Is Offboarding Just as Important as Onboarding? Yes.

As an HR professional, you know the importance of onboarding to help new hires acclimate to their workplace and job responsibilities. What you may not realize is that offboarding is just as important. Putting the same care and concern into the experience for departing employees provides significant benefits for your company. Here are six reasons why offboarding is as important as onboarding.  

Communication 

When an employee leaves, offboarding lets other department members know about the change. Rumors have less of an impact when the truth is told. Remaining employees are less distracted when they know what’s really going on. Telling staff when a colleague is leaving encourages them to facilitate a smooth transition into a new relationship with a different employee.  

Exit Interview  

Upon an employee departure, offboarding lets you set up an exit interview to gain insight into their decision. Collect honest feedback that reflects their true experience working for you. Find out whether they’re leaving their team or manager or simply for another opportunity. Perhaps there are personal reasons such as starting a family or relocating for a spouse’s career. Thank the employee for their service. Leave the door open for rehiring if you’d like to see them in the future. 

Maintaining Contact 

After an employee leaves, offboarding makes it possible to keep in touch. Find out which company they are going to and how you can contact them. Send occasional emails asking how they’re doing. If you see the former employee at industry events, go talk with them. If you visit their city, ask them to lunch. Show that the former employee is still a valued member of your extended community. 

Brand Ambassadors  

Because former employees may act as brand ambassadors, they need to be adequately offboarded. People who used to work for you are likely to share stories about their experiences. Leaving them with an affirming last impression means they’re more likely to share positive memories than negative ones. 

Referral Source 

Since departing employees may serve as a source for referrals, appropriate offboarding is necessary. Leaving on a positive note encourages them to tell other top professionals about their experience working for you. You’re likely to gain more qualified job candidates who understand the business and blend with company culture. Plus, you may gain customers and contacts through former employees. 

Boomerang Effect 

Because employees who leave may want to return someday, they need to be properly offboarded. They may miss working for you and bring with them new skills they acquired. This is especially important if the employee had a significant tenure with you. They already fit with company culture, understand the department and have experience with your business operations.   

Find Accounting or Finance Professionals  

Find the professionals you need with Casey Accounting & Finance Resources. As a leading Schaumberg employment agency, we reduce your time spent on recruiting, evaluating, screening and interviewing candidates to find the best match for your organization. Connect with our leading staffing specialists today!  

6 Tips to Help Improve Your Networking Skills

It’s true that your network is your net worth. When you network out of genuine curiosity in all environments, you learn things you otherwise may not have known. If you have a typical routine and see many of the same people each day, take the time to get to know them. You never know what opportunities you may uncover. Here are six tips to help improve your networking skills.   

 1. Introduce Yourself 

A great way to meet people is by introducing yourself. Wherever you are, walk up to someone, put out your hand and tell them your name. Talk about who you are and what you do. Ask the person to do the same. Put yourself out there and show who you truly are so you attract whom you need. 

 2. Make Friends   

Because friends do business with friends, focus on starting relationships. Discuss your goals, dreams, challenges and personal interests. Find commonality to bond over. If someone especially impresses you, ask them to coffee or lunch to continue your conversation. When you need an in at a company and you have an established relationship with an employee there, you’re more likely to find the value you’re looking for than if you simply picked up that person’s business card.    

 3. Listen 

Be unlike most people and attentively listen. Show you are truly interested in what they have to say. Given the opportunity to truly connect enhances that person’s view of you as a friend. People trust you and feel safe sharing who they are. You gain much more knowledge when you give someone your undivided attention. What you learn could lead to career opportunities down the road.    

4. Give Before Asking 

Always give before asking for something in return. When you meet someone, think about how you can help them reach a goal, make a connection or overcome an obstacle. Show your willingness to invest in them, add value to their life and build trust. If nothing comes from the relationship, be happy that you helped someone.   

5. Request an Introduction 

If you want to meet a person, ask the people you know if they know anyone who knows the person. When you find someone who does, ask them to introduce you. Because a warm lead is better than a cold one, you’re more likely to get in the door as a referral than a cold email or phone call. Be sure to reciprocate when possible.   

6. Keep your word 

Follow through on everything you say you’ll do. Your word and reputation are your biggest assets. If you promise to follow up, then follow up. If you say you’ll close a deal, uphold the deal to the highest standard. People make referrals to someone who’s reliable and always there. 

