2020 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 2020 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 “2020 Accounting & Finance Salary Survey”.

5 Accounting Trends for Hiring to Watch Out for in 2020

As we head into a new decade, the accounting industry continues to evolve. With the number of graduates entering the field continuing to decrease, the demand for accountants, especially those with specialized skills, and a number of accounting job vacancies continues to increase. Due to the changing demographics of accountants, companies need to adapt to evolve to attract new talent. Be on the lookout for these five accounting trends for hiring.

Employers Seeking Specific Accounting Skills

With the rise of automation for basic accounting tasks, employers are looking for accountants with more specialized, higher-level skills. For instance, knowledge of data analytics and cybertechnologies, critical thinking and client skills are increasingly in demand. Because these skills typically aren’t taught in college accounting courses, professionals who have them are in even greater need.

Accountants Changing Jobs More Often

With the number of available accounting jobs, more accountants will take advantage of their options for where they want to work. Many accountants will change employers to negotiate a greater income. Some will want to expand their skill set by taking on additional responsibilities, clientele or finance specialties.

Demographics of Accountants Changing

Because Millennials soon will make up most of the workforce, the demographics of people working as accountants are changing. As a result, employers need to find ways to adapt to the changes to continue to grow. For instance, owners of public accounting firms and other companies should review their last 10 hires to determine how many stayed for 5 years, how many left and why. Owners also need to determine whether they’re employing a diverse workforce to help grow their business.

Accountants Being Offered Top Perks

Along with accountants being able to negotiate higher salaries, they’re able to negotiate top perks. For instance, accountants can improve work-life balance through telecommuting, on-site daycare and formal programs that help returning employees ease back into the workplace after leaving. Accountants also may receive additional vacation days during the non-tax season, be able to leave the office earlier in Summer, or work flexible hours, including part-time.

Accounting Jobs Going Unfilled

Given the high demand for accountants and a lower number of people entering the field, a significant number of accounting positions remain unfilled. Popular reasons include lack of expertise, cultural fit and problem-solving skills. Financial analysts, internal auditors and tax and general accountants are in the greatest demand. With the difficulty of finding full-time accountants, many temporary or contract accountants are being hired to fill the openings.

Fill Your Accountant Hiring Needs in 2020

Fill your accountant jobs in Chicago, IL, with help from Casey Accounting & Finance Resources. Our extensive networking and recruitment programs identify all levels of accounting and finance candidates, including candidates with hard-to-find skills. Get in touch with us today!

Top Finance & Accounting Candidates – December

We wanted to introduce some amazing accounting professionals we have recently surfaced who are looking for new opportunities.  Each of these candidates would be a great addition to your team!

Frank –  Credit Manager CCP

Frank is available on a contract to hire and direct hire basis. He has worked within organizations ranging in sales revenue of $350M-$1B+. Frank was responsible for 28 locations in multiple states. He carried a 90 percentile in current with his locations combined and collected 101% of his receivables and carried a DSO of 30 days. He effectively collected more than $150M per year in credit payments. He is proficient with Agility and SAP.  Frank has managed and mentored up to 6 professionals.

Karolina – Accounting Manager

Karolina is a finance and accounting professional with over 10 years of leadership and global experience overseeing financial planning, budgeting, and forecasting processes, developing financial analytics, standardizing reports and processes. Carolina has significant experience collaborating with executive leadership to analyze results and translate them into successful strategies and process improvements and increased financial performance. She is available on a direct hire basis. .

Angela – Accounts Receivable Specialist

Angela has excellent communication skills and 3+ years of accounts receivable experience using SAP. Experience with collections, cash posting, financial analysis, and strong Excel skills (Pivot tables, v-look ups, macros, formulas). She is open to contract and contract to hire.

Sean – Staff Accountant

Sean possesses 10+ years progressive experience that includes; sales and use tax, month-end close, accruals, and accounts payable. Strong knowledge of SAP and MS Excel (pivot tables, lookups, formulas, sum-ifs). Sean is available on a direct hire and contract to hire basis.

Please let me know if you or someone you know would be interested in setting up a time to meet with one of the accounting professionals.

