Hire for Passion or Experience? Why You Need to Look at the Candidate Experience from the Other Side of the Table

It’s a candidate-driven market, which means more emphasis is being placed on the experience of the job candidate during the hiring process. A CareerBuilder survey revealed that “82 percent of employers believe there is little or no negative impact to a company when a candidate has a bad experience during the hiring process.” But this is not the case. Employees who have had a negative experience will quickly move onto a competitor and they may not ever consider your company again. Since job candidates have most of the leverage in today’s job search process, a bad experience in the hiring process will eliminate your company from consideration of the top talent you want to add to your organization.

One way to evaluate the experience of candidates is by going into their shoes and looking at it from a different angle. How can your company accomplish this?

From time to time, put yourself through the candidate application process. Does it seem complicated or too time consuming to fill out the application? Did you get an acknowledgment that you applied? How long until you actually get asked for an interview? These are all aspects that need to be evaluated on a regular basis if you want to focus on a positive candidate experience.

It’s easy to think your process works when you don’t have to go through it every day. If you don’t want to audit the process on your own and want to get a fresh perspective, ask someone in your organization who doesn’t directly work with the job candidate experience. You also could ask trusted colleagues, friends or other connections for their honest feedback.

Evaluate whether your company has had better success with hiring for passion vs. experience. In the past, there have been hires that have done outstanding based on either factor. Now is the time to see how they are doing. Are the people who were hired for passion still as enthusiastic about their jobs? Did the people who brought a lot of industry knowledge to the workplace stick around? Consider the time you or your company had to invest in getting the passionate new hires up to speed to complete the job responsibilities. With the experienced job candidates, did they meet the cultural fit of your organization or did a resume-based hire fall flat?

Interviews can be a valuable source of information too. They are often the first contact that candidates have with your company. In today’s climate, candidates are very eager to share their experience on company review websites like Glassdoor, or even on Google or Facebook. How are candidates rating their experience with interviews? Are they being challenged by the interview process or is it too predictable? Do they get an accurate image of the organization to help them make the best decision possible if they receive a job offer from your company? Or are they still confused about the job duties, culture and other factors?

From the side of the table that candidates sit behind, they are evaluating your company every step of the way. Be sure that your hiring practices meet their expectations and approval by putting yourself in their shoes once in a while.

Casey Accounting & Finance Resources, leaders in financial staffing in Chicago, will recruit and provide the accounting and finance staff your company needs. Contact our award-winning team of recruiters today to get started on finding the top talent your organization wants to add.

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Tips for Working with Multiple Generations in the Workforce

There have always been people from multiple generations working alongside each other in organizations. From the youthful newcomers to seasoned executives, everyone seems to find their place along the corporate ladder. However, the present workforce is made up of at least four very different generations of workers who are separated not only by age, but also by technology.

How is it possible for an employee from Generation Z (or more commonly known as the millennial generation) who spends his days text messaging and taking selfies to get along with and communicate with a Baby Boomer who values face-to-face meetings and good old-fashioned work methods?

Regardless of where you find yourself on the generational time-table, it is possible to get along with your diverse work team. The key is to understand the uniqueness of each generation’s work style and values. Here are some guidelines that will help multi-generation teams to work together.

Understand that each generation has communication preferences.

As illustrated above, each generation of workers has their way of communicating with others. Millennials and younger employees tend to focus on getting quick access to information in small snippets, and they often lean on texting and social networks to communicate. Generation X and baby boomers prefer emails and phone calls, or even in-person meetings. If you are working with other generations, try using the communication methods they like to get a better response.

Technology adaptation is different for each generation.

It can take time for all generations to adapt to certain types of technology, some longer than others. If you find that you pick things up quickly and a co-worker is struggling, take the time to work with them to bring them up to speed. Everyone in your organization will benefit if each employee can handle the basics of the latest technologies in your business. Taking it to the next level, your management team will notice if you are helping others on your own accord.

Each generation has something to learn from the others.

Respect can go a long way towards fostering a positive relationship with your multi-generational colleagues. Remember that each generation has valuable information and experience to share with others. Be open to learning from your colleagues and sharing what you know when asked. While we talked about how some co-workers are more likely to be better teachers with new technologies, other employees can be well-versed in business principles, career development or other areas.

There are strengths and weaknesses in all generations.

Every generation has something they bring to the table, whether it is leadership skills, life experience or technical knowledge. To get along with your co-workers means tapping into these strengths. It also means understanding that there may be weak areas that demand patience. Setting up conversations and meetings with your co-workers (go to an informal lunch with them), and learning about their strengths and weaknesses will make everyone better.

