2022 Accounting and Finance Salary Survey Available!

Resignation departures are on the rise. Microsoft’s 2021 Work Trend Index, a survey of more than 30,000 workers, found 41 percent are considering quitting their jobs; the number jumps to 54 percent when Generation Z is considered alone. Gallup reports 48 percent of employees are actively searching for new opportunities. Persio reports that 38 percent of job seekers planned to make that change between now and early 2022. PricewaterhouseCoopers’ August 2021 survey found 88 percent of executives said their company is experiencing higher turnover than normal. While the power sits clearly with employees, employers can also see the “great” in this resignation trend.

Fortune Magazine published a Deloitte study in October 2021 and found that among Fortune 1000 companies, 73 percent of CEOs anticipate the work shortage will disrupt their businesses over the next 12 months, 57 percent believe attracting talent is among their company’s biggest challenges, and 35 percent have already expanded benefits to bolster employee retention. Derek Thompson, a staff writer with The Atlantic, commented, “Supply chains are breaking down because of a hydra of bottlenecks. Running a company requires people and parts.” Turnover is expensive, and the above data isn’t encouraging, which means that employers need to address the challenges sooner rather than later.

Casey Accounting & Finance Resources has compiled its January 2022 salary data for the fields of accounting and finance. Recruitment and retention is on the minds of all employers and 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 understand what salary expectations should be. We have compiled our salary survey list with updated facts and figures, including job descriptions for 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 “2022 Accounting & Finance Salary Survey”.

What We Love About the Holiday Season

If you’re like us, this time of year gives us all the holiday feels. It’s like everyone is in good spirits.

There are many reasons to love the “most wonderful time of the year.” Snowball fights. Eating. Celebrations with friends and loved ones. Finding the perfect gifts. Volunteering. More eating. Writing letters to Santa. Driving through neighborhoods to see the lights and decorations. Carolers. Did we mention eating?

Are you jamming to holiday music? Let’s see a show of hands. Who started in November? Who breaks out the Jingle Bells in the heat of the summer?

Are you the holiday sweater wearer? The tackier, the better? Yes, please!

With all the cheerfulness surrounding us, we decided to share some of the things we love about the holidays.

Eileen R., Ponderer of Good Fortunes

Director of Sales & Recruiting – Casey Accounting & Finance Resources

I love the holiday season because it is a time to gather with family and friends in sharing some cheer. It is always a good time to reflect on all the blessings you have been granted throughout the year and the anticipation of what is to come in the new year of 2022!

Nina S., Present Wrapper Extraordinaire

Administrative Assistant

I love the holiday season because growing up, my parents always worked so hard to make sure my brother and I had a great Christmas and wanted to see our faces GLOW on Christmas morning. And still, to this day, at the age of 27, I still get very excited, like a little kid, about Christmas. I enjoy the lights, the songs, and surprisingly – I love to wrap presents! The whole Holiday Season gives me so much Joy! My most favorite family traditions are getting a real Christmas tree every year and decorating it together and having Mom’s home-cooked Prime Rib Dinner on New Year’s Day!

Cheryl R., Expert Party Organizer

Director of Recruiting and Sales – Arlington Resources

I love the holiday season because for the last 20 years, I have hosted a girlfriend’s Christmas party, and it is one of the best nights of the year that I always look forward to. It started out as a cookie exchange and gift exchange, and now we skip the cookies but like to have a theme party. The party brings my old friends and new friends together and helps me celebrate my most favorite holiday and time of year. I love my real Christmas tree, Christmas music, Christmas cookies, Christmas decor…I LOVE it all!

Denise Y., The Chef

Director, Recruiting, and Sales – Arlington Resources

I wanted to share one of my favorite party recipes: Hot Crab-Cheddar Spread

1 (8 ounce) container of crabmeat, drained and shredded
2 cups of mild or sharp cheddar cheese (grated)
½ cup of Mayo

¼ teaspoon Worcestershire sauce

Preheat oven to 350

Mix together all ingredients, bake for 25-35 minutes and serve with crackers or toast

Elizabeth L., Christmas Tree Lover

Senior Recruiting Consultant, Arlington Resources

I love the holiday season because I love having our Christmas tree up and lights on. We get to take cute pictures with our dog, Amy!

