Struggling to Get Applicants? Why You Need to Examine Your Hiring Process and How Long It Takes to Hear Back

Like many employers, you may be having difficulty filling your job openings. One of the reasons may be that you take too long to respond to candidates.

Regular follow-up throughout your hiring process is important. This may include letting candidates know you received their application, would like to schedule an interview or are considering offering them a job. It also involves what the next steps in the process are and when the candidate should expect to hear from you.

Discover why regular communication throughout your hiring process is an effective way to hire the best applicants.

Respect

Responding to each candidate shows you respect their time. Applying for a job takes a significant amount of research and decision-making. Expressing interest in working for your company says a great deal about your organization. Showing appreciation is important.

Realistically, you may be unable to personally respond to each candidate. As a result, you might want to automate your responses with your applicant tracking system (ATS). This helps provide a positive candidate experience.

Candidate Engagement

Top candidates have many employment options. Following up with them throughout your hiring process helps keep them engaged. This increases the odds that your best candidates will accept potential job offers from you.

Be sure to let each candidate know when they should expect to hear from you. Also, fulfill these expectations as much as possible. If you need to extend a timeframe, let each candidate know as soon as possible.

Candidate Experience

Effectively following up throughout your hiring process improves the candidate experience. This helps set your company apart from the competition. It also helps you hire more high-quality candidates.

Even if you’re not ready to provide a job offer, share with your most desirable candidates feedback on their interviews. This encourages them to want to work for your organization.

Talent Pipelines

The more you keep in contact with candidates, the more your talent pipelines remain filled. A candidate who has a positive experience with your company but isn’t offered a job may apply for a role in the future. They also might refer other candidates to your organization.

Employer Brand

Regular follow-up with each candidate enhances your employer brand. The more you communicate with candidates, the more positive your company’s reputation remains.

Many candidates post reviews on Glassdoor and other employer review sites. They’re likely to share positive reviews when you follow up on an ongoing basis. This encourages other candidates to apply to your organization.

Want Help Hiring?

If you’re not regularly following up with candidates, you may be having trouble filling your jobs. Ongoing communication with candidates promotes respect for their time, engagement in the hiring process, and a positive candidate experience. It also helps keep your talent pipeline full and your employer brand positive.

If you need help hiring, Casey Accounting & Finance Resources can match you with qualified candidates to fill your business needs. Learn more today.

Are You Getting Noticed? How to Stand Out in Your Job Search

Landing a job interview requires more than just a top-notch cover letter and resume. Your skills, experience, and qualifications likely align with other in-demand candidates.

This is why you need to add something that makes you stand out to hiring managers. They want to see how your contributions and results differ from other candidates’ contributions and results. Showing the unique value, you can offer a company increases your odds of being contacted for an interview.

Implement these tips to help secure your next accounting and finance interview.

Include a Pain Point Letter with Your Resume

Rather than a cover letter, submit with your resume a letter discussing a company pain point you noticed. Include a challenge the organization is facing and how you would solve it if you were hired. This shows you understand the company and are able to add value to it. Hiring managers appreciate candidates who are proactive problem-solvers.

Share Your Professional Portfolio

Create an online portfolio of your professional qualifications and work examples to submit with your resume. This may include a copy of your resume, transcripts, reference letters, or copies of your licenses or certifications. You also may want to add financial statements, variance reports, or financial analyses you created. Make sure your work examples tie in with the highlighted items from previous job postings you applied to. Change the numbers to avoid sharing confidential information.

Consider using information specific to the company you’re interviewing with to create financial documents. For instance, if the business is publicly traded, analyze the online financial statements to create different financial ratios and analyses. Then, use the information to prepare recommendations for the company. This may include paying down debt, reducing inventory, or increasing collection efforts. This shows proactive investment in the company’s success.

Secure an Employee Referral

Find out whether you know an employee at the company you want to work for. If you do, talk with them about referring you to the hiring manager. Include how your skills, experience, and qualifications make you well-suited for the role. Provide your resume as well. You’re more likely to land an interview with a referral than without one.

Partner with a Recruiter

Listing your skills, experience, and qualifications in your cover letter and resume likely isn’t enough to land an interview. You need to show how you stand out from the other candidates and can provide unique value to the organization. Submitting a pain point letter with your resume, sharing your online portfolio, or securing an employee referral can help.

You also can partner with a recruiter from Casey Accounting & Finance Resources to increase your odds of landing an interview. Contact a recruiter or submit your resume today.

