Chicago Finance Staffing Agencies Archives

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.

Tips for Reducing Employee Conflict on Your Team

As a manager, you are responsible for overseeing the work and interactions of your employees. Because your staff members have different personalities, they will not always agree on everything. This is why you need a plan to help them listen to and learn from each other. Such actions can lead to greater productivity and team cohesion.

Implement these tips to lower the amount of conflict on your accounting and finance team.

Talk About Conflict Resolution

Let your team know they are expected to professionally resolve their disagreements. For instance, clarify how you will and will not get involved with conflicts. Also, explain that you are available to coach your employees through a disagreement, but they need to resolve it together. Further, encourage discussion about your staff members’ working styles and communication preferences. Understanding and respecting these characteristics can resolve potential problems in the future.

Encourage Independent Discussions

Let your employees resolve their issues as much as possible. Otherwise, they will expect you to step in as a referee. If a conflict becomes noticeable but is not being recognized or solved by the involved staff members, you should step in. For instance, separately and privately let them know their conflict is noticeable and affects the workplace. Then, think about how you can serve as a source of support and coaching without becoming overly involved in the resolution. This may involve helping both employees develop empathy for each other. For instance, consider asking what they think could be going on with their teammate and what they might want from the situation. Then, help each staff member brainstorm potential solutions to the problem. Keep in mind that if harassment, lying about work, or another inappropriate action is involved, you must discuss why the behavior cannot recur.

Hire Solution-Oriented Employees

Bringing aboard diverse staff members who focus on resolving problems helps keep the peace among your team. During interviews, you may want to ask candidates to describe a conflict they had with a coworker and how they resolved it. This provides insight into how potential hires think about conflict and move past it.

Partner with a Recruiter

Because conflicts will happen among your team members, you need a plan to resolve them. Although it is best for the involved parties to resolve the issues, you may have to step in at times to coach them through the process. Setting expectations for professional conflict resolution is an effective way to reduce the number of disagreements among your team.

When you need help hiring solution-oriented accounting and finance professionals, turn to Casey Accounting & Finance Resources. Get started with us today.

Will a Hire Based on AI Last Longer Than a Human-Selected Hire?

In many cases, employees hired based on artificial intelligence (AI) last longer than employees hired on human-made decisions. Implementing AI in the hiring process can increase efficiency and lead to higher performing employees. However, there are issues with AI that need to be resolved before it becomes more heavily relied upon in the recruiting process.

Resume Sorting

Employers feed a system teaching sets and information, including resumes, performance reviews, work product and career paths, for top candidates competing for an open position. AI sifts through the information to match specific criteria, such as location and previous job title, ranks the information based on other desired traits and background information, and presents the information to a recruiter. Because poorly matched candidates are quickly eliminated, an employer can more efficiently meet with highly ranked candidates and decrease the time needed to hire.

Answering Candidate Questions

Chatbots can provide job seekers unadvertised information they need to know to determine whether they may be a good fit for both the company and a role. Chatbots can let candidates know whether their resume is still being considered, rather than the candidate not being responded to at all. Chatbots can reduce bias and unconscious discrimination in the interview process by objectively ranking information rather than making decisions based on an interviewer’s intuition.

Leveraging Video Technology

AI can be leveraged into video technology to evaluate a screening interview. An employer can analyze whether a candidate was comfortable during the interview, honest in what they said and gave quality answers to interview questions. The evaluation should be used with other methods to increase efficiency in the hiring process.

Customizing Algorithms

Each business needs to input specific skills, traits and expertise necessary to excel in a role. Unfortunately, most companies use the wrong algorithms, which contributes to a lack of diversity and inclusion and puts the company at a disadvantage. For example, because many companies include Ivy League degrees, employment with globally recognized companies and specific demographics and traits in their algorithms, a substantial number of highly qualified candidates are automatically eliminated from the hiring process. Also, because a significant number of employers want candidates with those characteristics, employers have a harder time hiring them, end up paying more to bring the on, and may not receive the results they want.

Secure Your Next Position Through Casey Accounting and Finance

Secure your next position through Casey Accounting and Finance Resources, a leader in Chicago area financial staffing!

Your New Job Is Boring. What Changed? What Can You Do?

After a few weeks at your new job, you may find yourself disinterested in your tasks. Because you need to be engaged in your work to feel job satisfaction, you may decide to look for something else. However, you may end up in the same situation elsewhere. Therefore, you need to uncover what changed in your job and what you can do to improve it.

Alter Your Surroundings

It may be another office, a coffee shop or other location where you can complete your work. A change in scenery may help you focus. You may even decide to go for a quick walk to clear your head and see things in new ways.

