Prioritizing Mental Health in the Workplace

Many people still are dealing with the psychological and emotional effects of the coronavirus pandemic. Add to this discouraging news about the economy and other world issues, employees are experiencing instability in significant areas of their professional and personal lives like never before.

The Conference Board conducted a 2022 mental health survey of over 1,100 workers. Fifty percent of the respondents reported deteriorating mental health since the coronavirus pandemic began. Only 38% of the workers felt their manager adequately addressed their mental health concerns. Merely 29% of respondents whose companies offered mental health support found the resources helpful.

In response to what employers can do to help, 82% of the workers mentioned offering managers training on how to address mental health concerns. Sixty-one percent of respondents said increased manager trust would improve their mental health.

As a result, managers must actively listen to and provide support for their employees for their teams to succeed. This involves managers advocating for their employees’ needs to create caring, empathetic work cultures.

Follow these guidelines to prioritize mental health throughout your organization.

Embrace Change

Being comfortable with change positively impacts employee engagement, morale, and leadership styles. This includes modeling behavior that is open to and accepting of the transforming work world.

  • Regularly talk with your employees about what they need to feel safe at work and excel in their roles.
  • Determine how your team members feel about their workloads.
  • Talk about potential feelings of disengagement or burnout.
  • Find out how you can more effectively support your employees.
  • Ask for constructive feedback on how you handle situations.
  • Encourage your employees to ask for what they need.

Update Work Practices

Assess the policies, processes, and systems that no longer serve your employees. Examples include set work hours, limited leave policies, and not feeling comfortable providing or receiving feedback.

  • Educate your team on the resources available for mental health support.
  • Advocate for flexible work hours, more comprehensive leave policies, and psychological safety for employees to give and receive constructive feedback.
  • Actively seek new information on employee-first work cultures.
  • Use data to support your decisions.

Advocate for Mental Health Support

Talk with your employees about your own mental health issues. Include how you seek and receive support both inside and outside the organization.

  • Share your methods for coping with workplace stress.
  • Discuss your feelings of safety when sharing your thoughts with your team or manager.
  • Be honest about how you are feeling and when you are having a bad day.
  • Encourage your employees to take time for self-care throughout the day and at night.
  • Emphasize why building a culture of mental health support matters.
  • Demonstrate how everyone needs to be invested in building a culture of mental health support.

Need More Ideas?

Embracing change, updating your work practices, and advocating for mental health support are ways to prioritize mental wellness in your workplace. Modeling these behaviors helps reduce the risk of burnout. This increases employee engagement, productivity, and retention.

If you’d like other ideas, check out our previous blog from Mental Health Awareness Month in April.

We’re here to offer more support to your team. Make Casey Accounting & Finance Resources part of your talent acquisition process. Find out more today.

 

Interview Skills You Should Brush Up On to Succeed!

As companies move forward during The Great Resignation, they need to hire the right employees. This requires effective interview skills.

It takes a significant amount of time for a hiring manager and HR to discuss the job requirements, source and screen candidates, and conduct interviews. It also takes time to conduct background checks, finalize the candidate selections, and wait for candidates to accept offers and begin working.

As a result, hiring managers should participate in training now to refresh their interview skills. This helps build candidate pipelines for current and future hiring needs.

Discover some benefits of hiring managers brushing up on their interview skills and topics to discuss during training.

Advantages of Refreshing Interview Skills

Proving a refresher for hiring managers’ interview skills training lets them practice in a safe environment. Because these managers may not have conducted interviews for a significant time, a mini session would be advantageous.

Refresher training ensures hiring managers and HR are on the same page regarding interviewing. This increases success in hiring the best candidates.

Topics to Discuss When Refreshing Interview Skills

Intake meeting: Talk about the meeting between the hiring manager and HR to discuss the job requirements and sourcing strategy. For instance, emphasize the importance of the candidate experience throughout the hiring process. Also, discuss specific ways to show commitment to diversity and inclusion so candidates feel they are welcome and can be themselves at work.

Discussing the intake meeting ensures the hiring manager and HR are following the same policies and procedures for interviewing. This speeds up the hiring process, increasing the likelihood of hiring top candidates.

Interview questions: Emphasize the importance of asking effective, compliant behavioral interview questions. These questions provide insight into a candidate’s experience.

You may want to use the STAR method to create interview questions. This involves asking a candidate about a situation they encountered, the task they needed to accomplish, the action they took, and the results they attained.

Ensure the hiring manager asks follow-up questions to gather enough detail for a complete picture of the situation, task, action, and result. This helps provide the necessary information to make a hiring decision.

