Casey Accounting & Finance Resources Wins Two ClearlyRated 2022 Best of Staffing® Awards

The company received both the Talent Satisfaction and Client Satisfaction awards for service excellence.

Casey Accounting & Finance Resources, an industry leader in the recruitment of Accounting & Finance Professionals for direct hire and contract placements, announced they have earned ClearlyRated’s Best of Staffing® Talent Satisfaction Diamond Award for providing superior service to their job candidates for at least five years in a row. The company also received ClearlyRated’s Best of Staffing® Client Satisfaction Award. Presented in partnership with presenting sponsor Indeed and gold sponsor Talent.com, ClearlyRated’s Best of Staffing® Award winners have proven to be industry leaders in service quality based entirely on ratings provided by their clients. On average, clients of winning agencies are twice as likely to be completely satisfied with the services provided compared to those working with non-winning agencies. Clients rated the company with 4.8/5 stars for service excellence, and candidates rated the company with 4.9/5 stars for service excellence. This is the seventh consecutive year the company has won the Talent Satisfaction award and the sixth year to win the Client Satisfaction award.

Focused on helping companies find the right people for their job openings, Casey Accounting and Finance Resources received satisfaction scores of 9 or 10 out of 10 from 83.3% of their clients, significantly higher than the industry’s average of 41%. The company’s Net Promoter Score (NPS) of 83.3% for client satisfaction and Net Promoter Score (NPS) of 89.5% for talent satisfaction far exceeds the industry’s average of 29% for client satisfaction and 18% for talent satisfaction.

“We are extremely proud to earn this distinction as a leader in staffing excellence since 2014. The Best of Staffing recognition validates our service culture and hardworking philosophy to deliver superior solutions for our clients and job seekers,” stated Steven Drexel, president, and CEO of the Cornerstone Staffing Solutions family of companies.

“Winners of the 2022 Best of Staffing award have demonstrated their commitment to delivering exceptional service, even as Covid-19 has forced them to reimagine and rebuild their approach to business,” said ClearlyRated’s CEO and Founder, Eric Gregg. “These service leaders have kept the client, talent, and employee experience at the heart of their business strategy, and it’s my honor to celebrate and showcase 2022 Best of Staffing winners alongside feedback from their actual clients on ClearlyRated.com!”

About ClearlyRated

Rooted in satisfaction research for professional service firms, ClearlyRated utilizes a Net Promoter® Score survey program to help professional service firms measure their service experience, build an online reputation, and differentiate on service quality. Learn more at https://www.clearlyrated.com/solutions/.

About Best of Staffing

ClearlyRated’s Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based entirely on ratings provided by their clients, placed talent, and internal employees. Award winners are showcased by city and area of expertise on ClearlyRated.com—an online business directory that helps buyers of professional services find service leaders and vet prospective firms with the help of validated client ratings and testimonials.

Talent Acquisition Trends for 2022

It’s the most unusual talent acquisition time in many years. Let’s all face the reality – recruiting has gotten weird. Hiring surges. Reductions in force. Salary Increases. Ghosting. Candidate expectations. You name it; it’s happening.

Jobvite’s survey of over 800 recruiters illustrates the challenges recruiters are attempting to overcome:

  • 59% of recruiters said their organizations have experienced increased turnover since the onset of the pandemic in 2020
  • 49% of workers reported that job seekers are inquiring about the company’s DE&I initiatives, an increase in 16 percentage points from 2020
  • Recruiters shared that medical/dental coverage (51%), 401(k) (49%), and work from home flexibility (44%) have all been effective benefits in attracting new candidates
  • 73% of recruiters are seeing candidates ask about negotiating higher salaries. This is up 20% from 2020.

Last month we released our semi-annual salary survey. If you haven’t requested it yet, here is how you can receive a copy of the report.


Email us today at FinancialSalarySurvey@caseyresources.com, and we will be happy to share this with you. In the “YOUR MESSAGE” section, please enter “2022 Accounting & Finance Salary Survey”.

 

Jobvite also took a pulse on the toll this strange talent acquisition landscape has taken on recruiters:

  • 65% of recruiters reported that their stress levels have increased since the onset of the pandemic, pressured to fill roles quickly with qualified talent that is in short supply and being wooed by many other companies.
  • Current hurdles in recruiting include a lack of qualified candidates (47%), employer competition (40%), and requirements for in-office work (33%).

“Things have been changing so quickly, and we’re finding that recruiters are becoming more adaptable to labor market trends,” said Kerry Gilliam, vice president of marketing at Jobvite.

“Recruiters are short-staffed themselves, and yet they are having to hire more than before amid a shortage of talent.”