DIRECT HIRE ACCOUNTING & FINANCE EXPERTS AVAILABLE

Accounting Manager # 167794

Areas of expertise: Financial planning, budgeting, and forecasting processes, developing financial analytics, standardizing reports and processes.

Noteworthy: 10 years working with one company and has plant MFG industry experience

Available for Direct Hire roles

Bookkeeper  #167731

Areas of expertise:   High-volume A/P, A/R, and payroll. Major ERP & Payroll systems including; ADP, Great Plains, and QuickBooks.

Noteworthy:   Took office from being manual to completely computerized.

Available for Direct Hire

Accounts Receivable Specialist #167693

Areas of expertise: Accounts receivable, accounts payable, collections, cash posting, SAP

Noteworthy: 3+ years of accounts receivable experience in the logistics industry

Available for Direct Hire Roles

Grant Accounting and Contract Accounting Specialist #167778

Areas of expertise:  Budgeting, Financial Reporting, Spending Projections, Contract and Grant Administration

Noteworthy:   Financial Edge, ABM, Atlas Financial Management System

Available for Direct Hire Roles

Project Accountant  #128206

Areas of expertise:  G702, G703 from start to finish, Sworn Statements and Liens of Waiver

Noteworthy:   Processed Payroll for 600 Unions and Certified Payrolls, Excel skills include pivot tables, vlookups and macros

Available for Direct Hire Roles

Senior Cost Accountant #147082

Areas of expertise:    Inventory, Cost Accounting & Analysis, SAP

Noteworthy:  CPA with excellent communication skills, someone with advancement potential

Available for Direct Hire only

 

 

ACCOUNTING & FINANCE TEMPORARY & CONTRACT SPECIALISTS AVAILABLE

Accounts Payable Specialist # 167775

Areas of expertise:  Processed 150 invoices daily, ACH payments, and handled monthly closings processes.

Noteworthy:   SAP & Excel guru

Available for Contract and Contract to Hire Roles

Senior Property Accountant #142277

Areas of expertise:  Periodic close activities for commercial, retail, and residential properties, establishing policies and process improvements.

Noteworthy:   Managed accounting department operations on last contract assignment.

Available for Contract and Contract to Hire Roles

Cost Accountant #3539

Areas of expertise: Month-end close, budget preparation, fixed assets, financial reporting

Noteworthy: 8+ years of cost accounting experience and 6+ years of manufacturing experience

Available for Contract and Contract to Hire Roles

Payroll Manager #164999

Areas of expertise:  Full cycle multi-state payroll for 5000 employees weekly, bi-weekly and semi-monthly Noteworthy:   ADP Workforce Now, Vantage, Excel skills of pivot tables and vlookups

Available for Contract and Contract to Hire and Direct Hire Roles

Senior Accountant  #114220

Areas of expertise:  General Accounting & Cost Accounting, supervisory experience

Noteworthy:  Strong MFG background and great work history

Available for Contract-to-Hire and Direct Hire

Accounts Payable Specialist  #167705

Areas of expertise:  Full-cycle A/P, 3-way match experience

Noteworthy:  Great work history – open to Part-Time or Full-Time situations

Available for Contract and Contract-to-Hire

Hot Candidates – November 2019

ACCOUNTING & FINANCE TEMPORARY & CONTRACT SPECIALISTS AVAILABLE:

Accounts Payable Specialist # 167775

Areas of expertise:  Processed 150 invoices daily, ACH payments, and handled monthly closings processes.

Noteworthy:   SAP & Excel guru

Available for Contract and Contract to Hire Roles

Senior Property Accountant #142277

Areas of expertise:  Periodic close activities for commercial, retail, and residential properties, establishing policies and process improvements.

Noteworthy:   Managed accounting department operations on last contract assignment.

