The Name of the Game is Flexibility

If there is one thing we have learned through the COVID-19 pandemic, it is flexibility. There are countless examples of companies who are adapting their business operations, determining what work options employees have, and addressing ongoing or new project needs, to name a few. It’s not for the faint of heart, but strong business leaders have adapted well and companies with strong employee cultures are navigating how to keep remote workers engaged.

We’ve talked about how to keep employees as safe as possible in the work environment and we’ve talked about interview and onboarding practices when your workforce is offsite. What about when your business needs require the addition of employees or you’re hearing from current employees that they need more flexibility? Work still needs to be done, but the pandemic and business landscape continue to shift. What are the options?

And now that we realize this pandemic isn’t going away any time soon and kids are still in remote learning or hybrid academic environments, employees are also reviewing their options. Let’s face it. It was hard enough to work from home and help with homeschooling this spring. Rather than lose valuable employees, what if there were more creative ways to address your employee’s needs and your hiring needs? There is!

Working with our team, you have most likely used our services to fill both direct hire and temporary positions. Rather than jump further into the deep end of the pool of uncertainty, it seems logical that filling open positions with temporary workers makes the most sense. Plus, with most companies still allowing work-from-home options, your talent pool has grown exponentially. There is lots of potential to tap into from unemployed workers who aren’t even located nearby. Let’s snap up that talent. What a great position to be in.

How to Creatively Manage the Budget and the Workload

Here are some options and ideas to consider:

First, talk to your employees about any struggles they are having. Determine if there is a way to offer more flexible schedules or fewer hours. Help them address their family needs while keeping their job and getting work done.

Second, if you reduced your workforce earlier this year, look at that pool of former employees to see if some of them could fit well into the new flexible work schedule. Figure out what is being offloaded by current employees needing flexibility and/or fewer hours and determine who are the good candidates to handle the work. After all, they know the company and culture and would still make a great addition without bringing them back onto your payroll full-time.

Temp, Temp-to-Hire, Direct Hire and … Direct Sourcing

Besides temporary, temp-to-hire and direct hire opportunities, another option to consider throughout the pandemic is direct sourcing. This term is commonly referred to as the process by which you source the candidate or a member of your internal staff, and those “employees” are placed on our payroll. This might help with budgeting as you already have found the candidate, but you are uncertain how long you will need them. It’s the best of both worlds and here is how it might work for you.

In the previous example of a current employee who wants more flexibility or fewer hours, you could work out an arrangement where he or she switches over to our associate as a temporary. Then, if you have an employee who was furloughed who is also available to pick up the rest of the work, that employee can become our associate as well. The temporary needs can fluctuate based on the workload. When things improve and the pandemic is behind us, you can decide which associates convert to your payroll.

According to Staffing Industry Analyst’s Workforce Solutions Buyer Survey 2019 report, 26% of employers use direct sourcing today and 41% plan to seriously consider it within the next two years.

Being agile will win in the long term. Let us help you with your business strategies and develop the best blend of hiring options for you today and into the future.

Recognizing Mistakes Can Positively Impact Employee Performance

Employees make mistakes from time to time. Perhaps they don’t clearly understand what you want them to do.  Maybe they didn’t thoroughly consider all the information or potential results before making a decision. When mistakes occur, it’s your managerial duty to decide how to handle the situation. You need to take steps that involve the employee’s input for finding a solution and creating lasting change in their behavior.

Follow these suggestions to effectively talk about employee mistakes and improve performance.

Ask Questions

Come up with questions aimed at changing future behavior. For instance, “If we did this project again, what could we do differently to change the results?” Or, “How could I have better supported you and your team?” Ask the employee to get back with you the next day with their thoughts. This encourages them to focus on finding solutions rather than a new job.

Provide Feedback 

Give the employee feedback about the problem. They may need more information about a situation in order to change their behavior. Use “I” statements rather than “you” statements. For instance, instead of saying, “Can I give you some feedback?” say, “Here’s my reaction.” Rather than suggesting, “Here’s what you should do,” try, “Here’s what I would do.” Instead of saying, “You should do X” when asked for advice, respond with, “What do you feel you’re struggling with, and what have you done before that worked in a similar situation?”