Candidate selection: Remind hiring managers to look past their unconscious biases when choosing the best candidate. This can be accomplished through an online training program that may be included in your diversity, equity, and inclusion (DEI) efforts.

Need Help with Hiring?

Refreshing hiring managers’ interview skills ensures managers and HR are on the same page throughout the hiring process. Sharing details about the intake meeting, interview questions, and the candidate selection process increases the likelihood of hiring the most qualified candidates.

For additional help with hiring, partner with Casey Accounting & Finance Resources. Get started today.

What Employers Can Do to Better Support Their Working Parents

Employers always are looking for ways to support their employees. This improves productivity, performance, and retention.

One key area of support is for working parents. Because most employees have families, they make up a significant part of the workforce.

Working parents often deal with issues that affect their professional performance. Examples include taking time off to care for a sick child and needing to finish work early to handle family responsibilities.

As a result, employers who provide accommodations for working parents are more attractive to employees and job seekers. Taking small steps can result in a substantial impact on your organization with little impact on the bottom line.

Choose among these methods to provide support for your working parents.

Talk About Working Parents’ Needs

Find out more about what your working parents want help with most. You may want to begin with a survey to understand their issues, concerns, and suggestions for help. Then, you can use this information to begin discussions between working parents and management about methods to increase support.

You may want to identify a specific issue that many working parents face. Then, you could encourage managers to speak with their employees for more details. The managers could meet with HR and leadership to share feedback and discuss implementation methods.

Create a Parents’ Network

Encourage working parents to share ideas, provide support, and organize family-friendly activities. This may include creating an email chain for parents to swap out gently used children’s clothing. Or, parents might provide tips to ease the stress of raising children while working full-time.

Having this network helps fill working parents’ wants and needs by connecting them with the right individuals at the right time. You may want to create a dedicated intranet page or Slack channel to encourage working parents to join the network.

Provide Flexibility

Offer employees a flexible schedule and options for how they work. Examples include working remotely, hybrid, flextime, part-time, or having a compressed workweek.

You may want to make accommodations for when working parents’ children start school or change their childcare routines. This reduces the stress of fitting in work around childcare. It also increases productivity and retention.

Looking for Additional Advice?

Working parents appreciate help supporting their personal and professional needs. Talking about and accommodating working parents’ needs, creating a working parents’ network, and providing flexibility are effective methods to provide this support. This increases employee engagement, productivity, and performance. It also increases employee attraction and retention.

For additional advice to better support your team’s working parents, reach out to the professionals at Casey Accounting & Finance Resources. Contact us today.

 

Struggling to Get Applicants? Why You Need to Examine Your Hiring Process and How Long It Takes to Hear Back

Like many employers, you may be having difficulty filling your job openings. One of the reasons may be that you take too long to respond to candidates.

Regular follow-up throughout your hiring process is important. This may include letting candidates know you received their application, would like to schedule an interview or are considering offering them a job. It also involves what the next steps in the process are and when the candidate should expect to hear from you.

Discover why regular communication throughout your hiring process is an effective way to hire the best applicants.

Respect

Responding to each candidate shows you respect their time. Applying for a job takes a significant amount of research and decision-making. Expressing interest in working for your company says a great deal about your organization. Showing appreciation is important.

Realistically, you may be unable to personally respond to each candidate. As a result, you might want to automate your responses with your applicant tracking system (ATS). This helps provide a positive candidate experience.

Candidate Engagement

Top candidates have many employment options. Following up with them throughout your hiring process helps keep them engaged. This increases the odds that your best candidates will accept potential job offers from you.

Be sure to let each candidate know when they should expect to hear from you. Also, fulfill these expectations as much as possible. If you need to extend a timeframe, let each candidate know as soon as possible.

Candidate Experience

Effectively following up throughout your hiring process improves the candidate experience. This helps set your company apart from the competition. It also helps you hire more high-quality candidates.

Even if you’re not ready to provide a job offer, share with your most desirable candidates feedback on their interviews. This encourages them to want to work for your organization.

Talent Pipelines

The more you keep in contact with candidates, the more your talent pipelines remain filled. A candidate who has a positive experience with your company but isn’t offered a job may apply for a role in the future. They also might refer other candidates to your organization.

Employer Brand

Regular follow-up with each candidate enhances your employer brand. The more you communicate with candidates, the more positive your company’s reputation remains.

Many candidates post reviews on Glassdoor and other employer review sites. They’re likely to share positive reviews when you follow up on an ongoing basis. This encourages other candidates to apply to your organization.

Want Help Hiring?

