Candidate Ghosting: What to Do When This Happens to You

Ghosting can happen at any point in your recruitment process. Candidates might not show up for interviews, respond to job offers, or follow up with you. Perhaps they lose interest in your company or accept an interview or job elsewhere. In any case, you need to figure out why candidates leave your recruitment process without a word and how you can resolve the issue.

Here are three steps you can take when ghosted by a candidate.

Follow Up

Contact candidates by their preferred communication method to see why they did not move forward in your recruitment process. Let them know they are welcome to pursue other opportunities; you simply would like an update on whether they still are interested in working for you. If you do not hear back, send an email with a survey link asking for feedback about your company. If the candidate had a bad experience, they are more likely to share details in an email than over the phone. Use the information you receive to improve your recruitment process.

Review Your Recruitment Process

Find ways to improve your recruitment process. For instance, be sure you are connecting with each candidate from the start. This includes reaching out several times throughout each stage to keep each candidate informed about where they are in the process and what to prepare for next. Also, use different touchpoints to share your company’s story and provide a feel for its culture. Also, maintain transparency in every interaction. This involves setting clear expectations throughout the hiring process and following up. Additionally, make sure your interview process is as short as possible. This includes taking out unnecessary steps and clarifying each person’s role to avoid redundancy. Plus, use recruitment marketing tools to create detailed performance reports that demonstrate candidate engagement in real-time. This shows where in your recruitment process candidates tend to stop moving forward. Use the data to improve this part of the process.

Improve Your Candidate Experience

Determine how you can enhance your candidate experience. For instance, use your employer brand to show the advantages of working for your organization. Also, set up personalized email campaigns focused on your company culture and impact in the community. Additionally, let your chosen candidates set and/or change their interview times to fit their schedules. This increases the odds of candidates meeting with you.

Contact a Recruiter

Candidate ghosting is becoming increasingly common. When candidates decide not to move forward in your recruitment process, follow up with them. Ask for feedback on why they decided to pursue other opportunities. Use what you learn to improve your recruitment process and candidate experience.

To avoid being ghosted by accounting and finance candidates, talk with Casey Accounting & Finance Resources. We have a deep network of accounting and finance professionals with the skills and qualifications needed to enhance your team. Talk with a recruiter today.

Preparing to Bring Employees Back to the Office

With more people getting vaccinated and the US economy coming back to life, companies are working on plans to reopen offices sometime in 2021. Most people have enjoyed working from home, even though it meant juggling parenting duties while kids learned virtually, sharing Internet bandwidth, and being around your family 24/7. A January 2021 survey by PricewaterhouseCoopers (PwC) found that 83% of employers say remote work has been successful for their company. While COVID-19 did present work challenges, a survey by Yoh found that 39% of Americans employed last year have found new ways to be more flexible and adaptable in their jobs, 73% felt they had not grown professionally as a result of working from home. That summarizes the good news and bad news.

The Economy is Rebounding

The economic barometers are encouraging. The Institute for Supply Management’s (ISM) index of service businesses rose to 63.7 last month from 55.3, according to a press release on April 5, 2021. The level surpasses the previous record set in October 2018 and implies the fastest expansion rate since data collection began in 1997. The reading also beat all estimates from economists surveyed by Bloomberg. The Institute for Supply Management’s measure of business activity and production also showed a gain to 69.4 from 55.5 throughout last month.  The data affirms hope that the economy is growing, and the ISM’s report suggests the labor market’s rebound will continue into the summer. The institute’s employment gauge rose to 57.2 in March from 52.7, with nearly one-quarter of businesses saying they took on more workers. One respondent noted it rehired all its temporarily laid-off workers and made new hires. Another cited strong demand at new locations as the reason it hired more employees.

Motivating Employees to Return to the Office

With the economy improving, what can employers do to motivate employees to return to the office even though remote-work initiatives have largely been successful? Josh Bersin, founder of Bersin by Deloitte, commented that “companies are going to need to balance the needs of employees with the company’s plans to get people back to the office and happy about being there.”

1. Evaluating Talent

As company executives monitor the economy and customer demand, what was in 2020 might not be what is in 2021 and going forward. Therefore, as part of the discussion regarding strategic business initiatives, companies will need to evaluate their current staff’s skill sets while determining their future talent needs. Emmet McGrath, president of Yoh, says, “as the world moves closer to a slow return to normal, it is crucial for managers to recognize their teams’ efforts and begin to evaluate their teams for talent gaps so they can continue to maintain the level of skill needed to succeed in the post-COVID world.” Adding onto what McGrath says, another January survey by LiveCareer found one-third of workers would quit before going back to the office full-time.

