What College Graduates Are Looking for in Their Job Search

It’s the time of year again for college graduations! This means more accounting and finance candidates are entering the workforce.

You want to take advantage of the knowledge, skills, and ideas this new group of talent has to offer. One of the best ways to attract these job seekers is through your benefits and perks. The more your benefits and perks fill these graduates’ needs, the more likely the graduates are to want to work for you.

Offering any of the following can encourage new college graduates to apply for your jobs.

Diversity and Inclusion

New college graduates prioritize joining a company that celebrates and values the differences among its employees. These companies tend to excel at innovation and problem-solving, making them highly attractive to job seekers.

Make sure your company has employees of different cultures, ethnicities, genders, ages, and backgrounds at all levels. Showcase your employee resource groups (ERGs), cultural holiday celebrations, and other commitments to diversity and inclusion as well.

Work-Life Balance

The ability to control their time is important for recent college graduates. This is especially important for stress relief as these graduates transition from an academic setting into a professional setting.

Ensure you emphasize whether your company offers remote or hybrid work, a flexible schedule, generous paid time off, and mental health services. These benefits and perks help make your organization attractive to job seekers.

Tailored Benefits Package

Recent college graduates seek benefits that fit their current career and personal interests. These benefits may include student loan repayment, paid family or personal leave, or financial planning education.

Consider offering one or more of these benefits. The more you cater to recent graduates’ needs, the more inclined they will be to apply for your jobs.

Professional Development Opportunities

Recent college graduates want to work for an employer that provides opportunities for professional development. Because their first job serves as a stepping stone for their career, these graduates want to know what the future within an organization may hold for them.

Consider offering opportunities for mentorship, skill-building, and leadership development. The more opportunities for professional development new graduates see, the more likely they are to want to work for you.

Attractive Company Culture

New college graduates seek a company culture that blends with their personality and interests. The more these graduates feel that the culture is a good fit, the more likely they are to remain long-term.

Be sure your culture actively supports learning and growth. This should include ongoing employee recognition for their contributions and results.

Need Help Adding to Your Accounting and Finance Team?

New college graduates typically look for diversity and inclusion, work-life balance, tailored benefits, professional development opportunities, and attractive company culture when deciding where they want to work. Offering these increases the number of new graduates who apply to work for your company.

If you need help adding members to your Chicagoland accounting and finance team, turn to the experts at 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.

What Candidates Are Looking for When Job Hunting in the New Year

Job seekers are expecting a lot from employers in the coming year. You need to begin preparations now, so you offer what candidates are looking for. If not, they will turn to your competition for jobs instead.

Make sure you offer these key things for job seekers in 2022.

Diversity and Inclusion

Job seekers want to work for companies that prioritize hiring and honoring people with different backgrounds and abilities. It is important that candidates see themselves represented within an organization before they decide to apply. They also want to know that their unique talents and strengths will be celebrated and rewarded. If this is not the case, applicants will look elsewhere to find a workplace that values feeling like an important part of the team.

Transparency

Candidates want to see that management and leadership make business decisions in line with the company mission. Applicants want to understand why a company is hiring for a new role, expanding to a new location, or acquiring another business. Because job seekers desire to work for an organization whose vision and values are similar to theirs, candidates want to understand the direction the company is going in. Transparency builds trust, which contributes to high performance. If applicants feel they are not being given enough information about an organization, they will look elsewhere for employment.

A Top Candidate Experience

Job seekers expect ongoing communication throughout the recruitment process. They need to know that their application was received, where they are at in the process, and what the next steps are. Applicants also appreciate guidelines as to what to expect and when they should hear from you by. Otherwise, your star applicants are likely to apply with companies that provide a better candidate experience.

Opportunities for Advancement

Applicants want the ability to move up within an organization. Because career growth is so important, candidates need to work with managers who support their upward mobility. This includes offering training, coaching, mentoring, stretch assignments, cross-training, and other ways to add to skill sets. If you do not clarify career paths within your organization, job seekers will apply with other companies.

Begin Planning Your Accounting and Finance Staffing Needs

Job seekers place a high value on issues like transparency and diversity, and inclusion. They also want a top candidate experience and opportunities for advancement. Providing what applicants desire can mean the difference between hiring the best talent or settling for less.