Network with a Chicago Employment Agency 

Find your next role by networking with Casey Accounting & Finance Resources. Our extensive networking and recruitment programs help us place all levels of accounting and finance candidates. Contact our leading finance recruiters today! 

6 Ways to Harness the Power of Social Media to Attract Candidates

The majority of job candidates use social media to find better employment opportunities. Along with searching for job openings, candidates use social media to learn about potential employers, company culture and what a day at the office is like. For this reason, you want to maximize your use of social media to promote your company and open roles. Here are six ways you can use social media to attract qualified finance and accounting candidates.  

Build a Strong Brand 

Because candidates typically read six or more reviews before forming an opinion of a company, use social media to build a strong brand. Be sure you have an active Facebook page, Twitter account and LinkedIn page. Make sure your content is current and you have a strategy to keep it updated.   

Communicate Company Culture 

Show what your company mission, vision and values are and what a day at the office is like. You will attract more qualified candidates who have the required skills and experience and fit with company culture. Be sure to add photos and videos to your posts. Show interesting projects and events held in the office so candidates have an idea of what to expect. 

Target Your Audience  

Tailor your social media campaigns to reach your target audience. Identify who your ideal candidates are, then create tailored ads and messages designed for them. Notify your social community that you are hiring by updating your LinkedIn profile with a message about open opportunities or adding a recruitment banner to your Facebook and Twitter pages that links to your job listings.   

Continuously Build Relationships  

Connecting with substantial numbers of people increases your network of potential candidates. Even if your connections are not qualified or a good fit for open roles, they may know someone who is. Keep your posts consistent and valuable so you engage in two-way conversations with your audience. 

Attract Passive Job Candidates 

Although most candidates are not actively sending out resumes, they still are on the lookout for new opportunities. Posting available positions gains the attention of passive candidates who probably would not have known about the opening otherwise. You may gain their attention by using hashtags or purchasing paid social media advertising to target who sees your ads based on demographic and geographic ad criteria.   

Request Help  

Ask your existing social network to help you find qualified job candidates. When a position opens up, request that your fans, followers and connections share your posts. Include your employees in the sharing process. Because they know and love your company, they can better communicate what a great place it is to work. Plus, candidates who receive a personal invitation to apply from someone they know, and trust are more likely to respond.   

Find Qualified Finance and Accounting Candidates 

Find qualified finance and accounting candidates through Casey Accounting & Finance Resources. As a leading Chicago employment agency, we review resumes, complete prescreening and in-person interviews, handle background checks and negotiations and more. Get in touch with us today! 

 

Are You Staying Ahead of the Game? 5 Best Accounting Trends to Get Ready for in 2020

The accounting industry continues to evolve along with clients’ changing needs. Improvements in technology mean automating many accounting tasks and altering job duties. As a leader in the accounting field, you need to stay informed about developments affecting your industry in the coming year. Here are five accounting trends to prepare for in 2020. 

Machine Learning Will Increase Automation  

With the rise of machine learning, accounting tasks increasingly will become automated. For instance, vendor bill data entry, general ledger coding and expense reporting are being done by machine learning. Some corporate accounting firms use a machine learning platform to review sales documents, leasing and derivatives contracts, invoices and financial statements for key accounting information. Corporate accounting firms also may use machine learning to maintain compliance with accounting standards.   

Digital Content Consumption Will Be Constant  

Because of growing access to video, social, meme and other formats, people’s consumption of online content continues to increase. To compete for people’s attention, corporate accounting firms need a dynamic online presence. In addition to a website, corporate accounting firms need extras such as a library of how-to videos and frequently asked questions that address common issues. Articles and posts that are easy to read and share are valuable as well.  

Most Clients Will Be Mobile-First 

The majority of accounting clients will be mobile-first, if not mobile-only. To provide the best user experience, corporate accounting firms’ websites must include quick load times, thumb-friendly buttons, and easy–to-read text. Branded mobile apps make it easy to send individual messages tailored to each client’s needs. Information from smartphone cameras can be integrated and processed within a native app and used to record copies of receipts and invoices to send to an accountant.   

Increase in Millennials as Clients and Employees  

An increasing number of Millennials will be corporate accounting firms’ clients and employees. To attract Millennials, corporate accounting firms need to increase flexibility, convenience and brand image. They also need to offer meaningful work opportunities, foster connections, and show how each role impacts the company and society. Plus, corporate accounting firms should provide opportunities for development in the form of special projects, exposure to other departments, or classes and trainings outside the office. 