Erin G., Witness to the Best in Humanity

Senior Recruiting Consultant, Arlington Resources

I love the holiday season because, in general, people seem to be more kind, giving, and caring during November and December. I also love holiday lights and decorations.

Julie J., Believer in Magic

Sourcing Specialist, Arlington Resources

I love the holiday season because my young kids are very into the magic of Christmas, and it’s a very special time!

From All of Us to All of You

We want to take a moment to say how grateful we are for our customers for trusting us with your staffing needs and for all our associates who work for you. It is truly our pleasure to serve you and to partner with you.

‘Tis the Season to be Jolly

Can you relate to our list? Here’s to a season of merriment and peace. It’s important to recognize what we have and all the wonderful blessings we’ve received. Go out and put a smile on someone’s face.

Spread love throughout the season and keep it going throughout 2022!

I Quit! The Great Resignation Power Shift.

If you are unaware of the mass exodus of employees who are seeking better opportunities, you will. Countless articles have been written about The Great Resignation and, more recently, Striketober. Employees seeking more flexibility and fuller personal lives are considering changing jobs. In fact, a July 2021 Monster.com poll reveals:

  • 95 percent of employees are considering changing jobs;
  • 34 percent feel the best way for advancement is to find a job with a new employer;
  • 86 percent of workers who feel their career has stalled during the pandemic; and
  • 80 percent of workers do not think their current employer offers growth opportunities

With troubling trends in employee/employer relationships, the term “Great Resignation” was created in 2019 by Anthony Klotz, a professor of management at Mays Business School of Texas A&M University, to predict a mass, voluntary exodus.

The Old Work Environment Isn’t Working in the New Work Environment

Let’s face it. Working in an office hasn’t changed for decades. Aside from some companies offering perks like childcare, ping pong tables, and espresso machines, employers had the upper hand regarding an employee’s career path.

Millennials and Generation Z employees have been requesting better work/life balance and flexibility for more than a decade. The scales have been tipping to the employee’s favor, and the pandemic is creating the shift at an accelerating rate.

It’s an Employee’s Market

According to Derek Thompson, a staff writer at The Atlantic, “the basic terms of employment are undergoing a Great Reset…we may look back to the pandemic as a crucial inflection point in something more fundamental: American’s attitudes toward work. Since early last year, many workers have had to reconsider the boundaries between boss and worker, family time and work time, home and office.”

While employers may have been unprepared for this movement of talent, all hope isn’t lost. There are ways to improve employee retention as well as attract great talent from the prospective employee pool of those who have already resigned from their former companies.

Employers Must Compete for Talent

Phillip Kane, CEO and managing partner for Grace Ocean, commented, “the Great Resignation caught so many employers flat-footed because it ran contrary to everything traditional management thought they knew about labor markets. Resignation departures we are seeing is an (employee’s) decision to no longer accept the unacceptable.”

Recent research from Harvard Business Review (HBR) revealed that resignation rates are highest among mid-career employees aged between 30 and 45 years of age. Burnout from the pandemic, high workloads, and other pressures are key trends driving resignations.

First, understand your company’s turnover rates to quantify the problem. HBR offers this formula to calculate your retention rate:

Number of Separations per Year ÷ Average Total Number of Employees = Turnover Rate

Your turnover rate will help you understand the impact resignations have on business operations and profits.

Next, talk to your employees. Find out what perks are meaningful, what challenges they have, what would improve the morale and culture, etc. Armed with this information, the company can begin to develop tailored retention and targeted recruiting programs, especially for employees at the highest risk of leaving.

Kane stated employers can “stem the tide. Employees are looking for employee-centric cultures with companies they are proud to work for. Companies that are involved in the community and stand for things that they believe matter. It’s all about caring. It’s a simple choice. One that some 11.5 million people and counting are begging for companies to make.”