Work with a Leading Financial Recruiter in Chicago

An award-winning staffing agency, Casey Accounting & Finance Resources is well networked, tenured and industry-certified. Contact our great team today to get started on taking the next step in your financial career.

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5 Salary Negotiation Tips for Employers!

  1. Make sure the role is clearly defined for the future employee.  Often we hear from candidates who start looking for a new position when the current position they are in doesn’t match what they were told during their interview.  Salary may have been acceptable during the offer, but not if the actual position does not match what they were told.
  2. Due to internal equity issues, try to interview candidates who are in the salary range.  If you do have an exceptional candidate who is outstanding and outside the salary range, is there a senior role they could interview for at your organization?  These candidates are hard to locate, so look to see if there is a place for them in your company in a different role.
  3.  Ask good questions when discussing salary.  Let the candidate know you will require salary information verification.  Ask about the candidate’s true base, bonus (how much and when does the bonus pay out), incentives (cell phone, laptop, car allowance, etc), stock options, pensions, 401(k), benefit costs, paid lunches, etc.  This information will help you when determining the salary offer.
  4.  Do you have good information on what the current marketplace is paying for your job roles?  Let the candidate know you have researched the role in your efforts to be competitive in the job market.  In addition, let the candidate know why people enjoy working at your organization.  This will help the candidate in their decision making process on accepting the offer or not.
  5. Working with a recruiter helps to alleviate some of these concerns.  The recruiter will know what salary the candidate is looking for in their next opportunity, and will share this information with you to help make sure the salary offer is competitive for the candidate and the marketplace.  Sometimes clients feel confident negotiating salaries with candidates even though they are working with an agency, but they fail to realize that the recruiting firm has been working with the candidate for some time and may know the candidate on a level that the client does not. It’s almost always better to let the recruiting firm handle the negotiations to seal the deal and get a favorable response for everyone.

Your future employee will benefit going into the new role of the company knowing they were treated fairly in the salary negotiation process.  The person will feel loyal, work harder and be committed to the company.  If they feel that they were not treated fairly, then your company may be just a stop for them in their career as they keep their options open to future opportunity at other organizations.

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How to Retain Your Best Talent: Employees Need to Be Connected to the Company

It has been said that it takes a lot more to maintain a happy workforce than it did years ago. This is supported by statistics, like the fact that nearly two-thirds of the workforce is actively disengaged from their jobs, and many others are using work time to search for other opportunities.

One of the better ways of keeping employees satisfied in their careers is to offer support for learning and development. Let’s face it, the convergence of personal and professional is happening more often in the workforce. People want support for their goals. How can your company develop enough programs to meet the unique needs of all its employees?

1. Make learning a core value in the workplace.

When learning is a value of the company, it becomes a normal aspect of the culture. This enables employees – who previously would be searching for new learning opportunities outside of work – to confidently pursue their professional development. Create a system to reimburse employees for continuing education. Send them to conferences. Purchase webinars if your budget is smaller. Encourage your staff to read articles throughout the day.

2. Identify learning and development programs that cater to employees at all levels.

Because learning styles can be so vastly different from one employee to the next, often driven by generational characteristics, learning and development programs need to be varied. Blend classroom learning programs with on-demand eLearning. Survey employees to find out what they want to learn and link this to their career goals. Not everyone wants to sit in front of a computer for a 60-minute webinar, and not everyone wants to go hear a local speaker.

3. Bring industry-leading programs and experts directly to employees.

Get your employees excited about learning and connect them deeper to the company by bringing learning to them. Set up brown bag lunch and learn sessions, offer special talks from industry leaders, and create a full learning environment that includes employees of all generations and interests. Taking that information from outside topics and relating it to your company’s processes provides a natural connection for your employees.

4. Promote and reward learning achievers.

To create a deep connection with employees, link their learning efforts to performance. If they participate, reward them for making this commitment to excellence. Set up promotions and bonuses based on learning initiatives. The incentives don’t have to be anything major. You can tie salaries to something like continuing education or certifications. A small gesture like a gift card to a movie theater will be appreciated, especially if you recognize employees publicly.

Work with a Leading Financial Recruiter in Chicago

When your financial group has an employment need for top financial talent, work with the award-winning financial recruiters at Casey Accounting & Finance Resources. Contact our great team today to get started!

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Adjust Your Mindset to Find Success in Networking

Most people think of “What’s in it for me” when they think about networking, especially when it has something to do with finding a job. This is a natural thought, because the end result needs to be a job and a means to survive. However, a mindset shift of “How can I help others” will really have more long-term positive effects than the short-term focus of yourself.

