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

To find your next accounting or finance position, connect with leading recruiting experts today!

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Does Your Company’s Work Environment Impact Productivity?

Productivity levels depend on more than just your employees. Although staff can get more rest at night, eat breakfast, and take other steps to increase their output, there are steps you, the employer, can take to help as well. Focusing on the following areas helps to create a work environment that encourages workers to be more productive.

Lighting

All forms of lighting have a strong impact on productivity. Therefore, you want to provide windows near work areas to promote concentration and comfort. Keep overhead lighting bright to increase feelings of happiness. In winter, offer lamps that compensate for the reduced exposure to sunlight. This will increase calmness and decrease depression.

Company Culture

Cultivate a culture that promotes positivity. Everyone needs support to develop their uniqueness and feel valued. Encourage employees to build networks inside the office so they feel a sense of belonging. People who feel valued at work give their all each day.

Noise Levels

Monitor noise levels within the work environment. Because noise is a top workplace interrupter, it affects productivity. Since some people function better with noise and others without, aim to create room for both types of workers to fill their needs. For instance, install a white noise machine, or enforce quiet hours during the day.

Furnishings

Provide comfortable furnishing for employees. This is especially important if they sit for long periods of time. Include adjustable desks to allow workers to stretch their legs and ergonomic keyboards to prevent wrist injuries. Staff will feel more relaxed, less stressed, and more productive.

Color

Brighten wall colors to stimulate productivity. Low-wavelength colors such as blue and green improve calmness, focus, and efficiency. Medium-wavelength colors like yellow create feelings of happiness, optimism, and creativity. High-wavelength colors such as red increase heart rate and energy level

Designated Spaces

Design dedicated spaces to fill various needs. For instance, provide coworking spaces with relaxation rooms for employees to take a nap or meditate. Offer quiet, private spaces for staff who make frequent calls. Create collaborative spaces for those working on a team project. Include standing desks so workers can gather together to share ideas.

Air Quality

Provide the highest air quality possible. Having more oxygen going to the brain promotes concentration and increases energy. For instance, maintaining the air conditioning system prevents it from dehydrating staff so they stay focused on their work.

Improve Productivity with a Leading Chicago Staffing Firm

Find highly productive staff in the Chicago area with help from Casey Accounting & Finance Resources. Get in touch with our leading finance recruiters today!

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11 Costly Blunders to Avoid in a Job Interview

Performing your best during a job interview includes practicing what you want to say and how to say it. You want to demonstrate your skill set and top accomplishments in a confident, personable way. Avoid diminishing your abilities and downplaying your success by avoiding these costly missteps.

  1. When scheduling your interview, make sure you can fulfill your commitment to be at the interview at the designated time and arrive a few minutes early.
  2. Make sure to dress your best (even if the company has a casual dress code), leave your phone in the car, dispose of the gum and don’t drink coffee during the interview.
  3. Don’t write “see resume” when completing an employment application.
  4. Don’t ask about working from home or what the benefits will be during the initial stages of the interview process.
  5. Keep answers relevant and to the point. Don’t be long-winded.  If you do all the talking, the interviewer will not be able to determine your ability to do the job by asking key questions.
  6. Listen! Don’t answer a different question than the one they actually ask you.
  7. Don’t talk over the interviewer.
  8. Have questions ready to ask about the company based upon the research you have done.
  9. Do not complain about your previous employer.
  10. If you are interested in the position, let the interviewer know you are interested and what the next steps will be in the interview process.
  11. Don’t write a thank you note to the interviewer while still on the job interview! Wait until after the interview and send a thank you note to express your interest in the position and to thank them for the interview.

Schedule Your Next Interview Today!

If you’re ready to start your job search, contact the recruiting experts at Casey Resources.

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4 Ways to Build a Culture of Accountability

Having a culture of accountability means that results are communicated and understood by everyone. When mistakes are made, employees work to solve the problem and learn how to do better. They feel a sense of ownership in company results and do what it takes to attain their goals. Because top professionals want themselves, and others, to be held accountable, here are four ways to build a culture of accountability.