We Can Help

How employers respond may make all the difference not only in more contemporary recruiting and retention practices but also in business growth.

Reach out to our team at Casey Accounting & Finance Resources. We’ve helped with recruiting and retention program ideas and look forward to assisting you.

Typical Salary Increases Won’t Keep Pace With Inflation

The Society for Human Resource Management recently posted a very detailed article on 2022 salary increases versus inflation rates. The author, Stephen Krebs, CEBS, is SHRM’s Online Manager/Editor, Compensation & Benefits. Below is a summary of the article. Read the entire article here.

Companies continue to face a perfect storm of economic concerns – the pandemic, inflation, unrest across other nations, and other uncertainties – that have made it a challenge for employers to manage budgets. When COVID-19 hit, budgets were often slashed, and salaries were frozen. As the U.S. economy continues to recover, employers are finding it increasingly difficult to fill positions with salaries that, at the very least, will keep pace with the inflation rate.

According to venerable organizations such as The Conference Board, Independent Institute, ADP Research Institute, Willis Towers Watson (WTW), PayScale, WorldatWork, Empsight, and Salary.com, there is agreement that the usual 3 percent salary increase will hold true in 2022, with a small percentage of organizations planning to give 4-5 percent increases. According to Salary.com, these planned increases will be offered across all job categories and to hourly employees up to executive-level employees.

“This is the first sign of a notable shift in salary budget increases in 10 years, particularly for hourly employees who have long experienced stagnant pay,” said Chris Fusco, senior vice president of compensation at Salary.com, a provider of compensation data and analytics. “Minimum wage legislation sweeping the country is a big factor. But the re-emergence of lower-level workers executing their market power is undeniable. Aging Baby Boomers and pandemic-related worker shortages have created this scenario where we have more jobs than we have people willing, or able, to work.”

So, what’s the rub? Let’s look at the numbers.

  • The Bureau of Labor Statistics reported:
    • A year-over-year inflation rate of 5.4 percent
    • Consumer prices rose 5.3 percent
  • The Department of Labor (DOL) reported:
    • The energy index in August 2021 rose 25 percent over the last 12 months
    • The food index increased 3.7 percent over the last 12 months.

We don’t need to be a mathematician to figure out that these numbers may just wipe out any real gains in employment compensation. Couple that with salary freezes or decreases in 2020, and employees could be even further behind. This weakens consumer spending and could also result in higher turnover rates.

Is There Any Positive News?

PayScale, a compensation data, and software firm, reports that wages are rising particularly fast for occupations such as food services (up 4.1 percent), transportation (up 4 percent), and retail (up 3.9 percent.

For employees looking for a new opportunity, ADP Research Institute reports that most workers in the U.S. will get an average of a 5.8 percent raise by changing jobs. A bit of a good news/bad news scenario. Employers will have to weigh the balance between losing a valued employee over a few percentage points just to hire and train someone new at a higher salary.

“Companies are between a rock and a hard place when it comes to compensation planning,” said Catherine Hartmann, North America Rewards practice leader at WTW. “On one hand, employers need to continue effectively managing fixed costs as they rebound from the pandemic. On the other hand, companies recognize they need to boost compensation with sign-on, referral, and retention bonuses; skill premiums; midyear adjustments; or pay raises.”

Casey Accounting & Finance Resources produces a salary survey two times a year. Reach out to our team to help recruit suitable candidates and determine the best compensation offers for your current employees and job applicants.

Considering a COVID-19 Vaccinate or Test Requirement?

The state of California is the first in the nation to mandate vaccinations for health care workers and state employees. Many private companies and several large health care systems have already implemented compliance measures to vaccinate or get tested on a regular basis. Does your company need to consider these measures? Have you already developed a policy? Here are trends and points to consider.

As COVID-19 variants and the current spike in positive cases and hospitalizations prolong the pandemic, employers are contemplating additional measures to keep employees healthy. To date, According to the Centers for Disease Control and Prevention, 53.2% of the population is fully vaccinated, with 62.5% having received at least one dose.  Medical professionals are in agreement that vaccinations are an important step in a long battle our nation and the world are facing.

