Must Reads and Podcasts on Managing Yourself and Your Career

Looking for some ideas on how to better manage your life and/or change, advance, or manage your career? We wanted to offer our list of books or podcasts to consider. Hopefully, you’ll find ideas, action items, tips, and hints that you can put into practice.

“An investment in knowledge pays the best interest.” – Benjamin Franklin

Podcasts

Check out these podcasts compiled by Alexandra Nemeth, Senior Manager, Content Marketing & Storytelling at MovingWorlds. Add a favorite to your playlist.

  1. Squiggly Careers is a weekly podcast to help you take control of your career development. Hosts Sarah Ellis and Helen Tupper cover all things work: from how to manage stress and overcome your confidence gremlins to micro-aggressions and discovering your strengths.
  2. Happen To Your Career is a podcast for anyone thinking, “there has to be something out there that’s better.” Host Scott Anthony Barlow provides the inspiration, tools, and roadmaps to move from where you are to work that matters to you and uniquely fits your strengths and talents.
  3. Pivot with Jenny Blake, author of Pivot: The Only Move That Matters Is Your Next One, you’ll learn how to embrace fear, insecurity, imperfection, and intuition as the superpowers they are while pivoting.
  4. The Career Warrior Podcast’s goal is to help job seekers land their dream jobs and to help them live their best life.
  5. In Career Talk, host Stephanie Dennis is on a mission to empower people to take control of their careers by offering holistic career advice. Topics include job hunting, career development, dealing with a bad day, perfecting your resume, preparing for an interview, and more.
  6. In The Marie Forleo Podcast, Marie and her guests share actionable strategies for greater happiness, success, motivation, creativity, productivity, love, health, contribution, and fulfillment — often with a lot of laughs.
  7. In Switch, Pivot, or Quit, host Ahyiana Angel offers an intimate look at navigating career transitions on your own terms, with candid conversations for when you’re deciding if you need to Switch, Pivot, or Quit.
  8. Hosted by Mel Savage, former senior Fortune 500 Executive turned Founder and CEO of The Career Reset, this podcast is your one-stop shop for creating a career that gives you meaning and purpose and still pays the bills.
  9. The Evolved Career is a podcast meant to inspire, entertain, teach and motivate you to move forward powerfully and confidently to get the career and the life you want.
  10. The Career Change Maker podcast helps you answer questions like: How do I find my dream job? How do I change careers? How can I pivot without taking a pay cut? Is now really the right time for a career change? Each week, host Janine Esbrand brings you career change tips, strategies, and inspirational stories that can help you to get unstuck and transition into work that you love.

And here is a bonus podcast, Women @ Work. Hosts Amy Bernstein and Amy Gallo have conversations on where we’re at and how we move forward.

Books

In a Forbes article, Laura Garnett, author of Find Your Zone of Genius and The Genius Habit, shares her top reads for navigating challenging times.

  1. The Hard Thing About Hard Things: Building A Business When There Are No Easy Answers By Ben Horowitz
  2. Grit: The Power Of Passion and Perseverance By Angela Duckworth
  3. More Than Enough: Claiming Space For Who You Are (No Matter What They Say) By Elaine Welteroth
  4. Presence: Bringing Your Boldest Self To Your Biggest Challenges By Amy Cuddy
  5. How We Make Stuff Now: Turn Ideas Into Products That Build Successful Businesses By Jules Pieri
  6. The ONE Thing: The Surprisingly Simple Truth Behind Extraordinary Results By Gary Kelly And Jay Papasan
  7. The Third Door: The Wild Quest To Uncover How The World’s Most Successful People Launched Their Careers By Alex Banayan
  8. Barking Up The Wrong Tree: The Surprising Science Behind Why Everything You Know About Success Is (Mostly) Wrong By Eric Barker
  9. Switchers: How Smart Professionals Change Careers—And Seize Success By Dr. Dawn Graham
  10. Go Put Your Strengths To Work: 6 Powerful Steps To Achieve Outstanding Performance By Marcus Buckingham
  11. The Dip: A Little Book That Teaches You When to Quit (and When to Stick) By Seth Godin

A bonus book is from Marshall Goldsmith, What Got You Here Won’t Get You There: How Successful People Get Even More Successful.

