How to Utilize Automation to Better Your Hiring Process

The implementation of automation helps streamline your hiring process. The benefits include:

  • Time savings: You can automate tasks such as sharing job postings, sourcing candidates, scheduling interviews, and generating job offer letters. These actions free up time to build candidate relationships, conduct interviews, and fulfill other core activities.
  • Reduced biases: Automation in your screening process focuses on a candidate’s credentials rather than ethnicity, gender, age, and other personal identifiers. This process helps reduce unconscious biases that can influence hiring decisions.
  • Shorter time to hire: Automation of repetitive tasks helps speed up your hiring process. Filling jobs with the right candidates in less time helps save time and money.
  • Better candidate experience: Maintaining communication throughout your hiring process encourages candidate engagement. This process increases the odds of hiring the best candidates and receiving positive employer reviews.

As a result, you should start implementing automation in your hiring process today.

Discover how to utilize automation to better your hiring process.

Share Job Postings

You can use automation to share job postings with both the public and your employees. Letting your employees know which openings you are hiring for encourages them to provide referrals.

Employee referrals typically fit the job requirements and blend with your culture. As a result, you can fast-track referrals through your hiring process.

The sooner you begin onboarding and training employee referrals, the quicker they can begin producing. Even better, referrals are likely to remain long-term because they already know employees within your organization.

Streamline Your Resume Screening Process

A chatbot can evaluate resumes based on the criteria you set. Then, the bot can post on your chat platform the resumes of qualified candidates and mark them in your applicant tracking system (ATS) the rejected resumes. This process significantly reduces the time needed to screen resumes.

Schedule Interviews

Automation of the interview scheduling process lets qualified candidates decide when to meet for job interviews. The interviews get scheduled both in your ATS and on your scheduling platform.

The chatbot sends the interviewers and candidates reminders of the dates and times of the interviews. The bot also sends interviewers a link to each candidate’s profile in your ATS to prepare for the interview.

Sharing the interviewers’ availability lets candidates schedule or reschedule the times that work best for everyone. This process simplifies the ability to coordinate interviewer and candidate schedules.

Support Candidate Evaluations

Evaluating candidates soon after interviews helps provide performance feedback:

  • When a candidate moves to the interview stage in your ATS, a channel on your communication platform is created for the interviewers.
  • After the discussion, the interviewers receive a scorecard to fill out.
  • The responses populate the candidate’s ATS profile.
  • An HR chatbot schedules an interviewer videoconference to share thoughts on the candidate and determine the next step.

Deliver Job Offer Letters

Sending job offer letters soon after making hiring decisions increases the odds of candidate acceptance. Then, you can add the best candidates to your team.

The following process can create a job offer letter:

  • When a candidate in your ATS moves to the offer stage, a chatbot shares the offer details with the appropriate stakeholders through your communication platform.
  • The stakeholders approve or reject the candidate.
  • Approved job offer details are included in a letter created on your electronic signature platform.
  • A chatbot shares the job offer letter with the stakeholders to review and approve or reject it.
  • An approved letter is sent to the candidate through your electronic signature platform.
  • The signed letter is uploaded to your ATS.
  • The candidate’s status changes to hired.

Would You Like Help to Hire Accounting and Finance Professionals?

Casey Accounting & Finance Resources can provide you with qualified accounting and finance professionals to benefit your team. Contact us to learn more today.

Why Diversity, Equity, and Inclusion (DEI) Are So Vital in Your Organization!

Diversity, equity, and inclusion (DEI) are vital in your organization. These initiatives help create a positive workplace focused on innovation and growth:

  • Prioritization of diversity shows investment in employees at all levels regardless of their culture, ethnicity, gender, sexual orientation, religious beliefs, abilities, and other personal characteristics.
  • Creating equitable opportunities for advancement demonstrates dedication to every employee’s career development.
  • Providing an inclusive work environment helps employees feel welcome, valued, and respected for their contributions and results.

Emphasizing DEI in your organization increases employee engagement, performance, and productivity. The results include elevated job satisfaction, employee morale, and attraction and retention rates. These factors help strengthen your bottom line.

Discover why DEI is so Vital in your Organization.

More Attractive Company Culture

Emphasizing DEI helps create a company culture that attracts and retains employees:

  • Diversity means employees of all backgrounds are welcome, valued, and respected within your company.
  • Equity means employees at all levels have access to the unique resources and support they need to advance within your organization.
  • Inclusion means every employee has access to the benefits and support needed to help them feel like valued, respected members of your organization.

Greater Problem-Solving

Prioritizing DEI throughout your organization encourages employees to share their unique ideas and perspectives. This diverse information helps develop and implement creative solutions to complex problems. The results include elevated innovation and a stronger competitive advantage.

