3 Important Business Lessons COVID-19 Taught Us

The scope of the coronavirus pandemic caught everyone by surprise. The impact has been felt by companies of all sizes in all industries. Tough decisions continue to be made regarding layoffs, policy changes, hiring, and how to keep the doors open. Fortunate companies have been able to use creativity, planning, and help from outside sources to maintain operations. The lessons we learned from coping with the unexpected can be used to navigate through other crises.

Here are three significant lessons businesses learned from the coronavirus pandemic.

Act Fast

When the COVID-19 pandemic began hitting countries, we had to go on lockdown for an extended period of time. The hospitality industry was shut down. International travel was forbidden. A significant part of the economy stopped. Companies had to make quick decisions with little information. Because employee safety was a top priority, leadership came up with remote working programs. Since business operations and revenue generation had to continue, leadership assessed their organization’s strengths and weaknesses, changed procedures and processes, created new products and services, and altered the business as quickly as possible. Overall, employers learned to be prepared for the unexpected. Contingency and crisis plans need to be top priorities going forward.

Prioritize Needs

During the early stages of the coronavirus pandemic, employers put the health and safety of their employees first. For millions, this meant transitioning in-office staff to work from home. Companies that had to provide employees with laptops, webcams, and headphones or increase their subscription to a videoconferencing platform faced a substantial impact on their bottom line. Employers’ second priority was survival of the business. Leadership had to discover which products and services were more profitable, which channels attracted more customers, and which campaigns resulted in more leads. The rest was put on hold. Leadership also assessed and pursued the development plans that offered a quick advantage over the competition. They learned that focus and resources needed to be shifted to the most resilient areas with revenue potential.

Reinvent the Company

A substantial number of companies had to reinvent themselves after the coronavirus hit. Leadership found new channels to interact with customers, new market opportunities, and new products to address emerging needs. They also modified manufacturing facilities, discovered new selling channels, and imagined new campaigns and promotions to promote sales. For instance, many companies that sold cleaning services, which were no longer in demand, began offering sanitation services for retail and healthcare clients. Companies had to evolve with changing customer needs to stay relevant.

Partner with a Top Recruiting Firm

The COVID-19 pandemic taught us to act fast when a crisis hits. Company needs must be prioritized, beginning with employee health and safety. Leadership must reinvent the business in order to continue filling customer needs.

Because these actions all require substantial resources, many companies turned to Casey Accounting & Finance Resources for help. Our dedicated team of professionals provided them with superior value through innovation, creativity, and initiative. Find out how our team can help your organization as well.\

Top Accounting & Finance Trends to Watch in 2021

Throughout the coronavirus pandemic of 2020, accounting and finance professionals have dealt with significant changes to the way they work. One of the biggest was the sudden shift to working from in the office to the safety of home. This meant increased use of technology to communicate with coworkers, manage projects, and finish work. Another big change was the increased use of flexible staffing. Many employees took off work to care for dependents when schools and daycares closed. Others were unable to work because they contracted the virus. Bringing aboard interim professionals let business operations continue. Because of the efficiency that technology and flexible staffing provided, they will continue to be used on a wider scale in the new year.

Look for these four accounting and finance trends in 2021.

Cloud-Based Technology

The increasing number of remote accounting and finance professionals means more employers will implement cloud-based technology. This provides a flexible, secure way to store, share, and access real-time information among coworkers. Cloud-based technology allows organizations to efficiently operate without geographic constraints. This enhances project management functions and improves organizational communication. Accounting and finance professionals can more effectively manage large datasets to create sophisticated data analytics, detailed financial reporting, and more.

Blockchain  

More accounting professionals will have blockchain technology involved in their work. This distributed ledger uses a network of independent computers to record, share, and synchronize transactions into an unchangeable ledger—the technology strings together a transparent, fully trackable chain of events into a trustworthy, unalterable database. Accounting professionals use the blockchain to track ownership of assets, maximize internal workflows, and remain within budget. This technology aids in conducting in-depth audits and improves the traceability of events, resulting in greater accuracy of information.