If you’re not regularly following up with candidates, you may be having trouble filling your jobs. Ongoing communication with candidates promotes respect for their time, engagement in the hiring process, and a positive candidate experience. It also helps keep your talent pipeline full and your employer brand positive.

If you need help hiring, Casey Accounting & Finance Resources can match you with qualified candidates to fill your business needs. Learn more today.

Are You Getting Noticed? How to Stand Out in Your Job Search

Landing a job interview requires more than just a top-notch cover letter and resume. Your skills, experience, and qualifications likely align with other in-demand candidates.

This is why you need to add something that makes you stand out to hiring managers. They want to see how your contributions and results differ from other candidates’ contributions and results. Showing the unique value, you can offer a company increases your odds of being contacted for an interview.

Implement these tips to help secure your next accounting and finance interview.

Include a Pain Point Letter with Your Resume

Rather than a cover letter, submit with your resume a letter discussing a company pain point you noticed. Include a challenge the organization is facing and how you would solve it if you were hired. This shows you understand the company and are able to add value to it. Hiring managers appreciate candidates who are proactive problem-solvers.

Share Your Professional Portfolio

Create an online portfolio of your professional qualifications and work examples to submit with your resume. This may include a copy of your resume, transcripts, reference letters, or copies of your licenses or certifications. You also may want to add financial statements, variance reports, or financial analyses you created. Make sure your work examples tie in with the highlighted items from previous job postings you applied to. Change the numbers to avoid sharing confidential information.

Consider using information specific to the company you’re interviewing with to create financial documents. For instance, if the business is publicly traded, analyze the online financial statements to create different financial ratios and analyses. Then, use the information to prepare recommendations for the company. This may include paying down debt, reducing inventory, or increasing collection efforts. This shows proactive investment in the company’s success.

Secure an Employee Referral

Find out whether you know an employee at the company you want to work for. If you do, talk with them about referring you to the hiring manager. Include how your skills, experience, and qualifications make you well-suited for the role. Provide your resume as well. You’re more likely to land an interview with a referral than without one.

Partner with a Recruiter

Listing your skills, experience, and qualifications in your cover letter and resume likely isn’t enough to land an interview. You need to show how you stand out from the other candidates and can provide unique value to the organization. Submitting a pain point letter with your resume, sharing your online portfolio, or securing an employee referral can help.

You also can partner with a recruiter from Casey Accounting & Finance Resources to increase your odds of landing an interview. Contact a recruiter or submit your resume today.

Are Cover Letters Outdated? Why Requiring a Cover Letter in Your Application Process May Deter Candidates from Applying

The majority of hiring managers have stopped requiring cover letters to be included with resumes. Most managers feel that cover letters have no impact on which applicants they decide to interview.

As a result, you may want to consider eliminating cover letters from your application process. Because this saves candidates time, they are more likely to apply for your roles.

Because they typically do not influence hiring decisions, you may want to stop including cover letters in your application process.

Automation in Hiring

The process of matching candidates with jobs is increasingly being done with technology. With the amount of online information available, applicant details are easily accessible. As a result, cover letters typically are not necessary.

You can learn about applicants through their social media profiles, online portfolios, websites, and blogs. This provides greater nuance and detail than a cover letter can.

Speed and Convenience

Online and mobile applications are becoming the new norm for job applications. This partly is because efficiency and effectiveness are required to attract top talent.

Requiring a cover letter may dissuade the best candidates to complete your application process. Most candidates will not spend more than 15 minutes on an application. Elimination of a cover letter can help resolve this issue.

Other Screening Methods

You may choose different methods to prescreen applicants. For instance, you might use assessment tools to validate the skills you are looking for. Or, you could request video submissions to get a feel for applicants’ personalities. This can help determine which applicants would be a good culture fit.

Make sure you use the right job titles and descriptions in your job postings. This can narrow down the list of applicants with the soft skills that otherwise may be listed in cover letters.

Tailor your job content to attract qualified applicants. These applicants have the experience, achievements, goals, and personality to excel in the role.

Get Help with Your Hiring Process

As cover letters continue to become outdated, you may want to reconsider whether should be included in your application process. The best talent does not want to spend a lot of time applying for a job. Also, most hiring managers aren’t considering content in cover letters when deciding which applicants to interview. As a result, it may be in everyone’s best interest not to require the submission of cover letters with resumes.

For help with hiring accounting and finance professionals, contact Casey Accounting & Finance Resources. Reach out today.

How a Strong Company Culture Can Lead to Better Retention

Your company’s culture is one of its biggest assets. It shows what your organization stands for and serves as a guide for employee interactions.

