Will Relocation Packages Be Obsolete in the New Remote World?

With many relocation packages costing $25,000 – $100,000 per employee, employers are reevaluating whether remote work options make the packages necessary. In fact, some companies now are offering de-location packages for employees who want to move from an expensive city to an area with a lower cost of living and work remotely. Paying staff members to move away from their offices can provide significant benefits for both the organization and its workers.

Find out why employers are starting to offer employees de-location packages and why they can be a win for both parties.

Financial Savings

A de-location package offers substantial savings for employers and employees. Companies that have a mostly/completely remote workforce have significantly reduced/eliminated expenses related to real estate and overhead. They also have substantially lower operating costs and a greater ability to scale their workforce. All of this frees up money to pay down company debt, expand the organization, or fulfill other business objectives. Similarly, staff may be able to save thousands of dollars a month by working remotely from a less expensive location. They can pay down debt and put away more money for vacations, retirement, or other needs. This increases job satisfaction, engagement, and retention.

Competitive Edge

Offering employees a de-location package is an attractive addition to remote work policies. Although many staff enjoy living in major cities such as New York or San Francisco, the cost of living is high, and the area does not suit everyone’s lifestyle. Many employees would be happy to work for a top employer without having to live in a high-cost area. Likewise, many employers are happy not to provide the salary adjustments, housing allowances, moving expenses, real estate commissions, orientation programs, and family and spousal support involved with relocation packages. With a de-location package, they write a check for a set amount of money, such as $10,000, and let the employee handle the rest. Because this may be 10-50% of the cost of a typical relocation package, HR could de-locate 10 employees for the price of one relocation and potentially have a higher recruiting success rate.

Government Advocacy

Many local and state economic development councils offer incentives to attract remote employees. This may include compensation in the form of a tax credit, housing allowance, cash payment, coworking allowance, grant, or relocation support. This shows that many remote staff are willing to relocate under the right conditions.

Hire Accounting and Finance Professionals

The rise of remote work is shifting the need to offer relocation packages. Instead, employers are beginning to pay employees to move to lower-cost areas and work remotely. These de-location packages save the companies and their staff significant amounts of money that can be used for other purposes.

When you need to add accounting and finance members to your team, partner with Casey Accounting & Finance Resources. We have been consistently recognized for client satisfaction, winning ClearlyRated’s Best of Staffing award.  Find out more about our services today.

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June Is National Safety Month: How to Improve Cyber Security

National Safety Month is a perfect time to focus on the importance of increasing your company’s cybersecurity on an ongoing basis. Because hackers continue to refine their attempts at accessing vulnerabilities in your system, everyone in your organization must remain vigilant in protecting against cyber threats.

Be sure your office is following these five tips to enhance cybersecurity.

Require the Use of Virtual Private Networks  

Make it mandatory for employees to use virtual private networks (VPNs) for all connections. Because a VPN blocks your IP address and encrypts the data you send over the internet, hackers cannot tell your location or access the information. VPNs also block malicious websites, ads, and popups that can download malware and trackers on your device.

Enforce Password Rules and a Password Management Tool

Make sure your employees create strong passwords and regularly change them. Establishing new passwords increases the odds of keeping hackers away from your system. Using a password management tool can create secure passwords for every site and keep them confidential while allowing employees to log into accounts.

Make Two-Factor or Multi-Factor Authentication Mandatory

Two-factor or multi-factor authentication adds layers of security to the password method of identification. In addition to entering a username and password, a personal identification code, second password, fingerprint, or other authentication method is needed to access the account.

Use Anti-Virus Protection and a Firewall

Anti-virus protection software blocks malware and other malicious viruses from entering your device and compromising your data. A firewall helps screen out hackers, viruses, and other malicious activity that determines which traffic is allowed to enter your device. Windows and Mac OS X come with their own firewalls, as your router should too.