When planning for your upcoming accounting and finance staffing needs, be sure to include Casey Accounting & Finance Resources. We have vetted professionals ready to help your business move forward in 2022.

Handling Year-End Closes for a Busy Market

The end of the year is a busy time for your accounting team. This is why it is important you have a year-end closing checklist to organize how the year gets wrapped up. Then, the books should be updated, accurate, and ready to transition to a new year.

Encourage your accounting team to follow these guidelines to handle year-end closes.

Get the Financial Statements

Gather the income statement, cash flow statement, and balance sheet. This shows where the business is at financially and provides the information needed for tax filing. The income statement summarizes the money gained and lost during the year. It lists the revenue, tax expenses, operating expenses, cost of goods sold, depreciation, EBIT/EBITDA, and other financial costs and gains. The cash flow statement lists the company’s incoming and outgoing cash. This includes the timing in which the money came in or went out. The balance sheet lists the organization’s assets, liabilities, and equities and tracks its financial progress. The assets should be equal to the liabilities and equity.

Collect on Overdue Invoices

Contact customers who are late in paying company invoices. Be professional, understanding, and patient. If a customer cannot cover their debt, set up a payment plan with due dates. This shows you care about their business and understand their situation. Document each conversation and what the results were so you can refer to them as needed.

Gather Employee Information

Get together the Form W-4 you have on file for each employee. Use the information to complete each staff member’s Form W-2. They will need this information for tax filing.

Verify Payroll

Ensure your payroll records are accurate and current in your books. This includes raises, year-end bonuses, withheld tax amounts, and benefits.

Account for Inventory

Verify accurate counts of the materials and supplies on hand. This shows how much was spent on inventory during the year and its value. Make sure the inventory totals match the balance sheet. If you find discrepancies, make the proper adjustments.

Organize the Business Receipts

There are many ways you can organize receipts. For instance, you can sort them by the type of expense or in chronological order. You also can use folders and labels to keep the receipts separated or store them digitally on a mobile device.

Reconcile the Bank Accounts

Bank account reconciliation verifies that your accounting records match your bank accounts. The process involves comparing your bank statements to your accounting records. Your statements should match the balance stated in your books. If they do not, you need to uncover the discrepancy. This may involve adjusting a record for the balance to be equal.

Need Help with Your Year-End Close?

Handling year-end accounting procedures is a challenging process. Each step needs to be completed on time to transition into the new year. Having a checklist on hand can ensure everything gets done and the records are accurate and organized.

If you need help with your year-end close, get in touch with Casey Accounting & Finance Resources. We can provide temporary accounting professionals to help you close out the books and get ready for 2022.

Tips for Creating a More Inclusive Work Environment

Inclusion focuses on embracing and celebrating the differences and similarities between people. In the workforce, acknowledging these differences helps staff feel accepted and valued for who they are. This helps increase innovation, improve decision-making, and elevate revenue.

Implement these tips to promote inclusion in your work environment.

Connect with Employees at All Levels

Form personal relationships with staff throughout the organization. Getting to know who they are and what matters to them encourages them to open up. Your coworkers should feel they can talk with you and not be judged. Forming authentic relationships is one way to lead by example.

Celebrate Coworkers’ Traditions

Ask staff throughout the company to share their traditions with everyone. Request that they provide some background on the tradition and why it is so special. Include small holiday celebrations at the appropriate time of year as well. You may want to create a shared calendar for everyone to add festivities too. You might wish the staff a good Hanukkah, Chinese New Year, Kwanzaa, or Cinco de Mayo.

Talk with Your Team

Ask your team members about their experiences with inclusion. Find out what they feel is working within your organization and specific changes they would like to see. Make this part of ongoing public or private conversations that can take place at any time. Request that every team has similar conversations as well. Regularly share your findings with leadership to improve inclusion throughout the organization.

Hold Bias Training

Train employees at all levels to gain awareness and understanding of unconscious biases and the effect they can have on decision-making. Everyone has preferences in favor of or against certain individuals, groups, or things. This can result in assumptions or judgments about others that we are unaware of making. As a result, we may not consider the experiences, perspectives, and ideas that differ from ours. This affects who we choose to work with, ask for advice, and are involved in making decisions. Being consciously aware of our own biases and patterns of thinking helps us overcome them.

