3 Tips to Make Your Job Descriptions Stand Out

Part of hiring top talent involves creating an effective job description. Crafting an engaging, inclusive job description brings a range of highly qualified candidates into your pipeline. Combining details about the position, required skills, and competencies, and insight into company culture is key to presenting a role to job candidates.

Consider these three tips to create stand-out job descriptions.

Include Engaging Details

Craft up to four sentences about the major job functions, how the role contributes to company objectives, and why the position is important to both the business and society in general. Focus on how the role either helps make people’s lives better or solves existing business or social problems. Include invitational language such as “Join a creative team of… dedicated to…” to maximize interest. Sprinkle in keywords that candidates may be searching for. Avoid extreme language such as “best of the best” or “world-class.”

Emphasize Growth and Development

Use five to seven bullets to describe key job functions. Or, group two or three bullets under bigger categories, such as “technical skills” or “management skills.” Include the potential for advancement and how a candidate’s achievements can contribute to career progression. Show why candidates should be excited about your organization and the transformations taking place in your industry. Share what your business is doing within the industry, how technology makes it happen, and how working in the position can increase a candidate’s growth and development. For instance, “We anticipate growth beyond 25 percent this year.” Your objective is to attract goal- and action-oriented candidates who can move your organization forward.

Promote Company Culture

Ensure candidates will fit in and enjoy working with your team by emphasizing company culture. A candidate who’s a good culture fit typically will be more engaged and productive long-term than a candidate who isn’t a good fit. Highlight the benefits, bonuses, and perks your organization has to offer. This may include flexible schedules, remote work opportunities, or happy hour Fridays. Include photos, graphics, videos, and other multimedia in your job ads to attract diverse candidates.

Find Stand-Out Accounting & Finance Candidates

Making your job descriptions stand out encourages top talent to work with you. Gaining insight into how job responsibilities benefit the company and society encourages candidates to want to work for you. Focusing on growth and development, along with company culture fit, makes your organization a prime place for employment.

Turn to the experienced consultants at Casey Accounting & Finance Resources to find the talent you need when you need it. We provide innovative and creative solutions that exceed expectations to help achieve company goals and objectives. Get started with us today.

2020 Mid-Year Accounting and Finance Salary Survey Available!

Casey Accounting & Finance Resources has compiled updated salary data for the fields of accounting and finance. Having passed the middle portion of 2020, having the most up-to-date information is vital!

With compensation trends changing on a monthly basis, both sides can benefit from having this information during job negotiations.

Casey Accounting & Finance Resources can help financial professionals who want to learn more about what salary expectations should be. We have compiled our salary survey list with updated facts and figures including job descriptions for more than 110 accounting and finance positions for the Chicago metropolitan area.

Email us today at FinancialSalarySurvey@caseyresources.com and we will be happy to share this with you.  In the “YOUR MESSAGE” section, please enter “2020 Mid-Year Accounting & Finance Salary Survey”.  Enjoy the rest of the summer!

4 Ways to Get Your Employees Involved in Corporate Culture

Investing time and energy into designing a unique, effective corporate culture results in a positive employee experience. Encouraging staff to get involved in creating and exhibiting your company mission, vision, and values promotes buy-in and improves engagement. Workers perform their best when who they are as people is reflected in what they do for a living. Having an attractive culture makes others want to work for your organization.

Choose among these ideas to involve your employees in corporate culture.

Emphasize Employee Stories

Show what it’s like to work for your company through employee experiences. You may decide to create a Culture Book filled with staff members’ definitions of corporate culture in their own words. Team members sharing what they enjoy most about working for your organization provides transparency, honesty, and authenticity that job candidates find attractive. Include a mix of videos on your website and social media posts featuring employee stories that highlight your culture.

Set Up an Informal Team Meeting with New Hires

Schedule a time for your new hire to meet with your team in a relaxed setting. Getting together in a low-key environment provides space to develop true connectedness and friendship. Integrating work and life promotes lasting relationships among colleagues. Staff can learn from each other, ask for guidance, and build camaraderie and trust. This can extend to one-on-one meetings for coffee or lunch to further get to know others on a personal basis.