Keep Your Connections Updated

Every connection to the internet needs to be regularly updated. Implementing software and system security updates adds patches and enhancements to your operating system and applications. This limits potential exposure to vulnerabilities that hackers can try to exploit.

Hire Top Accounting and Finance Professionals

Maintenance of your cybersecurity should be a top priority at all times, especially within accounting and finance departments. Consistently changing and protecting passwords, running updates, and watching for suspicious emails help protect your company from hackers.

When you need to add accounting and finance professionals to your team, let Casey Accounting & Finance Resources help. Reach out to learn more today.

High-Priority Accounting Positions to Fill Outside of Tax Season

As a manager of an accounting team, you need to be ready to hire at any time throughout the year. Although there are times when your employees are busier than usual and may need temporary help, there also are times when they decide to retire, go on leave, or seek other employment opportunities. These are reasons why you should be prepared to bring aboard additional team members at any point.

Discover three types of accounting positions you need to prioritize filling.

Positions of Retiring Baby Boomers

With an increasing number of baby boomers retiring, be sure you have a succession plan in place. Keep in mind that filling the gap may be a challenge. Most baby boomers invested a significant number of years with their employer. When they leave, they take a substantial amount of knowledge, skills, and experience with company culture, coworker relationships, and the organization’s inner workings with them. As a result, make it a priority to have these employees train their successors. This is especially important if your new hires have limited work experience.

Positions of Employees Going on Leave

When your employees plan to go on family, parental, or other planned leave, be sure you have a temporary worker lined up to fill in. This can minimize disruption to workflows and production processes. Gaining a short-term worker with the skills and qualifications needed to take over responsibilities reduces the amount of downtime your team experiences.

Positions of Employees Pursuing Other Opportunities

If an employee unexpectedly quits or is let go, you need to fill the vacancy as soon as possible. To expedite the process, have a list of skills and qualifications needed to include in the job description. Set aside adequate time to create a job posting, advertise the role, interview candidates, and extend a job offer. Better yet, work with a staffing agency that specializes in placing accounting candidates. You gain access to a diverse network of qualified professionals ready to meet with you and begin performing in a short amount of time. You spend significantly less time and money finding top talent than if you recruited on your own.

Partner with an Accounting and Finance Recruiter

When your accounting positions become vacant due to retirement, planned leave, or unexpected vacancies, you need the roles filled as quickly as possible. Because these scenarios can happen at any time, it is important you have a plan for how to best proceed.

Part of your plan should include contacting Casey Accounting & Finance Resources. As a recipient of ClearlyRated’s Best of Staffing Award from 2014 to 2020, which less than 2% of staffing agencies in the U.S. and Canada earn, our high client satisfaction scores show our dedication to providing quality service. Contact us today to find out more.

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.

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.

Your Ultimate Guide to Year-End Reviews

A year-end review assesses an employee’s performance over time, recognizes achievements and goes over areas for development and improvement. When properly set up and approached as an ongoing conversation, year-end appraisals become part of the continuous performance management system throughout your organization. Your employees and you can reflect on their self-evaluation and your assessment and plan for future development. Here’s your ultimate guide to year-end reviews.

Topics

Talk about a variety of topics in year-end reviews. For instance, discuss how each employee displays company values in their approach to work. Focus on subjects that matter most to your team. Bring up role-related questions that evaluate job-specific competencies relevant for each employee’s level in the company. Discuss company goals to see what was planned and achieved and what went off course. Focus on whether the goals were too easy or difficult, which coaching is needed to improve development and whether the context of the goals is clear and relevant for the business.

Self-Assessment

Provide each employee with a self-assessment well before year-end reviews. Share the information on the self-assessment so employees have time to prepare. They need to know which topics will be addressed so they can add to the discussion.

Collaboration

Encourage an open conversation with each employee. They should have completed a self-assessment that considered peer feedback and recognition received over the last period to provide a balanced picture of performance. Promoting discussion about an employee’s self-assessment encourages autonomy and responsibility going into the talk. You provide coaching and suggestions from your experience to help the employee develop.