Use the 8D Model

For a higher-level mistake, implement the 8D Model to modify employee behavior. The D stands for discipline, meaning an area of study or influence. This model encourages the team to understand the problem and provide an answer. Begin by planning the time, people, and resources required to resolve the issue. Choose individuals with diverse skill sets and product/process knowledge. Define the who, what, where, when, why, and how of the problem. Create and implement a temporary solution to contain the issue. Use tools such as cause-and-effect diagrams to determine the root causes of the problem. Create a permanent, systemic solution that addresses the root cause. Implement the corrective actions, then verify their effectiveness. Focus on areas of the solution that need work, then modify practices, procedures, and management and operation systems to address potential issues in the future. Recognize your team’s efforts in solving the problem.

Improve Employee Performance

Your employees won’t change their ways if you simply tell them what they’re doing is wrong. You need to ask questions, provide feedback, or use another effective method to enhance employee behavior and bring about lasting change.

When you need to hire top accounting and finance professionals in Rolling Meadows, turn to Casey Accounting & Finance Resources. We match you with candidates who have the skills and experience needed to solve problems. Get in touch with us today.

2020 Mid-Year Accounting and Finance Salary Survey Available!

Casey Accounting & Finance Resources has compiled updated salary data for the fields of accounting and finance. Having passed the middle portion of 2020, 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 “2020 Mid-Year Accounting & Finance Salary Survey”.  Enjoy the rest of the summer!

4 Ways to Get Your Employees Involved in Corporate Culture

Investing time and energy into designing a unique, effective corporate culture results in a positive employee experience. Encouraging staff to get involved in creating and exhibiting your company mission, vision, and values promotes buy-in and improves engagement. Workers perform their best when who they are as people is reflected in what they do for a living. Having an attractive culture makes others want to work for your organization.

Choose among these ideas to involve your employees in corporate culture.

Emphasize Employee Stories

Show what it’s like to work for your company through employee experiences. You may decide to create a Culture Book filled with staff members’ definitions of corporate culture in their own words. Team members sharing what they enjoy most about working for your organization provides transparency, honesty, and authenticity that job candidates find attractive. Include a mix of videos on your website and social media posts featuring employee stories that highlight your culture.

Set Up an Informal Team Meeting with New Hires

Schedule a time for your new hire to meet with your team in a relaxed setting. Getting together in a low-key environment provides space to develop true connectedness and friendship. Integrating work and life promotes lasting relationships among colleagues. Staff can learn from each other, ask for guidance, and build camaraderie and trust. This can extend to one-on-one meetings for coffee or lunch to further get to know others on a personal basis.

Demonstrate How Employees Live Corporate Culture

Include staff in specific activities that exhibit your company’s mission, mission, and values. This may be through giving out WOW cards with a company value on each. Employees hand a card to one another when they see someone demonstrating a specific value. This peer-to-peer recognition emphasizes core values as part of everyday behavior. If physical health is a company value, offer bonuses to employees who participate in internal wellness events such as a 5K, fitness classes, health screenings, smoking cessation programs, or an on-site fitness center.

Create an Employee Facebook Group

Encourage a sense of community among employees by creating an employee Facebook Group. Everyone can keep in contact and see what others are up to, both personally and professionally. They can share videos, family pictures, events they’re hosting, and more. Employees can welcome new hires, share important information, and help them get acclimated.

Find Top Accounting and Finance Professionals

Involving employees in corporate culture encourages buy-in to the organization. When staff talk and behave in alignment with company mission, vision, and values, it creates an atmosphere conducive to productivity, engagement, and company loyalty. Attracting top talent to your organization keeps your company competitive.

If you’re looking for experienced accounting and finance candidates, reach out to Casey Accounting & Finance Resources. Being named one of Chicago’s Best and Brightest Companies to Work For® shows our innovative and thoughtful approach to sourcing and placing qualified candidates. Learn more about our process today.

 

How to Handle Hiring and Candidate Onboarding Virtually – Now and in the Future

Companies have used technology to conduct virtual interviews for a decade or more. With COVID-19 changing the work world, we are seeing the interview process, candidate onboarding, and new employee engagement go virtual in the last month. If your organization has been doing virtual interviewing sporadically, it is time to invest in the technology that will keep your recruiting and hiring processes going today and possibly as the preferred method to the more traditional process.

Charles Hipps of OLEEO recently shared the results of a recent informal poll of 70 Talent Acquisition leaders on the effect of COVID-19 on their recruiting:

  • 25% said COVID-19 had not impacted recruiting plans
  • 61% said it had slowed their pace of recruiting
  • 14% said they had paused recruiting

As social distancing becomes the norm, the multi-visit interview process is out. Now we are seeing recruitment “job fairs” via webinars, assessments and training, signing of hiring paperwork, and employee onboarding and introduction to the team – all conducted virtually.

