Hiring Surges in March

Hiring activity in the U.S. exploded in March, as employers added 916,000 new jobs…


Casey Accounting & Finance Resources Wins ClearlyRated’s 2021 Best of Staffing® Talent Diamond Award for Service Excellence

Diamond Award winners have won the Best of Staffing Award for at least five years in a row, consistently earning industry-leading satisfaction scores from their clients and job seekers.

The staff of Casey Accounting & Finance Resources (www.caseyresources.com) is pleased to announce they have earned ClearlyRated’s Best of Staffing® Talent Diamond Awards for providing superior service to their job candidates for at least five years in a row. Presented in partnership with presenting sponsor, CareerBuilder, and gold sponsors Indeed and Glassdoor, ClearlyRated’s Best of Staffing Diamond winners have proven to be industry leaders in service quality based entirely on ratings provided by their candidates. This is the sixth consecutive year the company has won the Talent Satisfaction award. Less than 1% of staffing companies earn the Diamond award for Best of Staffing.

Focused on helping companies find the right people for their job openings, Casey Accounting and Finance Resources received a Net Promoter Scores (NPS) are 88.2% for talent satisfaction, far exceeding the industry average of 18%. The NPS question of “how likely is it that you would recommend XYZ company to a friend or colleague?” created by Fred Reichheld determines the tier of how strong your customer service is. Anything above 70% NPS is at the top of the echelon and considered ‘world-class service.’

We want to thank all of our associates and job seekers for trusting our team. We appreciate you and look forward to ongoing partnerships with you.

2021 Accounting and Finance Salary Survey Available!

Casey Accounting & Finance Resources has compiled updated salary data for the fields of accounting and finance. With the start of 2021 now passed and the recruitment industry getting busy, 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”.

Affirmations for Highly Motivated Workers in 2021

Looking for a little inspiration after the year that 2020 was? How about some characteristics and habits of great leaders and ways to embody them as we enter 2021? Even if you don’t manage people, you do manage YOU. So why not ditch some of the bad routines and embrace some new behaviors that will make you more productive in the workplace and have a better year.

“To be a good leader, you cannot major in minor things, and you must be less distracted than your competition. To get the few critical things done, you must develop incredible selective ignorance. Otherwise, the trivial will drown you.”

–Tim Ferriss, Bestselling Author, Host of The Tim Ferriss Show podcast

Habits to Break

First, let’s look at some habits that we should leave behind in 2020.

Jodie Cook, a social media influencer, recently contributed an article to Forbes on this topic. In the article, Cook offers these habits to break in the New Year:

  1. Snoozing your alarm – it’s a waste of time. Five minutes a day add up to 22 hours of your year.
  2. Always being switched on – we hear this quite a bit, right? This “purgatory” is messing up your sleep and your mindset.
  3. Going on autopilot – familiarity often means your brain switches to autopilot — leaving the house and driving to work. Practice being conscious and present and notice what you had missed.
  4. Being too available – if you are constantly available, you’ll train others to constantly need you. Set your available hours and be strict with them. Focus on deep work for the rest of the time. Train resourcefulness, not helplessness.
  5. Living in the future – See #3. If you’re not in the present, it’s difficult to achieve what needs to be done here and now. Dreaming is good but do that in your time off when you aren’t snoozing your alarm or being too available.

Behaviors to Embrace

Entrepreneur magazine offers a great and short slideshow on the 22 qualities that make a great leader. It’s worth looking at for ideas on what characteristics of great leaders you want to study.

Great leaders are known for confidence, focus, trustworthiness, passion, drive, and innovation to name a few. Maybe you’re looking at how you can be more patient, open-minded, positive, and persistent or how to empower others, even if you don’t manage them.

If you want to communicate where others truly listen while also improving collaboration with your colleagues, study how great leaders achieve this.

“You must love what you do. In order to be truly successful at something, you must obsess over it and let it consume you. You lead by example, not because you feel like it’s what you should do, but because it is your way of life.” — Joe Perez, Founder, Tastemade

Bring back some certainty in your life by adopting the behaviors of great leaders and maybe even influence better outcomes for your colleagues, friends, and family.

Take a moment before the end of the year and jot down how you want to start 2021. Maybe it goes a little like this:

Today is January 1st and I will __________________ because I want ____________________.

This doesn’t need to be War and Peace – just intentional. Post it at your desk and in your car. Type it into your screensaver on your laptop, tablet, and cell phone. Add it to your email signature. Update it when you want to be intentional about something else. Be accountable and believe in yourself.

Have a happy and productive 2021!

Thankful for Friends Old and New

Ralph Waldo Emerson once said, “I awoke this morning with devout thanksgiving for my friends, the old and the new.” We often have a heightened awareness of gratitude as we move into the holiday season. Grateful for friends and family, our colleagues, and our customers. We appreciate others and we spend time thanking those who are in our lives.

But what if we all cultivated an “attitude of gratitude” that extends throughout each day, month and year versus just in time for the holidays. How would you incorporate a regular practice of gratitude into your life? After all, there is plenty of scientific evidence on health benefits when practicing gratitude.

What the Experts Say

Michael Kay, founder and president of Financial life focus offers this simple yet effective way to build expressing gratitude into your life. “Ask yourself: Who am I grateful for today? Who helped add to my success or challenged my thinking? Get in the habit of expressing your thanks as you go (it’s also far easier than saving them up until the holidays). A thoughtful email or handwritten note will go a long way in showing someone you appreciate them.”