Honesty

Allow each employee to acknowledge what they improved without fearing punishment. You’ll promote trust in both you and the company. Point out what’s been going well and specific ways the employee can improve. Celebrate employee wins to show support.

Action Plan

Determine what action each employee should take to improve performance. For instance, share company goals and how they apply to individual staff. Outline steps to achieve them. Offer training and support. Provide clear measurements for success.

Outcomes

Establish what will happen with each employee’s information after year-end reviews. Include who will see the review and what each employee is expected to do. Being transparent about the process and following up on the actions you agreed to take promote trust and respect.

Hire Through a Leading Chicago Employment Agency

Hire top accounting and finance workers through a leading Chicago employment agency. Casey Accounting & Finance Resources has an in-depth understanding of accounting and finance functions and competencies to accurately assess candidates’ backgrounds, ensuring that only highly qualified candidates are presented for review. Reach out to us to get started today!

Is Offboarding Just as Important as Onboarding? Yes.

As an HR professional, you know the importance of onboarding to help new hires acclimate to their workplace and job responsibilities. What you may not realize is that offboarding is just as important. Putting the same care and concern into the experience for departing employees provides significant benefits for your company. Here are six reasons why offboarding is as important as onboarding.  

Communication 

When an employee leaves, offboarding lets other department members know about the change. Rumors have less of an impact when the truth is told. Remaining employees are less distracted when they know what’s really going on. Telling staff when a colleague is leaving encourages them to facilitate a smooth transition into a new relationship with a different employee.  

Exit Interview  

Upon an employee departure, offboarding lets you set up an exit interview to gain insight into their decision. Collect honest feedback that reflects their true experience working for you. Find out whether they’re leaving their team or manager or simply for another opportunity. Perhaps there are personal reasons such as starting a family or relocating for a spouse’s career. Thank the employee for their service. Leave the door open for rehiring if you’d like to see them in the future. 

Maintaining Contact 

After an employee leaves, offboarding makes it possible to keep in touch. Find out which company they are going to and how you can contact them. Send occasional emails asking how they’re doing. If you see the former employee at industry events, go talk with them. If you visit their city, ask them to lunch. Show that the former employee is still a valued member of your extended community. 

Brand Ambassadors  

Because former employees may act as brand ambassadors, they need to be adequately offboarded. People who used to work for you are likely to share stories about their experiences. Leaving them with an affirming last impression means they’re more likely to share positive memories than negative ones. 

Referral Source 

Since departing employees may serve as a source for referrals, appropriate offboarding is necessary. Leaving on a positive note encourages them to tell other top professionals about their experience working for you. You’re likely to gain more qualified job candidates who understand the business and blend with company culture. Plus, you may gain customers and contacts through former employees. 

Boomerang Effect 

Because employees who leave may want to return someday, they need to be properly offboarded. They may miss working for you and bring with them new skills they acquired. This is especially important if the employee had a significant tenure with you. They already fit with company culture, understand the department and have experience with your business operations.   

Find Accounting or Finance Professionals  

Find the professionals you need with Casey Accounting & Finance Resources. As a leading Schaumberg employment agency, we reduce your time spent on recruiting, evaluating, screening and interviewing candidates to find the best match for your organization. Connect with our leading staffing specialists today!  

6 Ways to Harness the Power of Social Media to Attract Candidates

The majority of job candidates use social media to find better employment opportunities. Along with searching for job openings, candidates use social media to learn about potential employers, company culture and what a day at the office is like. For this reason, you want to maximize your use of social media to promote your company and open roles. Here are six ways you can use social media to attract qualified finance and accounting candidates.  

Build a Strong Brand 

Because candidates typically read six or more reviews before forming an opinion of a company, use social media to build a strong brand. Be sure you have an active Facebook page, Twitter account and LinkedIn page. Make sure your content is current and you have a strategy to keep it updated.   

