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 You Offering Enough PTO to Your Finance Employees?

As the manager of a finance team, how much paid time off (PTO), you offer your employees matters. Providing a fair amount of PTO with opportunities for more helps you attract and retain the best talent. It shows you prioritize work-life balance and want your employees to have as much flexibility as possible.

Determination of how much PTO to offer can be difficult. The following suggestions can help.

Use these tips to determine whether you are offering enough PTO to your finance employees.

Defining PTO  

PTO consists of a block of time that employees can draw from throughout the year. Rather than creating categories and assigning a number of days for each, such as 7 paid holidays, 6 vacation days, 5 personal days, and 4 sick days, all of the days can be used however the employee sees fit.

For instance, most companies offer 30 days of PTO that each employee can divide up as needed. So, one of your employees might decide to take 12 days of paid sick leave, 12 days of paid personal leave, and 6 days of paid vacation. Another employee could decide on 5 days of paid sick leave, 12 days of paid personal leave, and 13 days of paid vacation.

Determining the Amount of PTO

Certain variables should be considered to decide which amount of PTO is right for your employees. For instance, you may want to offer different amounts of PTO to different types of employees. You also need to determine whether your employees should be required to use all of their PTO each year, be able to roll it over to the next year or get paid extra for the unused days.

You may want to start your new hires with less PTO and award more PTO based on the number of years your employees remain with your company. You also might want to let your employees roll over their unused days as a reward for good attendance.

Deciding How Much PTO Is Right for Your Employees

The amount of PTO you provide your finance employees depends on your business needs. It may be best to start each new hire with 30 days of PTO and provide opportunities to increase over time. This might be linked to job performance, years of loyalty, or other criteria.

Ensure your standards for awarding PTO are fair, clear, and included in the employee handbook. This helps your employees understand how much PTO they start out with and how they can earn more.

You can change your program over time to remain aligned with changing employee needs. This helps your finance team attract and retain top talent.

Want Help with Hiring?

The amount of PTO you provide your finance employees impacts how long they remain with your organization. Starting your new hires off with a fair amount of PTO and opportunities to increase helps attract and retain the best talent. This can help lower your recruitment costs.

When the time comes to hire additional employees, turn to Casey Accounting & Finance Resources for help. Find out 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.

How the Right Employees Impact the Growth of Your Business

Having the right accounting and finance professionals on your team promotes company growth. Along with finding ways to increase efficiencies and decrease costs, your employees contribute to the organization in other ways. By carrying out your company mission and remaining engaged in their work, they create a positive environment to work in. Because your team members prioritize professional growth, they strive to attain company goals that move the business forward.

Discover five ways having the right employees on your team benefits your company.

Company Mission

With the right employees on your team, your company mission is carried out. Because your team members help run your organization, they act according to its guidelines for conducting business. As the lifeblood for your company, your employees include company vision and values in their interactions. Behavior in line with your culture further enhances your workplace. Happy employees remain engaged and productive, increasing your bottom line.

Employee Engagement

When the right employees are on your team, they remain engaged in their work. Because your team members enjoy what they do, they continue to take on new challenges and excel. As their enthusiasm and confidence grow, collaboration, productivity, and job satisfaction increase. This improves employee retention.

Work Environment

When you have the right employees, they create a positive work environment. Because your team members effectively complete their work, morale increases. Since your employees stay motivated and engaged throughout the day, you provide recognition and rewards to promote their performance level. The energy of your team attracts other talented people who want to work for you.

Employee Growth

Having the right employees on your team means they value ongoing professional growth. Your team members enjoy setting new goals, reaching milestones, and celebrating successes. They regularly engage in training and continuing education, hold themselves and others accountable, and learn from mistakes. Because your employee evaluations consistently show growth over time, you reward your team members with bonuses, raises, and promotions.

Goal Attainment

Working with the right employees helps you reach business goals. They continually find ways to increase efficiency and revenue while decreasing costs. Your team members also meet deadlines, reach milestones, and celebrate successes. This paves the way to achieve bigger goals long-term.

Source Top Accounting and Finance Professionals

Having the right employees on your team increases the success of your business. When your team members carry out your company mission and remain engaged in their work, they create a positive work environment. Because your employees prioritize professional growth, they are driven to achieve business goals. All of these factors attract top talent to your organization, further enhancing your bottom line.

