June Is National Safety Month: How to Improve Cyber Security

National Safety Month is a perfect time to focus on the importance of increasing your company’s cybersecurity on an ongoing basis. Because hackers continue to refine their attempts at accessing vulnerabilities in your system, everyone in your organization must remain vigilant in protecting against cyber threats.

Be sure your office is following these five tips to enhance cybersecurity.

Require the Use of Virtual Private Networks  

Make it mandatory for employees to use virtual private networks (VPNs) for all connections. Because a VPN blocks your IP address and encrypts the data you send over the internet, hackers cannot tell your location or access the information. VPNs also block malicious websites, ads, and popups that can download malware and trackers on your device.

Enforce Password Rules and a Password Management Tool

Make sure your employees create strong passwords and regularly change them. Establishing new passwords increases the odds of keeping hackers away from your system. Using a password management tool can create secure passwords for every site and keep them confidential while allowing employees to log into accounts.

Make Two-Factor or Multi-Factor Authentication Mandatory

Two-factor or multi-factor authentication adds layers of security to the password method of identification. In addition to entering a username and password, a personal identification code, second password, fingerprint, or other authentication method is needed to access the account.

Use Anti-Virus Protection and a Firewall

Anti-virus protection software blocks malware and other malicious viruses from entering your device and compromising your data. A firewall helps screen out hackers, viruses, and other malicious activity that determines which traffic is allowed to enter your device. Windows and Mac OS X come with their own firewalls, as your router should too.

Keep Your Connections Updated

Every connection to the internet needs to be regularly updated. Implementing software and system security updates adds patches and enhancements to your operating system and applications. This limits potential exposure to vulnerabilities that hackers can try to exploit.

Hire Top Accounting and Finance Professionals

Maintenance of your cybersecurity should be a top priority at all times, especially within accounting and finance departments. Consistently changing and protecting passwords, running updates, and watching for suspicious emails help protect your company from hackers.

When you need to add accounting and finance professionals to your team, let Casey Accounting & Finance Resources help. Reach out to learn more today.

Gen Z’s Workplace Expectations Are Different From the Generations Before Them

The May 2021 jobs report showed encouraging news that the job market is continuing to recover and has picked up some additional momentum. As the country begins to ramp up from the COVID-19 pandemic, the number of job postings increases. Companies of all sizes are looking to add employees in temporary, temp-to-hire, and direct hire positions.

While these jobs require various amounts of experience, many job postings look for candidates with approximately two to four years of experience. Generation Z, those 18-22 years old, are beginning to enter the workforce. For hiring managers, it’s important to know how Gen Z will fit into the company culture and what they expect a company to offer. It’s become a special kind of balancing act with generations spanning from Gen Z to Baby Boomers in the workplace. Here are some tips on how to navigate the generational gaps to put your company at a competitive advantage while addressing the unique motivations of this emerging group of workers.

Article Highlights:

  • Gen Z Candidates Are Qualified
  • What Benefits Attract Gen Z
  • Gen Z Expectations and Motivations
  • Recruiting and Onboarding Gen Z
  • Working in Teams
  • Giving Feedback
  • Getting it Right From the Start

Professional Experience

It’s hard to believe that Gen Z candidates bring experience to the workplace because they are so young. The Gen Z generation is highly ambitious. According to Ryan Jenkins, a Millennial and Gen Z Expert, 55 percent of Gen Z feel pressure to gain professional experience in high school. This generation already participates in internships before college and tests the waters on what type of career is meaningful to them. With that in mind, when they graduate from college, they typically come with several years of workplace experience that may be a good fit for your open jobs. Jenkins also states that 84 percent of Gen Z believe that they have the skills necessary to be successful in a professional environment. Reinforcing that data, Pew Research finds that Gen Z job candidates are the most highly educated generation.

Jenkins goes on to say that 56 percent of Gen Z would rather write their own job description than being given a generic one. With the experiences they gain in high school and college, Gen Z candidates are clear about being the boss of their career growth and advancement. They want their work to have meaning for themselves and society.

Top Benefits Gen Z Looks For

According to a Zippia survey of 1,000 American job seekers, health insurance, the option to work remotely, and retirement benefits top the list for Gen Z. Jenkins adds to the list a competitive salary and a boss they respect. They are also looking for flexibility, longer breaks, employee assistance programs, and open communication because these candidates are also four times more likely to experience anxiety. The World Health Organization states, “Stress is a health epidemic of the 21st century.”

Gen Z believes it’s fine to leave a job in less than a year of employment if advancement opportunities are lacking and work-life balance is nonexistent. It’s no surprise then that Gen Z finds authenticity and transparency crucial to a robust work environment. They want to be kept in the loop via top-down communication via mobile phone as they continue to grow their career and determine what projects interest them.

How Gen Z Job Candidates Find YOU?

That’s right, Gen Z candidates find you.

  • Recruiting
    • When Gen Z is on the hunt for a job, like most job seekers, they scour job sites. However, Gen Z values the opinions of friends and family and other connections on social media. Your company’s level of diversity and corporate social responsibility policies and practices play an important role in whether they have an interest in working at your company.
    • Long, complicated interview processes are a turn-off.
    • Some Gen Z applicants want to work in teams, while others prefer to get the job done on their own. It will be important to know how a candidate fits the culture of the company and the job expectations because they will most certainly be asking these questions to gauge whether you’re a match for them.
  • The Onboarding Experience
    • Rea Regan, the Head of Content at Connecteam – developers of an all-in-one employee app, suggests setting the tone the moment your Gen Z employee steps foot in your company. Introduce them via a company-wide email or text with a photo and fun facts. Place training materials in an app or through a document-sharing program so they can learn at their own pace and review materials as needed. Hiring managers can monitor progress via a notification through the app.

Working in Teams vs. Working Alone

The experts differ in opinion on this subject. Many suggest that Gen Z thrives on the diversity and inclusion of a collaborative environment across generations and feels more engaged with individuals because of their different ideas, experiences, and perspectives. For these Gen Z candidates, their personality may hold more weight over their experiences if the position they are interviewing for requires team collaboration. On the other hand, several experts suggest that Gen Z candidates prefer working alone, in their own space, and believe they are the right person to get the job done alone. This candidate is better suited for a position in a less collaborative environment.

Giving Feedback

Jenkins reports that 67 percent of Gen Z is comfortable with having their manager check in with them but only for five minutes or less. They are “already comfortable with being monitored in some fashion or another at work,” he says. Regan suggests managers deliver feedback that is frequent and measurable to ensure specific points are addressed.

Getting it Right From the Get-Go

Managers and supervisors need to be more flexible in their hiring processes and adapt to their employees’ work and communication styles, regardless of age, to boost morale and have a productive and engaged team. Regan sums up the way to ensure your Gen Z workforce is at the top of their game. She says, “By understanding that Gen Z in the workplace are more fearless and crave opportunities to learn and grow, you can create an environment that helps them thrive.”

Having a solid recruiting plan for generational hiring and retention is key to business productivity. Businesses of all sizes face similar human resources challenges:

  • Should we fill the position with a temporary or direct hire candidate?
  • Are we up to date on the legal and compliance regulations that are constantly changing?
  • Do we have the ability or technology to assess not only qualifications but personality and behavior to match candidates with jobs and the teams they’ll work with?
  • Is our benefits package robust enough?

Understanding and addressing these human resources challenges are important to the business decisions you make. Casey Accounting and Finance Resources is here to provide the expertise and resources to assist you in matching the best candidate for your team and company culture. Reach out to us for your next hire. We’ll help you navigate the changing landscape.