn out.

2. A resume does not tell all!  Not only do you need someone with the skills and expertise, but you also need someone who is a fit for your culture.  Do not prejudge a candidate based upon a resume only.  References can be very beneficial and can help with questions on culture.  Hire candidates that have done their research on the client company, prepare questions ahead of time and can provide added value answers to the interviewers’ questions.

3. Not sure the person will work out?   Many candidates are interested in starting out in a temporary position to determine if the role is the best fit for the candidate as well as the company.

4. Really need a full-time person to join your company?  Do not limit yourself to finding candidates using only the temporary to hire method for bringing people into your organization.  You will miss out on many great candidates who are currently working and are ready to make a job change.

5. Have knowledgeable people in charge of the hiring process even if you have to outsource to a staffing and search organization to do the recruiting for you.  Look for firms that specialize in the area you are recruiting for in your organization.

6. Competitive compensation:  Need we say more?  Ask the recruiters you work with to provide salary information to help you with compensation trends.

7. How is Your Employment Brand?  What is happening on Yelp and Glassdoor when you look up your organization?  Do you have great reviews?  Are you encouraging employees to review your organization?  Are your responding to any reviews that are not positive?

The key to success is always good people!  Matching highly skilled and competent professionals with equally competent and ethical employers will not only grow your business, it creates a great culture where people want to work!

If you are in need of finding great candidates, contact the award-winning HR recruiters at Arlington Resources today!

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5 Tips for Working with a Recruiter to Find a Great Hire When Time is of the Essence

Need to hire a great employee, like yesterday? It’s a candidate-driven market, which means it’s getting harder and taking longer to hire talent than ever before. At the same time, company human resource teams are shrinking and there are less people to conduct the tasks needed to recruit suitable candidates. What’s a company to do that needs to hire people right away? The solution is to partner with a staffing firm in Chicago.

A staffing agency has many advantages, including:

  1. The ability to reduce costs of hiring new employees because the agency absorbs all the upfront fees. From advertising and interviewing to background checks and drug screens, the temporary staffing agency you work with can handle all these details. Staffing agencies will screen the candidates originally and keep a database of options to pull from when your job opening meets the profile of their job candidates.  Staffing organizations have dedicated recruiters spending 100 percent of their time recruiting candidates!  When you are ready to hire, they are ready to provide candidates.
  2. The speed and efficiency at which talent can be found. Have a special hiring need? Staffing agencies can easily work with your company to get a profile of your ideal employee; then start the process of finding the right person for the job. All candidates are carefully screened and ready to start work on the day promised.
  3. An increased pool of talent for your company. Instead of hiring people just to replace others all the time, a staffing agency can support long-term growth of the company by bringing in talent that matches the culture of your organization. This network of talent is much larger than one a company can build alone.  It can be in the best interest of a company to cast its net wide to find the best job candidates and employees.
  4. Increased flexibility of staffing options. If your company needs immediate hires for a short-term project, a busy season or just to cover a large contract, the good news is that this is possible. Bring on some employees in a temp-to-hire position. Then you can choose to hire the best after a few weeks or months.
  5. Job Market Conditions.  Not sure your salary expectations for a position are accurate?  A recruiter specializing in accounting and finance positions can quickly tell you if your salary is in the correct range for the person you are trying to hire.  This feedback alone can save you time and energy when recruiting candidates.

These are just a few of the many reasons a temp-to-perm staffing agency and a team of recruiters can help support speedy hiring while providing your company with quality talent and cost-effective services.

Work With a Leader in Financial Recruiting in Chicago

At Casey Accounting & Finance Resources, we can help your financial company find the right job candidates for your job openings. Contact our award-winning team of recruiters today to learn how we provide great candidates who bring value to your organization.

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How to Answer Tough Questions on an Interview

No matter how prepared you are as a job seeker, there is always going to be the prospect of being asked tough interview questions. This is especially true when companies are looking for ways to identify the top job candidates available. Difficult or odd interview questions are often thrown in to stump candidates in order to evaluate their ability to think on their toes.