From an employer standpoint, the question remains whether there is enough from a legal standpoint to develop and enforce a policy. And what if employees are unionized? Will unions embrace or oppose vaccination or test requirements? Is a vaccinate or COVID-19 test requirement legal? Daryl Landy, an attorney with Morgan Lewis in Costa Mesa, Calif., said, “there is substantial legal support in California and under federal law, for private employers to make vaccination a condition of hiring or continued employment, and the state’s (Calif.) recent actions should provide additional support for employers that are considering a vaccine mandate. Employers still need to consider reasonable accommodations for employees that have religious and disability-related objections.

Resources For Employers Considering Policies

In Summary

Whatever your company decides to do, employment law experts suggest giving workers a seat at the table as policies are discussed. For California, attorneys are offering these steps that can help all employers in the future.

Mini Kapoor, an attorney with Haynes and Boone in Houston, Texas, said the California order essentially requires covered employers to:[1]

  • Track and verify employee vaccination status.
  • Establish testing requirements for employees who are not fully vaccinated.
  • Comply with current masking guidance from the California Department of Public Health (CDPH), which requires mask-wearing for everyone in health care and other high-risk settings and recommends that unvaccinated people in high-risk settings use respirators if they aren’t otherwise required to do so under state law. The CDPH also updated its recommendations for fully vaccinated people to resume wearing masks in public indoor settings.

Landy recommends that covered employers:[2]

  • Immediately explain the new requirements to employees.
  • Ensure the HR department is ready to evaluate and respond to accommodation requests.
  • Develop a standard process for collecting vaccination status information and maintaining the confidentiality of that information.
  • Provide information to unvaccinated workers on where and how to obtain regular testing for COVID-19.


[1] https://www.shrm.org/resourcesandtools/legal-and-compliance/state-and-local-updates/pages/many-california-workers-must-get-vaccines-or-routinely-test-for-covid-19.aspx

[2] https://www.shrm.org/resourcesandtools/legal-and-compliance/state-and-local-updates/pages/many-california-workers-must-get-vaccines-or-routinely-test-for-covid-19.aspx


Must Reads and Podcasts on Managing Yourself and Your Career

Looking for some ideas on how to better manage your life and/or change, advance, or manage your career? We wanted to offer our list of books or podcasts to consider. Hopefully, you’ll find ideas, action items, tips, and hints that you can put into practice.

“An investment in knowledge pays the best interest.” – Benjamin Franklin


Check out these podcasts compiled by Alexandra Nemeth, Senior Manager, Content Marketing & Storytelling at MovingWorlds. Add a favorite to your playlist.

  1. Squiggly Careers is a weekly podcast to help you take control of your career development. Hosts Sarah Ellis and Helen Tupper cover all things work: from how to manage stress and overcome your confidence gremlins to micro-aggressions and discovering your strengths.
  2. Happen To Your Career is a podcast for anyone thinking, “there has to be something out there that’s better.” Host Scott Anthony Barlow provides the inspiration, tools, and roadmaps to move from where you are to work that matters to you and uniquely fits your strengths and talents.
  3. Pivot with Jenny Blake, author of Pivot: The Only Move That Matters Is Your Next One, you’ll learn how to embrace fear, insecurity, imperfection, and intuition as the superpowers they are while pivoting.
  4. The Career Warrior Podcast’s goal is to help job seekers land their dream jobs and to help them live their best life.
  5. In Career Talk, host Stephanie Dennis is on a mission to empower people to take control of their careers by offering holistic career advice. Topics include job hunting, career development, dealing with a bad day, perfecting your resume, preparing for an interview, and more.
  6. In The Marie Forleo Podcast, Marie and her guests share actionable strategies for greater happiness, success, motivation, creativity, productivity, love, health, contribution, and fulfillment — often with a lot of laughs.
  7. In Switch, Pivot, or Quit, host Ahyiana Angel offers an intimate look at navigating career transitions on your own terms, with candid conversations for when you’re deciding if you need to Switch, Pivot, or Quit.
  8. Hosted by Mel Savage, former senior Fortune 500 Executive turned Founder and CEO of The Career Reset, this podcast is your one-stop shop for creating a career that gives you meaning and purpose and still pays the bills.
  9. The Evolved Career is a podcast meant to inspire, entertain, teach and motivate you to move forward powerfully and confidently to get the career and the life you want.
  10. The Career Change Maker podcast helps you answer questions like: How do I find my dream job? How do I change careers? How can I pivot without taking a pay cut? Is now really the right time for a career change? Each week, host Janine Esbrand brings you career change tips, strategies, and inspirational stories that can help you to get unstuck and transition into work that you love.