Available for Contract and Contract to Hire Roles

Cost Accountant #3539

Areas of expertise: Month-end close, budget preparation, fixed assets, financial reporting

Noteworthy: 8+ years of cost accounting experience and 6+ years of manufacturing experience

Available for Contract and Contract to Hire Roles

Payroll Manager #164999

Areas of expertise:  Full cycle multi-state payroll for 5000 employees weekly, bi-weekly and semi-monthly Noteworthy:   ADP Workforce Now, Vantage, Excel skills of pivot tables and vlookups

Available for Contract and Contract to Hire and Direct Hire Roles

Senior Accountant  #114220

Areas of expertise:  General Accounting & Cost Accounting, supervisory experience

Noteworthy:  Strong MFG background and great work history

Available for Contract-to-Hire and Direct Hire

Accounts Payable Specialist  #167705

Areas of expertise:  Full-cycle A/P, 3-way match experience

Noteworthy:  Great work history – open to Part-Time or Full-Time situations

Available for Contract and Contract-to-Hire

 

DIRECT HIRE ACCOUNTING & FINANCE EXPERTS AVAILABLE:

Accounting Manager # 167794

Areas of expertise: Financial planning, budgeting, and forecasting processes, developing financial analytics, standardizing reports and processes.

Noteworthy: 10 years working with one company and has plant MFG industry experience

Available for Direct Hire roles

Bookkeeper  #167731

Areas of expertise:   High-volume A/P, A/R, and payroll. Major ERP & Payroll systems including; ADP, Great Plains, and QuickBooks.

Noteworthy:   Took office from being manual to completely computerized.

Available for Direct Hire

Accounts Receivable Specialist #167693

Areas of expertise: Accounts receivable, accounts payable, collections, cash posting, SAP

Noteworthy: 3+ years of accounts receivable experience in the logistics industry

Available for Direct Hire Roles

Grant Accounting and Contract Accounting Specialist #167778

Areas of expertise:  Budgeting, Financial Reporting, Spending Projections, Contract and Grant Administration

Noteworthy:   Financial Edge, ABM, Atlas Financial Management System

Available for Direct Hire Roles

Project Accountant  #128206

Areas of expertise:  G702, G703 from start to finish, Sworn Statements and Liens of Waiver

Noteworthy:   Processed Payroll for 600 Unions and Certified Payrolls, Excel skills include pivot tables, vlookups and macros

Available for Direct Hire Roles

Senior Cost Accountant #147082

Areas of expertise:    Inventory, Cost Accounting & Analysis, SAP

Noteworthy:  CPA with excellent communication skills, someone with advancement potential

Available for Direct Hire only

 

 

Find a Great Career Mentor in Your Own Office with These 3 Tips!

Providing mentors for employees is a key part of helping them move forward in their careersMentors provide insight into getting promotions, solving problems, learning from mistakes and more. Because finding the right mentor and knowing how to ask for guidance can be challenging, it is in your best interest to determine which seasoned employees are up for the task and let employees know whom they may ask for help. Here are three tips for finding great career mentors in your office.  

Determine the Qualities of a Great Mentor 

The best mentors make a significant difference in mentees’ careers. They offer support and motivation for all types of circumstances and answer questions about career transitions and challenging situations. Top mentors listen more than they talk and help mentees navigate toward solutions and next steps. They help mentees learn from their own mistakes and hardships as well as successes. True mentors provide honest feedback and constructive criticism to help mentees improve performance and reach high expectations. They influence mentees to become strong, confident, thoughtful leaders by leaving their comfort zone and reaching their full potential. The best mentors establish relationships based on mutual respect, trust and support, cultivate acceptance and open communication. Top mentors enjoy learning from mentees with different backgrounds and watching them grow in their careers    

Remember That a Mentor May Work in a Different Department 

As long as the mentor takes an interest in a mentee’s career goals, their activities outside the office, and how the mentor can assist with career development, they should be a good fit. The mentor’s main focus should be the mentee’s long-term success and development, not just their job responsibilities. Relationships need to develop organically for the best odds of being successful.  

