Are You Meeting Finance Candidates’ Pay Expectations?

Part of the challenge in hiring finance candidates is meeting their pay expectations. Although many candidates have realistic ideas of pay ranges, some expectations may be too high or too low. Rather than turning to other candidates for interviews, take the time to decide whether a candidate whose pay expectations are outside your range may be worth considering after all. Here are some ways to do so.

What to Do When Pay Expectations Are Too High

If a candidate’s pay expectations are beyond your range, you want to avoid wasting anyone’s time by keeping them interested in the role. However, don’t give up on pursuing the candidate. Instead, send the candidate an email thanking them for their interest in the position. Let the candidate know their target salary is outside your range for the position. Share that if the candidate’s target isn’t firm, you’d like to discuss the role further. Otherwise, you don’t want to waste their time. Provide your pay range so the candidate can decide how to proceed. They might be able to go a bit lower in their pay expectations.

What to Do When Pay Expectations Are Too Low

If a candidate’s pay expectations are well below your range, you might be tempted to think the candidate won’t be a good fit for the position. However, keep in mind that previous pay is not an indication of a candidate’s true value. Because it’s hard to know which pay range is appropriate for a certain role, companies don’t always properly compensate employees. As a result, being paid below-market-rate doesn’t mean you should dismiss the candidate. Instead, find out whether they can perform the work according to expectations. Or, rather than asking about pay expectations, tell candidates your range upfront. Let them know that pay depends on specific skills and experience, then ask whether they’re still interested in the role.

How to Provide Context Before Discussing Pay Expectations

If your company doesn’t like including pay expectations in job postings, and some overqualified candidates may be looking for higher pay than you’re offering, you might dismiss the thought of calling them for an interview. However, consider meeting with overqualified candidates to discuss details of the role and benefits. Since they know little about the position before talking with you, they don’t understand the responsibilities, pressures, hours, or other information that affects pay expectations. After gaining a better understanding of these factors, candidates are in a better position to decide what their pay expectations should be and whether to move ahead in the recruiting process.

Set Reasonable Pay Expectations

Set reasonable pay expectations with help from Casey Accounting & Finance Resources. As a top Rolling Meadows employment agency, we understand the current job market. We find you qualified finance candidates, set up interviews, and help negotiate adequate pay expectations. Contact us to get started today.

5 Influential Technologies Affecting Recruiting This Year

Like most industries, recruiting is constantly changing. As new technology is introduced, the field continues to become more efficient and effective. Watch for these five influential technologies affecting recruiting in 2019.

1. Marketplaces

Marketplaces serve as a platform for employers to connect with recruiters. Due to reduced administrative requirements, vendor management and competitive placement fees, marketplaces are cost-effective. Also, having a centralized platform increases recruiter productivity and reach. Since marketplaces collect and store information on candidates’ resumes, skills, websites, LinkedIn profiles and more, hiring is more transparent and efficient. Plus, recruiters see candidates’ goals and learn more about them and what they want in their next role, which facilitates conversation and aids in proper placement.

2. Gig Economy

Recruiters face an even greater need to adopt new mobile and socially integrated communication technologies and platforms, such as Skype interviews or virtual reality video conferencing, to attract and place gig workers. Also, more HR technologies focused on worker onboarding, engagement, learning and career planning will develop.

3. Social Recruitment

Social recruitment involves clearly defined objectives and a target audience to determine which platforms are most effective in sharing a company’s job openings. For instance, visual platforms like Instagram are more suited for graphic designers and other creatives, whereas Twitter is more populated by IT and tech professionals. Also, social recruitment lets a company leverage social data to determine a candidate’s fit. For instance, Google Alerts and Radian6 let employers monitor candidates to see whether they fit with an opportunity. Additionally, many professionals engage on sites that fill both social and professional needs. For instance, Dribble is a community for designers, whereas GitHub is a platform for software developers.

