Author: apatel

Productivity Tips to Get More Done During the Holidays

Let’s face it – the holidays can pose a challenge to our work ethic. From juggling ever-growing shopping lists, seasonal networking and social events and hitting end-of-the-year goals, it’s easy to let battling priorities wreak havoc on those professional deadlines.

Don’t let it.

We’ve rounded up a few productivity tips to help you manage the holiday rush and re-focus on what you can control to get more done during the most wonderful time of the year.

1. Be Intentional

While the concept isn’t anything new, knowing how to use your time wisely is especially important when you have multiple priorities vying for its attention. Spend a few moments each day or week — if that suits your management style better — to planning out which items must get done in order of urgency. This allows you to keep your attention on the things that matter most, so even if you don’t get everything done on that to-do list, the most important tasks are being addressed.

Pro-tip: Most professionals know what times of day they work at their best. Be intentional with your productivity by tackling your most demanding items within that window.

2. Don’t Be Afraid to R.S.V.P. “No”

Setting boundaries is key to leading a healthy, functional life — and no other season proves this more than the holidays. Sure, it feels great to get a slate of party invites and have a full social calendar for the months of November and December, but that doesn’t mean you have to R.S.V.P. yes. The pressure of attending every festivity or event can slow you down, and leave you feeling mentally exhausted. Evaluate each event and make sure it aligns with what you’re looking to accomplish (whether that be fun with friends or networking with potential colleagues) and go from there.

Take Time for Yourself

Feeling guilty about taking that brief walk during your workday? You shouldn’t. Taking time for small breaks or even requesting time off to handle errands can help you regroup and get back to your professional responsibilities more effectively. Establishing a reward system for yourself — like coffee breaks, etc. — is also a great motivator for keeping you on track with your goals.

Accounting Certifications Employers Are Looking For

An accounting certification helps increase earning potential and qualify financial professionals for more opportunities. If you’re thinking about getting a certification, looking into some of the more common options will help you determine which one is right for you. In this article, we’ll go through four of the most popular accounting certificates, how to get them and how they benefit your career progression.

Of course, continuing education is an investment of both time and money — and your employer may be able to assist you in making a case for credentials. Each has its own set of school and work experience requirements, as well as concentrations on particular abilities. But knowing which one is best for you depends on your professional path, expertise, qualifications and financial means. Here are four of the most prevalent accounting certifications:

1. Certified Public Accountant

A CPA is the most prevalent accounting credential, and is necessary for many professions in the field. It tests your skills in risk management, taxation, forensic accounting and other essential accounting skills.

Prerequisites include five years of higher learning, a minimum of 150 continuing education credits in business and accounting and verifiable relevant experience. The CPA exam takes approximately a year to pass; exam and license criteria differ by state, but most state agencies demand one year of accounting experience before granting the license.

2. Certified Financial Analyst

A financial professional’s knowledge and talents in asset management, economics, professional ethics and investment analysis are verified by holding the CFA designation. The CFA Institute is the organization that sponsors the certification.

Prerequisites include a bachelor’s degree and four years of relevant experience. Total certification time can be completed in 18 months, but most people take over two years.

3. Certified Internal Auditor

For those wanting a job as an internal auditor, the CIA certification is the only globally accepted credential. It shows that you can work well with both internal and external clients. It also denotes risk and control, as well as information technology skills.

A bachelor’s degree is required in addition to two years of internal auditing experience. One year of experience can be replaced with a master’s degree. Certification can take anywhere from a year to 18 months.

4. Certified Management Accountant

The CMA validates capability in cost management, internal auditing skills, decision analysis and forecasting. The Institute of Management Accountants is the sponsor of the certification. A CMA exhibits comprehension of essential accounting and financial management abilities from an internal, managerial, or generalized standpoint. If you want to work for a major, international corporation, most accountants would secure their CPA and CMA certifications.

Candidates are required to have a bachelor’s degree and two consecutive years in financial management or management accounting. Time to certification is one to two years.

Search our jobs to gain more experience and find a new role nearest you!

Why Stay Interviews are the Powerful Retention Tool Your Company Should be Utilizing

There are two types of interviews you can expect with a company: as a candidate in the job search process and before moving on to your next opportunity. But what about interviews as an employee?

For employers in today’s tight hiring market, stay interviews are a great opportunity to check in with your most valuable team members, and most importantly, stay on top of what is most important to them in a role. Here are three reasons why your business should implement stay interviews as a powerful retention strategy — and keep your best talent engaged, happy and productive.

1. Get One-on-One Time

Annual reviews focus on the employee’s work performance and typically don’t stray too far from their job function. But in a stay interview, the objective of the meeting is to learn more about the professional as a person. Use this time to ask about their aspirations, goals and how you can support them as company in these endeavors.

2. Creates an Opportunity to Listen to Your People

A common reason employees leave their current company is because they feel unheard — people want to feel valued. An easy solution? Create opportunities to listen to your team. Stay interviews are a great way to have real conversations with your staff on a regular basis, as well as gather important, concrete Intel to address collective issues or concerns as a company. It’s imperative that you not only take time to listen, but make an effort to implement change, if necessary.

3. Learn What’s Working — and What’s Not

Knowledge is power and that’s definitely true for keeping your best people and building strong teams. Use stay interviews as a retention strategy for understanding which aspects of the position contribute to them continuing their tenure at the company, as well as those that could be improved upon. Ask questions like, “what are factors in your current role that you like best and would like to see more of?” and “Are there any ‘triggers’ that might cause you to consider leaving that I should be aware of?” to better gauge what is working for them and what’s not. Once you have this information, compare it to what you’ve learned as a group, and identify if there are any commonalities — both positive and negative.