Elevated Employee Retention

Employees want to work for organizations that honor and reward diversity, actively help them reach their career goals, and provide effective resources and support to help them feel welcome and respected. Therefore, prioritization of DEI encourages employees to take pride in their work and remain long-term. The results include lower hiring, onboarding, and training costs.

Clearer Customer Understanding

Hiring diverse employees helps clarify what your targeted customers are looking for in the products and services they purchase. Gaining additional insight into your customer base helps fill their needs and increase sales.

Stronger Customer Base

Customers who see themselves represented in your diverse workforce are likely to do business with your organization. For instance, hiring diverse employees provides a sense of authenticity and support for customers of all backgrounds. Also, providing a voice for diverse customers’ concerns helps build better customer relationships and strengthen the bottom line.

Would You Like Help to Increase DEI in Your Accounting and Finance Team?

Casey Accounting & Finance Resources can provide you with diverse accounting and finance professionals to help increase DEI in your team. Contact us to learn more today.

Four Tips for Managing a Hybrid Work Model

Managing a hybrid work model can be challenging. Because every organization has different needs, their approaches to managing hybrid employees differ.

Having guidelines for managing a hybrid work model lets leaders know what to expect and suggested steps to take. These ideas can help.

Choose among these four tips for managing a hybrid work model.

1. Emphasize Outcomes Rather Than Output

Define success in terms of seeing specific changes within your organization and stakeholder behavior rather than how your work is proceeding. Focusing on outcomes rather than output helps your team reach the desired change with the smallest amount of initial and ongoing work.

Emphasizing outcomes rather than outputs provides many results:

  • Your definition of success is more meaningful. For instance, if you prioritize increasing your team’s number of new and renewing clients, you can tie your team’s efforts to something valuable for your organization and customers.
  • You are encouraged to learn through feedback. For instance, you can establish a metric you want to attain, decide which action should drive the desired results, take the action, and measure the results.
  • You gain flexibility. Focusing on outcomes means your main definition of scope is reaching the target value of your outcome-based metric. Therefore, you must act within the budget and timeframe to reach the intended outcome.

2. Be Deliberate About Team Interactions

A hybrid work model requires purposeful interactions between leaders and their teams when working remotely. More frequent interactions help build stronger work relationships.

For instance, leaders should allow remote employees time between virtual meetings for casual conversations as they would have if working at the office. Also, leaders should have check-in times throughout the day to monitor the well-being of their remote employees and offer support when needed.

3. Strategize Teamwork

Leaders should evaluate which tasks and projects require individual work and which require teamwork. For instance, projects with standardized metrics and routine tasks are typically suited for individual work. Conversely, creative tasks typically require team interaction.

4.  Prioritize Autonomy and Alignment

Managing a hybrid work model requires leaders to encourage autonomy and alignment within their teams. These leaders also must support their teams’ diverse ideas, thoughts, and viewpoints to improve the organization.

For instance, employees at all levels should be involved in making decisions that align with the culture. Encouraging open communication throughout the decision-making process supports innovation and company growth.

Do You Need to Add to Your Hybrid Accounting and Finance Team?

Casey Accounting & Finance Resources can provide you with experienced accounting and finance professionals to help your hybrid team reach company goals. Find out more today.

How You Can Make the Most of Employee Performance Reviews

Making the most of employee performance reviews can be challenging. Many companies do not have an effective process to provide constructive feedback in a structured manner to improve employee performance.

The purpose of performance reviews is to create an accurate, actionable evaluation of an employee’s performance and develop their skills in line with their job duties and responsibilities. The goal is to identify areas in which employees can improve, practice their skills, and develop into high performers.

Fortunately, you can follow these best practices to help streamline the process of planning and conducting employee performance reviews. Following these recommendations provides structure to have these important conversations.

Follow these steps to make the most of employee performance reviews.

Clarify the Employee Performance Standards

Let employees know well in advance the standards and expectations for their performance reviews. Then, they can understand what they working toward and can perform accordingly.

Clarifying which employee activities are most important helps show the impact of on-the-job behaviors. Demonstrating the causal relationships helps show which behaviors led to positive outcomes and which behaviors led to bad outcomes. Then, employees can focus on the relevant behaviors to reach the desired outcomes.

Describe Specific Observations of Employee Performance

Share specific, descriptive feedback about the employee’s strengths and weaknesses and concrete suggestions to improve their performance. Include examples of behaviors that led to positive outcomes during the review period.