Reach out to Casey Accounting & Finance Resources when you need to add professionals to your accounting and finance team. See why we have been awarded the Best of Staffing® Award for service excellence for the seventh year in a row, an honor that less than 1% of all staffing firms in the U.S. and Canada receive. Get more information 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.

Simple Employee Incentive Ideas for The Summer Months

Summer months at the office can be challenging. Most employees are either on vacation or thinking about what outdoor activities they wish they were participating in. Because motivation and productivity are important, you need to provide additional incentives for employees to stay focused and complete their projects.

1. Work Outdoors

Allow employees to work and hold meetings outside. Being in natural light improves communication, reduces stress, and lowers blood pressure. Plus, enjoying fresh air and sunshine increases productivity and employee morale.

2. Offer a Flexible Schedule

Give flexibility in work hours. Perhaps your employees can come in late or work remotely one day each week or work a half day on Fridays. Having greater control over their work schedule means employees have more time to enjoy the outdoors.

3. Implement Casual Dress Day

Offer Casual Dress Day on Fridays. Let employees wear t-shirts, shorts, and flip-flops to the office. You may even suggest themed dress days, such as Hawaiian Day, to add to the fun. Your employees will feel more relaxed and complete more tasks.

4. Set Up a Company Event

Set up an outdoor company event. You might arrange a barbeque, golf outing, theme park visit, or baseball game. Perhaps you could host Summer Friday gatherings where employees can mingle and recharge. Maybe host a company party at the office or a manager’s home. In any case, your employees will appreciate the camaraderie and be more motivated to return to work on Monday.

5. Provide Additional Recognition

Give extra recognition to employees who cover for colleagues away from the office. For instance, give the employee a hand-written thank-you note expressing your appreciation for temporarily taking over. Or, have a conversation to express thanks for going above and beyond to help out. Or provide the employee with a gift card to their favorite restaurant to further show your gratitude. Enter those employees in a drawing to win an additional paid day off or tickets to a summer concert, movie, or sporting event.

6. Reward Perfect Attendance

Give rewards for each summer month that an employee has perfect attendance. You may set a price point and offer a gift card to the restaurant, store, or other destination of the employee’s choice. They will be more inclined to show up for work each day and perform their best.

7. Arrange a Company Team for a Charity Event

Organize a company team to participate in a local charity event. There are a variety of walk/runs in major cities every summer. In addition to being a proud corporate sponsor, your employees may be given a day off to help set up and/or run or participate in the event. You build the cohesiveness of your team while supporting the local community.

Get Help with Filling Your Finance and Accounting Jobs in Chicago, IL

When you need to find summer staff, reach out to Casey Accounting & Finance Resources, a top employment agency in Chicago!

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Strong Economy, Robust Hiring, and 8 Staffing Trends!

As recruiting for talented staff becomes more difficult, Casey Accounting & Finance Resources is experiencing record levels of placements for accounting and finance talent.  Our secret to success?  Dedicated recruiters with an average of over 10 years recruiting accounting & finance talent.

As the demand for increasing workforces continues, Staffing Industry Analyst has identified eight trends affecting staffing including the following:

  • The global economy is doing OK
  • Technology/automation
  • Skills shortages
  • Legislation
  • Gig economy
  • Public perception
  • Procurement sophistication
  • Rise of Asia

For additional information on these 8 trends, please click here: Read More

 

Celebrating 20 Years!

We are excited to be celebrating the 20th anniversary with our sister company, Arlington Resources, this month!

With this upcoming celebration, we look at the role of flexible staffing in the work force and where it is today. The temp penetration rate — temp jobs as a percent of total employment — rose to 2.069% in July 2017.  “The temporary penetration rate continues to increase at a solid pace, even at record levels, giving more evidence of a secular shift,” said Tony Gregoire, Director of Research, The Americas, at Staffing Industry Analysts.

As more workers in America look for alternative work arranges and additional opportunities to supplement their incomes, temporary and contract staffing services can fulfill their needs. With nearly thirty-one percent of workers within the United States currently employed as contingent workers, companies are granted access to a more diverse, and affordable, group of employees. Thus this rise of the role of temp jobs in today’s workforce can lead to a competitive edge for companies throughout America.

We look forward to helping you with your recruiting and staffing needs!

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