Thanksgiving Inspo, and Gratitude From Our Homes to Yours

Just about everyone is pretty pumped to plan their Thanksgiving celebrations. The preparations, cooking, table settings, decorating your home, matching outfits, and more. In advance of the upcoming holiday, we want to provide some valuable advice and inspiration so that you can whip up a great time – whether you go big or keep it on the light side. We’ve got your back!

The Food

Just Google search “best Thanksgiving food sites 2023,” and you’ll receive a myriad of ideas from the traditional to the trendy, homecooked or ordering meal kits online, restaurants that are open, or food trucks for a more casual affair. And, if turkey isn’t your jam, try alternatives like steak or prime rib, brisket, lamb, or a pot roast. Maybe this year, it’s a charcuterie Thanksgiving. Or breakfast/brunch becomes a new tradition for you and your friends and family. Whatever you decide, you’ll find plenty of ideas on the Internet.

Finally, if you have a cooking question on Thanksgiving Day, here is a list of several hotlines to help you with your needs.

The Decorations

Not all of us have a Martha Stewart gene in our family tree. Here are some easy DIY decorations that won’t require a glue gun and YouTube videos.

Don’t forget about your table settings. Find more dreamy inspiration at this website.

What We’re Thankful For

“I am very thankful for my family, friends, and co-workers who have always been supportive, nurturing, and loving to me. They are always there for me when I  need them.” – Eileen Renk, Casey Accounting & Finance Resources Director of Recruiting and Sales

“I’m thankful for the traveling I got to do this year! Aside from Midwest travel, I got to visit Colorado, Maine, Italy, and Mexico for Christmas.” – Julie Jurek, Arlington Resources Sourcing Specialist

“This season, I am thankful for joining a caring and thriving team. I’m grateful for the opportunity to be challenged every day by learning a new industry, interviewing top HR professionals, and serving our clients with top quality.” –  Courtney Thome, Arlington Resources Talent Acquisition Consultant

“I am most Thankful for my Good Health & Family. I am blessed to have my 92 year old grandfather on this earth still. Especially around the holidays is when I cherish making memories with him the most.” – Nina Salgado, HR Administrative Assistant

“So much to think about here, I am thankful for incredible friendships that I have built over many years now that I don’t have family anymore. The opportunity to be in a career for the past 26 years that allows me to change peoples’ lives every day and make an impact in our working world is very rewarding.  I am also thankful for the opportunities I have been presented in life that have helped me to grow and become a better person” – Denise Young, Arlington Resources Director of Recruiting and Sales

“I am thankful for my loving family, who are always there for me when I need them, and for having a hobby that brings me joy. Reading is a great escape from everyday life!”  Elizabeth Lanaghan, Arlington Resources Senior Recruiter & Sales Consultant

“Family is the most important to me always and for what I am most thankful. God has blessed me with an amazing husband and two daughters that have forever changed my life. I love my job and what I do on a daily basis, and I put my heart into it for my family.” – Cheryl Reinwald, Arlington Resources Director of Recruiting and Sales

Sending you a Harvest of Blessings

We hope Thanksgiving brings you reasons to be grateful, as we are so grateful for you. May your hearts be as warm as your kitchens, and we wish you good health and good times.

And remember, if you have a last-minute staffing need, we are here to fill your open positions so you can focus on filling your hearts and tummies.

Happy Thanksgiving!

Is Your Hiring Process Too Long? Six Strategies to Speed it Up.

Is your hiring process getting in the way of hiring the best candidates? Sometimes, we get into a hiring rut, and those bad habits may be preventing you from making a great hire.

How can you shorten your hiring process? “One of the first lessons I learned as a young recruiter was, ‘Time kills all deals,’” according to Mary Newgard, a senior search consultant. “Rarely do candidates or hiring managers mean to slow down the process, but it happens.”

Newgard offers these six ways to “push the pace in the hiring process.”