Are Cover Letters Outdated? Why Requiring a Cover Letter in Your Application Process May Deter Candidates from Applying

The majority of hiring managers have stopped requiring cover letters to be included with resumes. Most managers feel that cover letters have no impact on which applicants they decide to interview.

As a result, you may want to consider eliminating cover letters from your application process. Because this saves candidates time, they are more likely to apply for your roles.

Because they typically do not influence hiring decisions, you may want to stop including cover letters in your application process.

Automation in Hiring

The process of matching candidates with jobs is increasingly being done with technology. With the amount of online information available, applicant details are easily accessible. As a result, cover letters typically are not necessary.

You can learn about applicants through their social media profiles, online portfolios, websites, and blogs. This provides greater nuance and detail than a cover letter can.

Speed and Convenience

Online and mobile applications are becoming the new norm for job applications. This partly is because efficiency and effectiveness are required to attract top talent.

Requiring a cover letter may dissuade the best candidates to complete your application process. Most candidates will not spend more than 15 minutes on an application. Elimination of a cover letter can help resolve this issue.

Other Screening Methods

You may choose different methods to prescreen applicants. For instance, you might use assessment tools to validate the skills you are looking for. Or, you could request video submissions to get a feel for applicants’ personalities. This can help determine which applicants would be a good culture fit.

Make sure you use the right job titles and descriptions in your job postings. This can narrow down the list of applicants with the soft skills that otherwise may be listed in cover letters.

Tailor your job content to attract qualified applicants. These applicants have the experience, achievements, goals, and personality to excel in the role.

Get Help with Your Hiring Process

As cover letters continue to become outdated, you may want to reconsider whether should be included in your application process. The best talent does not want to spend a lot of time applying for a job. Also, most hiring managers aren’t considering content in cover letters when deciding which applicants to interview. As a result, it may be in everyone’s best interest not to require the submission of cover letters with resumes.

For help with hiring accounting and finance professionals, contact Casey Accounting & Finance Resources. Reach out today.

How a Strong Company Culture Can Lead to Better Retention

Your company’s culture is one of its biggest assets. It shows what your organization stands for and serves as a guide for employee interactions.

Having a well-developed culture can encourage the best talent to work for you. Once these employees become part of your organization, they are likely to remain for an extended time.

The longer your employees remain, the higher your retention rates. This lowers the amount of time and money spent on hiring, which improves your bottom line.

Find out how you can develop a strong company culture to improve your employee retention rates.

Business Guidance  

Displaying a strong mission, vision, and values provides employees with a sense of guidance and security. It shows what you stand for as a company. This helps attract employees who align with your culture.

Employees with values in line with your company’s values tend to make better business decisions. This typically aligns with your company’s vision and business strategy.

Be sure to advertise your culture and exhibit it in everything your organization does. For instance, regularly talk about your company’s vision and strategy. Include what these topics mean for different teams. Helping your employees better understand the company can improve engagement, motivation, and retention.

Include your company values when evaluating employee performance. This can improve engagement.

Flexible Work Arrangements

Offering remote or hybrid work and a flexible schedule helps your employees manage work-life balance. Letting them handle their personal needs during the workday helps lower stress. This reduces the odds of experiencing burnout.

Your employees may desire additional paid time off (PTO), stipends for child care, or paid parental or personal leave. Providing these accommodations shows you care about your employees’ well-being.

Talk with your employees about individual accommodations they may need to fit their personal circumstances. Increased flexibility typically leads to increased retention.

Performance Recognition

Regularly thanking your employees for their efforts and results helps them feel appreciated. This tends to elevate engagement, productivity, and retention.

Performance recognition should take a variety of forms. This may include a hand-written thank-you note, verbal praise during an individual or team meeting, or a mention on the company intranet.

Regularly point out your employees’ contributions to benefit the organization. Include each employee’s specific actions, their results, and how they impacted the business. Provide bonuses, raises, or promotions when appropriate.

Looking for Accounting and Finance Professionals?

Employees want to work for companies that have a strong culture. You can promote your culture by using it to guide employees to make business decisions. You also can offer flexible work arrangements and provide performance recognition to increase the attractiveness of your workplace. All of these factors contribute to your retention rates.

If you need help adding accounting and finance professionals to your team, talk with Casey Accounting & Finance Resources. Learn more today.