Hire Accountable People  

How individuals perform affects how the team performs. Because accountability comes from the top, you want solid, consistent leaders who demonstrate and reward accountable behaviors in themselves and others. When interviewing, look for candidates who take responsibility. Because past behavior is the greatest predictor of future behavior, look for each candidate’s previous actions and their results to determine how they may perform under similar circumstances. For instance, which types of roles did the candidate hold in the past? Did they seek out leadership positions in school, personal pursuits or previous jobs? Ask for specific situations where the candidate showed accountable behaviors, such as when they failed at something despite careful planning. Find out what they learned, how they resolved the situation, and what they would do differently in a similar situation. Or, ask about a time when the candidate honored a commitment or did the right thing despite the fact that the action resulted in personal hardship. Listen to determine whether the candidate blamed someone else, made excuses, or took responsibility for the outcome.

Set Clear Expectations and Goals

Clarify your company’s expectations and goals so employees know exactly what they are working toward. Include measurable milestones to determine whether those expectations are being met. Let employees have a say in goal-setting to provide a sense of buy-in for the results. Ensure the goals are SMART: specific, measurable, achievable, relevant, and time-constrained. Make sure progress and results are regularly measured, tracked and reviewed with employees, such as at weekly or monthly meetings, to determine whether each employee and the team are on track or changes need to be implemented. Delegate a proper amount of authority to employees whose key decisions will affect team results.

Fix Issues Rather Than People

When issues arise, focus on resolving them rather than placing blame. People initially may feel vulnerable and become defensive knowing they’re being held accountable for their results. Help them feel safe by addressing the issue rather than who caused it. If an expectation isn’t met, talk with employees about how they can perform better. Help them create an action plan to address the deficiency. Provide coaching as needed.

Find Accountable Professionals With a Top Chicago Employment Agency

Casey Accounting & Finance Resources has the professionals you need when you need them. Get in touch with us today to fill your staffing needs!

 

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Where Are All the Candidates? 4 Ways to Attract Passive Accounting Job Seekers

Because passive candidates are well-compensated and passionate about what they do, they have no desire to look for a job. Since they are always adding to their skill set, experience level, and accomplishments, passive candidates have employers and recruiters actively pursuing them. To stand out among all the others, you need to show passive candidates what you have to offer that others do not and how working for you will benefit them. Here are four ways to attract passive candidates.

1. Focus on Company Branding

Cultivate a brand that markets your company as a choice employer. For instance, focus on what makes employees choose your business over all others. Point out your flexible schedule, extensive employee benefits, stock options and competitive compensation. Mention remote work options, bonuses, professional development, and opportunities for advancement. Ask current and former employees to write company reviews on websites such as Glassdoor. Work toward being placed on top lists and other independent review articles that show your business in a positive light.

2. Engage on Social Media

Use social media to engage with followers. For instance, search for and qualify passive candidates on LinkedIn. Use their profile information to determine whether they possess the skills, experience, and qualifications you are looking for. You may even come across links to candidates’ websites or online portfolios. You also can participate in LinkedIn Groups in your industry to engage with potential candidates and introduce them to opportunities. Additionally, you can use LinkedIn Recruiter to target your search and reach out to passive candidates. Along with LinkedIn, you can create and share content, including job openings and company information, on Facebook, Twitter, and Instagram. Your followers can share content with their networks, promote your information, and encourage others to work for you. You may respond to comments and interact with potential candidates to build relationships and encourage interest in employment.

3. Ask for Employee Referrals

Encourage your employees to provide referrals. Because people typically associate with like-minded individuals, your best workers should be able to recommend other top performers. Also, since people enjoy working with others they know, referrals are more likely to accept an interview. They have greater access to insider information about company culture, job responsibilities, and other pertinent details that may help them during the interview. You may even create an employee referral program that rewards both parties when a successful hire has been employed for a specific length of time.

 4. Search Your Database

Use your database to search for past candidates who may be interested in a job change. If they interviewed with you before, they should know about the company, department and culture. Candidates also may have gained skills and experience that can benefit your business. Those who were treated well and impressed with your company will be more open to working with you.

Find Passive Candidates Through Casey Accounting & Finance Resources

Find passive candidates through a leading Chicago staffing firm. Reach out to our top recruiters today!

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Spring into Hiring New Talent for your Team!

At Casey Accounting & Finance Resources, we are continuously surfacing star performers in Accounting and Finance who are ready for their next career challenge.  Are you ready to grow your team?  Below is a listing of some of the top professionals we have identified who are available to join your team!  Call us today.  We would be happy to start a search for the talent you need in today’s competitive work environment.