4. Predictive Analytics

Predictive analytics uses historical data to make predictions about the future. For instance, predictive analytics can consider industry, location, occupation and other elements to provide customized recommendations and get better responses to job postings. Also, predictive analytics can automate resume ranking, and shortlist and prescreen candidates, which increases the quality and diversity of new hires.

5. Artificial Intelligence

AI software programs and tools lower costs, reduce inherent biases and improve the quality of hires. Recruiters have more time to invest in fostering relationships with talent. For instance, chatbots can speed up the hiring process and enhance the candidate experience by assessing a candidate’s resume, online presence and fit with the role. Also, AI recruiting video interview platforms can evaluate the quality of a candidate’s voice, voice energy, pace of speech, use of fillers, answers, facial micro-expressions and body language. Plus, AI can determine whether a remote worker will be honest and ethical and appropriately represent the company if hired.

Contact the Seasoned Recruiters at a Leading Chicago Employment Agency

Need help filling finance positions? Contact the experienced recruiters at Casey Accounting and Finance Resources!

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Retaining the Right Talent

“How can I help you be successful?”  When the only differentiator in your organization typically is your talent, these words carry significant meaning when such a small percentage of the workforce feels inspired to do their jobs every day.  Many more feel coerced or actually fear the organization.

Finding out what inspires your employees, and connecting their roles within the organization to their purpose and motivation will help you retain your top talent.  Below is one of Gallup’s 12 question employee engagement questionnaires to help in taking the initial steps of determining employee engagement.

The Gallup Q12 Employee Engagement Questionnaire

  1. Do you know what is expected of you at work?
  2. Do you have the materials and equipment to do your work right?
  3. At work, do you have the opportunity to do what you do best every day?
  4. In the last seven days, have you received recognition or praise for doing good work?
  5. Does your supervisor, or someone at work, seem to care about you as a person?
  6. Is there someone at work who encourages your development?
  7. At work, do your opinions seem to count?
  8. Does the mission/purpose of your company make you feel your job is important?
  9. Are your associates (fellow employees) committed to doing quality work?
  10. Do you have a best friend at work?
  11. In the last six months, has someone at work talked to you about your progress?
  12. In the last year, have you had opportunities to learn and grow?

Source: https://www.shrm.org/hr-today/news/hr-magazine/pages/0510fox3.aspx

Gallup, Inc.  https://q12.gallup.com

Why Blind Interviewing Helps Your Organization

When you’re looking for the ideal candidate for your organization, you may be able to find the most suitable match with a blind interview. Many organizations are using this approach to have job seekers audition for a job without knowing anything about the individual’s educational background, age, gender or other factors. The test is to see how well the individual can perform at the job and whether they have the level of talent the interviewer is looking for. Here are some ways blind interviewing can help your organization:

Helps With Diversity

In fields that tend to not be so diverse, blind interviewing can help to create a more diverse work environment. You may end up hiring people of a variety of ethnicities, age groups and genders who are extremely talented and get along well with each other because of it.

Eliminates Bias

Many people don’t realize they have a psychological bias when they are looking at names on a resume or schools that a potential candidate has attended. You may be guilty of this without knowing it; blind interviewing eliminates the possibility you are making a biased decision.

Gauge Phone Skills Easily

Since you may not be conducting a face-to-face interview with these candidates, the phone interview will reveal whether the individual has good verbal skills and can speak confidently over the phone.

Gauge Written Skills

If the job involves writing or even composing persuasive emails, you will be able to gauge the candidates writing and communication skills with a writing test or upon requesting a short essay. This can be helpful for determining whether the candidate has a strong enough skill set to manage writing assignments on the job and whether they can convey their ideas effectively.

If you are searching for highly qualified candidates, reach out to a leading Chicago finance recruiter and contact Casey Accounting & Finance Resources. We can provide job placement services to make the hiring process that much easier.

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4 Skills Every Candidate Needs in Every Industry

If you’re putting yourself out there on the job hunt and want to secure a position sooner rather than later, make sure your prospective employer can identify some key skills and attributes that will make you the perfect candidate for the position. Whether you’re exploring an accounting career or working in finance, your future employer needs someone who is not only a hard worker but also has certain traits that will help them succeed with the company for the long term.