Demonstrate How Employees Live Corporate Culture

Include staff in specific activities that exhibit your company’s mission, mission, and values. This may be through giving out WOW cards with a company value on each. Employees hand a card to one another when they see someone demonstrating a specific value. This peer-to-peer recognition emphasizes core values as part of everyday behavior. If physical health is a company value, offer bonuses to employees who participate in internal wellness events such as a 5K, fitness classes, health screenings, smoking cessation programs, or an on-site fitness center.

Create an Employee Facebook Group

Encourage a sense of community among employees by creating an employee Facebook Group. Everyone can keep in contact and see what others are up to, both personally and professionally. They can share videos, family pictures, events they’re hosting, and more. Employees can welcome new hires, share important information, and help them get acclimated.

Find Top Accounting and Finance Professionals

Involving employees in corporate culture encourages buy-in to the organization. When staff talk and behave in alignment with company mission, vision, and values, it creates an atmosphere conducive to productivity, engagement, and company loyalty. Attracting top talent to your organization keeps your company competitive.

If you’re looking for experienced accounting and finance candidates, reach out to Casey Accounting & Finance Resources. Being named one of Chicago’s Best and Brightest Companies to Work For® shows our innovative and thoughtful approach to sourcing and placing qualified candidates. Learn more about our process today.

 

The New Remote Team Environment: What Employers Need to Know About Matching Candidates Best Suited to Work From Home

Over the past few months, employers and employees figured out how to manage technology and supervision and overcame concerns about productivity with their employees working from home. However, will we be able to go back to work as we knew it pre-COVID-19?

There’s No Going Back

In an April Gallup poll, 3 in 5 U.S. employees working from home want to continue to work remotely. While some miss their colleagues and in-person interactions, most employees feel more productive working from home because of the reduction in interruptions. They also enjoy the benefits of more time with family, no stress from commuting, and overall higher satisfaction with their job.

Is there an argument to bring employees back into the office? Yes, but a 10-week Indeed poll suggests nearly half those surveyed are still concerned about returning to work. According to Mark Spiegel, senior policy advisor at the Federal Reserve Bank of San Francisco, “Going forward, the pace of economic recovery will depend on the progression of the pandemic…Given the substantive uncertainty concerning how the COVID-19 situation will develop, we offer two scenarios for the path of recovery.” Spiegel goes on to describe an early recovery scenario that assumes most social distancing measures are phased out by the end of the year. The delayed recovery scenario assumes these measures will initially be phased out at the same speed as in the first scenario but presumes increased infections leading to a reinstatement of shelter-in-place restrictions later in the year. Both scenarios presume that a vaccine against the virus will become available by mid-2021.

Are There Characteristics of Better-Suited Candidates to Work From Home?

Yes, we believe this added hiring element should be examined more closely when hiring candidates. As recruiters, we pride ourselves on our ability to match the best candidates for the job. Our trusted 8-Step Process includes an in-depth analysis of position specifications, company culture and defining of client parameters.  We have refined our evaluation techniques to measure not only a candidate’s experience but also to focus on personality and behavioral skills that prove the candidate would be successful working for your company as a remote worker. These characteristics include time management, organizational skills, attention to detail, self-discipline, prioritizing results over activity, and problem-solving.

Interestingly, data shows that older workers are well suited for telework. Paul Irving, chairman of the Milken Institute Center for the Future of Aging explains, “The world will look much older in the decades to come, and employers must adapt to this demographic shift.” Besides a strong work ethic, older workers bring a knowledge base that is a real asset to companies. They also don’t typically miss the social interactions younger workers need but still add value and mentoring to their younger counterparts.

Recruiters can also cast a wider net for ideal candidates since remote workers do not have to live near the company’s office. This unlocks more possibilities for finding qualified candidates.

What Employers Need Now

We recognize that the future will not look the same. While the majority of professional workers will continue to work from home for the foreseeable future, we recognize that managers now have the added responsibilities of hiring the best remote workers while also balancing ways to maintain productivity and coordinating work and motivating employees who tend to enjoy more social interactions.

With an unemployment rate of 13.3%, we might believe that matching candidates to job openings will be a cakewalk. We are here to strategize with your team to determine the most effective means for sourcing target candidates who will succeed in this ‘new normal.’