2. Office Safety Measures

What steps do companies need to take to present a safe and inviting environment for their employees? Tami Simon, the corporate consulting leader and senior vice president at Segal, commented, “Above all else, employees need to feel safe: physically, mentally, and financially. Employers should transparently describe how they plan to make their workplace a safe place. In addition to the physical measures companies need to take, employees need to feel like they won’t face the consequences for expressing their needs or feeling reluctant to head back to the office.”

3. Offer New Benefits

Employees will be looking for new benefits, including rotating home/office schedules, added mental health support, caregiving assistance, and financial wellness. The best way to understand what your employees need is to ask for their opinions and ideas. Consider this feedback even if the company doesn’t move forward with every idea. Employees will appreciate the opportunity.

4. Communication

In a Fast Company article by Gwen Moran, creator of Bloom Anywhere, she states that it’s a good idea to communicate policies, changes, and expectations across different platforms, such as employee emails, manager meetings, and even internal podcasts. She says, “This is another period of rapid change, and your team needs help anticipating what’s next.” Moran also believes that once people feel safer to gather and work returns to normal, other activities such as get-togethers to celebrate birthdays and company milestones will increase the face-to-face contact we’ve all missed.

How Recruiting Experts Can Help

All of us at Casey Accounting & Finance Resources have seen our fair share of highs and lows in the employment industry. We’ve also been innovative and embraced changes along the way, improving workforce programs for our clients. We have experience evaluating staffing programs and offer proven approaches to evaluate the talent needs that best meet your company objectives. We are eager to partner with you in this transition back to work. Call us today.

5 Tactics for Hiring Remote Employees

The number of employees working remotely during the coronavirus pandemic has been increasing. Odds are your accounting and finance team is included in this group. If so, you must know what to look for when hiring remote employees. Because you cannot oversee a staff member’s work in person, the criteria for hiring are different than when hiring for on-site roles.

Implement these five tips when hiring remote accounting and finance employees.

Understand the Motivation for Remote Work

Find out the reasons for each candidate wanting to work remotely. For instance, they may need flexibility to care for their children or an aging parent. Also, candidates might desire to work for an employer that’s geographically distant without having to relocate. Gaining greater insight into the desire for remote work can help you make more informed hiring decisions.

Emphasize Soft Skills

Focus on the interpersonal skills needed for remote work. For instance, time management, tech knowledge, and communication are important. Self-motivation, organization, and self-sufficiency are important as well. Candidates need to show they can work independently while meeting deadlines.

Set Up Remote Testing

Provide remote testing for the skills needed to complete the work. For instance, assign a short project related to the type of work the candidate would do if hired. Set a deadline to submit their work. See how well each candidate handles potential tech issues, asks questions about the assignment, and produces a finished product. Or, use a web-based platform that lets you customize tests in aptitudes such as auditing or financial analysis.

Provide Flexibility

Provide as much flexibility as possible in your remote work arrangements. For instance, let employees set their own work hours. Completing tasks during peak performance hours keeps them engaged and productive. Also, emphasize the importance of measuring results more than hours worked. When employees finish their tasks on time, they can move on to other projects. This lets them accomplish more throughout the week, resulting in greater achievements, job satisfaction, and employee retention.

Offer Perks

Emphasize the attractive perks your company has to make remote work even more fulfilling. For instance, provide wellness programs that enhance physical, emotional, mental, financial, and professional well-being. Also, offer virtual team-building events such as a happy hour or movie night. Additionally, provide reimbursement for job-related books, seminars, and other professional development. Plus, offer subscriptions for home delivery of meal kits to prepare healthy dinners. Desirable perks can enhance your remote work culture, employee happiness, and productivity.

Partner with a Recruiter

Hiring remote workers involves finding out why candidates want to work from home and whether they have the technical and interpersonal skills required for success. Pointing out the flexibility and perks your company provides for remote workers helps to attract top talent.

When you need to hire remote accounting and finance professionals, talk with Casey Accounting & Finance Resources. Discover firsthand why we were named on the inaugural Forbes List of America’s Best Recruitment Firms in 2020. Find out more today.

5 Things You Need to Know About Unemployment Claims

With the recession going on because of the coronavirus pandemic, many companies are reducing their workforce in response to changes in operations. As a result, your organization’s unemployment claims may be increasing. If so, your experience ratings are being reevaluated, which can cause your state unemployment tax rates to increase. Therefore, you need to know how you can minimize the impact of unemployment claims on your business.