Ask Seasoned Employees to Become Mentors 

Find out which seasoned employees want to mentor less experienced coworkersBe sure that employees seeking a mentor can demonstrate why mentorship will benefit their career development and what they want to gain from mentoring. Examples may include supporting career goals and offering sound career path advice, or taking with someone who has subject matter expertise to help navigate a specific problem. Also, teach employees to properly reach out to potential mentors. They may start by mentioning they admire the coworker’s work or career trajectory and ask whether they can request advice on their own career. If the potential mentor agrees, they can sit down for a discussion. If things go well, they may set up a recurring meeting for a set amount of time every few months or so  

Find Top Accounting and Finance Professionals 

As a top Schaumberg employment agency, we provide innovative and creative solutions to help achieve your talent management goals and objectives. Connect with our accounting and finance recruiters today! 

Show Your Finance Boss You’re Ready for More Responsibility With These Tips!

After investing several years into your finance career, you are ready for more responsibility. Let your manager know you want to take on additional leadership roles and move up in the organization. Show you are management material because of your attitude and willingness to do more than what your job description calls for. Follow these guidelines to work toward promotion.

Communicate Your Career Goals

Sit down with your manager to share your career goals. Let them know where you see yourself in six months to a year. Ask for opportunities to help you grow and keep you on track for achieving your goals. Your manager may be able to assign special projects to help you build new skill sets for a more advanced role or put in a good word for you when an opportunity for advancement arises.

Solve Problems

When a problem comes up, actively work to solve it. For instance, rather than telling your manager about an issue and waiting for a solution, strategically think about what needs to be done, share your plan with your manager, and take action. Or, if you believe there are ways to more efficiently complete your work, test your solutions and present your manager with your results. Show that you take the initiative to further your company’s success.

Be a Team Player

Focus on collaboration whenever possible. Employers want workers who are committed to the team and the greater good of the company. Going above and beyond makes you stand out when it comes time for promotion. For instance, volunteer to help with things before being asked. And, take on additional tasks because you want to rather than for immediate reward.

Continue Learning

Find learning opportunities both in and outside the office. Show you are serious about your career and take action to get to where you want to go. For instance, ask to be put on projects with other departments, participate in monthly webinars, or attend conferences.

Document Your Success

Write down the value you bring to your employer. Leadership wants to see you are invested in the business, why you are successful and how you improved the company. Create a working portfolio of what you accomplish throughout each year. Once you complete a project or set a personal or company record, document it. Focus on the most important details, including how you enhanced the bottom line, put the business in a good light, demonstrated innovation or showed loyalty to the company.

Boost Your Finance Career With Help From a Leading Chicago Employment Agency

To find your next accounting or finance position, connect with leading recruiting experts today!

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4 Ways to Build a Culture of Accountability

Having a culture of accountability means that results are communicated and understood by everyone. When mistakes are made, employees work to solve the problem and learn how to do better. They feel a sense of ownership in company results and do what it takes to attain their goals. Because top professionals want themselves, and others, to be held accountable, here are four ways to build a culture of accountability.

Hire Accountable People  

How individuals perform affects how the team performs. Because accountability comes from the top, you want solid, consistent leaders who demonstrate and reward accountable behaviors in themselves and others. When interviewing, look for candidates who take responsibility. Because past behavior is the greatest predictor of future behavior, look for each candidate’s previous actions and their results to determine how they may perform under similar circumstances. For instance, which types of roles did the candidate hold in the past? Did they seek out leadership positions in school, personal pursuits or previous jobs? Ask for specific situations where the candidate showed accountable behaviors, such as when they failed at something despite careful planning. Find out what they learned, how they resolved the situation, and what they would do differently in a similar situation. Or, ask about a time when the candidate honored a commitment or did the right thing despite the fact that the action resulted in personal hardship. Listen to determine whether the candidate blamed someone else, made excuses, or took responsibility for the outcome.

Set Clear Expectations and Goals

Clarify your company’s expectations and goals so employees know exactly what they are working toward. Include measurable milestones to determine whether those expectations are being met. Let employees have a say in goal-setting to provide a sense of buy-in for the results. Ensure the goals are SMART: specific, measurable, achievable, relevant, and time-constrained. Make sure progress and results are regularly measured, tracked and reviewed with employees, such as at weekly or monthly meetings, to determine whether each employee and the team are on track or changes need to be implemented. Delegate a proper amount of authority to employees whose key decisions will affect team results.