Look at Your Tasks From a New Angle

Objectively look at your tasks as though you were an outsider. See how you can make things interesting. For example, work on a different task first. Make your calls in the morning. Take your break at different times. Wait three hours to check your email.

Meet Colleagues

Walk in the break room at various times and introduce yourself to employees in other departments. Talk with different co-workers at company functions. Make plans to participate in activities outside the office. You’ll be more engaged in your work knowing you have friends nearby.

Actively Learn

Attend seminars and conferences to find out more about your industry. Take a class related to your field. Ask if you can cross-train in another department and fill in when needed. Go for a promotion so you have additional responsibilities that keep you busy and engaged.

Talk With Your Boss

Let your boss know what the issue is and how you may improve it. Perhaps you need additional tasks, a new project or a more challenging workload. Focus on what the company needs and how you may contribute. You may be able to find a solution to a recurring problem or help colleagues complete a project. Mention your performance with your current workload, what you have learned and accomplished, and why you are the best employee for taking on additional assignments.

Partner With a Staffing Agency

You will be tested on various skills to determine where your interests and expertise are. You will add to your experience level and discover what your true passion is. By working in a temporary position, you can determine how well you fit with company culture and whether you would be happy being offered a permanent role. If you are dissatisfied with a position, you can easily move to a new one.

Reach Out to an Accounting and Finance Staffing Leader

Are you looking for a new accounting and finance position? Reach out to Casey Accounting and Finance Resources to find your next role by partnering with a top accounting recruiter in Chicago!

Your Top Brand Ambassadors Are Your Internal Employees

Employee brand ambassadors bring your company much credibility. Having individuals with firsthand insight into your organization promote your business adds transparency and relatability to your brand.

What a Brand Ambassador Is

A brand ambassador is an individual who tried and loves your products/services enough to say amazing things about them. The ambassador has expertise in your market and appeals to almost everyone. An authentic brand ambassador is highly credible because they promote products/services based on the value and benefits they receive. The ambassador may be called on in various situations to share their experiences with others, such as in advertising campaigns and pitching stories to reporters as a means of building a company’s brand.

Benefits of Employees as Brand Ambassadors

An employee brand ambassador helps humanize your brand. An effective ambassador brings a strong media following and solidifies your reputation. A top ambassador promotes your brand through word of mouth both online and in person to increase sales. The more employee brand ambassadors you have, the more followers you gain, and the greater your reach. This increases the size of your customer base.

How to Encourage Employees to Be Brand Ambassadors

Get to know each employee’s values, strengths and aspirations. If your business is new, let your employees try your products/services for free. They will enjoy the perk and raise awareness for your business. Teach your employees how to create and build connections with prospects and customers inside and outside the company. Encourage your ambassadors to develop marketing ideas and gather feedback from customers. Ask them to post about your products/services, talk about your company whenever possible and attend trade shows to promote your business.

How to Promote Brand Ambassador Online Reviews

Encourage your employee brand ambassadors to write online reviews. Share the message you want to convey to job candidates. Include the top qualities you want ambassadors to focus on when writing about what it is like working for your company. Ask your employee brand ambassadors to post photos from company events, lunch with colleagues or other events that communicate a positive work environment. Request that ambassadors post videos sharing their stories in their own words that convey your mission and company culture.

How to Measure a Brand Ambassador’s Effectiveness

Look at how many individuals view their posts and engage with their content. Study sales numbers before and after your brand ambassador started work to see whether sales are coming from the market segments the ambassador should be targeting.

Connect with a Leader in Finance and Accounting Staffing

Find top accounting and finance professionals in the Chicago area by connecting with Casey Finance and Accounting Resources – an award-winning financial staffing agency in Chicago.

What Can You Do to Show Past Success in Your Accounting Career?

When searching for your next accounting position, you want to demonstrate ways you provided value for previous employers and how you can do so for your next employer. You will set yourself apart from the competition and come closer to landing your new role.

Give Statistics on Your Accomplishments

Your key performance indicators (KPIs) are what show how you add value to an organization. For example, to measure your timeliness, focus on time to process invoices/transactions/payments, percent of financial reports submitted on time or days to close the books and sign off the month/year. To measure your quality, focus on your percent of accuracy in transactions/payments, percent of collection rate of outstanding amounts or percent of audit recommendations implemented. General measurements may include your percent of tasks finalized on time, percent of internal procedures updated or percent of processes optimized.