  1. Give Permission to Abandon Your Process. If you find a great candidate and the hiring manager believes the candidate is a great fit, go ahead and make an offer. Don’t lose good people because they haven’t gone through two or three rounds of interviews.
  2. Write Simple, Easy to Update Job Ads. You want your job ads to deliver qualified candidates. Keep the ads short. Make sure to add specific job qualifications and then post it. This more condensed version of the job ad can be quickly updated or refined during the search or for the next similar position.
  3. Deputize One Person to Screen Resumes. Having one person screen resumes provides consistency in selecting candidates for interviews.
  4. Automate Information Gathering. Consider what processes in the hiring process can be automated – correspondence emails, critical screening information, and some interview questions. Don’t let more than 24 hours pass between communications with ideal candidates.
  5. Scripting Interviews. Your hiring managers aren’t HR generalists, too. They may not know all the interview rules. Providing a script or list of Do’s and Don’ts prepares hiring managers, keeps interviews on track, and avoids EEO issues.
  6. Combine Hiring Teams for Similar Positions. For similar job openings, combine job ads and interview activity as much as possible.

Be prepared to move quickly with hiring decisions by having salary ranges, optional benefits, and other negotiating points at the ready. This will prevent more time wasted.

If you don’t want the hiring process to linger on and on, review your hiring processes and see where you can abbreviate steps. In this era of “instant gratification,” job seekers crave constant communication and a quicker process. Look for opportunities that will improve your hiring process.

We Can Help With Your Open Positions

Slowing down the hiring process costs time and money, and you might lose out on top talent.

If you want better results, talk with a Casey Accounting & Finance Resources team member today.

4 Tips For Mining Your Employee Alumni Database to Fill Open Positions

The need for skilled talent remains high, yet recruiters struggle to find candidates to fill their open jobs. With more companies requiring employees back to the office, economic challenges, fewer opportunities for remote work, and “the Great Resignation” waning, where are recruiters finding talent? It might surprise you that employers are communicating with their former employees – those who left for so-called “greener pastures” and those who retired –  to see if they’ll “boomerang back” to their former company.

According to an article in ALM Benefits Pro, “4 out of 10 employees who quit their jobs during the pandemic now admit they were better off at their old job, according to a multi-country survey by workforce solutions company UKG.” Harvard Business Review also recently noted that “statistics around the prevalence of boomerang employees vary by industry, but a hot-off-the-press study conducted by HR analytics firm Visier between 2019 and 2022 found that 28% of “new” hires were actually boomerang employees who couldn’t stay away more than three years.”

Wooing Back Former Employees With These 4 Strategies

Here are some things to win back former employees. Oftentimes, a conversation with the former employee on why they left and how they’re doing may shed some light on what it will take to rehire them:

  1. Employee Culture: If you already have an awesome culture, congratulations! Many boomerang employees return because they miss the caring culture and work/life balance. If your culture needs improvement, work on the “low-hanging fruit” and move forward from there. Perhaps the former employee would like to be part of the team to enhance the company culture.
  2. Alignment of Mission and Values: ALM Benefits Pro notes that the “the advancement of diversity, equity and inclusion (DEI) and environmental, social and governance (ESG) initiatives, employers are really being compelled to take a look at their own DNA — who they are as a company, what they stand for, whether they have the right talent on board.” Employees want to feel respected and valued for their contributions.
  3. Colleague Experience: If we’ve heard it once, we’ve heard it thousands of times – employees oftentimes love the people they work with but find the environment intolerable. When evaluating your employee culture, reassess benefits and perks, professional development and growth opportunities, and peer resource groups as options to improve the environment.
  4. Considering Retirees/Mature Employees: While some of your former employees may have retired, there are also many mature employees who would be valuable assets to your employee diversity. ALM Benefits Pro urges company executives to “rethink stereotypes of older employees as being less capable, less able to adapt and learn, and unwilling to roll up their sleeves and dig in. Organizations that eliminate age bias from their cultures and hiring practices understand and appreciate the merits of hiring mature candidates. A recent Deloitte study shows that age brings a sense of security and wisdom to teams that can be used to their advantage.” ALM Benefits Pro asserts that organizations with a “more collaborative spirit and the benefits of diverse teams that integrate youthful vitality with the insights of experience” may “become more innovative, profitable, and likely to reach its full potential.”