Discover five ways unemployment claims impact your company and what you can do about it.

Minimize Your Terminations and Reductions in Force

Reduce your number of terminations and reductions in force as much as possible. Some employees who lost a job could claim unemployment benefits if they were terminated due to financial cutbacks, because they weren’t a good fit for the job, or because of a minor incident. These numbers affect your state unemployment tax rates. To avoid termination or reduction, consider a furlough or temporary reduction in hours or pay.

Check Your Base Year Employer Forms

Pay close attention to the Notice to Base Year Employer forms you receive. These come when a former employee becomes separated from their next employer and files for unemployment benefits. The forms show the percentage of their unemployment you’ll be charged unless you respond within 30 days. Your response can limit the number of benefits your company ends up paying.

Your Account May Be Charged for an Employee Who Quits

Be aware that your state unemployment insurance account can be charged for an employee who quits because of reasons attributable to your company. For instance, a change in the worksite may increase the employee’s commute or difficulty of travel. Because the amount of money you pay in unemployment benefits is related to the number of former employees who collect payments after leaving your company, you want to keep this number to a minimum.

Protect Your Company with Documentation

Maintain detailed records on each employee. Clear documentation can prove the validity of your response to an unemployment benefits claim. Your records should include employment policies, job descriptions, contracts, offers, and other job-related information. Have the employee sign every document to show they reviewed and understood the information.

Manage Your Workforce with a Staffing Agency

One of the best ways to manage your fluctuating workforce needs is to partner with a staffing agency. Because the agency bears the liability for temporary and contract employees, it also is responsible for their unemployment benefits. You can blend temporary or contract employees with your full-time staff with no financial impact on your company when they leave.

Hire Accounting and Finance Professionals

Unemployment claims have a significant impact on your company’s bottom line. Implementing the above tips to reduce the expenses related to your unemployment insurance can help your company save money long-term.

When you need help reducing the amount of money your organization spends, get in touch with Casey Accounting & Finance Resources. Our staffing consultants can provide innovative and creative solutions that exceed your expectations. Get more information today.

How Soon Can You Expect the COVID Vaccine to Be Available to Your Employees?

With two COVID vaccines available in the U.S. as of February 2021, healthcare workers, nursing home residents, and other vulnerable people are already receiving them. Once these people are vaccinated, frontline essential workers, people over 65, and other select groups should be next in line. As an accounting & finance manager, you may be wondering what this could mean for your team. If you are still working remotely, odds are you want to get back to the office at least partially and resume some normalcy.

Here’s how soon your team members may be able to receive the COVID vaccine.

The Public Might Get Vaccines in Spring

According to Dr. Anthony Fauci, Director of the National Institute of Allergy and Infectious Diseases, if an estimated quarter of US residents is fully vaccinated by late Spring or early Summer 2021, then healthy members of the general public may be able to get vaccinated more quickly than originally thought. The distribution would still take place over several months.

Employer Guidance May Increase Vaccination Efforts

Employers have the right to require employees to get vaccinated as a condition of returning to the office. This may help staff overcome their reluctance to get the vaccine as soon as possible. However, making something in the workplace mandatory typically leads to less desirable results than keeping it voluntary. Employees may object for reasons related to religion, ethics, disability, pregnancy, allergic reactions to previous vaccinations, or other issues. Instead, weekly COVID testing may become common for those returning to the office.

Continue to Wear a Mask

The process of vaccinating hundreds of millions of people to develop herd immunity is expected to take months. In fact, Fauci believes that 75-85% of the U.S. would need to be vaccinated by Fall 2021 to get back to some degree of normalcy. Ideally, the majority of people would need to get vaccinated to stunt or completely stop the outbreak. With the recent reports of new COVID-19 strains occurring throughout the world, social distancing, wearing masks, and vaccinations may remain the norm for some time.

Recommendations for Your Accounting and Finance Team

Although the COVID vaccine may be available to the general public in Spring 2021, there is no guarantee that everyone will want it. Also, even though employers can make vaccination a requirement to return to the office, staff members may object for religious, ethical, or other reasons. A better solution may require regularly scheduled COVID testing along with mask-wearing, social distancing, and other health standards to stop the spread.

Whether working remotely or on-site, enhance your accounting & finance team with Casey Accounting & Finance Resources help. Our in-depth understanding of the industry’s necessary functions and competencies and a role ensures that only highly qualified candidates are presented for your review. Contact us today.

