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.

Want to Be More Profitable: Improve Your Culture!

A profitable company culture requires people, processes and systems to be geared toward optimizing profitability. Each employee must behave in a way that promotes the organization’s financial success. They must understand that their actions determine whether other individuals want to work for the company and whether customers remain loyal. As a result, if you want your company to be more profitable, you need to work on improving its culture. Here’s how.

Leadership

Getting leadership on board with implementing cultural change is one step in transforming the entire organization. You need leadership’s consensus, commitment and support to guide their teams in creating desired change. Share how much more profitable your business can be by developing an attractive culture to increase employee and customer retention.

Desired Outcomes

Working with leadership to clearly define desired outcomes and profitability lets you clarify company goals for cultural change. You need a method for getting teams inspired to create cultural change and determine whether you’re making progress. Making clear progress and achieving small victories improves motivation to continue implementing change. A 1%-3% in a few key metrics can mean a significant increase in your bottom line.

Uniqueness

Establishing a unique culture helps you build a following. As with your employees’ individuality, unique aspects of your culture differentiate your company from the competition. When your culture sounds, feels and is experienced unlike any other, it attracts top talent and customers. Begin identifying your company’s uniqueness by examining your purpose. Focus on why your business exists and whom it serves. Come up with what uniquely differentiates your culture and makes it attractive. Make that obvious in your culture.

Communication

Having leadership communicate the benefits of cultural change to their teams helps get them on board with implementation. Employees need to understand how an improved culture and increased profitability benefit them. They also need their questions and concerns addressed before deciding to move forward. Understanding the expected value to the company and employees increases buy-in for cultural change.

Accountability

Because what is measured is done, you need to hold employees accountable for implementing cultural change. As a result, you must establish a performance management process in line with new cultural expectations. Include clear rewards, recognition and consequences for performance. Also, monitor and measure key performance metrics to determine profitability. Your goal is to improve both at the same time.

Work with a Leading Rolling Meadows Staffing Firm

To find top candidates who can increase profits, work with a leading Rolling Meadows staffing firm. Casey Accounting & Finance Resources provides professionals with innovative and creative solutions that exceed expectations and help achieve company goals and objectives. Reach out to learn more today!

Building on the Power of Your Team’s Strengths

Focusing on your team’s strengths provides many benefits. For instance, your team members become more engaged, productive, and loyal to your organization. Therefore, you want to determine which areas each member excels in and help to develop them.

Categorize Essential Strengths

Determine which strengths are most essential for your team. General strengths may include strategy and planning, leadership, cultural alignment or execution. Then, figure out ways to measure those strengths. You want to know which team member is strongest in each area so they can be assigned corresponding roles for collaborative projects. Because your teammates will be great at what they are naturally drawn to, they will excel in related roles. Your team also will feel empowered because you accept the fact that each is stronger in some areas than others and prefers to work in the areas they enjoy most.

Determine Each Team Member’s Strengths

Begin by discussing what you see as their core competencies. Then, figure out how those competencies can be applied to specific projects. Next, show how those competencies align with the responsibilities and expectations of the project’s role. Finally, focus on the big picture by creating business goals in line with your team members core competencies. Your teammates are more likely to embrace and reach goals that align with their strengths and interests.

Share Each Member’s Strengths

Talk about how each person’s talents can be used to enhance collaboration and complete projects. Mention how your teammates can capitalize on each other’s talents to maximize efficiency and achieve desired results. Encourage them to support each other in developing their strengths.

Offer Additional Strength Training

Seminars, conferences, classes or other training opportunities may be offered in the office or at remote locations. Map out ways that strength training can assist with promotions and attaining career goals. Find out whether there are additional strengths your team members want to develop and act accordingly. Discuss progress during performance conversations and reviews.

Strengthen Your Team With Casey Accounting & Finance Resources

For help filling accounting jobs in Chicago, get in touch with the staffing experts at Casey Accounting & Finance Resources!

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Common Mistakes to Avoid when Filling out an I-9 form

It’s more important than ever that you have strong Form I-9 procedures. On average, about half of all I-9 forms have some sort of errors. Most errors are fairly common and easily avoidable, including the most common:

  • Late completion of the I-9 form. Section 1 must be completed on or before the first day of hire. Section 2 must be completed by end of the fourth day of hire.
  • Using an incorrect version of the form. The newest I-9 version is dated 3-8-2013.
  • No signature or incomplete document information, such as missing the date employment began, missing the name and of employer or date of employee’s execution of the form. For electronic versions of this form, Section 1 cannot populate from other areas (like candidate software). The most common error in Section 2 is failure to complete the Document Title Issuing Authority, Document Number and Expiration Date (if applicable).
  • I-9 form not produced in its entirety — both sides of the I-9 must be reproduced.
  • Instruction sheet is missing.
  • Documents are accepted that contain deletions, like an unsigned social security card.
  • White-out is used on the form. White-out is not permitted. If a mistake is made, place a line through the incorrect information, place your initials next to the incorrect information and provide the correct information.

To avoid mistakes — as well as fines during audits — we’ve compiled a list of tips to help you have a strong I-9 procedure in place:

  1. Don’t be afraid to help employees fill out Section 1. You can avoid a lot of errors by questioning employees if you see them filling out something incorrectly in this section.
  2. Purge and destroy I-9s after the proper timeframe: after three years or one year after termination, whichever is longer. By keeping old I-9s, you are opening yourself up to additional liability and possible fines if you are audited.
  3. Be sure to document your hiring procedure as it relates to the use of the I-9 form.
  4. Do not keep I-9 forms in the employee file. This makes it harder to purge forms as they are no longer needed.
  5. Be sure to make copies of supporting documentation.
  6. For remote employee, oftentimes people hire an agent to complete Section 2 of the I-9. The person signing Section 2 must be the person who physically reviewed the supporting documents.
  7. Do NOT ask for immigration status.
  8. You cannot ask for a green card or social security card. Nor should you accept more documentation than is necessary or tell the employee which documents they are to provide.
  9. You must treat each person the same: ask the same questions in the same way to everyone.

Thank you to Tricom (www.tricom.com) for providing this very helpful guide to avoid common mistakes when filling out an I-9 form.  

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