But where there’s great challenge, she said, there’s also great opportunity: “Hiring teams are using more external workers, looking at different sourcing channels and rethinking requirements for roles. If companies can invest in their hiring teams and rethink their employee value proposition, it is a great opportunity.”

Recruiter Mantra for 2022? Continuing to Adapt.

Roy Maurer, SHRM Online Manager/Editor, Talent Acquisition, shared his thoughts “Talent acquisition professionals continue to face recruiting and hiring challenges in the second year of an unprecedented labor market characterized by record-level turnover and job openings, increased stress, and significantly changed candidate expectations.” Maurer concurs with Jobvite’s survey conclusion: agility will be key to being successful. In his article, Maurer offers additional information from Jobvite’s report.

Jobvite states that around 78% of recruiters reported that their priorities have shifted over the past year to:

  • Improving quality of hire (48%)
  • Improving time-to-hire (28%)
  • Increasing retention rate (26%)
  • Growing talent pipeline (25%)
  • Updating recruiting technology (21%)
  • Improving diversity (18%)

What’s a Recruiter to Do? What are the trends in talent acquisition besides more money and more meaningful perks?

At Casey Accounting & Finance Resources, we scoured numerous articles on recruiting and found these five trends mentioned repeatedly:

  • Proactive recruiting: rather than wait for job openings, continually look for active and passive candidates who meet job requirements.
  • Upskilling and reskilling: invest more time on giving employees professional development opportunities for continued learning.
  • Candidate Experience: first impressions are key to keeping candidates engaged. Followed by…
  • Employer Branding and Employee Experience: The experiences don’t end once you’ve hired a candidate. Employees want to know that they are working for a great company and feel valued for their contributions. Increase your focus on DE&I.
  • Recruiting analytics and AI/Recruiting Automation

Final Thoughts

Everyone is fishing from the same pond. Your improved recruiting strategies can make all the difference in hiring someone or getting ghosted by them. We have experienced staffing experts, many with decades of experience, at the ready to assist you with your recruiting needs. We’re passionate about finding talent. We’re here to help you make the most of this disruption with the best suite of recruiting strategies for your company. Contact us today.

Casey Accounting & Finance Resources Recognized For Community Service



Cropped 6 x 4nch_color_logoArlington Resources/Casey Accounting & Finance Resources is proud to announce our team was recently recognized by Northwest Community Hospital (NCH) at their 2015 Friends of the Foundation Celebration!  For the last 4 years, we have held our annual CureSade 5k Run/Walk raising over $40,000 for the Cancer Patient Assistance Fund.  At the 2015 Friends of the Foundation Celebration on May 27, with approximately 375 guests in attendance, NCH wanted to share with everyone what a difference a company can make by organizing a community event, and to thank Arlington Resources for our commitment to the patients they serve.  Our CureSade 5k Run/Walk is a great team building event for our group and the day is always a lot of fun!

“Thank you again so very much for all that you and your colleagues do to support NCH and, most importantly, cancer patients we serve who find themselves in dire financial circumstances. Arlington Resources stands as a phenomenal example for other companies to emulate, and your team as shining stars to those whose lives they forever change.”
David Ungurean
Executive Director
Northwest Community Hospital Foundation

Our 5th annual CureSade 5k Run/Walk will be in Palatine, IL on Oct. 3.  Hope you can attend!  For additional information, please visit:  http://www.arlingtonresources.com/arlington-cares/

 

How to Turn Off a Top Candidate in an Interview

Years ago, hiring companies didn’t care so much about the candidate experience and about turning candidates off in the process. Now, however, the tides have turned and it’s become a candidate-driven job market. Today’s companies have to work harder than ever to attract top talent. Then, once they have them in person at an interview, employers must do their best to impress an outstanding candidate enough so that they will enthusiastically accept the job offer.

How can you know if you are impressing the best candidates or if you are simply turning them off? If you are having problems getting top talent to call you back or accept job offers, this could be a clear sign that your interviewing process has issues. Here are some ways you could be ruining your chances of hiring the best.

Making the application process far too complex and time consuming

One of the biggest pet peeves of candidates is that they are often forced to spend way too much time filling out job applications, taking online assessments, and answering pre-interview screening questions. An overreliance on applicant tracking systems leads to candidates who would rather walk away than go through the hassle.  If the candidate does “jump through all the hoops,” often weeks go by without any response from the company.  When this happens, the professionalism of the company is in jeopardy.

Being unprepared or disconnected during job interviews

When the candidate comes to your office for an interview, is the environment welcoming? There is nothing more annoying for a top candidate than to be shuffled into an interview room to face an unprepared and unprofessional interviewer. Reading through canned interview questions, not taking notes or talking about things of relevance with the candidate is recruitment suicide.