How Setting Short and Long-Term Goals Can Improve Employee Experience

Employee experience involves how and why things get done at work. This includes every touchpoint your employees have throughout their time working for your company.

A positive work environment, meaningful work, and supportive management contribute to a great employee experience. Trust in leadership and growth opportunities are important as well.

One way to elevate employee experience is through collaborative goal-setting. This provides your employees a say in what they work toward and the targets they aim for.

Collaborative goal setting encompasses the aspects mentioned above that contribute to an attractive employee experience. These are reasons why you should begin setting goals with your employees today.

Discover how collaborative goal-setting helps improve the employee experience.

Goal Setting Impacts Career Success

Helping your employees understand what they are working toward and why it matters impacts job satisfaction.

  • Having clear reasons to reach their goals gives your employees motivation, especially during difficult times.
  • Establishing the steps needed to reach their goals maps out which actions employees should take and when.
  • Setting milestones lets your employees know how successful they are in making progress toward their goals.
  • Celebrating your employees’ successes provides encouragement to continue moving forward.

Achievement of Short- and Long-Term Goals Improves Retention

Employees usually need to achieve a series of short-term goals in order to reach their long-term goals.

  • Short-term goals typically take 6 months to 3 years to attain.
  • Long-term goals typically take 3 to 5 years to achieve.
  • The more short-term goals your employees reach, the more encouraged they are to build on their successes.
  • The more long-term goals your employees reach, the more likely they are to remain with your organization.

Creation of SMART Goals Impacts Accomplishments

Work with your employees to develop specific, measurable, achievable, relevant, time-bound (SMART) goals.

  • Clarify exactly what each employee is working toward, so they know when they successfully reach it.
  • Include numbers or other hard data to measure success.
  • Make sure each goal can be obtained through the steps created and within the given timeframe.
  • Tie each goal to your company goals.
  • Ensure each goal can be achieved in the established time period.
  • Schedule regular check-ins with your employees to determine their progress. Talk about where they are at and where they should be.
  • Give praise when appropriate. Provide guidance to get back on track when necessary.

Looking for Accounting and Finance Talent?

Helping your employees set and attain short- and long-term goals enhances employee experience. When your employees understand the reasoning behind the targets they are working to reach, your employees are more likely to continue making progress toward their objectives. This helps increase engagement and retention rates.

If you are looking for accounting and finance talent, talk with Casey Accounting & Finance Resources. Reach out to find out more today.

What Alternate Benefits Can Employers Offer to Combat the Year-End Bonus Request

Many candidates look for employers who provide bonuses at the end of the year. Receiving additional income during the holiday season can be a great reward for employee contributions and results during the year. However, your company may not have the budget right now to provide an end-of-year bonus. As a result, you should add other enticements to encourage candidates to accept your job offers.

Choose among these benefits and perks to increase the acceptance rates of your job offers.

Paid Sick Days

Almost all candidates want paid time off to rest and recuperate when they are ill. The ability to maintain their income encourages them to stay home and avoid spreading germs in the office. This shows you care about the health of your employees. You want them to come to work rested and ready to produce. It also reduces the number of absences due to contamination among sick coworkers.

Flexible Spending Account

Many candidates appreciate the ability to put aside pre-tax money to pay for the year’s out-of-pocket healthcare costs. These may include over-the-counter medications, co-pays for doctor visits, medical devices such as crutches or blood sugar tests, or vision needs like glasses or contacts. Consider contributing $500 to each employee’s flexible spending account (FSA) to make it even more attractive.

Tuition Reimbursement

Recent college graduates are among the candidates looking for help to pay off their student loans. Many candidates finish school in debt and want to begin making loan payments. This can help them put away money to purchase a home, save for retirement, or reach other financial goals.

Employee Development Plans

A significant number of candidates want to work for employers who provide customized education and training opportunities. This offers employees additional ways to more effectively perform their work. The skills and experience gained through employee development plans promote professional growth. This helps the employee achieve their career goals and advance both inside and outside the organization.

Performance Bonuses

The majority of candidates appreciate bonuses based on their performance. This provides motivation to stay engaged and productive. Tying the reward to employee results provides a sense of ownership and control. It also helps reach individual and business goals.

Need Accounting & Finance Employees?

If your budget does not allow for year-end bonuses, consider including other benefits and perks with your job offers. Paid sick days, an FSA, and tuition reimbursement are in high demand. Employee development plans and performance bonuses can entice candidates to accept your job offers as well.