Here are four skills every candidate needs in every industry:

1. Communication

Even though your role may be fairly independent, you may be required to work with other departments, lead a team and collaborate with other staff members on certain projects. Having strong written, verbal and listening skills is critical for your success in any position. You need to be able to relay information concisely and respond to other people’s communications effectively.

2. Empathy and Emotional Awareness

Being able to understand your own emotions, and being aware of the emotions of others is a skill that can be developed. Some people have more emotional awareness than others, and this trait is important in both work and social situations. Being able to relate to someone and looking at their point of view can make it easier to get along.

3. Accountability

Being accountable for your actions is critical in a workplace environment. You need to admit fault and work on finding an effective remedy. Knowing what you are accountable for and who you are accountable to is important in any position. If you are in a management position, you need to enforce accountability among your team members.

4. Teamwork

Working as a team means always contributing your fair share and also making sure you are not taking all the credit for a job well done. Do your best work and bring others up so they can do the same at every opportunity.

When you’re searching for accounting jobs or need some help to take your career to the next level, talk to the professionals at a leading Chicago accounting recruiting firm. Casey Accounting & Finance Resources provides career tools, including assessments and professional resume reviews, to help you find your ideal job. Contact us today!

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You Can Find Talent, but How Can You RECRUIT Them to Make the Move?

The internet and social media have made it easier than ever to recruit talent and network with potential candidates. However, you need to make an effort to sell the job effectively in order to attract and retain the right candidates. Getting the candidate interested and on the phone or in the office for an interview is an important first step, but you also need to make sure the candidate is truly interested in the position and has good interpersonal skills to handle the job. After that, you will need to position the company appropriately and share important information to keep the candidate interested.

Here are some important things to consider with your recruiting efforts.

Hiring During a Good Economy

When unemployment rates are low, it can be difficult to find people who are actively looking for a new job. Even if you have plenty of great positions to fill, there’s a chance that there just isn’t enough talent readily available to apply and fill those positions. Hiring during good economic times means you will need to be more proactive and creative with your recruitment efforts. You may also need to raise the bar on your offerings and attract high-quality candidates with higher-than-average salaries and benefits packages.

Identifying What Your HR Department Does Well

If your recruiting efforts aren’t paying off or you just aren’t able to tap into a large enough candidate pool, it may be time to review your hiring process. Take some time to identify what your HR department does well, and where it may be lacking. Consider which recruitment efforts are paying off and which ones are not attracting enough candidates. Whether it’s your social media and online job posting activities, or your efforts to attend career fairs and networking events, make sure you have a clear idea of what is working and what isn’t, so you can recruit higher-quality candidates consistently.

Learn From New Hires

If you have managed to recruit and retain a good group of new hires, consider sending out surveys about their experience, so you can figure out what you did right. Sometimes the best way to learn about your effectiveness with various hiring initiatives involves going straight to the source. Consider asking them what part of the selling process made them come to your company and what made them stay. Was it the way a job was presented? Was it how the hiring manager explained the role and followed up? Take the time to learn what worked — and what didn’t — from some of your best candidates.

Finding top talent can be a challenge, but there are several things you can do to improve your recruitment process and ensure qualified candidates make the move to secure the position. If you need help finding and retaining the right talent, let Casey Accounting & Finance Resources, a top financial staffing firm in Chicago help! Call us today for more information.

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Prevent Buyer’s Remorse! How to Make Sure You Have a Smooth Transition into Your New Job

Changing jobs can be a stressful time in your life, and you want to make sure you are taking steps to make the transition just a little easier. Being careful about how you conduct yourself during those last few weeks on the job is important because you want to make sure you are leaving on a good note, and ensure you are in the mindset to take on your next opportunity. Whether you’ve been with the company for a few months or a few years, here are some things you can do to make your transition to the new job much smoother.

Share the news with contacts on your last day of the old job.