Support Open Discussion About the Employee’s Performance

Encourage the employee to respond to your feedback. They can provide additional insight into why they behaved a certain way or how they can improve in specific areas.

Perhaps the employee requires training and coaching to develop certain skills and improve their performance. Or, the employee might need additional incentives to increase motivation.

Develop an Employee Performance Improvement Plan

Discuss specific steps the employee can take to improve their performance. Include relevant resources, deadlines for improvement, and measurements of success. Then, schedule a time to follow up.

Follow Up on the Employee Performance Improvement Plan

Meet with the employee at the scheduled time to review their performance improvement plan. Evaluate whether the employee reached their key performance indicators (KPIs) for successful change.

If the employee reached their KPIs, discuss the improved performance and provide a relevant reward. Conversely, if the employee did not reach their KPIs, talk about the behaviors you observed and how they impacted performance. Uncover the causes of the underlying issues and how you can help resolve them. Create another performance improvement plan with a timeline to follow up.

Do You Need to Add Accounting and Finance Employees to Your Team?

Casey Accounting & Finance Resources can provide you with accounting and finance professionals to help improve your team’s performance. Find out more today.

Four Ways to Stay on Track with Your 2024 Company Goals

Staying on track with your 2024 company goals supports business success. Knowing whether employees are reaching scheduled milestones increases the odds of goal achievement.

Holding employees accountable for reaching company goals encourages workers to continue to attain their milestones. These methods can help.

Four Tips to Reach Your Goals

1. Ensure Each Goal Has Milestones and Deadlines

Clarify that managers and employees have copies of their individual and team goals, milestones, and deadlines. Also, ensure managers and employees understand what should be accomplished, when each task is due, and the impact on the organization.

Remind managers and employees they are responsible for completing each of their milestones and goals according to the schedule. Also, clarify you will be periodically checking in to track employee and manager success in reaching your 2024 company goals.

2. Regularly Review Progress Toward Company Goal Attainment

Ask managers to track their individual and team progress toward your 2024 company goals. Then, regularly check in with managers to evaluate how well they and their teams are reaching their milestones.

If a manager is not staying on track with their goals, talk about the underlying reasons. Work with the manager to resolve the issues, provide additional resources and support, and get back on track. Ask managers to do the same for their employees who get off track.

3. Modify Company Goals as Needed

Regularly evaluate your 2024 company goals to determine whether they remain relevant throughout the year. If your strategic plans change, your company goals might change as well.

Communicate with the relevant manager about the changes to your company goals as quickly as possible. Let them know exactly what is being changed, why, and who is impacted. Then, ask the manager to communicate the changes to the relevant employee. Follow up to ensure the changes were implemented correctly.

4. Provide Recognition and Rewards for Company Goal Achievement

Recognize and reward employees at all levels who attain a company goal. Let these employees know how much their efforts and results are valued and appreciated. Consider providing a bonus, pay increase, or promotion to help your business grow.

Would You Like Help to Reach Company Goals?

Partner with Casey Accounting and Finance Resources to hire accounting and finance professionals who can help reach your 2024 company goals. Start the process today.

January 2024 Accounting and Finance Salary Survey Available!

Casey Accounting & Finance Resources just released its January 2024 salary data for the fields of accounting and finance. As the job market continues to evolve, we hope this will prepare you for your business growth through the remainder of 2024 and beyond.

If you would like to view the salary survey, please click this LINK to download!

With compensation and salary trends changing throughout the year, candidates and clients should have this valuable information for fair negotiations in the job market.

For more information, here are some useful articles:

And here are a few more trends and insights to consider:

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 the most requested accounting and finance positions in the Chicago metropolitan area.

If you would like to view the salary survey, please click the link to download!

Sought-After Soft Skills in Today’s Accounting and Finance Talent

Accounting and finance talent who have sought-after soft skills are assets to your team. These skills help your employees effectively interact and complete their work.

Accounting and finance professionals who can effectively manage their time, communicate, collaborate, and solve problems provide substantial value to your organization. As a result, you should strengthen these soft skills within your team.

Look for these sought-after soft skills in today’s accounting and finance talent!

Time Management

Effective time management is required for accounting and finance talent to complete tasks by the deadlines. These activities require understanding how long processes should take and properly planning workloads.

You should work with team members who have difficulty with time management. You might make the following suggestions:

  • List each task and its due date.
  • Prioritize the tasks for each day or week.
  • Set a reminder for each task.
  • Work on each task at the scheduled time.
  • Check off each task after completion.

Communication

Your accounting and finance talent must effectively communicate to complete their work. For instance, your team members must be able to share financial information with non-financial professionals in ways they understand. Your team also should explain why the information matters, its impact on the company, and specific actions an employee could take to improve the numbers.