Casey Accounting & Finance Resources can provide you with qualified professionals when you need them. Find out more today.

How to Build Better Relationships Among Your Staff

Encouraging positive relationships among your staff is important. The more comfortable they feel working together, the more confidently they will brainstorm, develop new ideas, and voice their opinions. Open communication develops trust, respect, self-awareness, and inclusion. Developing this foundation helps your staff members more effectively create, innovate, and embrace change. It also promotes employee engagement, productivity, and retention.

Implement these tips to encourage connectivity among your team.

Train on Emotional Intelligence

Talk with your staff about the ability to recognize their own emotions to better understand what they are communicating. The development of this skill helps your staff members become more adept at identifying the emotions of their coworkers. This lets your staff more effectively fill their own needs and the needs of others.

Encourage Mindful Listening

Teach your staff to listen more than they talk. This helps them focus on what is being said and how they can effectively contribute to the conversation. Also, encourage your staff to ask follow-up questions about an issue. They can uncover more information and be better prepared to overcome an obstacle. Plus, remind your staff to show empathy when helping others. Working in a supportive environment helps with problem-solving.

Promote Boundaries

Remind your staff not to let relationship-building interfere with productivity. Although they need to provide enough time to talk with coworkers, they also need to finish their work on time. This means that social interactions should take place during break times.

Ask Questions

Ask your staff members questions about their personal life. Show that you want to learn more about who they are. Share information about your own life as well. Also, find common ground that you can build on. These topics may become the subjects of future conversations. Set an example for your staff members to follow with each other.

Express Appreciation

Let your staff know how much you appreciate their efforts and results. For instance, point out one specific action each staff member took each day to contribute to the organization. Mention what the results were and how the action benefitted the company. This encourages your staff to interact in the same manner with their teammates. Such actions promote a supportive team culture.

Looking for Accounting & Finance Staff?

The stronger the relationships among your staff members, the more collaborative your team is. This increases engagement, productivity, and retention. It also improves job satisfaction, employee morale, and your bottom line.

Casey Accounting & Finance Resources can provide the collaborative professionals you need to fill your team’s needs. Learn more today.

4 Tips for Adopting a Hybrid Work Model

With coronavirus numbers continuing to change, more employers are looking for ways to bring staff back to the office while maintaining their safety. Although many employees look forward to being back at their desks and interacting with coworkers, others are not ready to return to the office. This is why many employers are creating a hybrid work model. This requires staff to work onsite at certain times while having the option to work remotely otherwise. If your organization is adopting this work style, you may need help getting started.

Use these four tips to implement a hybrid work model for your company.

1. Prioritize Mental Health

Ensure your team members stay connected while working remotely. For instance, schedule regular check-ins to see how your employees are doing and whether they have any questions or concerns. Be sure to address any issues as they come up. Also, encourage everyone to use messaging platforms to stay connected throughout the day. This promotes team cohesion and company culture. Additionally, encourage your staff members to reach out to you when they are struggling. Listen to their concerns and provide support. Refer them to the appropriate resources when needed.

2. Provide Structure with Flexibility

Determine which days of the week your team needs to be in the office. The other days can be onsite or remote. This way, you can schedule meetings when everyone is in the office. Also, your team can receive company information and be included in in-person discussions. Additionally, your employees will benefit from socialization during their breaks and lunch hour.

3. Clarify Your Expectations

Let your team know exactly what your performance standards are and how success will be measured. This includes the days and hours they are expected to be in the office and the hours during which they should be available when working remotely. Also, clarify the key performance indicators (KPIs) you will use to determine whether your employees are staying productive when not at the office. For instance, communication may be measured by response time. Learning might be measured by the number of completed e-learning courses.

4. Gather Employee Feedback

Regularly check in with your team to see how they feel about the hybrid work model. You may want to do this through casual in-person conversations or a virtual coffee meeting. Find out what your employees like and dislike and specific ways to improve. Then, discuss your findings with leadership. Determine which ideas can be developed and implemented. Keep your team informed about the process.

Hire Hybrid Employees

Moving to a hybrid work model can be an effective solution for bringing your employees back to the office. Be sure to emphasize the importance of mental health, structure, and flexibility when creating your setup. Also, share your individual and team expectations for work performance. Additionally, find out how your team members feel about the work model. Make improvements when possible.

When you need to add hybrid employees to your team, involve Casey Accounting & Finance Resources in the process. Get more information today.

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 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.