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.


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.


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.


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.


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.


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.  


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! 

Staying Curious Could Lead You to the Finance Career of Your Dreams

One soft skill that is beneficial to your finance career is curiosity. Continually asking questions to gain information opens you up to new opportunities. You may discover skills and interests you did not know you had, find an especially intriguing line of work or move to a position you did not see yourself having. Find out how staying curious can lead you to the finance career of your dreams. 


Being curious about what finance professionals do encourages you to network. Asking questions about finance workers’ responsibilities, what they like best about their jobs, and how they became interested in their line of work may lead to your own career advancement or change. If the projects that finance professionals handle each day sound interesting to you, dig deeper for additional information to determine whether you may want to pursue that line of work. If so, build a relationship with your connection before asking about job openings or an introduction to the hiring manager. Even if no positions are available, you can get to know the manager and express interest if anything opens up.  

Job Change Anxiety 

Curiosity can help you with anxiety about starting a new finance job. For instance, you can use the company website and social media to research the organization, view pictures and posts about the office and culture, and see what it is like working there. You can get to know a little about potential colleagues and gain insight into job responsibilities, requirements and expectations. During the interview, you can ask questions about the company’s goals, finance department’s projects and teambuilding activities.    

Professional Development 

Being open to increasing your financial skills, knowledge and experience means you continually learn new things in your field. Staying current on industry news, trends and best practices keeps you on top in your field. Connecting something you are learning about with something you already know increases your understanding and retention of the information. Ongoing professional development shows you are willing to adapt to new circumstances and helps position you as an expert in your field. 

Career Fulfillment 

Continuing to satisfy your curiosity about different finance functions means you are taking risks and learning new things on an ongoing basis. The more you gain new experiences, skills and information, the faster you advance professionally. Receiving bonuses, raises and awards also increases your personal fulfillment, leading to additional career growth. Embracing the unknown and being OK with feeling uncomfortable helps you take on new challenges in your career.  

Find the Finance Career of Your Dreams 

As a leading Chicago employment agency, we specialize in securing employment for accounting and finance professionals in direct placement, temporary services and consulting roles. Get in touch with us today!  

Why Hiring Beyond the Resume May Just Be Your Key to Finding Top Talent

Although a candidate’s resume provides you insight into how they may benefit your company, you need to look beyond what is on paper to determine which candidate is best for your team. Here are some actions you want to take to find top talent during your interview process.  

Discuss Career Goals 

Talk with each candidate about their career goals. For instance, find out whether they intend to stay with your company for an extended period. If they desire management experience and want to help shape their department, odds are they want to be with you for the long haul.   

Ask Unique Questions 

Asking unusual questions encourages open discussion and gives insight into what makes each candidate who they are. Look for whether a candidate is self-aware and wants to continue to grow. For instance, ask “What is your natural strength?” While the strength may be easy for the candidate to display, it may be difficult for others. Also, “What kind of animal would you be and why?” If you are looking for a candidate to work in teams much of the time, you may want to hear an answer that includes a social animal. The candidate’s reasoning will provide insight into their level of self-awareness.     

Uncover Thoughts on New Technology 

Find out the candidate’s attitude toward new technology. Whichever industry you work in, technology plays a vital part in your business. Because technology continues to evolve, your employees need to adapt accordingly. A candidate should embrace technology and be willing to learn new programs and tools to enhance their work and improve performance.  

Find Out About Desire for Growth 

Look for a candidate who desires professional growth. They should be aware of which areas they excel in and where they can improve. Wanting to add to their skill set, experience level and position within the organization is required.  

Evaluate Candidate Personality  

Determine whether each candidate’s personality blends with those of your team members. For instance, when you take them on a tour and introduce them to others, how do they interact? Does the candidate ask questions about what each person does and how things work? Will the candidate get along with potential colleagues and enhance morale?   

Determine Candidate Potential 

Evaluate the potential each candidate may have. For instance, although they may lack the master’s degree or type of experience you prefer, a candidate may bring enthusiasm and energy to the office. Also, they may have fresh ideas to enhance your company. Plus, a candidate may be able to grow into leadership. 

Work With a Chicagoland Employment Agency   

Work with Casey Accounting & Finance Resources to find the talent you need when you need it. Our professional recruiters want to get to know your company and fill your accounting and finance staffing needs! 


Make Your Contract Employees Feel Welcome & Included From Day One

Contract employees bring as much to the table as full-time employees. Because contractors’ specialized skills often fill a need your full-time employees cannot, they are valuable members of your organization. However, because of the temporary nature of contract roles, employers tend to treat contractors differently than full-time employees. This discourages collaboration and production, which hinders progress. Rather than putting a wedge between contractors and full-time employees, take these steps to make contract employees feel included from day one.

Treat Contractors Like Full-time Employees

Set up a coworking space near the office. Use Skype, Slack or other technology to include remote contractors in meetings. Give them access to the company newsletter, gym and other resources. Invite contractors to lunch and company events both inside and outside the workplace.

Build Relationships

Schedule frequent face time with your contractors through a weekly Skype discussion, monthly coffee or participation in company events. You also can provide feedback on work performance so contractors know what they are doing well and how they can improve.

Encourage Company Representation

Wherever your contact employees are located, provide opportunities for them to represent your company. For instance, ask if they would like to participate in an upcoming industry even or conference. Suggest your contractors speak at a school’s career day or attend job fairs. Host a Meetup or networking happy hour for them to meet other professionals. Sponsor contract employees’ membership in an industry-related organization.

Offer Professional Development Opportunities

Contract employees are interested in gaining and sharpening their skills to remain relevant in the workforce. For instance, if your full-time employees are required to take an online class, provide your contractors with the same opportunity. Or, pay for contractors to take part in a workshop or conference and share key information at your next team meeting.

Express Appreciation

Let your contract employees know how much you appreciate their contributions. They thrive on positive feedback that increases feelings of self-worth. For instance, ask contractors to participate in company events, handle important tasks or provide input when making team decisions. Show how their contributions are helping to achieve company goals. Give shout-outs in the company newsletter and a bonus for a job well done.

Hire Contract Accounting and Finance Employees Through a Top Chicago Employment Agency

To find qualified contract employees in Chicago, contact Casey Accounting & Finance Resources. Our seasoned recruiters are ready to provide you with the contractors you need to fill your business needs!