Your colleagues may already know you are leaving, but you will want to wait to share any updates on social media or LinkedIn until your final days on the job. Make sure to notify people and make changes before you start your actual job, so you aren’t worried about getting updates, notifications and emails all day long on your first few days at the job. You need to be focused and show you are dedicated to the new job 100 percent — so email and social media interruptions need to be kept at a minimum.

Don’t talk poorly about your former employer.

If you had a hard time with your previous boss or weren’t happy with the job, it’s tempting to speak poorly about the old boss. Make sure you are not going out of your way to talk badly about them with colleagues, your future boss, or anybody else that may be connected with the company. You don’t want to be known as the person who ended up badmouthing the boss just because of a bad working relationship. There are always two sides to the story, and you don’t want to burn any bridges.

Be friendly.

It can be intimidating to meet new co-workers and get acquainted with new people in your department or company. You will need some time to learn about your new role and get adjusted to the new work environment. Make it a priority to be friendly to people during this time, so that you can make some new connections. Stay positive even when you feel anxious or stressed about the job so you can develop a solid network of contacts.

Take notes.

Take notes during meetings and just jot down key things you learned during the day, so you can keep yourself organized and on track. Taking notes will help you settle in that much faster, and have some things to study as you get acquainted.

Be ready to participate.

The new company has hired you to contribute and your role may involve active participation in meetings, brainstorming sessions and other group activities where you will need to speak up. Be confident in your decision to be there and don’t be afraid to do your part and come ready to participate.

Transitioning to a new job can be stressful, but there are several things you can do to make the change more manageable. If you need help with your job search or career advice, consider working with a top financial staffing firm in Chicago, Casey Accounting & Finance Resources. Contact us today!

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Has Your Company Prepared for the Upcoming Overtime Wage Changes?

Whether you are in charge of managing a small startup or a larger corporation, salaried workers and businesses will soon be subject to a change in laws of the Fair Labor Standards Act — the first change in 40 years. President Obama directed the Secretary of Labor to update overtime regulations so that workers who are working overtime are fairly compensated. The final rulings will go into effect on December 1, 2016, so your company needs to be prepared for the changes ahead. Here are some things you need to know about the upcoming overtime wage changes:

About the Overtime Wage Changes

The latest overtime updates are designed to extend protection to 4.2 million workers across the United States and the largest populations of these workers reside in California, Texas and Florida. Under these new rules, employees making less than $913 per week are now eligible to be paid overtime, wheras under the previous rules, employees making less than $455/week were eligible.

Employers are left to decide whether they want to increase the employee’s salaries above the new threshold or pay time-and-a-half for overtime work. All workers must not work more than 40 hours per week without adequate compensation and companies do have the option of modifying salaries and paying time-and-a-half for overtime.

Preparing for the Wage Changes

Employers still have a few months to prepare for the overtime wage changes which will effectually increase the number of workers at the company who are eligible for new protections. This means your company may need to review salary tables and job offers, restructure departments to accommodate for a new budget, and consider how they want to compensate workers who do end up working overtime.

One of the first things you can do is to classify all employees by salary and ensure that anybody making over the threshold is exempt from overtime pay if their primary job duties involve executive, administrative or professional duties as outlined in the final regulations from the Department of Labor.

Determining how many current employees at their current salary level would then be eligible for overtime protection will give you an idea of the potential changes in cost. Monitoring these employees’ hours and implementing measures of productivity can help to determine whether an employee’s position should be modified or salaries adjusted. You may realize that some accounting and finance roles will retire overtime — especially during tax season or other busier seasons — so the budgets will need to be adjusted accordingly.

If you need help with evaluating your staffing resources and exploring different types of positions in accounting and financing, get in touch with our award-winning team at Casey Accounting & Finance Resources for assistance. As a top financial recruiting firm in Chicago, we can help you prepare for any internal changes you need to meet the upcoming changes to the overtime threshold.