Data Analytics

The use of data analytics is on the rise. They help accounting and finance professionals gain valuable financial insights, track client progress, and create accurate forecasting models. Data analytics also uncover operational inefficiencies and help make more informed decisions. This lets companies differentiate themselves from competitors.

Flexible Staffing 

More companies will have a mix of full-time and interim accounting and finance professionals. This provides both specialized expertise and the ability to scale their team without overworking permanent staff. Bringing aboard interim professionals lets businesses remain agile as they navigate economic uncertainty.

Source Top Accounting & Finance Professionals

The year 2021 will bring a multitude of changes to the accounting and finance industry. The rise of cloud-based technology, blockchain, and data analytics means greater accuracy and more informed business decisions. The use of flexible staffing lets organizations stay nimble and adapt to changing economic conditions.

When you need full-time or interim accounting and finance staff, turn to Casey Accounting & Finance Resources. Our consultants provide exceptional value while easing your workload, saving you time, and increasing profitability. Get in touch with us today.

The Impact of Employer Brand on Recruiting

Your employer brand plays a significant role in the types of employees you hire. When you clearly display your culture, staff, office, job openings, and other relevant information, candidates are better able to determine whether they see themselves working for you. In order to attract and retain the best talent, you must align your recruitment marketing plans with the professionals you want to hire. Currently, this includes millennials and Generation Z, as they comprise the majority of the workforce.

Here are three key strategies to focus your employer brand on recruiting millennials and Generation Z.

Revitalize Job Descriptions

Turn your job descriptions into compelling stories that engage your brand. Begin with a paragraph on how your company is changing the world. Then, create a paragraph about your team. Next, share how the open role contributes to the team and helps the company make an impact. Then, include details about the culture and location. Finally, link to your values, team site, video testimonials, and other supporting evidence showing why candidates want to work for your organization.

Involve Social Media  

Use social media to promote your brand. Since younger job seekers actively use social platforms when looking for work, be sure to advertise your openings on YouTube, Instagram, Facebook, and LinkedIn. These are the sites most commonly used by millennials, and Generation Z. Posting on social media validates the messages you send into the world. For instance, if you say your company values innovation, you can back it up with tweets about the tools you are developing, Instagram photos of your innovations, and video case studies on YouTube, Facebook, and LinkedIn.

Make Over Your Career Site

Overhaul your career site, so it is engaging, compelling, and mobile-friendly. Because younger job seekers go straight to the companies that are hiring, you need an authentic narrative to draw them in. For instance, include employee stories, photos, and videos of your office space. Also, share your company’s origin, story, mission, vision, and values. Plus, detail how you support staff with competitive compensation, benefits, and growth opportunities. Additionally, make your career site the hub of your social platforms, video content, job postings, company news, and other relevant information.

Targeting Young Accounting & Finance Professionals

Your employer brand has a significant impact on the employees you bring aboard. Because millennials and Generation Z make up the majority of the workforce, you want to cater to their interests when promoting your brand. This includes using social media to advertise openings, revamping job descriptions to make them more enticing, and overhauling your career site, so candidates want to work for you. When job seekers visualize themselves as part of your team, they are more likely to apply for a role.

When the time comes to hire accounting and finance professionals, partner with Casey Accounting & Finance Resources. We are dedicated to excellence through education and investing in our staff, so we provide the highest quality of performance for our clients. Learn more today.

Matching Up Soft Skills with Remote Workers

With some or all of your accounting & finance teams working remotely, you need employees with the right soft skills to get the tasks done. Because you cannot monitor progress when staff members work from home, hiring candidates who work independently increases your success odds. To narrow down the qualities to look for in candidates, you must know which characteristics are most valuable for remote work.  

These are five of the top skills to look for when hiring remote workers:

Communication 

Remote workers must be excellent communicators. For instance, writing emails, participating in virtual meetings, and handling phone calls are necessary to complete the work. Also, remote workers must let coworkers know where and how to reach them. Plus, they must share information and collaborate to finish projects.   

