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

 

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