Communicate Company Culture 

Show what your company mission, vision and values are and what a day at the office is like. You will attract more qualified candidates who have the required skills and experience and fit with company culture. Be sure to add photos and videos to your posts. Show interesting projects and events held in the office so candidates have an idea of what to expect. 

Target Your Audience  

Tailor your social media campaigns to reach your target audience. Identify who your ideal candidates are, then create tailored ads and messages designed for them. Notify your social community that you are hiring by updating your LinkedIn profile with a message about open opportunities or adding a recruitment banner to your Facebook and Twitter pages that links to your job listings.   

Continuously Build Relationships  

Connecting with substantial numbers of people increases your network of potential candidates. Even if your connections are not qualified or a good fit for open roles, they may know someone who is. Keep your posts consistent and valuable so you engage in two-way conversations with your audience. 

Attract Passive Job Candidates 

Although most candidates are not actively sending out resumes, they still are on the lookout for new opportunities. Posting available positions gains the attention of passive candidates who probably would not have known about the opening otherwise. You may gain their attention by using hashtags or purchasing paid social media advertising to target who sees your ads based on demographic and geographic ad criteria.   

Request Help  

Ask your existing social network to help you find qualified job candidates. When a position opens up, request that your fans, followers and connections share your posts. Include your employees in the sharing process. Because they know and love your company, they can better communicate what a great place it is to work. Plus, candidates who receive a personal invitation to apply from someone they know, and trust are more likely to respond.   

Find Qualified Finance and Accounting Candidates 

Find qualified finance and accounting candidates through Casey Accounting & Finance Resources. As a leading Chicago employment agency, we review resumes, complete prescreening and in-person interviews, handle background checks and negotiations and more. Get in touch with us today! 

 

Find a Great Career Mentor in Your Own Office with These 3 Tips!

Providing mentors for employees is a key part of helping them move forward in their careersMentors provide insight into getting promotions, solving problems, learning from mistakes and more. Because finding the right mentor and knowing how to ask for guidance can be challenging, it is in your best interest to determine which seasoned employees are up for the task and let employees know whom they may ask for help. Here are three tips for finding great career mentors in your office.  

Determine the Qualities of a Great Mentor 

The best mentors make a significant difference in mentees’ careers. They offer support and motivation for all types of circumstances and answer questions about career transitions and challenging situations. Top mentors listen more than they talk and help mentees navigate toward solutions and next steps. They help mentees learn from their own mistakes and hardships as well as successes. True mentors provide honest feedback and constructive criticism to help mentees improve performance and reach high expectations. They influence mentees to become strong, confident, thoughtful leaders by leaving their comfort zone and reaching their full potential. The best mentors establish relationships based on mutual respect, trust and support, cultivate acceptance and open communication. Top mentors enjoy learning from mentees with different backgrounds and watching them grow in their careers    

Remember That a Mentor May Work in a Different Department 

As long as the mentor takes an interest in a mentee’s career goals, their activities outside the office, and how the mentor can assist with career development, they should be a good fit. The mentor’s main focus should be the mentee’s long-term success and development, not just their job responsibilities. Relationships need to develop organically for the best odds of being successful.  

Ask Seasoned Employees to Become Mentors 

Find out which seasoned employees want to mentor less experienced coworkersBe sure that employees seeking a mentor can demonstrate why mentorship will benefit their career development and what they want to gain from mentoring. Examples may include supporting career goals and offering sound career path advice, or taking with someone who has subject matter expertise to help navigate a specific problem. Also, teach employees to properly reach out to potential mentors. They may start by mentioning they admire the coworker’s work or career trajectory and ask whether they can request advice on their own career. If the potential mentor agrees, they can sit down for a discussion. If things go well, they may set up a recurring meeting for a set amount of time every few months or so  

Find Top Accounting and Finance Professionals 

As a top Schaumberg employment agency, we provide innovative and creative solutions to help achieve your talent management goals and objectives. Connect with our accounting and finance recruiters today!