Having a well-developed culture can encourage the best talent to work for you. Once these employees become part of your organization, they are likely to remain for an extended time.

The longer your employees remain, the higher your retention rates. This lowers the amount of time and money spent on hiring, which improves your bottom line.

Find out how you can develop a strong company culture to improve your employee retention rates.

Business Guidance  

Displaying a strong mission, vision, and values provides employees with a sense of guidance and security. It shows what you stand for as a company. This helps attract employees who align with your culture.

Employees with values in line with your company’s values tend to make better business decisions. This typically aligns with your company’s vision and business strategy.

Be sure to advertise your culture and exhibit it in everything your organization does. For instance, regularly talk about your company’s vision and strategy. Include what these topics mean for different teams. Helping your employees better understand the company can improve engagement, motivation, and retention.

Include your company values when evaluating employee performance. This can improve engagement.

Flexible Work Arrangements

Offering remote or hybrid work and a flexible schedule helps your employees manage work-life balance. Letting them handle their personal needs during the workday helps lower stress. This reduces the odds of experiencing burnout.

Your employees may desire additional paid time off (PTO), stipends for child care, or paid parental or personal leave. Providing these accommodations shows you care about your employees’ well-being.

Talk with your employees about individual accommodations they may need to fit their personal circumstances. Increased flexibility typically leads to increased retention.

Performance Recognition

Regularly thanking your employees for their efforts and results helps them feel appreciated. This tends to elevate engagement, productivity, and retention.

Performance recognition should take a variety of forms. This may include a hand-written thank-you note, verbal praise during an individual or team meeting, or a mention on the company intranet.

Regularly point out your employees’ contributions to benefit the organization. Include each employee’s specific actions, their results, and how they impacted the business. Provide bonuses, raises, or promotions when appropriate.

Looking for Accounting and Finance Professionals?

Employees want to work for companies that have a strong culture. You can promote your culture by using it to guide employees to make business decisions. You also can offer flexible work arrangements and provide performance recognition to increase the attractiveness of your workplace. All of these factors contribute to your retention rates.

If you need help adding accounting and finance professionals to your team, talk with Casey Accounting & Finance Resources. Learn more today.

Are You Offering Enough PTO to Your Finance Employees?

As the manager of a finance team, how much paid time off (PTO), you offer your employees matters. Providing a fair amount of PTO with opportunities for more helps you attract and retain the best talent. It shows you prioritize work-life balance and want your employees to have as much flexibility as possible.

Determination of how much PTO to offer can be difficult. The following suggestions can help.

Use these tips to determine whether you are offering enough PTO to your finance employees.

Defining PTO  

PTO consists of a block of time that employees can draw from throughout the year. Rather than creating categories and assigning a number of days for each, such as 7 paid holidays, 6 vacation days, 5 personal days, and 4 sick days, all of the days can be used however the employee sees fit.

For instance, most companies offer 30 days of PTO that each employee can divide up as needed. So, one of your employees might decide to take 12 days of paid sick leave, 12 days of paid personal leave, and 6 days of paid vacation. Another employee could decide on 5 days of paid sick leave, 12 days of paid personal leave, and 13 days of paid vacation.

Determining the Amount of PTO

Certain variables should be considered to decide which amount of PTO is right for your employees. For instance, you may want to offer different amounts of PTO to different types of employees. You also need to determine whether your employees should be required to use all of their PTO each year, be able to roll it over to the next year or get paid extra for the unused days.

You may want to start your new hires with less PTO and award more PTO based on the number of years your employees remain with your company. You also might want to let your employees roll over their unused days as a reward for good attendance.

Deciding How Much PTO Is Right for Your Employees

The amount of PTO you provide your finance employees depends on your business needs. It may be best to start each new hire with 30 days of PTO and provide opportunities to increase over time. This might be linked to job performance, years of loyalty, or other criteria.

Ensure your standards for awarding PTO are fair, clear, and included in the employee handbook. This helps your employees understand how much PTO they start out with and how they can earn more.

You can change your program over time to remain aligned with changing employee needs. This helps your finance team attract and retain top talent.

Want Help with Hiring?

The amount of PTO you provide your finance employees impacts how long they remain with your organization. Starting your new hires off with a fair amount of PTO and opportunities to increase helps attract and retain the best talent. This can help lower your recruitment costs.

When the time comes to hire additional employees, turn to Casey Accounting & Finance Resources for help. Find out more today.

What College Graduates Are Looking for in Their Job Search

It’s the time of year again for college graduations! This means more accounting and finance candidates are entering the workforce.