And here is a bonus podcast, Women @ Work. Hosts Amy Bernstein and Amy Gallo have conversations on where we’re at and how we move forward.


In a Forbes article, Laura Garnett, author of Find Your Zone of Genius and The Genius Habit, shares her top reads for navigating challenging times.

  1. The Hard Thing About Hard Things: Building A Business When There Are No Easy Answers By Ben Horowitz
  2. Grit: The Power Of Passion and Perseverance By Angela Duckworth
  3. More Than Enough: Claiming Space For Who You Are (No Matter What They Say) By Elaine Welteroth
  4. Presence: Bringing Your Boldest Self To Your Biggest Challenges By Amy Cuddy
  5. How We Make Stuff Now: Turn Ideas Into Products That Build Successful Businesses By Jules Pieri
  6. The ONE Thing: The Surprisingly Simple Truth Behind Extraordinary Results By Gary Kelly And Jay Papasan
  7. The Third Door: The Wild Quest To Uncover How The World’s Most Successful People Launched Their Careers By Alex Banayan
  8. Barking Up The Wrong Tree: The Surprising Science Behind Why Everything You Know About Success Is (Mostly) Wrong By Eric Barker
  9. Switchers: How Smart Professionals Change Careers—And Seize Success By Dr. Dawn Graham
  10. Go Put Your Strengths To Work: 6 Powerful Steps To Achieve Outstanding Performance By Marcus Buckingham
  11. The Dip: A Little Book That Teaches You When to Quit (and When to Stick) By Seth Godin

A bonus book is from Marshall Goldsmith, What Got You Here Won’t Get You There: How Successful People Get Even More Successful.

Career and life inspirations come in many forms. Perhaps there is something in these lists that inspires you or helps you inspire others. Enjoy!

2021 Mid-Year Accounting and Finance Salary Survey Available!

The labor market remains to be very tight across the board! It is just not direct-hire but contract-to-hire and contract roles.

Casey Accounting & Finance Resources has compiled its July 2021 salary data for the fields of accounting and finance. Recruitment is really heating up, and job postings are plentiful. The war for talent is on so, 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 “2021 Accounting & Finance Salary Survey”.

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.

Get Ready to Start Hiring Again

With many indicators pointing to life returning to normal, an uptick in the economy, and lower unemployment claims, companies are most certainly considering hiring employees again. The pandemic changed recruiting as we knew it with virtual interviews, Zoom training, and hiring workers who didn’t even live in the same geography. For the most part, these were all positive advancements for the recruiting world. After all, the last real revolution for recruiting was online postings, job applicants, and more advanced screening software. So, what have we learned in the last 12 months?
  • Employees can work remotely and be productive.
  • The talent pool widened when recruiting wasn’t constricted by geographic boundaries.
  • Employees are even more acutely aware of work-life balance and belonging to their organization.
  • DEI (Diversity, Equity, Inclusion) is a passionate topic when discussing talent acquisition.

Adapting Your Hiring Strategies

According to The HR Digest, the US is facing a 69% shortfall in available employees, the highest in a decade. Even though layoffs and hiring freezes will drop off, many workers used the pandemic to re-evaluate their career and life goals. With that said, what are the best ways to find talent and attract them to work for your company?