Requiring candidates to endure group interviews or coming back for multiple interviews

This can be a huge waste of time that many candidates will not put up with anymore. Make interviews straightforward, intimate, and focused on the outcome.  Try to schedule the candidate’s time effectively to meet with the key players at your organization on the same day.  A top candidate’s time is important, too.  Even worse, after the first interview the candidate does not get a response from the company, or the company calls him back many weeks later for another interview.

Doing all of the talking and asking all the questions during interviews

Another way that so many recruiters turn candidates off is by doing all the talking and not creating a dialogue. This is never a good idea. Don’t make the candidate feel like they are being interrogated in an interview. By creating a dialogue, you get to know your candidate better and the candidate gets to know the goals and mission of your organization, and how he/she can help you achieve these goals.

Rushing the candidate through interviews, form completion and background checks

Once you have a top candidate on board, don’t make the mistake of then rushing them through the hiring process. Respect that they will likely have to provide notice to their current employer, may need to relocate, and a whole slew of other responsibilities before they can come work for your company.

If you have noticed that some of these areas are a problem, take steps to correct your approach to hiring top talent. You’ll find that a staffing agency can also help to reduce losing good people.

Casey Accounting & Finance Resources, a winner of Inavero’s Best of Staffing® Client Award for the second consecutive year, can help your company meet all of its financial staffing needs for jobs in Chicago and more. Contact our award-winning team today to get started!

How to Get Your Accounting and Finance Credentials Noticed on LinkedIn

It’s true that working in the financial industry takes a lot of hard work, a strong education, and outstanding finance credentials. But all of this doesn’t matter if your LinkedIn profile is not getting noticed by the right recruiters. Why? Because 90 percent of all hiring companies are checking out finance and accounting candidates on LinkedIn and other social media platforms before calling them in for interviews.

As a serious contender, you might have an excellent LinkedIn profile that may be updated all the time, but it could still be hard to get it noticed. Here, we will discuss how to get your finance credentials noticed on LinkedIn so you can secure a solid job within the industry.

Tell Recruiters Who You Are

Right off the bat, make sure you tell recruiters who you are so they do not have to guess what you do for a living. Use keywords related to your financial profession in your headline so it is picked up by search engines. The headline is the first part of your LinkedIn profile that recruiters notice, so make sure it counts.  Make sure you include your e-maill address, so it is easy for recruiters to reach out to you.

Validate All Claims Made on LinkedIn

If you make any claims about your financial background on your LinkedIn profile, be sure to validate all of them with strong recommendations. The recommendations should come from trusted sources, such as former employers, mentors, professors and co-workers who know you well and know your body of work. If you work independently in finance, you can acquire recommendations from clients.

Use LinkedIn’s Publishing Platform

LinkedIn offers a publishing platform that you should take advantage of if you want recruiters to notice your financial credentials. By writing articles and publishing them through LinkedIn’s publishing platform, you will be able to develop thought leadership within your industry. Make sure you write articles about your profession so recruiters who are looking for financial candidates can find your expertise on LinkedIn and then browse your profile.

Write a Top-Notch Summary

As with your headline, your summary on LinkedIn must include keywords related to the financial industry. If possible, write the summary in first person because it comes across better to recruiters. The summary should be no shorter, and no longer, than two sentences. After the two sentences, make sure the summary has a “proficient in” list that talks about your strongest skills.

Provide Examples

When writing a financial LinkedIn profile, make sure you provide examples of all claims made on your profile. For example, if you said you helped an employer save money, make sure the amount is mentioned in your profile. This helps recruiters understand what it is you accomplished at your job and how it helped the company. Also, write down how you saved the money in as descriptive a way as possible.

It is imperative that your LinkedIn profile is as strong as possible when searching for a financial job because it will help in the long run. Recruiters use LinkedIn more and more these days to find the best candidates, so be sure you follow the tips above to get noticed and invited to an interview.

Casey Accounting & Finance Resources, a winner of Inavero’s Best of Staffing® Client Award for the second consecutive year, can help your company meet all of its financial staffing needs. Contact our award-winning team today to get started!

2015 Salary Survey

Happy New Year! 2015 is upon us, and with that, there are updates to salaries in finance and accounting. The compensation trends change every year and with the fluctuating economy, you need to be on top of your game when negotiating salary numbers.

Looking to learn more about what salary expectations should be? Casey Accounting and Finance Resources can help! We have compiled our salary survey list with updated facts and figures including job descriptions for Finance and Accounting positions for  the Chicago metropolitan area.

Contact us today and we will be happy to share this with you.  In the “YOUR MESSAGE” section, please enter “2015 Finance Salary Survey”.  Best wishes to you in 2015!