Here’s how to develop a positive mindset about networking, and greater success with the job search process.

1. Think about what you can offer to someone else.

It’s easy to engage in networking activity with the thought of only getting something out of it. But if you go to a networking event or start networking with others online, it will become very transparent if this is your only goal. Instead, go to a networking mode with the thought that you would like to find ways to serve other. Think about the value that you have, and how you can help others rather than take from them.

2. Consider all the connections you have and how they can help others.

Also consider the connections that you have within your social, professional, and educational networks. Chances are, there are people who may complement each other and are worth introducing to each other. Use your networks in a more positive way and you can expect that others will think of you when they have someone to refer. This can work in your favor during a job search.

3. Develop a professional brand that’s above your immediate needs.

It’s easy to go about developing a personal brand that is only about your career or your passions. But this does not necessarily serve you as a job seeker. Instead, think about ways that you can develop a brand that appeals to others and their needs. This is a similar approach that sales professionals use when trying to attract prospects – you must speak their language in order to be effective as a networker.

4. Get outside of your comfort zone about networking – try new methods.

Networking is not just about sitting at a computer behind social profiles. It’s about stepping outside of your comfort zone and attending local networking events, business mixers, and industry conferences. It’s about volunteering in your community and giving something back. Learn to develop a strong pitch for yourself and again think about how you can serve others. The people that you meet will be happy to learn about you, if you put yourself out there.

At Casey Accounting & Finance Resources, we focus on your area of expertise to find the right job opening for your skill set. Contact our award-winning team today to partner with top financial recruiters in Chicago.

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Recent Job Placements from Casey Accounting & Finance Resources

Currently, Casey Accounting & Finance Resources is placing 1 out of 3.2 candidates who interviewed for a position. That’s a great ratio for a staffing agency and is part of the reason we have great relationships with accounting and finance companies located in the Chicago area and were recently honored with a Best of Staffing Award® from Inavero.

Check out some of our most recent placements below, and if you’re interested, contact our great team of HR recruiters today!

CASEY ACCOUNTING & FINANCE RESOURCES placements include the following:

  • Director of Finance-Mt. Prospect, IL
  • Staff Accountant-Northbrook, IL
  • Credit Analyst-Glendale Heights, IL
  • Collections-Temporary-Maywood, IL
  • Payroll Manager-Schiller Park, IL
  • Sr. Accountant-Temporary-Mundelein, IL
  • Payroll-Temporary-Chicago, IL
  • Payroll-Temporary-Rolling Meadows, IL
  • A/P Clerk-Temporary-Rolling Meadows, IL
  • Accounting Clerk-Temporary-Chicago, IL
  • Senior Director of Finance-Schaumburg, IL
  • A/P Clerk-Temporary-Cicero, IL
  • Accounting Clerk-Temporary-Chicago, IL
  • Payroll Specialist-Temporary-Schiller Park, IL
  • Accounting Clerk-Temporary-Chicago, IL
  • Senior Accountant-McHenry, IL
  • Billing Analyst-Deerfield, IL
  • Staff Accountant-Chicago, IL
  • Staff Accountant-Temporary-Lincolnshire, IL
  • Accountant-Bartlett, IL
  • Senior Accountant-Mount Prospect, IL
  • Accounting Clerk-Temporary, Elgin, IL
  • A/P Clerk-Temporary-Mount Prospect, IL
  • Payroll Specialist-Temporary-Elk Grove Village, IL
  • A/R Specialist- Schaumburg, IL
  • Staff Accountant-Chicago, IL
  • Accountant-Temporary-Chicago, IL
  • Credit/Collections-Temporary-Wood Dale, IL
  • A/P Clerk-Temporary-Hoffman Estates, IL
  • Senior Accountant-Schaumburg, IL
  • Staff Accountant-Temporary -Elk Grove Village, IL
  • Accounting Manager-Chicago, IL
  • Accounting Clerk-Temporary-Hoffman Estates, IL
  • A/R Clerk-Carol Stream, IL
  • Senior A/R Specialist-Schaumburg, IL
  • A/R Clerk-Temporary-Evanston, IL
  • A/R Clerk-Temporary-Schaumburg, IL
  • Staff Accountant-Temporary-Chicago, IL

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Is a New Graduate the Right Option for Your Job Opening?

Another crop of new college graduates will be wrapping up celebrations and entering the job market in the coming months with high hopes of landing great careers in the Chicago region. Is your company in the right position to offer a new graduate their first full-time job after college? How can you know that hiring a brand new college graduate vs. a seasoned professional is the right thing to do? If you do hire a new grad, what can you expect?