Hybrid Recruiting and Hybrid Workforce

  • Remote Work: many employees have determined that they like working remotely, at least for some portion of the workweek. Flexible schedules will continue to be the norm and should be incorporated into your recruiting culture.
  • Remote Hiring: the ability to interview candidates via video conferencing is a time saver for both employer and candidate. The technology options have improved. Personality assessments can be completed remotely. In the end, you might still want to meet the top candidates in person, but if remote work is an option, chances are you might not meet your new employee face-to-face for several weeks or months.
These are significant trends that have emerged in the last year. The hybrid workforce model will provide a greater pool of qualified candidates for talent acquisition, allowing recruiters to tap into the best talent for a position without geographic limitations.

Where Are the Best Candidates?

  • Look at your employees. The Boston Consulting Group, along with programmatic job advertising provider Appcast, found that 89% of US workers are willing to retrain to a different job role. Among the findings: Workers ages 31 to 40 and those with master’s degrees and above are the most willing to reskill. But even workers within the services sector or that require workers onsite (i.e., production and manufacturing) can adapt with access to the right training and resources. Re-skilling and up-skilling workers are positive investments for a company. Among many things, it reduces the costs of turnover and rehiring and keeps the employee’s intellectual capital at the company.
  • Look at Gen Z graduates. Many 2020 college graduates may not have entered the workforce in their area of study, and with 2021 graduation upon us, additional qualified candidates are ready to work in their chosen career.
  • Look at retirees. The pandemic forced early retirement for some very talented individuals who still have value to bring to a company. Consider this untapped talent pool for your open positions.

Committing to a DEI Strategy to Build a Diverse Team

Most company executives will tell you that their company is successful because of the employees. Happy employees are productive employees and are key to a company’s success. But employee morale has become more than just benefits. Employee engagement has shifted. People want to feel as if they belong at work that they see others just like themselves in positions from entry-level to leadership. That they are comfortable with their team, that managers listen to them. Having a DEI strategy is a big undertaking and can’t be fully addressed in a few paragraphs. Ryan Healy, founder and president of technology company Brazen Technologies, Inc., says, “Offering job opportunities to job seekers in underrepresented and underserved communities brings fresh, diverse perspectives to organizations.” According to Mariah Scout, head of DEI at webflow, and Leah Knobler, director of talent acquisition at HelpScout, DEI is everybody’s responsibility – not something that is the responsibility of one person or the HR team alone. DEI also requires a strong commitment. They go on to share the benefits of a DEI strategy to a company’s growth – “So if you’re building a diverse team that represents a diverse set of identities and experiences and abilities…you’re setting yourself up to build a product that services more people across those differences.” That’s a pretty powerful argument for DEI. Where should you start? Scout and Knobler offer these changes to your hiring process:
  • Survey your employee base to understand where the DEI gaps exist.
  • Write job descriptions using inclusive language that addresses what a candidate has done in the past that would be valuable to the company. Criteria, must-haves, and limiting jobs to certain locations may create entry barriers to hiring a more diverse workforce so you need to distinguish and understand what criteria, such as certifications, are critical to the position.
  • Ensure your interview process includes a diverse pool of candidates, right down to your final candidates.
  • Understand any hiring biases, conscious and unconscious bias, which will negatively impact the ability to make an effective hiring decision about the best person for the job.
  • Use Standardized Interview Questions and ask them to every candidate. This will help minimize and eliminate bias.
This graphic from Josh Bersin, a world-renowned industry analyst, educator, and thought leader in all aspects of HR, leadership, and HR technology, emphasizes the importance of taking action to create an inclusive culture:

Hiring Recruiting Experts

Bersin says that recruiting is the most important thing that happens in a company. “If you don’t recruit the right people, forget everything else. You can’t just train people that are the wrong fit for your company, the wrong culture fit, the wrong skill set, the wrong background,” he stresses. “Your ability to understand the organization and operate in an empowered way to find the right people is critical.” Oftentimes it is easier for outsiders to see the gaps in processes. At Casey Accounting & Finance Resources, we have years of experience evaluating recruiting programs and assessing employees’ skills for our clients. We are great recruiters who have hired great people for great companies. The future of employee engagement will include a robust strategy of competitive perks, flexible schedules, and work environments, and the implementation of DEI processes. Let us help you adapt to this new hiring landscape.