Career and life inspirations come in many forms. Perhaps there is something in these lists that inspires you or helps you inspire others. Enjoy!

2021 Mid-Year Accounting and Finance Salary Survey Available!

The labor market remains to be very tight across the board! It is just not direct-hire but contract-to-hire and contract roles.

Casey Accounting & Finance Resources has compiled its July 2021 salary data for the fields of accounting and finance. Recruitment is really heating up, and job postings are plentiful. The war for talent is on so, 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”.

Gen Z’s Workplace Expectations Are Different From the Generations Before Them

The May 2021 jobs report showed encouraging news that the job market is continuing to recover and has picked up some additional momentum. As the country begins to ramp up from the COVID-19 pandemic, the number of job postings increases. Companies of all sizes are looking to add employees in temporary, temp-to-hire, and direct hire positions.

While these jobs require various amounts of experience, many job postings look for candidates with approximately two to four years of experience. Generation Z, those 18-22 years old, are beginning to enter the workforce. For hiring managers, it’s important to know how Gen Z will fit into the company culture and what they expect a company to offer. It’s become a special kind of balancing act with generations spanning from Gen Z to Baby Boomers in the workplace. Here are some tips on how to navigate the generational gaps to put your company at a competitive advantage while addressing the unique motivations of this emerging group of workers.

Article Highlights:

  • Gen Z Candidates Are Qualified
  • What Benefits Attract Gen Z
  • Gen Z Expectations and Motivations
  • Recruiting and Onboarding Gen Z
  • Working in Teams
  • Giving Feedback
  • Getting it Right From the Start

Professional Experience

It’s hard to believe that Gen Z candidates bring experience to the workplace because they are so young. The Gen Z generation is highly ambitious. According to Ryan Jenkins, a Millennial and Gen Z Expert, 55 percent of Gen Z feel pressure to gain professional experience in high school. This generation already participates in internships before college and tests the waters on what type of career is meaningful to them. With that in mind, when they graduate from college, they typically come with several years of workplace experience that may be a good fit for your open jobs. Jenkins also states that 84 percent of Gen Z believe that they have the skills necessary to be successful in a professional environment. Reinforcing that data, Pew Research finds that Gen Z job candidates are the most highly educated generation.

Jenkins goes on to say that 56 percent of Gen Z would rather write their own job description than being given a generic one. With the experiences they gain in high school and college, Gen Z candidates are clear about being the boss of their career growth and advancement. They want their work to have meaning for themselves and society.

Top Benefits Gen Z Looks For

According to a Zippia survey of 1,000 American job seekers, health insurance, the option to work remotely, and retirement benefits top the list for Gen Z. Jenkins adds to the list a competitive salary and a boss they respect. They are also looking for flexibility, longer breaks, employee assistance programs, and open communication because these candidates are also four times more likely to experience anxiety. The World Health Organization states, “Stress is a health epidemic of the 21st century.”

Gen Z believes it’s fine to leave a job in less than a year of employment if advancement opportunities are lacking and work-life balance is nonexistent. It’s no surprise then that Gen Z finds authenticity and transparency crucial to a robust work environment. They want to be kept in the loop via top-down communication via mobile phone as they continue to grow their career and determine what projects interest them.

How Gen Z Job Candidates Find YOU?

That’s right, Gen Z candidates find you.

  • Recruiting
    • When Gen Z is on the hunt for a job, like most job seekers, they scour job sites. However, Gen Z values the opinions of friends and family and other connections on social media. Your company’s level of diversity and corporate social responsibility policies and practices play an important role in whether they have an interest in working at your company.
    • Long, complicated interview processes are a turn-off.
    • Some Gen Z applicants want to work in teams, while others prefer to get the job done on their own. It will be important to know how a candidate fits the culture of the company and the job expectations because they will most certainly be asking these questions to gauge whether you’re a match for them.
  • The Onboarding Experience
    • Rea Regan, the Head of Content at Connecteam – developers of an all-in-one employee app, suggests setting the tone the moment your Gen Z employee steps foot in your company. Introduce them via a company-wide email or text with a photo and fun facts. Place training materials in an app or through a document-sharing program so they can learn at their own pace and review materials as needed. Hiring managers can monitor progress via a notification through the app.