A survey conducted by the National Association of Colleges and Employers (NACE), revealed that employers are planning to hire almost 10 percent more college grads this year than last year. Recruitment and hiring of new college grads is up for a number of reasons, including:

  • College graduates have learned the most recent skills in technology and business advancement
  • New college graduates are eager to prove themselves to employers, especially millennials and Generation Z
  • Today’s college graduates are better prepared for the workforce due to post-recession changes in the educational system

Hiring college graduates adds an influx of energy and excitement to your workforce. They are excited to start their first “real” job and get their career going in the right direction. Having a balance of college graduates with your seasoned employees can help your business grow.

The traits you should be looking for when offering employment opportunities to new college graduates are:

  • Strong interpersonal communication skills using multiple mediums and technology. College students have grown up with electronic communication. It’s important to evaluate their written and verbal communication since not everything can be done through email (or text messaging!)
  • The ability to work well with other generations in the workforce, especially older employees. Younger employees may think they possess all the answers, but developing a balance of respect for each generation can result in great gains for the company.
  • Above-average work ethic and dedication to long-term success in the company. A lot of employers believe they can teach a number of skills but don’t want to develop a new employee’s work ethic. Getting a long-term commitment would be the best of both worlds, but it’s difficult to expect younger employees to pledge the first 10, 20 or 30 years of their career to the first job.

While new grads will be limited in their work experience, they will be able to show a progression of these traits through their college projects and any practicum. Behavioral interview questions can still be beneficial despite their lack of career experience. The teamwork concepts developed in college provide ample opportunity for experience in a number of situations that can be transferred to the professional sector.

To partner with a three-time recipient of Inavero’s Best of Staffing® awards, contact Casey Accounting & Finance Resources today and find out how a top staffing agency in Chicago can help with all of your accounting and financial employment needs.

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Casey Accounting & Finance Resources, Inc. Wins INAVERO’S 2016 BEST OF STAFFING® Client and Talent Awards

Rolling Meadows, IL – February 18, 2016 – Casey Accounting & Finance Resources, a leading staffing organization specializing in the placement of Accounting & Finance Professionals announced today they have won Inavero’s Best of Staffing® Client and Talent Awards for providing superior service to their clients and job seekers. Presented in partnership with CareerBuilder, Inavero’s Best of Staffing winners have proven to be industry leaders in service quality based completely on the ratings given to them by their clients and the employees they’ve helped find jobs. On average, clients of winning agencies are nearly three times more likely to be completely satisfied and talent of winning agencies are 50 percent more likely to be completely satisfied with the services provided compared to those working with non-winning agencies.  Award winners make up less than two percent of all staffing agencies in the U.S. and Canada who earned the Best of Staffing Award for service excellence.

Focused on providing Accounting & Finance Professionals, Casey Accounting & Finance Resources is pleased to be able to provide outstanding services to their clients and candidates.

Casey Accounting & Finance Resources claims an Invaero® Best of Staffing Award for the third consecutive season.

“We are honored to achieve this milestone for our business and winning both awards – Inavero’s Best of Staffing® Client and Talent!  Our team works hard to make our services the best for our clients and candidates, and I am very proud of what we have been able to accomplish together for the Accounting and Finance community!  Currently 1 out of every 2.5 candidates interviewed by our clients is hired, providing a great resource of outstanding talent with a quick response rate.”  Casey Accounting & Finance Resources President and CEO, Patricia Casey said.

“Leaders of growing companies are more committed than ever to staying flexible in this stable yet volatile market making staffing firms the most viable employment partnership,” said Inavero’s CEO Eric Gregg. “Finding the best staffing partner with a proven commitment to service excellence can be really tough. BestofStaffing.com is the place to find the winning agencies that place talent with the skills you need in your city or state. We are very proud of the 2016 award winners.”

Casey Accounting & Finance Resources, Inc.
Casey Accounting & Finance Resources is a nationally accredited, best in class recruitment firm specializing in the placement of Accounting & Finance Resources talent for both temporary placement and direct hire.   Our dedicated staff is well networked in the Accounting & Finance community, tenured and industry certified.   With our strong relationships, referrals and sourcing skills, we can quickly locate top talent to add to your team.  In addition to our outstanding recruiting practices, we are committed to community service and philanthropy.  Our people are our greatest asset!

About Inavero
Inavero administers more staffing agency client and talent satisfaction surveys than any other firm in the world. Inavero’s team reports on over 1.2 million satisfaction surveys from staffing agency clients and talent each year and the company serves as the American Staffing Association’s exclusive service quality partner. 