Flexibility 

Remote workers need to be flexible. For instance, not everyone’s schedules will overlap when caring for family members and juggling other responsibilities. Meetings that normally take place in the morning at the office may need to be moved to the afternoon through videoconference. This can accommodate remote workers with children who take a nap after lunch.     

Self-Management 

Remote workers have to manage themselves. For instance, they must start work on time, complete daily objectives, and finish in time to fulfill personal responsibilities. Remote workers also must prioritize work, give and receive timely information, and finish tasks on time. Plus, they need to work with little oversight, remain engaged, and reach productivity goals. 

Adaptation  

Remote workers must embrace change. For instance, rather than communicating with coworkers in person, they may use text, voice, or video chat. Also, instead of setting up meetings, most discussions are impromptu and informal. Plus, rather than focusing on work-related issues, many interactions are about personal interests.   

Accountability 

Remote workers need to hold themselves accountable. For instance, they cannot be overwhelmed by turning part of their home into an office space or managing children who are attending school virtually. Also, remote workers should report to virtual meetings on time, prepared to share what they accomplished yesterday, what they will accomplish today, and what is personally happening with them. Plus, they need to reach out for help when needed.  

 

Hire Remote Accounting & Finance Staff 

Focusing on soft skills when hiring remote workers is important. You want employees who are self-directed, work well individually and collaboratively, and complete tasks on time with little oversight. Being able to connect with remote team members daily and monitor their progress through self-reporting is important for finishing projects and reaching company objectives.  

When you need help finding remote accounting & finance workers, reach out to Casey Accounting & Finance Resources. We believe that a diverse workforce enhances the overall performance and success of an organization. Talk with us today. 

Importance of Stay Interviews for Employee Retention

The best time to discover what your company can do to keep employees is before they plan to leave. Knowing in advance what causes staff to stay or go is one way to reduce attrition. One of the best ways to retain team members is by conducting stay interviews. Stay interviews let you measure individual job satisfaction and engagement on an ongoing basis. This helps increase employee happiness and reduce turnover. 

Here are several reasons why stay interviews are an effective way to increase employee retention.    

Determine Job Satisfaction 

Implementing stay interviews uncovers how satisfied an employee is with their job. You can find out what is going well and what needs improvement. This lets you address issues before they grow and become out of hand. If you see a similar problem among multiple staff members, you can decide whether organizational changes need to be made.   

Guide Actionable Steps 

Because stay interviews are personalized, they provide an outline of what individual employees need to stay with the company. The information is specific and forward-thinking. Having concrete ideas for how to improve the employee experience makes it easier to eliminate major frustrations and promote retention. 

Allow Time for Improvement 

Taking the time for stay interviews provides the opportunity to implement desired changes. Because employees have not yet considered leaving, there is less pressure to immediately solve the problem. If pay, a promotion, employee training, or something out of your scope comes up, be truthful in your response. For instance, mention that salaries are frozen, or a position is not open. Or discuss adding training opportunities during the next budget cycle so your team member can upskill to secure a promotion.        

Provide Metrics 

Conducting stay interviews lets you create top-level metrics. These supplement secondary and tertiary metrics like employee satisfaction surveys and exit interviews. Reviewing an employee relationship with the company, the project team, and you as their manager shows what you can do to make the relationship better. All of these metrics make up an essential part of your retention strategy.   

Strengthen Company Culture  

Engaging in stay interviews makes the company culture stronger. Staff members appreciate having the opportunity to share their input and have it acted on when possible. This is especially important when major changes are taking place, such as a reduction in force. Individual discussions about job satisfaction help air grievances, potentially keeping your remaining team  

Hire Accounting and Finance Professionals  

Conducting stay interviews is a productive way to retain employees. Understanding what keeps them working for you or causes them to want to leave provides time to correct the issues before they lead to attrition. It is easier and more profitable to retain staff members than to hire new ones.  

When you are in the market for accounting & finance talent, turn to Casey Accounting & Finance Resources. We are dedicated to excellence through education and investing in our staff so we can provide the highest quality of performance for our clients. Learn more today. 