It’s a good sign that employers can tap into their alumni database for recruitment purposes, not only to rehire them but to seek referrals. By the way, these tips are important for all employers and could prevent employees from leaving in the first place.

Casey Accounting and Finance Resources is ready to help you with your labor shortages. Contact us today to see how we can solve your workforce challenges.

Taking Vacations Improves Employee Well-Being and Productivity

Even though we’re approaching the end of summer and the beginning of the school year, it doesn’t mean that opportunities for vacation or paid time off (PTO) are over. In fact, there are several studies that indicate the importance of finding opportunities throughout the year to relax and recharge. Rebecca Zucker, executive coach and a founding partner at Next Step Partners, recently wrote in a Harvard Business Review (HBR) article that “Making sure your employees regularly take time off is key to creating a more sustainable workplace.”

Zucker continues – “every year more than half of Americans give up paid time off. According to the U.S. Travel Association, in 2018, this amounted to 768 million days of unused vacation time, with more than 30% of it forfeited completely. Add to this, the fact that over 50% of managers feel burned out, taking vacation (and actually unplugging) has never been more important.”

Employers need to look at the statistics that outline the benefits of taking time off and encouraging employees to plan regular breaks away from work.

Restoring the Mind, Body, and Soul

Zucker outlined research that points to three areas that benefit from restorative breaks.

1) Mentally. Taking a vacation provides greater opportunity for rest and better sleep (both quantity and quality), which can help employees unclutter their minds to boost creativity. The cognitive impact when people are overwhelmed with work can include cognitive fatigue, difficulty concentrating, forgetfulness, and impaired problem-solving ability, among several other effects.

2) Body. Relaxing on vacation can reduce the levels of stress hormones and allow the immune system to recover, making employees less prone to get sick. Vacation also allows people to reset sleep patterns that can improve mood and cognition beyond vacation.

3) Soul. While it sounds hokey, answers to life’s big questions — like “What do I really want?” or “What’s most important to me?” — are more likely to come to us when there is some space and stillness. An Ernst & Young study showed that for every additional 10 hours of vacation time that employees took, their year-end performance improved 8%, and another study showed that using all of their vacation time increases an employee’s chances of getting a promotion or a raise. Further, according to the EY study, those who took vacations more frequently were less likely to look for employment elsewhere and leave the company.

A key to creating a more sustainable workplace with healthier, happier employees is to discourage the warrior mentality. Employees might be tempted not to take vacation time and show off how hard they work. Many of the studies noted in this article refute this type of culture. “We’re losing out on crucial recovery time that our bodies and brains need — which is why vacations are so very important,” stated Shawn Achor, New York Times bestselling author of Big Potential, The Happiness Advantage, and Before Happiness.

Vacations are a Necessity.

Achor emphasizes the importance of taking vacations to improve overall well-being and productivity. He advocates that vacations are not just a luxury but a necessity for maintaining good mental health and enhancing happiness. He also found that if you plan ahead, create social connections on the trip, go far from your work, and feel safe, 94% of vacations have a good ROI in terms of your energy and outlook upon returning to work.

Taking time off allows employees to recharge and return with enhanced creativity, improved mood and greater productivity, and an increased ability to demonstrate greater value to the company. Encourage employees to fully disconnect from work while on PTO. Not to sound rude, but, Just Go (Get) Away!

Here is the cherry on top. If you need workers to fill in for employees on vacation, contact Casey Accounting and Finance Resources to assist you with those needs.

I-9 Verification Is Changing: What You Need to Know

The temporary COVID-19 accommodations for Form I-9, Employment Eligibility Verification that the U.S. Immigration and Customs Enforcement (ICE) created in March 2020 expire on July 31, 2023. As a result, employers who have been remotely inspecting the identity and employment authorization documents of employees who work remotely have up to 30 days to inspect these documents after the accommodation period ends physically.