You might practice developing your team’s communication skills by roleplaying financial discussions where you represent an employee from a different department. You also could ask your employees to write out explanations of financial reports and how they impact specific departments within your organization.

Collaboration

Your accounting and finance team’s success depends on everyone working together. Having each member contribute helps reach common goals.

You can encourage collaboration by recognizing specific ways your team members help each other. Positive reinforcement supports the repetition of the behaviors you want to see.

Problem-Solving

Accounting and finance teams are focusing more on advisory services. Therefore, these professionals should be able to solve unique, increasingly complex problems.

Talent who can navigate unexpected challenges provides additional value for your organization. Therefore, you should encourage your employees to focus on finding solutions before coming to you with problems. These actions support critical thinking, decision-making, and problem-solving.

Are You Looking for Accounting and Finance Talent?

Time management, communication, problem-solving, and collaboration are among the most sought-after skills for today’s accounting and finance talent. Actively developing these skills helps your team increase their value for your organization.

If you need help with adding talent to your team, include Casey Accounting & Finance Resources in your hiring process. Get in touch with us to learn more today.

Helping Your Employees Prioritize and Set Strong Goals

Helping your accounting and finance employees prioritize and set strong goals is essential for business success. Planning what your team should achieve in 2024 helps create a foundation for success.

Working with your employees on goal-setting provides steps that inspire and motivate them to attain your organization’s long-term vision. The results include increased employee engagement, productivity, and performance. These factors elevate employee morale, attraction and retention, and your bottom line.

Implement these tips to help your accounting and finance employees prioritize and set strong goals!

Develop SMART Goals

Your employees’ goals should be specific, measurable, attainable, relevant, and time-bound (SMART):

  • Specify what should be achieved and why it is important.
  • Clarify what the measurements of progress and success will be.
  • Make sure each challenge can be overcome in a reasonable amount of time.
  • Focus on the benefits of each achievement for the employee and the organization.
  • Develop a sense of urgency to remain on track and reach each objective.

Create Similar Goals for Employees with Similar Jobs

Maintaining consistency in goal-setting for employees with similar job duties and responsibilities supports an environment focused on growth. Having employees work toward similar goals supports healthy competition to reach milestones and objectives. These activities help minimize employee frustration and resentment.

Monitor Employee Progress Toward Goal Attainment

Regularly check in with each employee to determine whether they are on track to reach their goals. Allow time to answer questions, provide constructive feedback, and offer support.

If an employee misses a deadline, help them determine what happened and how the issue can be resolved. Then, reset the deadline and follow up at the given time.

Reward Employee Goal Achievement

Recognize and reward each employee who reaches a goal. Include the steps taken to attain the objective and the impact on your company. Also, consider giving the employee a certificate, additional paid time off, bonus, pay increase, or promotion for their hard work.

Honoring employees who attain goals shows you value and respect their contributions and results. These actions encourage employees to continue their behaviors and increase their value to your organization.

Do You Need Help with Hiring?

Developing SMART goals provides your employees with guidance and motivation to increase their value for the organization. Also, creating similar goals for employees with similar jobs supports healthy competition to reach the objectives.

Monitoring employee progress toward goals helps your team stay on track and reach their objectives. Also, rewarding your employees for goal attainment encourages them to continuously increase their performance and elevate your company’s success.

If you need help with hiring, Casey Accounting & Finance Resources can provide you with skilled professionals who can help reach your business goals. Reach out to us to learn more today.

Three Team-Building Exercises That Can Help Your Team Grow

Team-building exercises are designed to help your team grow. The games and activities are created to build teammate relationships and support a positive company culture.

The goal of team-building exercises is to help teammates get to know, respect, and trust each other as they collaborate to achieve a desired outcome. The targeted skills include motivation, creativity, communication, and problem-solving.

Regularly organizing team-building exercises helps your team develop their skill sets and strengthen their commitment to their roles. These suggested activities can help.

Choose among these three types of team-building exercises to help your team grow.

1. Communication Exercises

Help your team to develop their communication skills with any of these exercises:

  • Blind Retriever: Divide your team into small groups. Provide each group with a blindfold. Have each group blindfold one member, then guide them to an object.
  • Building Blocks: Divide your team into pairs. Provide each pair with a pack of cards that have a different question written on each. Have your employees take turns asking and answering the questions.
  • Circle of Appreciation: Have your team form a circle. Ask each employee to share one thing they appreciate about the teammate to their left.