Demonstrate Your Commitment to Professional Development

Employers want to know you value keeping current with changes in the accounting industry, learning new skills and taking the initiative to help both your career and the company. For example, show you use the most current accounting software to ensure the organization’s financial operations are both easily done and compliant with all laws and regulations. Subscribe to professional blogs and publications to stay updated on accounting trends. Continuously learn about new accounting techniques and changing guidelines and business laws from the FASB and updated tax forms and rates from the IRS. Remain aware of new accounting techniques in financial institutions, including fee structures and account offerings, that impact how companies manage their liquid capital and investments. Participate in professional associations such as the AICPA, IMA or IIA for self-study courses, live web events, group study options, conferences, and training modules to stay current on regulations, GAAP and IFRS policies.

Provide Recommendation Letters

Potential employers will gain more insight into your background and capabilities than they would by calling a former employer’s HR department. Ask two former managers and two former colleagues to create an endorsement for your skills and experience. Have them include their title and a brief background to show they were in a position to determine your good fit with the organization. Request the writers include the number of years you worked for the company, specific examples of your accomplishments, and your credentials and awards. Ask the writers to mention your professional qualifications and which traits and skills make you qualified for the role you want. Have the writers show that you were a valuable contributor and left on good terms.

Find Your Next Accounting Position Through a Staffing Industry Leader

Find your next accounting position through Casey Accounting & Finance Resources, an award-winning financial recruiter in Chicago!

What Does the Reversal of the Joint Employer Standard Mean?

During the Obama Administration in 2015, under the Joint Employment Standard, the National Labor Relations Board (NLRB) determined that companies were joint employers if both exercised direct and immediate control over essential employment terms. As a result, the NLRB ruled that Browning-Ferris Industries of California was a joint employer for workers employed by staffing firm Leadpoint Business Services at Browning-Ferris’s recycling site.

Reason for the Reversal

In December 2017, under the Trump Administration, the NLRB reversed the Joint Employment Standard due to a case involving two construction companies. Hy-Brand Industrial Contractors fired five employees and Brandt Construction fired two employees after they stopped work due to concerns over wages, benefits, and safety. An administrative law judge ruled that Hy-Brand and Brandt were joint employers. Although the NLRB agreed with the judge, it disagreed with how he reached his decision. For this reason, the NLRB began a discussion about the 2015 Joint Employment Standard. They concluded by rewriting the test for determining whether multiple companies are joint employers under the National Labor Relations Act (NLRA).

How the Reversal Affects Joint Employment

In pending and future cases, companies will be considered joint employers if one company directly and immediately exercises control over essential employment terms of another company’s employees. Therefore, when you work with a staffing agency, you must be extremely clear on your relationships with their employees, especially if you exercise control over the agency’s employees. If you are considered a joint employer, you may become liable for paying wages, employment taxes, unemployment insurance, and other expenses.

Questions to Consider About Joint Employment

As an employer who works with staffing agencies, you need to determine whether joint employment exists with the agency. For example, does one company own all or part of the other? Are there overlapping officers, directors, executives or managers? Do the companies share control over hiring, firing, payroll, advertising, overhead costs or other operations? Are operations intermingled, such as having one administrative operation for both companies? Does one company supervise the work of the other? Do the companies treat the employees as a pool of employees available to both of them? Do the companies share clients or customers? Are there agreements between the companies?

Talk with Accounting and Finance Staffing Specialists

Talk with the financial recruiters at Casey Accounting and Finance Resources for your recruitment needs and partner with an award-winning financial staffing agency in Chicago!

The LinkedIn Strategy That Helps Your Job Search in 2018

Although you probably use LinkedIn to stay in touch with friends and colleagues, you are missing out by not using it to find your next job. Learning to properly connect with influential leaders in your industry may help you land your next position.

Cultivate Relationships

Comment on posts you find especially engaging. Share insightful content that may be of interest to others. Participate in LinkedIn Group discussions. Notice the individuals you commonly interact with. Determine their job titles and whether they may be able to help with your job search. Ask individuals to connect with you through LinkedIn. Start sharing resources such as articles and case studies that may be of interest to them. Send a short message acknowledging birthdays, work anniversaries, new jobs and other special occasions. When you see articles about a connection’s company or content the person wrote, like, comment on and share the information. Provide endorsements for your connections’ skills. If someone endorses your skills, send a quick message of thanks.

Send an InMail

Research the individual, the company they work for and their role. Find out the person’s interests and commonalities you share. Explain why you want to connect and what benefit the individual may receive. Include a personal interest you both share to make a memorable connection. Let the person know you would like to speak to them about a specific topic, such as a post they wrote or an article involving their company. Ensure your message is clear and concise.