Breakthroughs in Blockchain 

Blockchain will be used for significantly more accounting functions. The single-ledger technology is a delivery method allowing users from multiple sources access to the same information in near-real–time. When one user makes a change, everyone with access can see it once it is validated. Transactions take minutes or seconds and include greater security and transparency. Auditing, compliance and reconciliation are faster and more accurate.  

Prepare for Your Accounting Future 

Prepare for your accounting future with Casey Finance & Accounting Resources. In addition to one-on-one assistance with finding accounting jobs in Chicago, IL, our Career Tools Portal provides free access to top job search tools, an article and video library, professional resume review, career assessment programs and more. Reach out to us today!  

 

Find a Great Career Mentor in Your Own Office with These 3 Tips!

Providing mentors for employees is a key part of helping them move forward in their careers. Mentors provide insight into getting promotions, solving problems, learning from mistakes and more. Because finding the right mentor and knowing how to ask for guidance can be challenging, it is in your best interest to determine which seasoned employees are up for the task and let employees know whom they may ask for help. Here are three tips for finding great career mentors in your office.  

Determine the Qualities of a Great Mentor 

The best mentors make a significant difference in mentees’ careers. They offer support and motivation for all types of circumstances and answer questions about career transitions and challenging situations. Top mentors listen more than they talk and help mentees navigate toward solutions and next steps. They help mentees learn from their own mistakes and hardships as well as successes. True mentors provide honest feedback and constructive criticism to help mentees improve performance and reach high expectations. They influence mentees to become strong, confident, thoughtful leaders by leaving their comfort zone and reaching their full potential. The best mentors establish relationships based on mutual respect, trust and support, cultivate acceptance and open communication. Top mentors enjoy learning from mentees with different backgrounds and watching them grow in their careers.     

Remember That a Mentor May Work in a Different Department 

As long as the mentor takes an interest in a mentee’s career goals, their activities outside the office, and how the mentor can assist with career development, they should be a good fit. The mentor’s main focus should be the mentee’s long-term success and development, not just their job responsibilities. Relationships need to develop organically for the best odds of being successful.  

Ask Seasoned Employees to Become Mentors 

Find out which seasoned employees want to mentor less experienced co–workers. Be sure that employees seeking a mentor can demonstrate why mentorship will benefit their career development and what they want to gain from mentoring. Examples may include supporting career goals and offering sound career path advice, or taking with someone who has subject matter expertise to help navigate a specific problem. Also, teach employees to properly reach out to potential mentors. They may start by mentioning they admire the coworker’s work or career trajectory and ask whether they can request advice on their own career. If the potential mentor agrees, they can sit down for a discussion. If things go well, they may set up a recurring meeting for a set amount of time every few months or so.   

Find Top Accounting and Finance Professionals 

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Staying Curious Could Lead You to the Finance Career of Your Dreams

One soft skill that is beneficial to your finance career is curiosity. Continually asking questions to gain information opens you up to new opportunities. You may discover skills and interests you did not know you had, find an especially intriguing line of work or move to a position you did not see yourself having. Find out how staying curious can lead you to the finance career of your dreams. 

Networking 

Being curious about what finance professionals do encourages you to network. Asking questions about finance workers’ responsibilities, what they like best about their jobs, and how they became interested in their line of work may lead to your own career advancement or change. If the projects that finance professionals handle each day sound interesting to you, dig deeper for additional information to determine whether you may want to pursue that line of work. If so, build a relationship with your connection before asking about job openings or an introduction to the hiring manager. Even if no positions are available, you can get to know the manager and express interest if anything opens up.  

Job Change Anxiety 

Curiosity can help you with anxiety about starting a new finance job. For instance, you can use the company website and social media to research the organization, view pictures and posts about the office and culture, and see what it is like working there. You can get to know a little about potential colleagues and gain insight into job responsibilities, requirements and expectations. During the interview, you can ask questions about the company’s goals, finance department’s projects and team–building activities.    

Professional Development 

Being open to increasing your financial skills, knowledge and experience means you continually learn new things in your field. Staying current on industry news, trends and best practices keeps you on top in your field. Connecting something you are learning about with something you already know increases your understanding and retention of the information. Ongoing professional development shows you are willing to adapt to new circumstances and helps position you as an expert in your field. 