Working in Teams vs. Working Alone

The experts differ in opinion on this subject. Many suggest that Gen Z thrives on the diversity and inclusion of a collaborative environment across generations and feels more engaged with individuals because of their different ideas, experiences, and perspectives. For these Gen Z candidates, their personality may hold more weight over their experiences if the position they are interviewing for requires team collaboration. On the other hand, several experts suggest that Gen Z candidates prefer working alone, in their own space, and believe they are the right person to get the job done alone. This candidate is better suited for a position in a less collaborative environment.

Giving Feedback

Jenkins reports that 67 percent of Gen Z is comfortable with having their manager check in with them but only for five minutes or less. They are “already comfortable with being monitored in some fashion or another at work,” he says. Regan suggests managers deliver feedback that is frequent and measurable to ensure specific points are addressed.

Getting it Right From the Get-Go

Managers and supervisors need to be more flexible in their hiring processes and adapt to their employees’ work and communication styles, regardless of age, to boost morale and have a productive and engaged team. Regan sums up the way to ensure your Gen Z workforce is at the top of their game. She says, “By understanding that Gen Z in the workplace are more fearless and crave opportunities to learn and grow, you can create an environment that helps them thrive.”

Having a solid recruiting plan for generational hiring and retention is key to business productivity. Businesses of all sizes face similar human resources challenges:

  • Should we fill the position with a temporary or direct hire candidate?
  • Are we up to date on the legal and compliance regulations that are constantly changing?
  • Do we have the ability or technology to assess not only qualifications but personality and behavior to match candidates with jobs and the teams they’ll work with?
  • Is our benefits package robust enough?

Understanding and addressing these human resources challenges are important to the business decisions you make. Casey Accounting and Finance Resources is here to provide the expertise and resources to assist you in matching the best candidate for your team and company culture. Reach out to us for your next hire. We’ll help you navigate the changing landscape.

Get Ready to Start Hiring Again

With many indicators pointing to life returning to normal, an uptick in the economy, and lower unemployment claims, companies are most certainly considering hiring employees again. The pandemic changed recruiting as we knew it with virtual interviews, Zoom training, and hiring workers who didn’t even live in the same geography. For the most part, these were all positive advancements for the recruiting world. After all, the last real revolution for recruiting was online postings, job applicants, and more advanced screening software. So, what have we learned in the last 12 months?
  • Employees can work remotely and be productive.
  • The talent pool widened when recruiting wasn’t constricted by geographic boundaries.
  • Employees are even more acutely aware of work-life balance and belonging to their organization.
  • DEI (Diversity, Equity, Inclusion) is a passionate topic when discussing talent acquisition.

Adapting Your Hiring Strategies

According to The HR Digest, the US is facing a 69% shortfall in available employees, the highest in a decade. Even though layoffs and hiring freezes will drop off, many workers used the pandemic to re-evaluate their career and life goals. With that said, what are the best ways to find talent and attract them to work for your company?

Hybrid Recruiting and Hybrid Workforce

  • Remote Work: many employees have determined that they like working remotely, at least for some portion of the workweek. Flexible schedules will continue to be the norm and should be incorporated into your recruiting culture.
  • Remote Hiring: the ability to interview candidates via video conferencing is a time saver for both employer and candidate. The technology options have improved. Personality assessments can be completed remotely. In the end, you might still want to meet the top candidates in person, but if remote work is an option, chances are you might not meet your new employee face-to-face for several weeks or months.
These are significant trends that have emerged in the last year. The hybrid workforce model will provide a greater pool of qualified candidates for talent acquisition, allowing recruiters to tap into the best talent for a position without geographic limitations.

Where Are the Best Candidates?