You want to take advantage of the knowledge, skills, and ideas this new group of talent has to offer. One of the best ways to attract these job seekers is through your benefits and perks. The more your benefits and perks fill these graduates’ needs, the more likely the graduates are to want to work for you.

Offering any of the following can encourage new college graduates to apply for your jobs.

Diversity and Inclusion

New college graduates prioritize joining a company that celebrates and values the differences among its employees. These companies tend to excel at innovation and problem-solving, making them highly attractive to job seekers.

Make sure your company has employees of different cultures, ethnicities, genders, ages, and backgrounds at all levels. Showcase your employee resource groups (ERGs), cultural holiday celebrations, and other commitments to diversity and inclusion as well.

Work-Life Balance

The ability to control their time is important for recent college graduates. This is especially important for stress relief as these graduates transition from an academic setting into a professional setting.

Ensure you emphasize whether your company offers remote or hybrid work, a flexible schedule, generous paid time off, and mental health services. These benefits and perks help make your organization attractive to job seekers.

Tailored Benefits Package

Recent college graduates seek benefits that fit their current career and personal interests. These benefits may include student loan repayment, paid family or personal leave, or financial planning education.

Consider offering one or more of these benefits. The more you cater to recent graduates’ needs, the more inclined they will be to apply for your jobs.

Professional Development Opportunities

Recent college graduates want to work for an employer that provides opportunities for professional development. Because their first job serves as a stepping stone for their career, these graduates want to know what the future within an organization may hold for them.

Consider offering opportunities for mentorship, skill-building, and leadership development. The more opportunities for professional development new graduates see, the more likely they are to want to work for you.

Attractive Company Culture

New college graduates seek a company culture that blends with their personality and interests. The more these graduates feel that the culture is a good fit, the more likely they are to remain long-term.

Be sure your culture actively supports learning and growth. This should include ongoing employee recognition for their contributions and results.

Need Help Adding to Your Accounting and Finance Team?

New college graduates typically look for diversity and inclusion, work-life balance, tailored benefits, professional development opportunities, and attractive company culture when deciding where they want to work. Offering these increases the number of new graduates who apply to work for your company.

If you need help adding members to your Chicagoland accounting and finance team, turn to the experts at Casey Accounting & Finance Resources. Learn more today.

How Setting Short and Long-Term Goals Can Improve Employee Experience

Employee experience involves how and why things get done at work. This includes every touchpoint your employees have throughout their time working for your company.

A positive work environment, meaningful work, and supportive management contribute to a great employee experience. Trust in leadership and growth opportunities are important as well.

One way to elevate employee experience is through collaborative goal-setting. This provides your employees a say in what they work toward and the targets they aim for.

Collaborative goal setting encompasses the aspects mentioned above that contribute to an attractive employee experience. These are reasons why you should begin setting goals with your employees today.

Discover how collaborative goal-setting helps improve the employee experience.

Goal Setting Impacts Career Success

Helping your employees understand what they are working toward and why it matters impacts job satisfaction.

  • Having clear reasons to reach their goals gives your employees motivation, especially during difficult times.
  • Establishing the steps needed to reach their goals maps out which actions employees should take and when.
  • Setting milestones lets your employees know how successful they are in making progress toward their goals.
  • Celebrating your employees’ successes provides encouragement to continue moving forward.

Achievement of Short- and Long-Term Goals Improves Retention

Employees usually need to achieve a series of short-term goals in order to reach their long-term goals.

  • Short-term goals typically take 6 months to 3 years to attain.
  • Long-term goals typically take 3 to 5 years to achieve.
  • The more short-term goals your employees reach, the more encouraged they are to build on their successes.
  • The more long-term goals your employees reach, the more likely they are to remain with your organization.

Creation of SMART Goals Impacts Accomplishments

Work with your employees to develop specific, measurable, achievable, relevant, time-bound (SMART) goals.

  • Clarify exactly what each employee is working toward, so they know when they successfully reach it.
  • Include numbers or other hard data to measure success.
  • Make sure each goal can be obtained through the steps created and within the given timeframe.
  • Tie each goal to your company goals.
  • Ensure each goal can be achieved in the established time period.
  • Schedule regular check-ins with your employees to determine their progress. Talk about where they are at and where they should be.
  • Give praise when appropriate. Provide guidance to get back on track when necessary.

Looking for Accounting and Finance Talent?

Helping your employees set and attain short- and long-term goals enhances employee experience. When your employees understand the reasoning behind the targets they are working to reach, your employees are more likely to continue making progress toward their objectives. This helps increase engagement and retention rates.

If you are looking for accounting and finance talent, talk with Casey Accounting & Finance Resources. Reach out to find out more today.