2. Creative Thinking Exercises

Support your team in developing their creative thinking skills with any of these exercises:

  • What’s My Name?: Provide each team member with a note card that has a famous person’s name on it. Have your team members walk around and ask each other questions to figure out each other’s person.
  • Design Battle: Divide your team into small groups. Provide each group with a product or service. Ask each group to create a poster for their offering.
  • Idea Day: Ask your team to share creative ideas to update company processes and procedures, develop new products or services, or create other business ideas. Choose the most beneficial idea to develop and implement as a team.

3. Problem-Solving Exercises

Encourage your team to develop their problem-solving skills with any of these exercises:

  • Barter Puzzle: Divide your team into small groups. Provide each group with a jigsaw puzzle that has a few pieces removed and given to other teams. Have the groups find ways to barter for the pieces needed to finish their puzzles.
  • Business Simulations: Divide your team into small groups. Provide each group with the same scenario involving a business problem, resources, and a deadline. Compare the solutions after the deadline passes.
  • Solution Day: Schedule a meeting for your team to share creative solutions to problems your company is facing.

Do You Need Help with Growing Your Team?

The goal of team-building exercises is to help your team grow. Depending on your goals, you might choose communication, creative thinking, or problem-solving exercises to enhance your team’s skill sets.

If you need help with growing your accounting and finance team, include Casey Accounting & Finance Resources in your hiring process. Get in touch with us to learn more today.

Thanksgiving Inspo, and Gratitude From Our Homes to Yours

Just about everyone is pretty pumped to plan their Thanksgiving celebrations. The preparations, cooking, table settings, decorating your home, matching outfits, and more. In advance of the upcoming holiday, we want to provide some valuable advice and inspiration so that you can whip up a great time – whether you go big or keep it on the light side. We’ve got your back!

The Food

Just Google search “best Thanksgiving food sites 2023,” and you’ll receive a myriad of ideas from the traditional to the trendy, homecooked or ordering meal kits online, restaurants that are open, or food trucks for a more casual affair. And, if turkey isn’t your jam, try alternatives like steak or prime rib, brisket, lamb, or a pot roast. Maybe this year, it’s a charcuterie Thanksgiving. Or breakfast/brunch becomes a new tradition for you and your friends and family. Whatever you decide, you’ll find plenty of ideas on the Internet.

Finally, if you have a cooking question on Thanksgiving Day, here is a list of several hotlines to help you with your needs.

The Decorations

Not all of us have a Martha Stewart gene in our family tree. Here are some easy DIY decorations that won’t require a glue gun and YouTube videos.

Don’t forget about your table settings. Find more dreamy inspiration at this website.

What We’re Thankful For

“I am very thankful for my family, friends, and co-workers who have always been supportive, nurturing, and loving to me. They are always there for me when I  need them.” – Eileen Renk, Casey Accounting & Finance Resources Director of Recruiting and Sales

“I’m thankful for the traveling I got to do this year! Aside from Midwest travel, I got to visit Colorado, Maine, Italy, and Mexico for Christmas.” – Julie Jurek, Arlington Resources Sourcing Specialist

“This season, I am thankful for joining a caring and thriving team. I’m grateful for the opportunity to be challenged every day by learning a new industry, interviewing top HR professionals, and serving our clients with top quality.” –  Courtney Thome, Arlington Resources Talent Acquisition Consultant

“I am most Thankful for my Good Health & Family. I am blessed to have my 92 year old grandfather on this earth still. Especially around the holidays is when I cherish making memories with him the most.” – Nina Salgado, HR Administrative Assistant

“So much to think about here, I am thankful for incredible friendships that I have built over many years now that I don’t have family anymore. The opportunity to be in a career for the past 26 years that allows me to change peoples’ lives every day and make an impact in our working world is very rewarding.  I am also thankful for the opportunities I have been presented in life that have helped me to grow and become a better person” – Denise Young, Arlington Resources Director of Recruiting and Sales

“I am thankful for my loving family, who are always there for me when I need them, and for having a hobby that brings me joy. Reading is a great escape from everyday life!”  Elizabeth Lanaghan, Arlington Resources Senior Recruiter & Sales Consultant

“Family is the most important to me always and for what I am most thankful. God has blessed me with an amazing husband and two daughters that have forever changed my life. I love my job and what I do on a daily basis, and I put my heart into it for my family.” – Cheryl Reinwald, Arlington Resources Director of Recruiting and Sales

Sending you a Harvest of Blessings

We hope Thanksgiving brings you reasons to be grateful, as we are so grateful for you. May your hearts be as warm as your kitchens, and we wish you good health and good times.

And remember, if you have a last-minute staffing need, we are here to fill your open positions so you can focus on filling your hearts and tummies.

Happy Thanksgiving!