 

5 Ways Video Can Improve Your Recruitment Process

Continuously reviewing your company’s recruitment process is important; including more effective recruiting activities draws top talent to your organization. One way to enhance your recruitment process is by including videos. People are more likely to engage with a website or email if video is involved. Not only does content including video rank higher in search engines, but it also increases a viewer’s attention span. In the case of a job search, video increases the odds of a candidate engaging with your company and wanting to join your recruitment process. You gain greater access to qualified candidates then.

Increase your competitive advantage by incorporating video into your recruitment process in these five ways.

Feature Videos on Your Website

Include videos on your career page to increase candidate engagement. People visit your website to learn more about your brand and what it’s like to work for you. Use video to display company culture and employee testimonials. Give insight into office aesthetics and job responsibilities. Provide a true representation of your organization to connect with qualified candidates more effectively.

Include Videos in Job Postings

Put videos in job ads to demonstrate your expectations. Videos increase your search engine optimization (SEO), increasing the odds that your job postings show up in search results. The video may highlight a day at the office, including the work environment and job responsibilities. Candidates who view the videos can more effectively determine whether they are a good fit for the position and company culture.

Share Videos on Social Media

Create videos for your company’s social media platforms. This expands your recruitment efforts on YouTube, Twitter, Facebook, and other channels. Your company’s followers can share videos with their networks. This increases your reach and widens candidate pools.

Create Video for Candidate Communication

Include a link to an employment video with your emails to candidates. Whether sending a response or confirmation email, your message will stand out. Your video might include a message from the CEO, instruction on next steps of the hiring process, or something else that improves communication with candidates and better clarifies your expectations. This enhances your pitch, further encouraging candidates to move forward with your recruitment process.

Include Videos for Onboarding

Use videos in your onboarding process. Customize training videos to help new hires better understand your company’s mission, vision, values, and processes. This increases engagement, performance, and longevity with your organization.

Involve Video in Your Recruitment Process

Video in your recruitment process enhances engagement with your organization. You present your brand in a compelling manner, capture candidates’ attention, enhance their experience with your company, and increase your number of applicants for a role. This provides more options when deciding which candidate to bring aboard to fill a role.

When it is time to find top accounting and finance professionals, reach out to Casey Accounting & Finance Resources. As a National Association of Personnel Services (NAPS) accredited firm, we are bound to a high code of ethics while serving our clients. Learn more about how we can help you today.

When’s the Last Time You Reviewed Your Candidate Experience?

Your candidate experience is a vital piece of your recruitment process. It’s how applicants view your brand during the hiring process. From your job description to a final offer, the candidate’s entire experience affects how potential employees feel about you as an employer they want to work for. This influences whether a candidate accepts or declines your job offer and how they convey your brand to other professionals. Since the candidate experience heavily impacts the level of talent you hire, you need it to be as positive as possible.

Consider these areas when reviewing your candidate experience.

Company Reputation

How does your company’s reputation compare to competitors’ and other company’s reputations? Candidates often take to social media to discuss their interview experiences. Many share how a negative interview experience led them to change their mind about an organization or position they liked. These candidates may recommend not working for a business they had a bad experience with. Conversely, a positive interview experience can encourage candidates to work for a company they may not have been interested in.

Job Descriptions

How accurately do your job descriptions represent the role and key details? Since your job descriptions are what encourage candidates to apply with your company, they need to be as straightforward and easy to read as possible. Include a clear explanation of the position, responsibilities, salary, benefits, perks, and company culture. Use bullet points, lists, and bold formatting to draw attention to the most important information.

Interview Process

Is your interview process as short and engaging as possible while providing the information needed to make a hiring decision? When calling candidates to set up interviews, let them know what to expect from the process. This includes whom they will speak with and how long it will take. During the interview, provide a full introduction to the company and culture. If you’re able to meet in person, give a tour of the office. Introduce each candidate to potential teammates. Leave time to answer questions. Maintain communication throughout the entire interview process, so candidates know where they’re at and what the next steps are. Keep in mind that candidates are evaluating you and the organization as much as you are evaluating them.