Where to Find Candidates?

With unemployment quickly climbing, you would think that the candidate pool would be filled with job seekers. That might not be true, especially if candidates are unable to either work from home or perform a job in the public. Or, your typical criteria for a position is altered due to the current pandemic.

The first place to look is to tap into your current talent network, including current and past employees, friends, and family. Also, consider candidates who weren’t a perfect fit in the past whose skills are in line with your current needs.

One key aspect of virtual hiring and work-from-home practices is to ensure that the candidates you are interviewing will adapt easily to this new norm. Recruiting Daily advises to make the virtual interview process as comfortable as possible, advise candidates to be appropriately dressed and not to read from scripted answers, watch body language and vocal inflection, as well as non-verbal cues. Some companies are developing pre-interview questions that the candidate answers by recording, and then submit a video. This is just one way to automate the screening process before conducting the online interview.

“In the middle of every difficulty lies opportunity.” – Albert Einstein

Hipps noted that “In today’s highly changeable economic environment, it’s time to rethink or even forget traditional recruiting tactics, and to adapt new techniques to turn difficulty into opportunity. This is a defining moment for talent acquisition teams.”

Our recruiting experts are available to assist you in all your hiring needs. Calls us today to discuss how to adapt your processes to hire the candidates that will fit well in this new normal.

Coronavirus Update For Our Clients

March 12, 2020

Dear Valued Customer:

The coronavirus situation is highly fluid. As a valued client, we want to take this opportunity to inform you that we are staying abreast of public health information and guidelines and will continue to monitor and assess the actual and potential impact on our clients, temporary associates and contractors, and staff employees.

The well-being of our staffing community and neighbors is paramount to us. We will continue to share up-to-date developments, as necessary. We are following government and health organization web sites and we encourage you to review the same. Many of the most commonly suggested preventive measures are inexpensive and easy to obtain. These web sites include:

U.S. Centers for Disease Control and Prevention (CDC)

We trust you are advising your employees similarly and that you will apply the recommended safety policies outlined in the links above. We will stand together to navigate this public health challenge and further the well-being of everyone.

Should you wish to discuss this issue or have any questions, please let your local representative know, or feel free to contact our Director of Insurance and Risk ManagementAnissa Wieck, at awieck@cssitalent.com.
As always, I am also a phone call away and welcome your direct input or suggestions.

Sincerely,
Steven R. Drexel
President & CEO

Coronavirus Update For Our Employees

March 12, 2020

Dear Employee:

The coronavirus situation is highly fluid. As a valued member of our team, we want to take this opportunity to inform you that we are staying abreast of public health information and guidelines and will continue to monitor and assess the actual and potential impact.

The well-being of our staffing community and neighbors is paramount to us. We will continue to share up-to-date developments, as necessary.
Please take a moment to update your contact information by going to www.cornerstone-staffing.com and clicking on My Cornerstone. You can update your contact information by clicking on “Personal Info” and then “Contact Method.”

We are following government and health organization web sites, and we encourage you to review the same. These web sites include:

U.S. Centers for Disease Control and Prevention (CDC)

World Health Organization (WHO) – https://www.who.int/emergencies/diseases/novel-coronavirus-2019

Occupational Safety and Health Administration (OSHA) – https://www.osha.gov/SLTC/covid-19/

Based on guidance from the U.S. Centers for Disease Control and Prevention, we encourage you to:

  • Avoid close contact with people who are sick; Stay home when you are sick
  • Avoid touching your eyes, nose, and mouth
  • Cover your cough or sneeze with a tissue, then throw the tissue in the trash
  • Clean and disinfect frequently touched objects and surfaces using a household cleaning spray or wipe
  • Not wear a face mask unless you show symptoms of respiratory illness, including COVID-19
  • Wash your hands often with soap and water for at least 20 seconds, especially after going to the bathroom; before eating; and after blowing your nose, coughing, or sneezing (if soap and water are not readily available, use an alcohol-based hand sanitizer with at least 60% alcohol)

We trust you are already following the guidance and will apply the recommended safety policies outlined in the links above. Many of the most commonly suggested preventive measures are inexpensive. We will stand together to navigate this public health challenge and further the well-being of everyone.