About Inavero’s Best of Staffing
Inavero’s Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based completely on the ratings given to them by their clients and job candidates. Award winners are showcased by city and area of expertise on BestofStaffing.com – an online resource for hiring professionals and job seekers to find the best staffing agencies to call when they are in need.

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How Teamwork Helps All Aspects of Your Career

Whether you are currently employed or seeking a new job, being a team player can be to your advantage. Why? People skills are often in short supply as more employees lean on technology and interact less in the workplace. Being a great communicator and collaborator can take you far in your career. The ability to relate to many different types of people and situations, using your best skills to support a team effort is something you should work on throughout your career.

Here are some reasons why teamwork helps you in all aspects of your career development.

Teamwork helps you see things from other perspectives

When you open yourself up to working with others in a team setting, you benefit by learning perspectives and experiences. This aids in your development and ability to expand your horizons. It can also help you become better at your job as you learn new ways of handling tasks and seeing things from alternative views.

Teamwork will help you get a better career

At your current job, teamwork develops relationships and leads to increased production. When you’re looking for a new job, people will help you out and you can show examples of when you were a great team member.

Teamwork skills require being more personable

If you struggle with shyness or fear around other people, making an effort to be active on a team can help you come out of your shell. Make the choice to be an active participant and use your talents to contribute to the success of each project. You will earn the respect of your peers and develop more personality.

Teamwork can connect you with the right people and opportunities

In life, being part of a team can bring you closer to the type of career and the challenge of new experiences you need to grow. You can build closer connections with your peers, mentors, and even clients and vendors you work with. Using teamwork principles, you will be viewed as someone that others can rely on to get things done.

Teamwork is the hallmark of a future leader

When you learn how to be a team player, you are also developing the skills you can use as a future leader in your industry. Learning to get along with others, bringing out the best in them, and sharing in successes are the traits that all good leaders possess. Think in these terms as you work on team-building skills and attitudes.

Work with a Leader Among Chicago Recruiters

At Casey Accounting & Finance Resources, we value teamwork among all of our employees. We will focus on your area of expertise and place top financial job candidates with the best financial companies in Chicago and the surrounding area. Contact our award-winning financial recruiters to get started!

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Why Listening Makes You a Better Leader

Today, a leader must be an excellent communicator. They must be able to delegate effortlessly, motivate the team, and must be good at both verbal and written communications. But communication is a two-way street. Leaders also need to be active, patient and responsive listeners. While being outspoken and communicating clearly are two of the many attributes necessary for one to become a leader, it is listening that makes one a better leader.

How listening can make anyone a better leader

In the workplace, a leader is expected to address problems and initiate improvements. Certain problems will be obvious and a leader must be able to identify them. But, many problems are not so obvious. The only way a leader can get to know those issues is if they listen to the team or any particular member of the team. People should be able to come up to a leader with their problems and a leader must not spurn them.

Many leaders fail to actually hear what others have to say. They shrug at what is being shared or reported to them. They pretend to listen and forget what has been said soon after. They don’t even offer an audience and even if they listen. They can discard the issues at their whims and fancies. Such approaches are unbecoming of a leader.

The first step in being a better leader is to take the time to listen to others, and reflect back what is being said to clarify matters. A leader who listens is respected by their team members. Listening to anyone would make that person feel that they are important, what they say or have to say is being heard and that their thoughts, situations or their role in the team are valuable.

Steps to be a better listener include:

  • When listening to another person, imagine that they are the only other person in the room and be fully engaged in what they are saying.
  • Be open minded and put yourself in their shoes.  You might not agree with what the person is saying, but give them a chance to fully articulate their thoughts.  People will appreciate that you are making an effort to understand and hear what they are saying.
  • Repeat back the key points you are hearing and ask for clarification of anything you did not understand or may have missed.
  • Establish what follow up there will be, if any, so the person is clear on what will happen after the conversation is finished.
  • Remember, conversations are just the beginning step to implementing great ideas!

Listening is a skill that comes with time and practice. Leaders need to talk but they don’t need to talk to hear their own voice. A leader can always learn from others, from advice or suggestions from the team members and the act of listening itself can open up a treasure trove of informational and helpful exchanges. Remember, it only takes one person to suggest an idea for significant change to affect the organization.

As a leader, it’s up to you to become a better listener so you can improve your skills and earn the respect of your subordinates.

Casey Accounting & Finance Resources is dedicated to locating top talent for your accounting and finance positions. Contact a leading recruiter for finance careers today to get started!

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