How will you answer tough questions during your next interview? Here are some examples of tough interview questions you may be asked, and how to ace them!  If possible, ask for the complete job description before the interview to help you prepare.  If you are working with a financial recruiter or staffing agency, you most often will be able to obtain this information on the job requirements.

Why did you leave your last job?

This can be a tricky one, particularly if you were terminated or if you left for a negative reason. The best course of action is to be as brief as possible, but be truthful. Do not say anything negative about your former boss, co-workers or company. And never lie about the situation – that might work in the short term, but will come back to haunt you in the long run.

Are you looking to change careers?

If you have applied for a job that is unrelated to your work history, or if you have been with your current employer for a short time, it can appear that you are a job hopper of sorts. It’ important to state that you are always learning as a professional and find that you are open to new experiences. Prior to the interview, consider your skills that are transferrable and show how you can use your past experiences to bring value to this job.

How would your peers describe you?

Think about how you have interacted with your co-workers in the past. Share some positive experiences, and be sure to add that you are viewed as trustworthy, reliable, knowledgeable, and a real team player. When talking about completing a team project, don’t take all the credit. Explain your role and compliment your team members.

What are your weaknesses?

Be careful with this interview question. You will want to share some things that you may find yourself to be somewhat weak in, but here’s the trick – make them actually positive traits. For example, you are honest to a fault, or you are so organized your co-workers tease you.

Why should we hire you?

Very often, an employer will come right out and say they have other candidates, so why should they consider you for the job? Try to show some passion for the industry here, and be sure to state that you are dedicated to exceeding expectations and learning all you can to be the best employee for this open position. Back these statements up by providing facts and examples from your working experience.

Partner with a Leader in Chicago Financial Recruiting

With our specialization in accounting and finance, we focus directly on your area of expertise. Contact the award-winning recruiters at Casey Accounting & Finance Resources today to get started on taking the next step in your financial career.

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Which Superhero Are You at Work or at Home?!

Do you possess extraordinary talents or superhuman powers when you are at work? The Merriam-Webster dictionary gives the definition as “a fictional hero having extraordinary or superhuman powers; also:  an exceptionally skillful or successful person”.   With the new Marvel Movie:  Captain America: Civil War out this past weekend we would like to ask:  Which Superhero best describes you?

1. Superman doesn’t wear a mask!  Unlike other superheroes, Superman is not afraid to show his face. However he hides behind glasses at work!  With a strong moral compass, Superman is a hero that reflects the potential in all of us for greatness; a beacon of light in times that are grim and a glimmer of hope for the hopeless. The “S” is viewed as a universal symbol for truth and justice.  Close ally with Batman and Wonder Woman.

2.  Batman (nicknamed the “Caped Crusader”) is the world’s greatest detective.   Batman does not possess any superpowers; rather, he relies on his genius intellect, physical prowess, martial arts abilities, detective skills, science and technology, vast wealth, intimidation, and indomitable will.  Bruce is a man, for better or worse, that is so utterly devoted to his mission that he’s sacrificed his entire existence to fighting a never ending battle.

3.  Spider- Man: With super strength and agility, Spider-Man can react to danger quickly with his “spidey-sense”, enabling him to combat his foes.  He’s the common, average, middle-of-the-road guy that just happens to be endowed with amazing powers when he’s bitten by a radioactive spider. Spider-Man remains one of the most fun heroes in existence. He’s able to make light of even the direst of situations and yet doesn’t take himself too seriously.

4.  Wonder Woman is an iconic figure for not only her female empowerment, but as a general ambassador for peace and love. Though she’s a cunning warrior, her true strength lies in her belief of truth and justice.  While she insists on the use of peace and diplomacy, she’s never shied away from a fight and has often acted as a warrior and made the tough decisions.