Management Tips to Ensure Your Team is Actively Engaged

The level of engagement an employee has demonstrated how committed they are to your company and its success. It also shows how motivated and emotionally invested they are in their work. An employee must be motivated to work toward a goal in line with its vision and committed to the same values as the organization to remain engaged. As a result, the higher employee engagement is, the greater your company’s success. This is why you must work to maintain engagement among your team members.

Implement these tips to ensure your accounting and finance team remains engaged in their work.

Get to Know Your Employees

Learn all you can about your team members. For instance, find out about their families, hobbies, and interests. Also, discover what motivates them to perform their best. Additionally, ask what keeps them invested in the company’s future. Plus, uncover how they’d like to expand the business and increase its success. Use this knowledge to create a positive, productive work environment.

Set Goals

Create individual and team goals that are both challenging and realistic. This provides a sense of direction for what needs to be done and where your team members should focus their energy. Be sure to include milestones along the way to measure both progress and success.

Offer Growth Opportunities

Provide opportunities for professional growth. For instance, create stretch assignments that increase team members’ skill sets. Also, encourage your staff to develop and implement ideas to increase efficiency within the department. Plus, offer additional training and coaching in line with promotions.

Maintain Communication

Keep the lines of communication open with your team. For instance, encourage open discussion about problems as they come up. Work together to find solutions. Also, ask for employee feedback to improve your performance. Additionally, keep your staff updated on company news and developments.

Promote Autonomy

Let your teamwork as independently as possible. This shows you trust them to complete their tasks without being watched over. Ensure you clearly communicate what needs to be done and make yourself available to answer questions. Also, regularly check in on your team’s progress to see how they’re doing and provide feedback. Plus, encourage them to learn from their mistakes and do better next time.

Recognize Achievements

Acknowledge individual and team accomplishments. For instance, thank your team members for their efforts. Also, point out how individual contributions led up to a finished product. Provide monetary rewards for major achievements.

Hire Engaged Accounting & Finance Professionals

The promotion of employee engagement is one key to your accounting and finance team’s success. Engaged team members produce at higher levels and remain with your company longer. Setting goals, maintaining communication, and promoting autonomy are three ways to encourage engagement.

When you need to add engaged professionals to your team, partner with Casey Accounting & Finance Resources, we provide high-performance candidates who will make strong contributions to your company. Find out more today.

Is the 9-5 Work Week Outdated?

The 9-5 workday was created by American labor unions in the 1800s. It was made popular in the 1920s by Henry Ford, who wanted to attract auto workers used to 12-hour shifts. Because today’s employees are accustomed to working 8-hour days, many still accept the setup. However, every aspect of working life has changed in the past century. With an increasing emphasis on organizing lives for greater work-life balance, it is time to replace a set workday with flexible hours.

Here are three reasons to modify your company’s work week with flexible hours.

Desire for Flexibility

Millennials, who make up the largest percentage of the workforce, want jobs that provide flexibility. Because work-life balance is a priority, they prefer the ability to set their own hours and work remotely more than have steady work or the highest possible pay. Allowing staff to take care of personal responsibilities while finishing their work tasks provides an increased sense of control over their lives. Employers who offer flextime typically have higher performance, increased job satisfaction, and lower turnover than employers who do not. This results in greater customer satisfaction and higher revenue.

Working at Peak Hours

Companies have automated most of the rote elements of work that used to comprise the 9- 5 workday. Because calculations, factory work, and typing jobs that were common in the 20th century have been automated, employees have more time for problem-solving activities. Although drowsy workers still could accurately put together parts on an assembly line, distracted workers in the creative sector cannot solve problems very well. They need to use their individual mental energy rhythms to find creative solutions. As a result, employees should be allowed to work when they are at peak performance. Whether early in the morning or late at night, staff should have wide parameters with minimal rules to complete their work in.

Greater Productivity

Research performed by businesses, industry associations, and academic institutions shows that average workers do not get more done in a 10-hour day than an 8-hour day. In fact, every hour worked beyond 40 per week reduces productivity and output both short- and long-term. As a result, productivity should be measured by the quality of output rather than hours put in.

Add Flexible Staff

Providing a flexible schedule for staff means changing your work culture. Allowing for increased work-life balance attracts and retains top-performing workers who remain engaged and productive throughout the day. Your company benefits from increased retention, customer service, and profits.

When your accounting & finance team needs to add members, get in touch with Casey Accounting & Finance Resources. As a recipient of the Best of Staffing Client Satisfaction award every year from 2016 to 2020, our team can provide you with the highest caliber of professionals in the field. Learn more today.

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.