In this time of coronavirus and with many working remotely, consider creating a virtual tour video of the office space or photos that demonstrate the company environment and culture.

Job Offers

How well do you personalize each job offer? Rather than using email, deliver the news over the phone. This helps immerse the candidate in company culture. For candidates who aren’t extended a job offer, send a personalized email encouraging them to apply for roles in the future. They’ll be more inclined to share a positive impression of your organization and encourage others to work there.

Enhance Your Candidate Experience

Your candidate experience impacts the employees who want to work for you. Providing a positive experience filled with communication, clarity, and efficiency increases your odds of securing the level of talent needed to move your company forward.

When the time comes to find accounting and finance professionals, look no further than Casey Accounting & Finance Resources. We focus on understanding your business and goals, then match you with candidates to help achieve them. Learn more today.

How to Build a Positive Culture with Remote Teams

Due to the COVID-19 pandemic, the number of remote teams is on the rise. As the numbers increase, odds are you are or will be managing a remote team. One of the issues you’ll have to tackle is creating and maintaining a strong culture. This defines the experience your employees have working for your company or on your team. Having an established culture and positive employee experience increases engagement, productivity, and retention. These are a few reasons why you need an effective approach to building the culture you need for your team to be successful.

Consider these tips to create a strong culture with your remote team.

Match Communication Tools with Culture

Use communication tools that promote company culture. For instance, Slack can be used as a virtual water cooler. Employees can share random work discussions, talk about the news, tell jokes, and discuss pop culture. The company intranet or programs such as WordPress theme P2 can be used to post internal updates. Threaded comments make it easy to share posts welcoming new team members, discuss work issues, and share other topics your team needs to be informed about. Google Hangouts or Zoom can be used for team meetings. Even a simple, emailed newsletter updates employees and keeps them engaged.

Send Company Swag

Ship each employee company-branded materials. They can wear the clothing, display company items on their desk, and decorate their home office with posters to create the same design aesthetic and cultural life elements as the office.

Promote Team Building

Develop communication and trust through team-building activities. Randomly set up two members of your team every week to have a casual conversation. This gets the emphasis away from business and promotes camaraderie. Or, put employees in groups based on common interests. Let each group set up some time to chat.

Create Shared Leadership

Provide opportunities for employees to take on leadership tasks. Rather than simply assigning a list of things to do, let your team take initiative on certain projects or parts of a project. This may include mentoring new team members as part of the onboarding process or leading a virtual team-building exercise. This helps your team members experience managerial functions, learn other areas of the business and potentially move up within the organization.

Establish Traditions

Encourage your team to create traditions. Repeating these activities, processes, or events creates cohesion. Teammates feel they can trust each other and openly communicate because of these shared experiences. They’ll be more open to expressing their ideas and opinions, knowing they’ll be listened to and respected.

Promote Culture Among Your Remote Team

Remote work isn’t going away anytime soon. As it continues to grow, you must promote a strong culture among your team members to maintain a cohesive company.

To find qualified professionals for your accounting and finance team, reach out to Casey Accounting & Finance Resources. Our candidates understand the importance of promoting company culture while working remotely. Partner with us today.

How to Ensure You’re Hiring a Diverse Talent Pool

Having a diverse accounting and finance team increases your company’s innovation. Cultivating different perspectives and backgrounds contributes to more creative ideas that effectively solve problems. This leads to better individual, team, and company performance. Building your group of qualified professionals regardless of their gender, background, race, religion, sexual orientation, or other personal characteristics, provides you increased access to top professionals needed to keep your company moving forward.

Here are five ways to include diversity in your candidate pool.

Revisit Your Job Postings

Rewrite your job ads to include language that speaks to a larger range of candidates. Certain words tend to discourage different types of candidates from applying. For instance, ads with words such as “ambitious,” “assertive,” and “self-reliant” tend to attract more male applicants. Ads with words such as “committed,” “interpersonal,” and “responsible” tend to attract more female applicants. By eliminating such gender-coded words, you can reduce the bias in your job ads. This includes using neutral job titles and descriptive language that includes both male- and female-coded descriptors.