Follow Up

Find the person’s email address and ask to set up a time to talk about their job and the company they work for. Mention you are looking for a job and are very interested in learning more about the employer. If your contact is not in a position to hire you, ask whether they will connect you with the hiring manager. After being introduced, mention to the hiring manager your top skills and experience and how you can benefit the company. Have your LinkedIn profile or resume available when you ask about potential job openings. Be ready to answer questions about your work or to schedule an interview.

Work With a Leader in Accounting and Finance Staffing

Work with Casey Accounting & Finance Resources for help finding top accounting and finance professionals! Our team of award-winning financial recruiters in Chicago is ready to help your career grow.

Take a Step Back and Create a Strong Process to Improve Your Talent Strategy

One of your company’s biggest focal points is finding top talent. When you have the best professionals working for you, your business stays competitive. Therefore, you want to always be improving on your recruiting strategies. Here are some tips for creating a strong process to improve your talent strategy.

Create Clear Job Descriptions

Ask your co-workers what the nature of the position is and what qualifications are required. If an employee is working in a similar role, ask for their input as well. Update past job descriptions so they contain current information. When you use the descriptions to write job postings, you’ll know the key responsibilities required for the position, with whom the employee works and to whom they report, and how the employee can advance in the organization. Because candidates understand what qualifications you’re looking for, what their performance should look like, what the company’s management structure is and how the candidate may be promoted, you’ll be able to find the quality candidates you’re looking for.

Profile Your Ideal Candidate

Determine which skills and experience your ideal candidate has. This includes four to six easily observable characteristics that most skilled professionals in the same position share. The characteristics may be viewed from a candidate’s resume, application or screening interview and must be logically connected to being successful on the job. Ensure each characteristic is specific, measurable, achievable, realistic and time-related (SMART).

Craft Your Pitch to Top Talent

The best candidates have a multitude of opportunities available to them. Therefore, you need to point out what you have to offer candidates that your competition does not. Ensure your pitch is personalized, concise, compelling and transparent. For example, include why your product/service is unique, who your target audience is and how you plan to reach that audience. Mention your quantitative goals such as revenue, profitability and number of employees for the next five and 10 years. In addition, bring up how your company can further a candidate’s career planning through additional training, mentorship and other professional development. State what your company culture is like and why employees enjoy working for you.

Work With a Leader in Accounting and Finance Staffing

Work with a leader in accounting and finance staffing in Chicago. Get in touch with Casey Accounting & Finance Resources today!

Our Top Financial Job Search Tips from 2017

As we head into the new year, you should be setting goals for what you want to accomplish in the next 12 months. One of your goals may be to find a new accounting or finance job. Here are our top financial job search tips from 2017.

Monitor Your LinkedIn Profile

Because a hiring manager will likely view your LinkedIn profile when you apply for a position, you want to present yourself in a highly professional manner. For example, mention your accomplishments, such as how you helped your team secure a substantial account with a big client. Participate in LinkedIn Groups to interact with other professionals in your field and show you’re a thought leader. In addition, use Open Candidate to connect with hiring managers and recruiters without your current employer finding out.

Highlight Your Accounting Skills and Accomplishments

List your technical skills, including proficiency in SAP, Oracle, Sage and other high-level software that set you apart from the competition. Also, mention the accomplishments you achieved in previous positions, such as taking on more responsibility and creating desired results. Ensure you quantify your success to show how strong your performance was. Mention how well you prepare an income statement, balance sheet, statement of retained earnings, statement of cash flow and other financial statements. Furthermore, explain how you pay attention to detail when performing financial analysis.

Find Work When You Are Unemployed

There are many methods of finding work when you’re unemployed. Use social media for networking. Update your Facebook profile to show what type of role you’re looking for and what your skills and experience are, then reach out to your friends and ask if they know of any openings. Use LinkedIn to connect with former colleagues, supervisors and executives you worked with and hiring managers at companies that interest you. Follow companies you’d like to work for on LinkedIn and Twitter so you can be notified when they have job openings. Continue building your skill set. Volunteer with a nonprofit organization that provides services you’re passionate about. Include the fundraising, email marketing, event management or other skills you gained on your resume. In addition, continue personal and professional development. Take on temporary and contract projects that enhance your skills and may lead to full-time work. Participate in a class or professional association related to your field. Furthermore, work with a recruiter who specializes in your industry. Contact them to see how they’d like to receive your cover letter and resume. Appropriately prepare for your interview. Follow up weekly without becoming bothersome. Show gratitude for the recruiter’s assistance.

Partner With a Leading Financial Staffing Agency in Chicago

While updating your resume and LinkedIn profile will help you find a job for the new year, take the next step and work with an award-winning financial staffing agency in Chicago. Contact Casey Accounting & Finance Resources!