Accounting Temp Agencies In Chicago Archives

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 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.

Challenges in Recruiting for Accounting & Finance Positions and How to Conquer Them

As The Great Resignation goes on, many employees are leaving their jobs for other opportunities. Therefore, the challenges in recruiting for accounting and finance positions continue to increase.

Many accounting and finance professionals are expected to accomplish more with fewer resources. This increases stress levels, especially during busy seasons. The inability to maintain work-life balance often leads to burnout.

As more accounting and finance professionals leave the industry or retire, fewer professionals are entering the field. This increases the challenges in recruiting for accounting and finance positions.

Because accounting and finance professionals are needed to drive business, company leaders must find ways to increase employee attraction and retention. These tips can help.

Learn the challenges in recruiting for accounting and finance positions and how to conquer them.

Loss of Talent

Many experienced accounting and finance professionals are leaving the industry. Job-related mental health concerns, such as anxiety and depression, are among the top reasons why.

Lack of work-life balance, especially during busy seasons, also contributes to the decision to leave. Constant exposure to work-related stress can lead to burnout.

Seasoned professionals are the hardest professionals to replace. This is especially true for mid-career professionals.

Increased Automation

Fortunately, you can support your accounting and finance team by implementing robotic process automation (RPA). This software emulates human actions and mimics how humans interact with technologies.

RPA can help with essential accounting and finance functions:

Analytical procedures
Financial statement preparation
Dual-purpose audit tests
Forecasting
Investment decisions
Cost allocation
Expense reimbursement
Accounts payable
Accounts receivable
Reconciliation
Tax reporting
Cloud-based applications

Providing access to the necessary tools, systems, and support helps accounting and finance professionals complete their work. This helps maintain work-life balance and positive mental health while reaching company goals.

Work with an Accounting and Finance Staffing Agency

You can conquer the challenges in recruiting for accounting and finance positions by partnering with a staffing agency that specializes in the industry. The agency has a vast network of experienced professionals with the skills and qualifications needed to help you achieve your company’s goals.

You can choose from temporary, temp-to-hire, and direct-hire workers to blend with your full-time employees. Taking advantage of this flexibility helps save money while filling your staffing needs.

Partner with Casey Accounting & Finance Resources

The loss of talent in the accounting and finance industry requires increasing use of automation to support your workforce. Working with an accounting and finance staffing agency can help you find the qualified professionals you need to reach your business goals.

Reach out to Casey Accounting & Finance Resources for help filling your recruiting needs. Get started today.

Where Are All the Candidates? 4 Ways to Attract Passive Accounting Job Seekers

Because passive candidates are well-compensated and passionate about what they do, they have no desire to look for a job. Since they are always adding to their skill set, experience level, and accomplishments, passive candidates have employers and recruiters actively pursuing them. To stand out among all the others, you need to show passive candidates what you have to offer that others do not and how working for you will benefit them. Here are four ways to attract passive candidates.

1. Focus on Company Branding

Cultivate a brand that markets your company as a choice employer. For instance, focus on what makes employees choose your business over all others. Point out your flexible schedule, extensive employee benefits, stock options and competitive compensation. Mention remote work options, bonuses, professional development, and opportunities for advancement. Ask current and former employees to write company reviews on websites such as Glassdoor. Work toward being placed on top lists and other independent review articles that show your business in a positive light.

2. Engage on Social Media

Use social media to engage with followers. For instance, search for and qualify passive candidates on LinkedIn. Use their profile information to determine whether they possess the skills, experience, and qualifications you are looking for. You may even come across links to candidates’ websites or online portfolios. You also can participate in LinkedIn Groups in your industry to engage with potential candidates and introduce them to opportunities. Additionally, you can use LinkedIn Recruiter to target your search and reach out to passive candidates. Along with LinkedIn, you can create and share content, including job openings and company information, on Facebook, Twitter, and Instagram. Your followers can share content with their networks, promote your information, and encourage others to work for you. You may respond to comments and interact with potential candidates to build relationships and encourage interest in employment.

3. Ask for Employee Referrals

Encourage your employees to provide referrals. Because people typically associate with like-minded individuals, your best workers should be able to recommend other top performers. Also, since people enjoy working with others they know, referrals are more likely to accept an interview. They have greater access to insider information about company culture, job responsibilities, and other pertinent details that may help them during the interview. You may even create an employee referral program that rewards both parties when a successful hire has been employed for a specific length of time.

4. Search Your Database

Use your database to search for past candidates who may be interested in a job change. If they interviewed with you before, they should know about the company, department and culture. Candidates also may have gained skills and experience that can benefit your business. Those who were treated well and impressed with your company will be more open to working with you.

Find Passive Candidates Through Casey Accounting & Finance Resources

Find passive candidates through a leading Chicago staffing firm. Reach out to our top recruiters today!