5.  Captain America, whose outfit resembles the American flag,  is the hero everyone looks up to and aspires to be. He’s pure. He stands for what’s good and right at all times, no compromises. That’s why Captain America spearheads that battle cry and when he calls, every hero listens!

6.  Wolverine is a mutant who possesses animal-keen, enhanced physical capabilities, an “adamantium” exoskeleton, and a powerful regenerative ability known as a healing factor.  Wolverine’s catchphrase, “I’m the best there is at what I do, but what I do best isn’t very nice”.

7.  The Hulk is a large green humanoid that possesses superhuman strength and invulnerability, attributes that grow more potent the angrier he becomes.  Anyone who has ever felt rage at the world around him can identify with Hulk.  Hulk is the strongest one there is and his heroic streak remains no matter what form he takes.

8.  Green Lantern fights evil across the Universe with a ring that grants him a variety of superpowers.  The Green Lantern mantra is “No Fear”.  He doesn’t put up with Batman’s “my way or the high way” mentality.  Everyone else would cower in fear, but the Green Lantern is a man without fear!

9.  Thor is one of the most famous characters in classic mythology is also one of the most famous superheroes. This God of Thunder is a warrior renowned for his fury and skill in battle.  Thor is a champion of humans as well as gods.  Thor will always remain loyal to both.

10.  Iron Man is a billionaire industrialist escaped certain death by building an advanced suit of armor.  Iron Man is science unleashed.  He’s dedicated his life to building a more peaceful and honest legacy for the Stark name.

11.  Hawkeye: With nothing more than a satchel of arrows, this fun-loving marksman has gone from circus performer to wanted criminal to Avengers member.  He knows better than most the value of redemption and a second chance. And after a temporary death and brief turn to darkness, Hawkeye is once again the fun-loving archer we all know and love.

12.  The Flash was given super speed when a lightning bolt struck a bottle of chemicals that then spilled on him. He is a good friend to many on the team. The Flash’s sacrifice is not fruitless, helping to bring an end to an epic conflict.

13.  Ant-Man: After the discovery of a new particle, Ant-Man shrunk down to the size of an ant.   He has made quite a few… poor decisions in his lifetime and isn’t a perfect human being.  However, he still remains someone dedicated to the overall good of humanity.

14.  Black Widow: Wherever conspiracy and treachery are afoot, you can expect the Black Widow to appear to save the day.

15.  Invisible Woman is arguably the most powerful member of the Fantastic Four thanks to her control over force-fields. She is also the most grounded. She’s has pulled her family out of the fire time and time again.   It’s going to fall on the Invisible Woman to hold them together in the coming months and years.

Or maybe you are really a Ninja Turtle at heart!  Being a hero having extraordinary or superhuman powers, or an exceptionally skillful or successful person can help you succeed in all walks of like.  Let us help you find your next Superhero to add to your staff!

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Hire for Passion or Experience? Why You Need to Look at the Candidate Experience from the Other Side of the Table

It’s a candidate-driven market, which means more emphasis is being placed on the experience of the job candidate during the hiring process. A CareerBuilder survey revealed that “82 percent of employers believe there is little or no negative impact to a company when a candidate has a bad experience during the hiring process.” But this is not the case. Employees who have had a negative experience will quickly move onto a competitor and they may not ever consider your company again. Since job candidates have most of the leverage in today’s job search process, a bad experience in the hiring process will eliminate your company from consideration of the top talent you want to add to your organization.

One way to evaluate the experience of candidates is by going into their shoes and looking at it from a different angle. How can your company accomplish this?

From time to time, put yourself through the candidate application process. Does it seem complicated or too time consuming to fill out the application? Did you get an acknowledgment that you applied? How long until you actually get asked for an interview? These are all aspects that need to be evaluated on a regular basis if you want to focus on a positive candidate experience.