Should you wish to discuss this issue or have any questions, please let your local branch representative know.

Sincerely,
Steven R. Drexel
President & CEO

Hot Candidates – March 2020

Payroll Specialist – #166567:  

Strong ADP experience including Workforce Now and ADP Enterprise.  Has processed multi-state payroll for up to 5,000 employees.  Great personality!  Available for CONTRACT or DIRECT HIRE

 

Senior Accountant – #114220:

Strong mix of General Accounting and Cost Accounting experience within manufacturing industry.  Bachelor degree in Accounting. Available for CONTRACT or DIRECT HIRE

 

Accounting Manager – #152601:  

Hands-on manager with experience supervising a team of 5.   Strong analytical skills and experience implementing internal controls. DIRECT HIRE

Should I Stay, or Should I Go? Are Intentional Job Hoppers Good Hires?

There was a time when employees expected to work for one company for years, if not their entire career. It showed stability and loyalty and you were rewarded for spending your career providing value to that company. Likewise, HR valued loyal employees versus job hoppers. The stigma with job hoppers was they probably don’t get along with others, can’t meet the job requirements, are unfocused, and/or not committed to the company.

Is there still some value in the 20th century HR wisdom regarding job hoppers as taboo, or is there a strong case for considering the 21st-century intentional job hopper? If we told you that today’s job hoppers had excellent soft skills and expertise, were laser-focused, and committed to adding value to your company? Would that change your mind? Today’s intentional job hoppers are driven to succeed and switch jobs frequently to chart their career path. Not because the work isn’t interesting or they don’t perform well, but because the next opportunity offers growth potential, new responsibilities, better salary and incentives. Those are powerful motivators to consider a job move.

We all know that when unemployment numbers are low it’s a candidates’ market. They are in the driver’s seat, have more negotiating power and quite honestly, don’t need your job. On the other hand, you are trying to fill a key position in your organization and you’re actively seeking strong candidates to join the team. So, if a job hopper’s resume came across your desk today, would you give that candidate as much consideration as a non-job hopper? We say, “yes you should!”

With diverse experiences and a variety of skills accumulated, job hoppers are agile, ever evolving and can quickly adapt to your environment to bring immediate value. In this decade of the “roaring 20s” job hoppers may bring the best perspective you might need to edge out the competition.

Gen X (Millennials), Gen Y and Gen Z are the most likely generations to job hop. A recent Gallup report reveals that half of the millennial generation – born between 1980 and 1996 – are unattached to organizations meaning they do not see a future with a company. Only three in 10 are emotionally and behaviorally engaged in their job and company. As Gen Y enters the workforce, job-hopping is becoming the norm. Baby Boomers used to be the least likely generation to job hop but that, too, is changing.

What are Job Hoppers Seeking?

Besides an increase in earnings and growth opportunities, common reasons people quit include:

  • Poor management
  • Little or no employee recognition
  • Flexible work/life balance
  • No company culture, or a toxic culture

What Can You and Your Company Gain by Hiring Job Hoppers?

When considering the resume of a job hopper, ask yourself what you will gain by hiring this candidate:

  • They are often top performers.
  • They manage change well, are highly adaptable and ramp up quickly.
  • They are confident and risk-takers.
  • They bring useful perspectives from previous job experiences.
  • They have a strong network.

The business world keeps shifting. Generational changes in the workforce along with the gig economy are have hiring managers revising how they perceive job hoppers. Don’t overlook the benefits they might bring to your business development objectives.

Your HR department is instrumental in recruiting the strongest candidates for your open positions. Is hiring a job hopper a good idea? Casey Resources knows the right questions to ask to differentiate a star performer from a poor candidate. Call us today.

 

Casey Resources Wins Best of Staffing 2020

We just wanted to send a big “thank you!” to all our clients and associates who took the time back in the Fall to fill out a satisfaction survey from independent research firm, ClearlyRated. Our Net Promoter Score (NPS) of 81.3% for Client Satisfaction is significantly higher than the staffing industry’s average of -2%!, and 72.2% for Talent Satisfaction is significantly higher than the staffing industry’s average of 24%.

This is the seventh consecutive year we achieved ClearlyRated’s Best of Staffing for Client Satisfaction and Best of Staffing for Talent Satisfaction awards, and the third year we have achieved its Diamond level. We appreciate your great partnership and look forward to continuing to serve you with outstanding support. #BestofStaffing #WorldClassService