Employers have until August 30, 2023, to physically inspect the original I-9 documents that were inspected remotely under the temporary policy. Exceptions include if a physical inspection was triggered earlier under the temporary accommodations.

Find out what you need to know about the changes to I-9 verification.

Information About the Temporary I-9 Verification Policy

Due to the onset of the coronavirus pandemic and social distancing requirements, the Department of Homeland Security (DHS) let ICE provide temporary accommodations to remotely verify the identity and employment authorization documents of employees who were working remotely:

  • I-9 documents could be remotely verified through video, video link, fax, or email until the employee stopped working remotely or until July 31, 2023, whichever came sooner.
  • These accommodations end on July 31, 2023.
  • I-9 documents that were inspected remotely under the temporary policy must be inspected in person by August 30, 2023.

Alternative Procedures to Verify I-9 Documents in Person

DHS plans to develop a regulation that allows alternative procedures to verify I-9 documents:

  • An employer with employees working remotely can have an authorized representative complete the in-person verification of the identity and employment documents.
  • This verification must be consistently done in a non-discriminatory manner.
  • DHS will establish a regulation regarding these alternative procedures for I-9 verification.
  • A proposed regulation was published in August 2022.
  • The public comment period for the regulation closed on October 17, 2022.
  • DHS is reviewing the feedback and will publish a final regulation later in 2023.

Do the I-9 Verification Requirements Impact Your Accounting and Finance Team?

The temporary COVID-19 accommodations for Form I-9 that ICE issued in March 2020 expire on July 31, 2023. Employers who have been performing remote I-9 inspections have until August 30, 2023, to physically inspect the identity and employment authorization documents of employees who were hired to work remotely. DHS will provide a regulation in 2023 that lets employers have an authorized representative complete the in-person verification process for employees who continue to work remotely.

When you need to add qualified professionals to your team, turn to Casey Accounting & Finance Resources for assistance. Learn more today.

July 2023 Accounting and Finance Salary Survey Available!

Casey Accounting & Finance Resources has compiled its July 2023 salary data for the fields of accounting and finance. Recruitment is really heating up, and job postings are plentiful. The war for talent is on, so having the most up-to-date information is vital!

With compensation trends changing on a monthly basis, both sides can benefit from having this information during job negotiations. According to Karin Kimbrough, chief economist at LinkedIn, “… the labor market is resilient, even if there’s been a small erosion to its strength, it’s still a tight market with plenty of open roles.”

If you would like to view the salary survey, please click the link to download!

For more information, here are some useful articles:

And here are a few more trends and insights to consider:

Casey Accounting & Finance Resources can help financial professionals who want to learn more about what salary expectations should be. We have compiled our salary survey list with updated facts and figures, including job descriptions for more the most requested accounting and finance positions in the Chicago metropolitan area.

If you would like to view the salary survey, please click the link to download!

The Best Accounting & Finance Podcasts to Listen to Right Now

Are you searching for ways to stay informed about the latest accounting and finance news, trends, and best practices? If so, choose among these accounting and finance podcasts.

Discover the best accounting and finance podcasts to listen to right now.

Count Me In

Count Me In is hosted by the Institute of Management Accountants (IMA). Learn the latest perspectives on the accounting and finance field from experts and thought leaders.

AICPA Town Hall Series

AICPA Town Hall Series is hosted by Susan Coffey, CEO of Public Accounting for AICPA, and Erik Asgeirsson, President and CEO of CPA.com. Discover the latest news and updates in the accounting profession from leading subject matter experts.

Grow My Accounting Practice

Grow My Accounting Practice is for accountants and bookkeepers who want to expand their businesses. Learn sales, marketing, hiring, management, pricing, and other business skills needed to scale your company.

The Abundant Accountant

The Abundant Accountant shares tips to build accounting skills, increase revenue, and expand firms. Topics include networking, pricing, finding ideal clients, increasing cash flow, and setting boundaries with clients.

Building the Premier Accounting Firm

Building the Premier Accounting Firm helps accounting professionals confidently offer quality services and get paid what they are worth. Learn tips and tricks to apply accounting principles to build a successful business.