It’s easy to think your process works when you don’t have to go through it every day. If you don’t want to audit the process on your own and want to get a fresh perspective, ask someone in your organization who doesn’t directly work with the job candidate experience. You also could ask trusted colleagues, friends or other connections for their honest feedback.

Evaluate whether your company has had better success with hiring for passion vs. experience. In the past, there have been hires that have done outstanding based on either factor. Now is the time to see how they are doing. Are the people who were hired for passion still as enthusiastic about their jobs? Did the people who brought a lot of industry knowledge to the workplace stick around? Consider the time you or your company had to invest in getting the passionate new hires up to speed to complete the job responsibilities. With the experienced job candidates, did they meet the cultural fit of your organization or did a resume-based hire fall flat?

Interviews can be a valuable source of information too. They are often the first contact that candidates have with your company. In today’s climate, candidates are very eager to share their experience on company review websites like Glassdoor, or even on Google or Facebook. How are candidates rating their experience with interviews? Are they being challenged by the interview process or is it too predictable? Do they get an accurate image of the organization to help them make the best decision possible if they receive a job offer from your company? Or are they still confused about the job duties, culture and other factors?

From the side of the table that candidates sit behind, they are evaluating your company every step of the way. Be sure that your hiring practices meet their expectations and approval by putting yourself in their shoes once in a while.

Casey Accounting & Finance Resources, leaders in financial staffing in Chicago, will recruit and provide the accounting and finance staff your company needs. Contact our award-winning team of recruiters today to get started on finding the top talent your organization wants to add.

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Tips for Working with Multiple Generations in the Workforce

There have always been people from multiple generations working alongside each other in organizations. From the youthful newcomers to seasoned executives, everyone seems to find their place along the corporate ladder. However, the present workforce is made up of at least four very different generations of workers who are separated not only by age, but also by technology.

How is it possible for an employee from Generation Z (or more commonly known as the millennial generation) who spends his days text messaging and taking selfies to get along with and communicate with a Baby Boomer who values face-to-face meetings and good old-fashioned work methods?

Regardless of where you find yourself on the generational time-table, it is possible to get along with your diverse work team. The key is to understand the uniqueness of each generation’s work style and values. Here are some guidelines that will help multi-generation teams to work together.

Understand that each generation has communication preferences.

As illustrated above, each generation of workers has their way of communicating with others. Millennials and younger employees tend to focus on getting quick access to information in small snippets, and they often lean on texting and social networks to communicate. Generation X and baby boomers prefer emails and phone calls, or even in-person meetings. If you are working with other generations, try using the communication methods they like to get a better response.

Technology adaptation is different for each generation.

It can take time for all generations to adapt to certain types of technology, some longer than others. If you find that you pick things up quickly and a co-worker is struggling, take the time to work with them to bring them up to speed. Everyone in your organization will benefit if each employee can handle the basics of the latest technologies in your business. Taking it to the next level, your management team will notice if you are helping others on your own accord.

Each generation has something to learn from the others.

Respect can go a long way towards fostering a positive relationship with your multi-generational colleagues. Remember that each generation has valuable information and experience to share with others. Be open to learning from your colleagues and sharing what you know when asked. While we talked about how some co-workers are more likely to be better teachers with new technologies, other employees can be well-versed in business principles, career development or other areas.

There are strengths and weaknesses in all generations.

Every generation has something they bring to the table, whether it is leadership skills, life experience or technical knowledge. To get along with your co-workers means tapping into these strengths. It also means understanding that there may be weak areas that demand patience. Setting up conversations and meetings with your co-workers (go to an informal lunch with them), and learning about their strengths and weaknesses will make everyone better.

Work with a Leading Financial Recruiter in Chicago

An award-winning staffing agency, Casey Accounting & Finance Resources is well networked, tenured and industry-certified. Contact our great team today to get started on taking the next step in your financial career.

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5 Salary Negotiation Tips for Employers!