Fix Issues Rather Than People

When issues arise, focus on resolving them rather than placing blame. People initially may feel vulnerable and become defensive knowing they’re being held accountable for their results. Help them feel safe by addressing the issue rather than who caused it. If an expectation isn’t met, talk with employees about how they can perform better. Help them create an action plan to address the deficiency. Provide coaching as needed.

Find Accountable Professionals With a Top Chicago Employment Agency

Casey Accounting & Finance Resources has the professionals you need when you need them. Get in touch with us today to fill your staffing needs!

 

chicago-accounting-staffing

Spring into Hiring New Talent for your Team!

At Casey Accounting & Finance Resources, we are continuously surfacing star performers in Accounting and Finance who are ready for their next career challenge.  Are you ready to grow your team?  Below is a listing of some of the top professionals we have identified who are available to join your team!  Call us today.  We would be happy to start a search for the talent you need in today’s competitive work environment.

TITLE:  CHIEF FINANCIAL OFFICER  #166418

Areas of expertise:  Mid-size public and privately held Manufacturing & Distribution Industry background

Noteworthy:   Great work history!  MBA/CPA experience with oversight of finance, HR, Warehouse and IT

Available for Direct Hire

TITLE:  SENIOR ACCOUNTANT  #127667

Areas of expertise:  Deltek software, Month-end close and reporting, reconciliations, variance analysis

Noteworthy:   BA in Accounting and experience in professional services and financial services industries

Available for Contract to Hire or Direct Hire

TITLE:   PAYROLL SPECIALIST  #1042536

Areas of expertise:  ADP Workforce Now for up to 2,000 employees on a bi-weekly, monthly basis on a multi-state basis.

Noteworthy:   4 years not-for-profit and 13 years of experience in retail. Her previous role just outsourced out of state.

Available for Contract, Contract to Hire and Direct Hire

TITLE:   ACCOUNTING MANAGER or Accounts Payable Supervisor  #131738

Areas of expertise:  Global accounts payable experience, Supervises up to 10 employees, MS Dynamics Great Plains expertise, post-acquisition accounting integration.

Noteworthy:   Great career progression!

Available for Direct Hire Roles

TITLE:   SENIOR ACCOUNTANT #166607

Areas of expertise:  Analytical skills and knowledge of financial accounting (GL, A/R, A/P), financial reporting, and budgeting

Noteworthy:   MBA with ten years of transferable skills in multi-tasking project work in accounting, analysis, business development and customer relationship management across a variety of industries in USA and Europe. QuickBooks & Excel expert (PivotTables and lookups)

Available for Direct Hire Roles

TITLE:  ACCOUNTING MANAGER #122189

Areas of expertise:  US GAAP, IFRS and Statutory Insurance Reporting A/P, A/R, Bank and Inter-company Reconciliations, and Forecasting, Budgeting and Financial Trending Analysis

Noteworthy: Created a customizable report for both foreign and domestic reinsurers to consolidate their global financial statements as well as to provide detailed analysis for service contract, insurance and extended warranty program clients. Proficient in MS word and Excel (PivotTables and V lookups)

Available for Direct Hire Roles

Title: UNDERWRITING SPECIALIST #166542

Areas of expertise: Processing and underwriting new business, account recovery, invoices

Noteworthy: Pursuing CPCU accreditation with The Institutes, 4+ years of insurance underwriting experience, in her most current role she was promoted after a year from an Underwriting Services Specialist to an International Underwriting Specialist.

Available for Contract, Contract to Hire and Direct Hire Roles

Title: CONTROLLER  #166624

Areas of expertise: Budgeting, asset valuation, financial analysis, forecasting

Noteworthy: CPA completed, great work history, 5+ years of real estate experience, In his most recent role he managed and improved Central Region’s annual budgeting, semi-annual forecasting and Net Asset Valuation process for more than 100 properties with over 14 million square feet representing more than $2 billion in Net Asset Value

Available for Contract, Contract to Hire and Direct Hire Roles