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How to Answer Tough Questions on an Interview

No matter how prepared you are as a job seeker, there is always going to be the prospect of being asked tough interview questions. This is especially true when companies are looking for ways to identify the top job candidates available. Difficult or odd interview questions are often thrown in to stump candidates in order to evaluate their ability to think on their toes.

How will you answer tough questions during your next interview? Here are some examples of tough interview questions you may be asked, and how to ace them!  If possible, ask for the complete job description before the interview to help you prepare.  If you are working with a financial recruiter or staffing agency, you most often will be able to obtain this information on the job requirements.

Why did you leave your last job?

This can be a tricky one, particularly if you were terminated or if you left for a negative reason. The best course of action is to be as brief as possible, but be truthful. Do not say anything negative about your former boss, co-workers or company. And never lie about the situation – that might work in the short term, but will come back to haunt you in the long run.

Are you looking to change careers?

If you have applied for a job that is unrelated to your work history, or if you have been with your current employer for a short time, it can appear that you are a job hopper of sorts. It’ important to state that you are always learning as a professional and find that you are open to new experiences. Prior to the interview, consider your skills that are transferrable and show how you can use your past experiences to bring value to this job.

How would your peers describe you?

Think about how you have interacted with your co-workers in the past. Share some positive experiences, and be sure to add that you are viewed as trustworthy, reliable, knowledgeable, and a real team player. When talking about completing a team project, don’t take all the credit. Explain your role and compliment your team members.

What are your weaknesses?

Be careful with this interview question. You will want to share some things that you may find yourself to be somewhat weak in, but here’s the trick – make them actually positive traits. For example, you are honest to a fault, or you are so organized your co-workers tease you.

Why should we hire you?

Very often, an employer will come right out and say they have other candidates, so why should they consider you for the job? Try to show some passion for the industry here, and be sure to state that you are dedicated to exceeding expectations and learning all you can to be the best employee for this open position. Back these statements up by providing facts and examples from your working experience.

Partner with a Leader in Chicago Financial Recruiting

With our specialization in accounting and finance, we focus directly on your area of expertise. Contact the award-winning recruiters at Casey Accounting & Finance Resources today to get started on taking the next step in your financial career.

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5 Salary Negotiation Tips for Employers!

  1. Make sure the role is clearly defined for the future employee.  Often we hear from candidates who start looking for a new position when the current position they are in doesn’t match what they were told during their interview.  Salary may have been acceptable during the offer, but not if the actual position does not match what they were told.
  2. Due to internal equity issues, try to interview candidates who are in the salary range.  If you do have an exceptional candidate who is outstanding and outside the salary range, is there a senior role they could interview for at your organization?  These candidates are hard to locate, so look to see if there is a place for them in your company in a different role.
  3.  Ask good questions when discussing salary.  Let the candidate know you will require salary information verification.  Ask about the candidate’s true base, bonus (how much and when does the bonus pay out), incentives (cell phone, laptop, car allowance, etc), stock options, pensions, 401(k), benefit costs, paid lunches, etc.  This information will help you when determining the salary offer.
  4.  Do you have good information on what the current marketplace is paying for your job roles?  Let the candidate know you have researched the role in your efforts to be competitive in the job market.  In addition, let the candidate know why people enjoy working at your organization.  This will help the candidate in their decision making process on accepting the offer or not.
  5. Working with a recruiter helps to alleviate some of these concerns.  The recruiter will know what salary the candidate is looking for in their next opportunity, and will share this information with you to help make sure the salary offer is competitive for the candidate and the marketplace.  Sometimes clients feel confident negotiating salaries with candidates even though they are working with an agency, but they fail to realize that the recruiting firm has been working with the candidate for some time and may know the candidate on a level that the client does not. It’s almost always better to let the recruiting firm handle the negotiations to seal the deal and get a favorable response for everyone.

Your future employee will benefit going into the new role of the company knowing they were treated fairly in the salary negotiation process.  The person will feel loyal, work harder and be committed to the company.  If they feel that they were not treated fairly, then your company may be just a stop for them in their career as they keep their options open to future opportunity at other organizations.

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