Gail Saltz, M.D., a psychoanalyst, offers this idea to feel more grateful: “list three things for which you are grateful, big and small, on a daily basis for even two weeks can make a difference in overall mood.”

Amy Collette, an award-winning author and motivational speaker, sums it up well. “Gratitude is a powerful catalyst for happiness. It’s the spark that lights a fire of joy in your soul.”

Our Best Tips on Practicing Gratitude

With that in mind, we’re sharing our best ideas, tips, exercises, and apps to help jumpstart your gratitude journey by taking a few moments to focus on all that you have.

Developing an “attitude of gratitude” is one of the simplest ways to improve your satisfaction with life.

We are forever thankful for the opportunity to serve our customers and assist our job seekers with their careers. We genuinely appreciate you and are grateful you have put your trust in us.

“Appreciation is a wonderful thing. It makes what is excellent in others belong to us as well.” – Voltaire

May life’s good things be yours.


Financial Benefits to Virtually Onboarding Employees

During this time of the coronavirus, your employees may still be working remotely. If so, then you most likely have been virtually onboarding new hires. Even if your staff has returned to the office, it may be in your best interest to continue virtual onboarding. New hires can acclimate to the culture, their responsibilities, your expectations, and company goals. They can build rapport with management, coworkers, and the organization. You can accomplish everything in a short amount of time with significant financial savings.

Here are three ways virtual onboarding can save your company money.

Free Up Time

Virtual onboarding reduces the time needed to maintain compliance and personally train new hires. Automating the paperwork eliminates the time and money needed to mail documents that must be read, filled out, signed, and returned. Since the data is efficiently collected, there’s no need to follow up on missing documents. Maintaining the information in an online database that pertinent staff members have access to means little time spent searching for data when needed. Automation allows managers and HR staff additional time to take care of other responsibilities.

Boost Productivity

Virtual onboarding lets new hires begin producing in a short amount of time. Because they learn at their own pace, employees who quickly process, retain, and implement their training are better prepared to be productive immediately. This decreases the amount of time tasks remain unfinished as employees get up to speed on their responsibilities. Because training can be done over a virtual platform such as Zoom, staff can meet with new hires without needing to go anywhere.

Strengthen Employee Retention

Virtual onboarding increases the odds of new hires remaining with your company long-term. Since automated training provides the right information at the right time, employees are able to access modules and other resources first on the schedule, then on-demand. This prevents them from becoming overwhelmed with information. Since HR can track progress and learning milestones, managers can talk with new hires if issues show up. When onboarding is automated, the employee experience is similar for each new hire. They rapidly become familiar with their tasks and company culture, begin working on their first assignment and start contributing to the team. This increases engagement and encourages the employee to continue making a difference within your organization.

Virtually Onboard New Hires

Virtual onboarding can provide your company with significant financial savings. Automation lets managers and HR spend less time personally training employees and helping them acclimate to the culture. A reduced onboarding schedule lets new hires begin producing quickly. Strengthening engagement during onboarding encourages employees to remain with your organization for the long haul.

If you need to add accounting and finance professionals to your team, talk with Casey Accounting & Finance Resources. We have top candidates ready to begin virtual onboarding and to contribute to your team. Find out more today.

Did Your Performance Management Process Change During COVID-19? Should it?

If we have learned anything from the past seven months, we’ve learned flexibility, pivoting, agility and resilience. With many employees still working remotely and with less frequent occasions to interact with their managers, tracking performance goals determined at the beginning of the year has become increasingly difficult. The pandemic most likely created a shift or change in your company’s business objectives that rendered old metrics invalid and unattainable.

Typical performance management systems don’t always address uncertain times. Fortunately, we aren’t in a pandemic very often. However, other disruptions to a business or the industry your business is in create turmoil for performance management systems and ultimately, productivity and morale.

What Options Should Companies Consider?

Here are three essential characteristics outlined by the Gallup organization.

Agile Goals

Performance management should be filled with ongoing opportunities for collaboration and adaptation throughout the review period.

Ongoing Conversation

Rather than receiving feedback once a year, managers should have and encourage a cadence for conversations, prioritization, and outcomes.

Dynamic Adjustments to Accountability and Incentives

Clearly defining expectations and creating flexible and task-based metrics as work or the environment changes helps employees understand what activities are most important to the company’s success.

Gone are the days of ‘setting it and forgetting it.’ According to Ben Wigert, director of research and strategy, workplace management and Heather Barrett, senior consultant, both with Gallup “Static performance reviews, annual goals and infrequent feedback never really cut it before the crisis, but they certainly won’t cut it now. It’s time to make a change.” They go on to say ”Now is the time to honor everyone’s contributions and challenges, and talk about how we’re going to move forward together…It’s time to burn the boats, leave old performance practices behind, and create a performance management strategy that is adaptive, responsive and calibrated to the new workplace.”

Your employees are your greatest asset and they bring their very best to work when they feel connected to the team and the mission, have ongoing conversations with their manager on strategic priorities and insights, and receive timely feedback and evaluations. We are still in uncharted territory. Seeing your workforce through this new lens can improve employee engagement and increase productivity.