Preparing to Bring Employees Back to the Office

With more people getting vaccinated and the US economy coming back to life, companies are working on plans to reopen offices sometime in 2021. Most people have enjoyed working from home, even though it meant juggling parenting duties while kids learned virtually, sharing Internet bandwidth, and being around your family 24/7. A January 2021 survey by PricewaterhouseCoopers (PwC) found that 83% of employers say remote work has been successful for their company. While COVID-19 did present work challenges, a survey by Yoh found that 39% of Americans employed last year have found new ways to be more flexible and adaptable in their jobs, 73% felt they had not grown professionally as a result of working from home. That summarizes the good news and bad news.

The Economy is Rebounding

The economic barometers are encouraging. The Institute for Supply Management’s (ISM) index of service businesses rose to 63.7 last month from 55.3, according to a press release on April 5, 2021. The level surpasses the previous record set in October 2018 and implies the fastest expansion rate since data collection began in 1997. The reading also beat all estimates from economists surveyed by Bloomberg. The Institute for Supply Management’s measure of business activity and production also showed a gain to 69.4 from 55.5 throughout last month.  The data affirms hope that the economy is growing, and the ISM’s report suggests the labor market’s rebound will continue into the summer. The institute’s employment gauge rose to 57.2 in March from 52.7, with nearly one-quarter of businesses saying they took on more workers. One respondent noted it rehired all its temporarily laid-off workers and made new hires. Another cited strong demand at new locations as the reason it hired more employees.

Motivating Employees to Return to the Office

With the economy improving, what can employers do to motivate employees to return to the office even though remote-work initiatives have largely been successful? Josh Bersin, founder of Bersin by Deloitte, commented that “companies are going to need to balance the needs of employees with the company’s plans to get people back to the office and happy about being there.”

1. Evaluating Talent

As company executives monitor the economy and customer demand, what was in 2020 might not be what is in 2021 and going forward. Therefore, as part of the discussion regarding strategic business initiatives, companies will need to evaluate their current staff’s skill sets while determining their future talent needs. Emmet McGrath, president of Yoh, says, “as the world moves closer to a slow return to normal, it is crucial for managers to recognize their teams’ efforts and begin to evaluate their teams for talent gaps so they can continue to maintain the level of skill needed to succeed in the post-COVID world.” Adding onto what McGrath says, another January survey by LiveCareer found one-third of workers would quit before going back to the office full-time.

2. Office Safety Measures

What steps do companies need to take to present a safe and inviting environment for their employees? Tami Simon, the corporate consulting leader and senior vice president at Segal, commented, “Above all else, employees need to feel safe: physically, mentally, and financially. Employers should transparently describe how they plan to make their workplace a safe place. In addition to the physical measures companies need to take, employees need to feel like they won’t face the consequences for expressing their needs or feeling reluctant to head back to the office.”

3. Offer New Benefits

Employees will be looking for new benefits, including rotating home/office schedules, added mental health support, caregiving assistance, and financial wellness. The best way to understand what your employees need is to ask for their opinions and ideas. Consider this feedback even if the company doesn’t move forward with every idea. Employees will appreciate the opportunity.

4. Communication

In a Fast Company article by Gwen Moran, creator of Bloom Anywhere, she states that it’s a good idea to communicate policies, changes, and expectations across different platforms, such as employee emails, manager meetings, and even internal podcasts. She says, “This is another period of rapid change, and your team needs help anticipating what’s next.” Moran also believes that once people feel safer to gather and work returns to normal, other activities such as get-togethers to celebrate birthdays and company milestones will increase the face-to-face contact we’ve all missed.

How Recruiting Experts Can Help

All of us at Casey Accounting & Finance Resources have seen our fair share of highs and lows in the employment industry. We’ve also been innovative and embraced changes along the way, improving workforce programs for our clients. We have experience evaluating staffing programs and offer proven approaches to evaluate the talent needs that best meet your company objectives. We are eager to partner with you in this transition back to work. Call us today.