Target Your Sourcing

Source candidates from diverse places they tend to hang out. For instance, if you’re looking for high caliber female finance candidates, this may include online and offline groups dedicated to women in finance. If you seek veterans, LGBTIQ people, or people with autism or disabilities, advertise your jobs in forums they may visit or magazines they may read. Niche job boards such as Diversity Working, Hire Autism, Hire Purpose, Recruit Disability, and 70 Million Jobs are options as well.

Request Employee Referrals

Ask your diverse employees to refer people they know. They should have networks of people with backgrounds similar to theirs. Encourage your team members to share job postings with their connections. Provide tools to promote company culture. Show that you value teammates’ ideas and input.

Provide Targeted Internships

Offer internships to people with a specific background. Reach out to local schools and community groups to form connections with students—team up with established programs that encourage growth. Internships provide work experience and immersion in company culture for potential new hires. Seeing firsthand what your company is like encourages diverse candidates to join your team.

Refocus Your Screening Process

Reconsider the traits to look for in candidates. Think about which skills, experience, and qualifications are most important for the role. Make sure they’re not favoring one group of people with similar backgrounds over other groups. Evaluate your interview questions and testing process. Determine whether the results are being steered toward specific types of people more than others. Include a diverse range of peers in conducting these evaluations. Change your methods as needed.

Diversify Your Talent Pool

Focusing on diversity among candidates increases engagement, productivity, and team performance. You gain access to a broader range of skills and experience needed to solve problems and drive innovation.

Find diverse talent by partnering with Casey Accounting & Finance Resources. We provide the experienced candidates needed to help bring your business to the next level. Get started with us today.

3 Tips to Make Your Job Descriptions Stand Out

Part of hiring top talent involves creating an effective job description. Crafting an engaging, inclusive job description brings a range of highly qualified candidates into your pipeline. Combining details about the position, required skills, and competencies, and insight into company culture is key to presenting a role to job candidates.

Consider these three tips to create stand-out job descriptions.

Include Engaging Details

Craft up to four sentences about the major job functions, how the role contributes to company objectives, and why the position is important to both the business and society in general. Focus on how the role either helps make people’s lives better or solves existing business or social problems. Include invitational language such as “Join a creative team of… dedicated to…” to maximize interest. Sprinkle in keywords that candidates may be searching for. Avoid extreme language such as “best of the best” or “world-class.”

Emphasize Growth and Development

Use five to seven bullets to describe key job functions. Or, group two or three bullets under bigger categories, such as “technical skills” or “management skills.” Include the potential for advancement and how a candidate’s achievements can contribute to career progression. Show why candidates should be excited about your organization and the transformations taking place in your industry. Share what your business is doing within the industry, how technology makes it happen, and how working in the position can increase a candidate’s growth and development. For instance, “We anticipate growth beyond 25 percent this year.” Your objective is to attract goal- and action-oriented candidates who can move your organization forward.

Promote Company Culture

Ensure candidates will fit in and enjoy working with your team by emphasizing company culture. A candidate who’s a good culture fit typically will be more engaged and productive long-term than a candidate who isn’t a good fit. Highlight the benefits, bonuses, and perks your organization has to offer. This may include flexible schedules, remote work opportunities, or happy hour Fridays. Include photos, graphics, videos, and other multimedia in your job ads to attract diverse candidates.

Find Stand-Out Accounting & Finance Candidates

Making your job descriptions stand out encourages top talent to work with you. Gaining insight into how job responsibilities benefit the company and society encourages candidates to want to work for you. Focusing on growth and development, along with company culture fit, makes your organization a prime place for employment.

Turn to the experienced consultants at Casey Accounting & Finance Resources to find the talent you need when you need it. We provide innovative and creative solutions that exceed expectations to help achieve company goals and objectives. Get started with us today.