TITLE:  CHIEF FINANCIAL OFFICER  #166418

Areas of expertise:  Mid-size public and privately held Manufacturing & Distribution Industry background

Noteworthy:   Great work history!  MBA/CPA experience with oversight of finance, HR, Warehouse and IT

Available for Direct Hire

TITLE:  SENIOR ACCOUNTANT  #127667

Areas of expertise:  Deltek software, Month-end close and reporting, reconciliations, variance analysis

Noteworthy:   BA in Accounting and experience in professional services and financial services industries

Available for Contract to Hire or Direct Hire

TITLE:   PAYROLL SPECIALIST  #1042536

Areas of expertise:  ADP Workforce Now for up to 2,000 employees on a bi-weekly, monthly basis on a multi-state basis.

Noteworthy:   4 years not-for-profit and 13 years of experience in retail. Her previous role just outsourced out of state.

Available for Contract, Contract to Hire and Direct Hire

TITLE:   ACCOUNTING MANAGER or Accounts Payable Supervisor  #131738

Areas of expertise:  Global accounts payable experience, Supervises up to 10 employees, MS Dynamics Great Plains expertise, post-acquisition accounting integration.

Noteworthy:   Great career progression!

Available for Direct Hire Roles

TITLE:   SENIOR ACCOUNTANT #166607

Areas of expertise:  Analytical skills and knowledge of financial accounting (GL, A/R, A/P), financial reporting, and budgeting

Noteworthy:   MBA with ten years of transferable skills in multi-tasking project work in accounting, analysis, business development and customer relationship management across a variety of industries in USA and Europe. QuickBooks & Excel expert (PivotTables and lookups)

Available for Direct Hire Roles

TITLE:  ACCOUNTING MANAGER #122189

Areas of expertise:  US GAAP, IFRS and Statutory Insurance Reporting A/P, A/R, Bank and Inter-company Reconciliations, and Forecasting, Budgeting and Financial Trending Analysis

Noteworthy: Created a customizable report for both foreign and domestic reinsurers to consolidate their global financial statements as well as to provide detailed analysis for service contract, insurance and extended warranty program clients. Proficient in MS word and Excel (PivotTables and V lookups)

Available for Direct Hire Roles

Title: UNDERWRITING SPECIALIST #166542

Areas of expertise: Processing and underwriting new business, account recovery, invoices

Noteworthy: Pursuing CPCU accreditation with The Institutes, 4+ years of insurance underwriting experience, in her most current role she was promoted after a year from an Underwriting Services Specialist to an International Underwriting Specialist.

Available for Contract, Contract to Hire and Direct Hire Roles

Title: CONTROLLER  #166624

Areas of expertise: Budgeting, asset valuation, financial analysis, forecasting

Noteworthy: CPA completed, great work history, 5+ years of real estate experience, In his most recent role he managed and improved Central Region’s annual budgeting, semi-annual forecasting and Net Asset Valuation process for more than 100 properties with over 14 million square feet representing more than $2 billion in Net Asset Value

Available for Contract, Contract to Hire and Direct Hire Roles

5 Ways to Utilize LinkedIn During Your Job Search

LinkedIn is one of the top sites for employers, recruiters, and job seekers to connect. Employers and recruiters can determine whether job seekers have the skills, experience, and other requirements needed to call them in for an interview. Job seekers can research open roles, companies, and employers to determine whether they may be a good fit. Here are four ways you can use LinkedIn to help find your next accounting or finance job.

1. Complete and Update Your Profile

Keep your profile complete and updated. Post a current, professional photo to increase recognition of you. Include a first-person, engaging summary that highlights your strengths, value proposition, and how to reach you. Fill in a comprehensive description of your skills and objective, job descriptions, and current position. Highlight your recent experience to encourage engagement with employers and recruiters. Post articles you write, videos you make, and other content you create. Include a link to your website or online portfolio. Update your profile every time you add skills or responsibilities, achieve goals, get promoted, or change employers.

2. Use Keywords

Place keywords throughout your profile. Your headline, summary, location, job title, job description, volunteer experience, skills, activities, publications, honors and awards, and organizations can help direct hiring managers and recruiters in your direction. Look at titles and key phrases such as “project manager,” “SAP,” or “San Francisco” in job descriptions, as well as industry keywords to determine which keywords to use in your profile.