  1. Make sure the role is clearly defined for the future employee.  Often we hear from candidates who start looking for a new position when the current position they are in doesn’t match what they were told during their interview.  Salary may have been acceptable during the offer, but not if the actual position does not match what they were told.
  2. Due to internal equity issues, try to interview candidates who are in the salary range.  If you do have an exceptional candidate who is outstanding and outside the salary range, is there a senior role they could interview for at your organization?  These candidates are hard to locate, so look to see if there is a place for them in your company in a different role.
  3.  Ask good questions when discussing salary.  Let the candidate know you will require salary information verification.  Ask about the candidate’s true base, bonus (how much and when does the bonus pay out), incentives (cell phone, laptop, car allowance, etc), stock options, pensions, 401(k), benefit costs, paid lunches, etc.  This information will help you when determining the salary offer.
  4.  Do you have good information on what the current marketplace is paying for your job roles?  Let the candidate know you have researched the role in your efforts to be competitive in the job market.  In addition, let the candidate know why people enjoy working at your organization.  This will help the candidate in their decision making process on accepting the offer or not.
  5. Working with a recruiter helps to alleviate some of these concerns.  The recruiter will know what salary the candidate is looking for in their next opportunity, and will share this information with you to help make sure the salary offer is competitive for the candidate and the marketplace.  Sometimes clients feel confident negotiating salaries with candidates even though they are working with an agency, but they fail to realize that the recruiting firm has been working with the candidate for some time and may know the candidate on a level that the client does not. It’s almost always better to let the recruiting firm handle the negotiations to seal the deal and get a favorable response for everyone.

Your future employee will benefit going into the new role of the company knowing they were treated fairly in the salary negotiation process.  The person will feel loyal, work harder and be committed to the company.  If they feel that they were not treated fairly, then your company may be just a stop for them in their career as they keep their options open to future opportunity at other organizations.

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How to Retain Your Best Talent: Employees Need to Be Connected to the Company

It has been said that it takes a lot more to maintain a happy workforce than it did years ago. This is supported by statistics, like the fact that nearly two-thirds of the workforce is actively disengaged from their jobs, and many others are using work time to search for other opportunities.

One of the better ways of keeping employees satisfied in their careers is to offer support for learning and development. Let’s face it, the convergence of personal and professional is happening more often in the workforce. People want support for their goals. How can your company develop enough programs to meet the unique needs of all its employees?

1. Make learning a core value in the workplace.

When learning is a value of the company, it becomes a normal aspect of the culture. This enables employees – who previously would be searching for new learning opportunities outside of work – to confidently pursue their professional development. Create a system to reimburse employees for continuing education. Send them to conferences. Purchase webinars if your budget is smaller. Encourage your staff to read articles throughout the day.

2. Identify learning and development programs that cater to employees at all levels.

Because learning styles can be so vastly different from one employee to the next, often driven by generational characteristics, learning and development programs need to be varied. Blend classroom learning programs with on-demand eLearning. Survey employees to find out what they want to learn and link this to their career goals. Not everyone wants to sit in front of a computer for a 60-minute webinar, and not everyone wants to go hear a local speaker.

3. Bring industry-leading programs and experts directly to employees.

Get your employees excited about learning and connect them deeper to the company by bringing learning to them. Set up brown bag lunch and learn sessions, offer special talks from industry leaders, and create a full learning environment that includes employees of all generations and interests. Taking that information from outside topics and relating it to your company’s processes provides a natural connection for your employees.

4. Promote and reward learning achievers.

To create a deep connection with employees, link their learning efforts to performance. If they participate, reward them for making this commitment to excellence. Set up promotions and bonuses based on learning initiatives. The incentives don’t have to be anything major. You can tie salaries to something like continuing education or certifications. A small gesture like a gift card to a movie theater will be appreciated, especially if you recognize employees publicly.

Work with a Leading Financial Recruiter in Chicago

When your financial group has an employment need for top financial talent, work with the award-winning financial recruiters at Casey Accounting & Finance Resources. Contact our great team today to get started!

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