Accounting Marketing Doesn’t Suck

Accounting Marketing Doesn’t Suck is hosted by Hugh Duffy. Learn from successful accountants, CPAs, and other professionals how to grow a profitable business.

Where Accountants Go

Where Accountants Go is for accountants in all industries. Learn as accounting guests share their stories about career development.

Accounting Technology Fireside Chat

Accounting Technology Fireside Chat hosts Nick and Trevor have been working with technology for accountants for over 10 years. Gain insight into where technology is going and how accountants can use technology to increase efficiency.

Accounting Matters

Accounting Matters is hosted by Sarah Cage Richter and Adam Olden from Embark. They start with a new topic and definition in each episode, then highlight and discuss the key areas from evaluation to reporting.

Do You Need to Add to Your Accounting and Finance Team?

Partner with Casey Accounting & Finance Resources to add accounting and finance professionals to your team. Learn more today.

How to Write a Good Job Description

Writing a good job description involves sharing the duties, responsibilities, expectations, and requirements for the role. This information helps job seekers determine whether they can see themselves in the position and should apply.

Creating a clear job description helps create questions for the interview process. It also supports the hiring team throughout the candidate selection process.

Having an effective job description helps create new hire goals and training and development plans. It also supports job performance evaluations, career pathing, and company growth.

Implement these tips to write a good job description.

Choose a Targeted Job Title

Use a title with keywords that many job seekers search for. Titles that indicate what the role involves, such as “Call Center Agent” rank higher in search engine results than vague titles, such as “Rock-Star Marketer.” Job postings that rank well typically have a high number of clicks that can lead to qualified applicants.

Outline the Job Duties and Responsibilities

Highlight what would be expected of the new hire. Include the day-to-day activities and to whom the individual would report. Help job seekers determine whether this is the right position for them.

Limit the Qualifications

List the most essential education, skills, and experience required for the role. Keep in mind that hard skills can be taught while on the job. Limiting the number of qualifications encourages more candidates to apply.

Share the Salary Range

Let job seekers know what type of compensation to expect. Candidates who desire a higher salary can apply for other positions. This saves time reviewing resumes and scheduling interviews.

List the Benefits and Perks

Let job seekers know which benefits and perks make the role desirable. Examples include health insurance, a retirement plan with a company match, paid time off, a remote or hybrid work environment, and a flexible schedule. Supporting job seekers’ quality of life encourages them to apply to your openings.

Are You Looking for Help with Writing Job Descriptions?

Choosing a targeted job title, outlining the job duties and responsibilities, and limiting the qualifications encourage top talent to apply for your open positions. Sharing the salary range and listing the benefits and perks show job seekers what they can gain from working for your organization.

For additional help with writing good job descriptions, get in touch with Casey Accounting & Finance Resources. Contact us today.

5 Tips for Starting Q2 Strong

Starting Q2 strong involves capitalizing on your Q1 successes. You can use your momentum to continue moving the company forward.

You can use what you learned from your setbacks in Q1 to start Q2 strong. This increases the likelihood of achieving your goals over the next 3 months.

Implement these five tips for starting Q2 strong.

1. Capitalize on Your Momentum

Build on your successes from Q1 as you move to Q2. Balance your short-term urgency with your desired long-term gains. Focus on how your course corrections over the past 3 months can improve efficiency over the next 3 months.

2. Focus on the Future

Spend 10% of your time determining what went wrong in Q1 and 90% of your time planning for Q2. Figure out why you did not attain the desired outcomes and how you can do better going forward.

Focus on what you learned in the past 3 months that you can apply to the next 3 months. You might need to create systems and strategies or resolve process issues to reach your goals.

3. Analyze Market Trends

Pay attention to the trends that are impacting your industry. Focus on the internal and external factors that might impact your company’s financial performance in Q2. Adjust your plans to adapt to these changes for growth in your numbers.

4. Reassess Your Goals

Meet with your team to determine whether the goals set in January still are relevant in April. If they are, find ways to promote engagement to attain these goals. Otherwise, use the latest data and insight to adjust your Q2 goals.