  • Look at your employees. The Boston Consulting Group, along with programmatic job advertising provider Appcast, found that 89% of US workers are willing to retrain to a different job role. Among the findings: Workers ages 31 to 40 and those with master’s degrees and above are the most willing to reskill. But even workers within the services sector or that require workers onsite (i.e., production and manufacturing) can adapt with access to the right training and resources. Re-skilling and up-skilling workers are positive investments for a company. Among many things, it reduces the costs of turnover and rehiring and keeps the employee’s intellectual capital at the company.
  • Look at Gen Z graduates. Many 2020 college graduates may not have entered the workforce in their area of study, and with 2021 graduation upon us, additional qualified candidates are ready to work in their chosen career.
  • Look at retirees. The pandemic forced early retirement for some very talented individuals who still have value to bring to a company. Consider this untapped talent pool for your open positions.

Committing to a DEI Strategy to Build a Diverse Team

Most company executives will tell you that their company is successful because of the employees. Happy employees are productive employees and are key to a company’s success. But employee morale has become more than just benefits. Employee engagement has shifted. People want to feel as if they belong at work that they see others just like themselves in positions from entry-level to leadership. That they are comfortable with their team, that managers listen to them. Having a DEI strategy is a big undertaking and can’t be fully addressed in a few paragraphs. Ryan Healy, founder and president of technology company Brazen Technologies, Inc., says, “Offering job opportunities to job seekers in underrepresented and underserved communities brings fresh, diverse perspectives to organizations.” According to Mariah Scout, head of DEI at webflow, and Leah Knobler, director of talent acquisition at HelpScout, DEI is everybody’s responsibility – not something that is the responsibility of one person or the HR team alone. DEI also requires a strong commitment. They go on to share the benefits of a DEI strategy to a company’s growth – “So if you’re building a diverse team that represents a diverse set of identities and experiences and abilities…you’re setting yourself up to build a product that services more people across those differences.” That’s a pretty powerful argument for DEI. Where should you start? Scout and Knobler offer these changes to your hiring process:
  • Survey your employee base to understand where the DEI gaps exist.
  • Write job descriptions using inclusive language that addresses what a candidate has done in the past that would be valuable to the company. Criteria, must-haves, and limiting jobs to certain locations may create entry barriers to hiring a more diverse workforce so you need to distinguish and understand what criteria, such as certifications, are critical to the position.
  • Ensure your interview process includes a diverse pool of candidates, right down to your final candidates.
  • Understand any hiring biases, conscious and unconscious bias, which will negatively impact the ability to make an effective hiring decision about the best person for the job.
  • Use Standardized Interview Questions and ask them to every candidate. This will help minimize and eliminate bias.
This graphic from Josh Bersin, a world-renowned industry analyst, educator, and thought leader in all aspects of HR, leadership, and HR technology, emphasizes the importance of taking action to create an inclusive culture:

Hiring Recruiting Experts

Bersin says that recruiting is the most important thing that happens in a company. “If you don’t recruit the right people, forget everything else. You can’t just train people that are the wrong fit for your company, the wrong culture fit, the wrong skill set, the wrong background,” he stresses. “Your ability to understand the organization and operate in an empowered way to find the right people is critical.” Oftentimes it is easier for outsiders to see the gaps in processes. At Casey Accounting & Finance Resources, we have years of experience evaluating recruiting programs and assessing employees’ skills for our clients. We are great recruiters who have hired great people for great companies. The future of employee engagement will include a robust strategy of competitive perks, flexible schedules, and work environments, and the implementation of DEI processes. Let us help you adapt to this new hiring landscape.

Hiring Surges in March

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

https://www.shrm.org/ResourcesAndTools/hr-topics/talent-acquisition/Pages/BLS-HR-Jobs-Unemployment-April-2021-COVID19-coronavirus.aspx?utm_source=marketo&utm_medium=email&utm_campaign=editorial~HR%20Daily~NL_2021-4-2_Breaking_News-BLSReport&linktext=READ-MORE&mkt_tok=ODIzLVRXUy05ODQAAAF8Ma2LiCU_XBVIDbXxeVPkP8zAQmt2uPYNihfzN3I631RnSvwrLSZgrzGiNhCIXd9Egu3Z1_JGiJUvUeDqdLRJr8kMrAF57IVWng27oJtp4hS3ZA

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”.