Career Fulfillment 

Continuing to satisfy your curiosity about different finance functions means you are taking risks and learning new things on an ongoing basis. The more you gain new experiences, skills and information, the faster you advance professionally. Receiving bonuses, raises and awards also increases your personal fulfillment, leading to additional career growth. Embracing the unknown and being OK with feeling uncomfortable helps you take on new challenges in your career.  

Find the Finance Career of Your Dreams 

As a leading Chicago employment agency, we specialize in securing employment for accounting and finance professionals in direct placement, temporary services and consulting roles. Get in touch with us today!  

Why Hiring Beyond the Resume May Just Be Your Key to Finding Top Talent

Although a candidate’s resume provides you insight into how they may benefit your company, you need to look beyond what is on paper to determine which candidate is best for your team. Here are some actions you want to take to find top talent during your interview process.  

Discuss Career Goals 

Talk with each candidate about their career goals. For instance, find out whether they intend to stay with your company for an extended period. If they desire management experience and want to help shape their department, odds are they want to be with you for the long haul.   

Ask Unique Questions 

Asking unusual questions encourages open discussion and gives insight into what makes each candidate who they are. Look for whether a candidate is self-aware and wants to continue to grow. For instance, ask “What is your natural strength?” While the strength may be easy for the candidate to display, it may be difficult for others. Also, “What kind of animal would you be and why?” If you are looking for a candidate to work in teams much of the time, you may want to hear an answer that includes a social animal. The candidate’s reasoning will provide insight into their level of self-awareness.     

Uncover Thoughts on New Technology 

Find out the candidate’s attitude toward new technology. Whichever industry you work in, technology plays a vital part in your business. Because technology continues to evolve, your employees need to adapt accordingly. A candidate should embrace technology and be willing to learn new programs and tools to enhance their work and improve performance.  

Find Out About Desire for Growth 

Look for a candidate who desires professional growth. They should be aware of which areas they excel in and where they can improve. Wanting to add to their skill set, experience level and position within the organization is required.  

Evaluate Candidate Personality  

Determine whether each candidate’s personality blends with those of your team members. For instance, when you take them on a tour and introduce them to others, how do they interact? Does the candidate ask questions about what each person does and how things work? Will the candidate get along with potential colleagues and enhance morale?   

Determine Candidate Potential 

Evaluate the potential each candidate may have. For instance, although they may lack the master’s degree or type of experience you prefer, a candidate may bring enthusiasm and energy to the office. Also, they may have fresh ideas to enhance your company. Plus, a candidate may be able to grow into leadership. 

Work With a Chicagoland Employment Agency   

Work with Casey Accounting & Finance Resources to find the talent you need when you need it. Our professional recruiters want to get to know your company and fill your accounting and finance staffing needs! 

 

Should I Accept an Interview Even if I’m Not Looking for a New Job?

Perhaps you have a quick commute, the most amazing boss ever, and absolutely love the work you do. Because you are happy with how your job is going, you may not want to even consider changing. Even so, remain open to the possibility of an even better opportunity coming your way. You will not know what might be unless you accept an interview even if you are not looking for a job. Here are some hidden benefits you could uncover.  

Expand Your Network 

The more interviews you accept, the greater your network expands. Having meaningful conversations with employers, recruiters and industry leaders means gaining access to one-on-one time you may not have received through a networking event or other circumstances. You gain the professional’s undivided attention as you discuss your job, employer, goals and the market. Even if you do not end up working for the company, by connecting with the individuals on LinkedIn and cultivating relationships, you set yourself up for future opportunities. 

Enhance Your Interview Skills 

Even an interview for a job that does not interest you provides practice for future interviews. Taking part in a variety of settings with different personalities and questions provides valuable exposure to help prepare meet with the company you want. Putting your extensive practice time into a real interview lets you test out your answers and figure out how to improve your performance. You are able to take inventory of what you do each day, what you have accomplished in your role, and what you would like to do next  

Gain Insider Information 

Every interview you participate in provides insider information on what employers are looking for. By focusing on the specific questions asked about your background and skills, you gain a sense of what is most important and what to talk about. Similarly, if an interviewer is confused by a specific part of your resume, you can update that section before sending it out. Plus, you learn information about how the company does things, such as what systems the team uses or how they have been dealing with recent changes in the field, you may be able to take back to your current role.   