5. Clarify Your Team’s Capacity

Use your team’s capacity to plan your Q2 goals. For instance, if your employees work 40 hours per week, their individual capacity is 40 hours. Therefore, your team’s collective capacity is 40 hours x your number of employees.

Ensure you leave at least 30% of open space for your team. For instance, if your employees work 40 hours per week, commit them to only 28 hours of work on reaching Q2 goals (40 – 30% = 28). This should allow adequate time for tasks that take longer than anticipated and for unexpected circumstances that arise.

Planning adequate time to reach their goals helps your employees fulfill their regular job duties and responsibilities while working toward Q2 objectives. It also helps prevent your employees from overworking to attain their 90-day business goals.

Get Help with Hiring

Capitalizing on your successes, focusing on the future, analyzing market trends, and reassessing your team’s goals help start Q2 strong. Being realistic about your team’s capacity should provide adequate time for them to fulfill their regular job duties while working toward their 90-day goals.

Let Casey Accounting & Finance Resources help with your hiring so you have more time to reach your Q2 goals. Reach out today.

Tips for Filling Accounting or Finance Positions

Filling your accounting or finance positions during The Great Resignation can be challenging. Many employees are leaving their jobs for opportunities that better align with their goals, values, and interests.

Fortunately, understanding what candidates are looking for in accounting or finance positions helps guide your approach to hiring. These suggestions can help.

Implement these tips for filling accounting or finance positions.

Be Involved in the Entire Hiring Process

Clarify exactly what you are looking for in a candidate. This provides a foundation on which other members of your hiring team can help source candidates.

For instance, assume you need to hire an accounting clerk. You might develop a list of the required and preferred skills as a guide for your hiring team.

Your list of required skills for an accounting clerk might include:

  • Knowledge of basic finance, accounting, and bookkeeping principles
  • Proficiency in mathematics
  • Ability to learn new technologies
  • Time management skills
  • Attention to detail

Your list of preferred skills for an accounting clerk might include:

  • Formal accounting training
  • Experience in administrative or accounting roles
  • Proficiency with budgeting and bookkeeping software
  • Collaborative work style
  • Strong communication skills

Stating exactly what you are looking for helps your hiring team properly source active and passive candidates. Narrowing down your pool of qualified candidates saves time when reviewing resumes and deciding whom to contact for interviews.

Build Candidate Relationships

Get to know active and passive candidates on a personal level. This increases their interest in filling your accounting and finance positions.

Learn all you can about a candidate’s education, skills, experience, goals, and interests. Find out what motivates them to work, what they like most and least about their jobs, and what attracts them to an employer.

Focus on how one of your opportunities fits with the candidate’s background. Emphasize what the candidate would gain by coming to work for you.

Focusing on your candidates’ wants and needs encourages them to want to work for you. This increases your likelihood of adding top talent to your team.

Ask Relevant Interview Questions

Pay attention to a candidate’s hard and soft skills and behavioral intelligence during an interview. For instance, if you need to hire an accounting clerk, you might ask:

How do you maintain quality control with your work?

Candidates should thoroughly check their work to ensure accuracy. Listen for cross-checking or strategies for quality control and attention to detail. Minimizing errors saves time and money.

How do you manage to work under tight deadlines?

Candidates should be able to juggle multiple projects and manage workflows while under pressure. They must work efficiently, delegate tasks, and request support when needed. Listen for a positive attitude while facing challenges, the ability to prioritize work, and effective time management skills.

How do you present financial data to nonfinancial professionals?

Candidates should feel comfortable sharing financial information in a calm, effective manner. Their audience should be able to understand and apply the information to their situation.

Need Help Filling Accounting or Finance Positions?

Being involved in the entire hiring process and building candidate relationships help source qualified candidates and encourage them to apply to your accounting or finance positions. Asking relevant interview questions lets you find the best candidates to add to your team.

For additional help filling your accounting or finance positions, partner with Casey Accounting & Finance Resources. Find out more today.