Create an Inclusive Work Environment

Creating a more inclusive workplace is beneficial for everyone. Staff at all levels tend to be more engaged, productive, and collaborative. This results in greater innovation, retention, and revenue.

When you need to add top talent to your accounting and finance team, reach out to Casey Accounting & Finance Resources. Find out 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.

Why Communication Is Essential to Generating and Maintaining Job Orders

As a leading accounting and finance staffing agency, our clients sometimes ask how we consistently generate and maintain so many job orders. One of the biggest reasons is our emphasis on open communication. When everyone stays informed, and on the same page, we are able to provide the top level of service that our clients expect.

Here are five ways communication enhances how we create and carry out job orders.

Clarification 

Each recruiter verifies the pertinent information for a job order before working on it. This includes the urgency of the order, clear expectations for the candidate, a timetable for completion, and a firm commitment to proceed. Without these details, the recruiter does not have enough to go on.

Updates  

Because the contents of a job order often change, we ask that the recruiter be kept in the loop at all times. This may include alterations in the time frame for hiring, the people involved, and whether the order no longer exists because the position was filled internally.

Time Savings

When updates on a job order are efficiently communicated to the recruiter, they are able to spend their time wisely. Otherwise, the recruiter may work on a job order, then discover the job description changed, the time frame for hiring increased, or the role was filled internally.

Feedback

Since the recruiter needs to know how a candidate or placement is performing, regular feedback from our clients is essential. For instance, knowledge of where a candidate is in the interview process and the initial impression of them give the recruiter an idea of how successful the candidate may be in securing a job offer. Also, input on a placement’s job performance and fit with company culture provides insight into whether the recruiter made a good match or could have improved in specific ways. The recruiter uses this information to improve their performance and results.

Referrals

Our recruiters always are looking for referrals from satisfied clients. Because they go out of their way to provide the best possible service, our recruiters appreciate having their results talked about with other companies. Sharing client experiences through testimonials and word of mouth encourages our recruiters to continue placing the best talent.

Fill Your Job Orders

Communication is one key to how we generate and maintain job orders. Providing clarification and updates helps our recruiters make the most of their time and maximize results for you. Sharing feedback and referrals keeps them performing their best to benefit your company.

When your job orders require accounting and finance professionals, turn to Casey Accounting & Finance Resources. See how we can help you today.

June Is National Safety Month: How to Improve Cyber Security

National Safety Month is a perfect time to focus on the importance of increasing your company’s cybersecurity on an ongoing basis. Because hackers continue to refine their attempts at accessing vulnerabilities in your system, everyone in your organization must remain vigilant in protecting against cyber threats.

Be sure your office is following these five tips to enhance cybersecurity.

Require the Use of Virtual Private Networks  

Make it mandatory for employees to use virtual private networks (VPNs) for all connections. Because a VPN blocks your IP address and encrypts the data you send over the internet, hackers cannot tell your location or access the information. VPNs also block malicious websites, ads, and popups that can download malware and trackers on your device.

Enforce Password Rules and a Password Management Tool

Make sure your employees create strong passwords and regularly change them. Establishing new passwords increases the odds of keeping hackers away from your system. Using a password management tool can create secure passwords for every site and keep them confidential while allowing employees to log into accounts.

Make Two-Factor or Multi-Factor Authentication Mandatory

Two-factor or multi-factor authentication adds layers of security to the password method of identification. In addition to entering a username and password, a personal identification code, second password, fingerprint, or other authentication method is needed to access the account.

Use Anti-Virus Protection and a Firewall

Anti-virus protection software blocks malware and other malicious viruses from entering your device and compromising your data. A firewall helps screen out hackers, viruses, and other malicious activity that determines which traffic is allowed to enter your device. Windows and Mac OS X come with their own firewalls, as your router should too.

Keep Your Connections Updated

Every connection to the internet needs to be regularly updated. Implementing software and system security updates adds patches and enhancements to your operating system and applications. This limits potential exposure to vulnerabilities that hackers can try to exploit.

Hire Top Accounting and Finance Professionals

Maintenance of your cybersecurity should be a top priority at all times, especially within accounting and finance departments. Consistently changing and protecting passwords, running updates, and watching for suspicious emails help protect your company from hackers.

When you need to add accounting and finance professionals to your team, let Casey Accounting & Finance Resources help. Reach out to learn more today.