Find Your Dream Job 

Going to an interview may lead to your dream job. Perhaps the office is gorgeous, the colleagues amazing, and the vibe just what you are looking for. Even if the job description sounds less than thrilling, you may be able to perform work you love with a brilliant, fun-loving team. Or, even if the pay is not what you would like, you may able to give back to the community by working with a nonprofit organization.   

Find Accounting or Finance Work in Chicago  

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Make Your Contract Employees Feel Welcome & Included From Day One

Contract employees bring as much to the table as full-time employees. Because contractors’ specialized skills often fill a need your full-time employees cannot, they are valuable members of your organization. However, because of the temporary nature of contract roles, employers tend to treat contractors differently than full-time employees. This discourages collaboration and production, which hinders progress. Rather than putting a wedge between contractors and full-time employees, take these steps to make contract employees feel included from day one.

Treat Contractors Like Full-time Employees

Set up a coworking space near the office. Use Skype, Slack or other technology to include remote contractors in meetings. Give them access to the company newsletter, gym and other resources. Invite contractors to lunch and company events both inside and outside the workplace.

Build Relationships

Schedule frequent face time with your contractors through a weekly Skype discussion, monthly coffee or participation in company events. You also can provide feedback on work performance so contractors know what they are doing well and how they can improve.

Encourage Company Representation

Wherever your contact employees are located, provide opportunities for them to represent your company. For instance, ask if they would like to participate in an upcoming industry even or conference. Suggest your contractors speak at a school’s career day or attend job fairs. Host a Meetup or networking happy hour for them to meet other professionals. Sponsor contract employees’ membership in an industry-related organization.

Offer Professional Development Opportunities

Contract employees are interested in gaining and sharpening their skills to remain relevant in the workforce. For instance, if your full-time employees are required to take an online class, provide your contractors with the same opportunity. Or, pay for contractors to take part in a workshop or conference and share key information at your next team meeting.

Express Appreciation

Let your contract employees know how much you appreciate their contributions. They thrive on positive feedback that increases feelings of self-worth. For instance, ask contractors to participate in company events, handle important tasks or provide input when making team decisions. Show how their contributions are helping to achieve company goals. Give shout-outs in the company newsletter and a bonus for a job well done.

Hire Contract Accounting and Finance Employees Through a Top Chicago Employment Agency

To find qualified contract employees in Chicago, contact Casey Accounting & Finance Resources. Our seasoned recruiters are ready to provide you with the contractors you need to fill your business needs!

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Show Your Finance Boss You’re Ready for More Responsibility With These Tips!

After investing several years into your finance career, you are ready for more responsibility. Let your manager know you want to take on additional leadership roles and move up in the organization. Show you are management material because of your attitude and willingness to do more than what your job description calls for. Follow these guidelines to work toward promotion.

Communicate Your Career Goals

Sit down with your manager to share your career goals. Let them know where you see yourself in six months to a year. Ask for opportunities to help you grow and keep you on track for achieving your goals. Your manager may be able to assign special projects to help you build new skill sets for a more advanced role or put in a good word for you when an opportunity for advancement arises.

Solve Problems

When a problem comes up, actively work to solve it. For instance, rather than telling your manager about an issue and waiting for a solution, strategically think about what needs to be done, share your plan with your manager, and take action. Or, if you believe there are ways to more efficiently complete your work, test your solutions and present your manager with your results. Show that you take the initiative to further your company’s success.

Be a Team Player

Focus on collaboration whenever possible. Employers want workers who are committed to the team and the greater good of the company. Going above and beyond makes you stand out when it comes time for promotion. For instance, volunteer to help with things before being asked. And, take on additional tasks because you want to rather than for immediate reward.

Continue Learning

Find learning opportunities both in and outside the office. Show you are serious about your career and take action to get to where you want to go. For instance, ask to be put on projects with other departments, participate in monthly webinars, or attend conferences.

Document Your Success

Write down the value you bring to your employer. Leadership wants to see you are invested in the business, why you are successful and how you improved the company. Create a working portfolio of what you accomplish throughout each year. Once you complete a project or set a personal or company record, document it. Focus on the most important details, including how you enhanced the bottom line, put the business in a good light, demonstrated innovation or showed loyalty to the company.

Boost Your Finance Career With Help From a Leading Chicago Employment Agency

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