3. Build Your Network

Continuously build your network. Focus on friends, colleagues, alumni, managers, and targeted connections in your field. Include leaders in your industry, hiring managers and potential colleagues at companies you want to work for, and recruiters who can help place you in roles. Participate in LinkedIn Groups in your industry to connect with others in your field. Write a customized connection request, including how you know the person and why you would like to connect. If appropriate, reach out to a hiring manager or employee you have an established relationship with at a company you want to work for and ask for an interview or introduction.

4. Include Recommendations

Post at least three to four recommendations. A variety of people recommending your work, such as a boss, direct report, or client, encourages employers and recruiters to reach out to you. Coach each person on what you would like them to focus on when writing your recommendation.

5. Establish Yourself as a Thought Leader

Cultivate your reputation as a thought leader. Post and comment on articles you write or find interesting. Follow companies and experts in your industry to stay current on news, changes, and trends. Actively engage in conversations, ask and answer questions, and share your expertise through LinkedIn Groups.

Connect With Casey Accounting & Finance Resources

To find your next accounting or finance position, connect with a leading Chicagoland employment agency. Get in touch with our recruiting experts today!

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Are Your Job Descriptions Attracting the Right Accounting Talent? Let’s Review.

When was the last time you looked over your job descriptions? The best ones combine required skills and experience, company culture and other pertinent details. Ask yourself whether you have the right combination of the following elements to attract the right accounting talent.

Is the Job Title Clear?

Although unique titles such as “Financial Guru” may indicate a laid-back culture, they probably will not attract the type of professionals you are looking for. Because most candidates search for roles that match their skills and experience, using terms such as “guru” may cause your description to not show up or turn off candidates from applying. Instead, use industry-standard language that candidates search under to achieve more favorable results.

What Are the Duties?

You can determine the top five to seven requirements by interviewing employees and their supervisors, observing employees as they perform their work or referencing outside sources such as the U.S. Bureau of Labor Statistics Occupational Outlook Handbook. Make sure you focus on how those requirements promote growth and development within the company and how an employee’s achievements can contribute to career progression.

What Are the Relevant Details?

Be sure you mention whether the position is exempt or nonexempt, how much travel is required, what the work environment is like, and whether the employee may telecommute. Candidates need enough information to determine whether they may excel in a role and want to apply.

Did You Mention Company Culture?

Candidates need to know whether they agree with your mission, values and beliefs and will enjoy working for your organization. For instance, along with mentioning benefits, perks, and bonuses, share whether you have an on-site gym, free food, flexible schedules, remote work opportunities or other unique offerings. When possible, include photos, graphics, videos or other multimedia that shows a diverse range of employees in your company.

Did an Employee Review the Job Description?

The employee can clarify the duties and responsibilities. The supervisor can ensure the description contains accurate information about the skills and qualifications.

When Was the Job Description Reviewed?

Read the description over annually to accurately describe the job as it is being performed. Duties and responsibilities may change, along with the skills and experience required to fulfill them. The best time to update a job description is when requirements change.

Attract Top Accounting Talent With a Leading Chicago Recruitment Firm

Are you looking for top accounting professionals? Partner with the expert recruiters at Casey Accounting & Finance Resources!

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Casey Accounting and Finance Resources Wins Best of Staffing 2019

Casey Resources is excited to announce we have won the Best of Staffing award for Client Satisfaction and Talent Satisfaction. What sets us apart as one of the best accounting and finance recruiting firms in Chicagoland? Check out these testimonials from our clients who hired Casey Accounting & Finance Resources to provide recruitment services, finding them the talent for both direct hire and temporary placement they needed for their team!

  • “I feel that I have received more openness and honesty from Casey on hard to fill positions than I have received from some other firms.”
  • “Personal attention and good common sense recruiting. Our needs are considered and carefully considered and there is no pressure to deviate skills required. The recruiting experiences have always been honest and upfront.”
  • “Casey knows what our company is looking for in the way of AR and AP clerical staff. They find us candidates who suit our needs well. They don’t waste our time sending us resumes for individuals who don’t meet our qualifications or otherwise would be a bad fit.”
  • “The service that has been provided over the number of years. Casey Accounting has always been professional.”

To review testimonials from Casey Accounting and Finance Resources’ clients and job candidates, please visit https://www.bestofstaffing.com/agencies/casey-accounting-finance-resources/.

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