Check out more retention strategies and tips that can help your company find and retain top talent in any hiring environment, or contact us for your hiring needs!

2021 Q4 Accounting and Finance Employment Report

The Big Picture

The U.S. economy may have lost some steam in September, but continues to steadily chug along with a total of 194,000 added jobs. This marks the ninth consecutive month of job growth as the country recovers from the COVID-19 pandemic.

Unemployment also fell to 4.8%, according to the U.S. Bureau of Labor Statistics — led by gains in leisure and hospitality, professional and business services, retail, transportation and warehousing industries. For college-degreed workers, the national unemployment rate declined to 2.5% in September.

2021 Q4 Accounting and Finance Employment Report

 

 

 

 

 

 

 

 

 

 

 

-Source: U.S. Bureau of Labor Statistics

One trend worth noting: the rise of resignations. A recent report by Reuters shows that U.S. quit rates surged to an all-time high in August. This sets the scene for a tightening labor market in Q4 and 2022 — one where there are more job openings than available candidates, and demand for a human-forward and flexible corporate culture.

For Employers

A talent shortage means a couple things for employers in Q4. For one, highlighting an empathetic and robust work environment is key. Yes, a market rate salary is still the No. 1 reason for choosing a new position, according to our 2021 Salary Guide, but the pandemic’s impact on job seekers’ priorities is clear. Creating a workplace that provides flexibility — whether that be remote and/or hybrid — as well as offers opportunities to connect are very important to today’s professionals.

Employers looking to fill open finance and accounting roles should also consider utilizing consultants to complete key projects and address overflow tasks. Contact our team to assist with your temporary or direct hire hiring needs.

For Job Seekers

As the job market tightens, skilled candidates are in high demand. Use this as an opportunity to find the best job match for you. Take informational interviews, partner with a recruiter and explore what accounting and finance positions are available in the market.

It’s also imperative to showcase your soft skills during the interview process. If the last couple of years have taught us anything, it’s that those indefinable attributes — adaptability, problem-solving and interpersonal — are crucial to building successful teams that can thrive in any environment.

Are you ready to make a career change? Check out the latest accounting and finance jobs in your area.

How to Secure Passive Candidates

Employers across all industries, including accounting and finance, are having to adjust tactics to identify and recruit top talent as the market shifts from client-driven to candidate-driven. Knowing how to target the “passive” applicant is more crucial than ever, since most of the ideal candidates have already been hired by competitors.

A passive candidate is anyone who is being considered for a position by an employer, but isn’t actively searching for work. Passive candidates haven’t applied to the job opportunities and doesn’t plan to. So the question is: how does one attract and secure passive candidates? We share best practices below:

1. Partner with Recruiting Experts

Contrary to traditional job seekers, passive candidates don’t actively search job listings or apply for open roles. No — to find these individuals, companies’ internal talent acquisition teams utilize different methods to help connect qualified passive candidates to their open positions. But with strapped resources, this process can be time-consuming and ineffective compared to the full manpower, expertise and technologies established recruiting firms use on a regular basis. Learn more about how partnering with specialized agencies can help you build stronger teams — while saving on overall costs.

2. Simplify the Interview Process

One of the most difficult tasks when it comes to hiring passive applicants is encouraging them to schedule an interview. The goal of your initial messaging or introduction should pique the interest of the passive prospect. Include details about your business, and describe the role and how you believe the passive candidate will benefit from being a part of your team. Video interviews are a great way to show them that you are willing to accommodate their needs. A long and difficult application process may turn off a passive prospect, so keep things simple.

3. Outbid Their Current Role

When you’ve found someone who would be a good match for an open position, it is useful to determine what limitations they have in their current position. Passive applicants are unlikely to leave their current position for a position that is virtually identical elsewhere. In order to stand out, your company must have some distinct differentiators. Highlight a specific pain point the prospective employee has and emphasize how you can offer a solution.

Get more hiring insights by downloading our 2021 Salary Guide!

4 Soft Skills to Thrive in Any Work Environment

As companies seek to add more value to their operations, soft skills are becoming increasingly more crucial in the workplace. Having creative and critical thinking-employees is vital for support in introducing new concepts, services and goods. Employers prefer to hire people willing to work to the best of their abilities. See, it’s not necessary to be flawless. Instead, it is necessary to be reliable and professional.

To fulfill job responsibilities, professionals must have job-specific knowledge and expertise. But to successfully navigate any work environment, top achievers often have soft skills — those social and emotional quotients and traits that allow one to perform well in any situation. We share the top 4 soft skills you should develop to thrive in any work environment.

1. Problem-Solving

Employers want to see you solve problems and keep the company moving forward, such as discovering efficient strategies for work-related challenges. Some jobs require stronger problem-solving skills than others, depending on the level and complexity of the problem. Therefore, it is imperative to display that you possess these skills if you are currently searching for employment. Make it known that you have successfully identified an issue in your organization, developed a unique solution and used your selected technique to generate measurable goals and results. No matter what role you’re aiming for, demonstrating problem-solving skills is critical.

2. Adaptability

Every aspect of life is prone to change, and the job is no exception. Procedures are refined, goods are updated and technology is rapidly advancing. The most effective employees are those who can adjust to changing circumstances. Being adaptable at work implies responding quickly to changing concepts, duties, objectives and other workplace activities. It shows you’re willing to learn and try something new. Adaptability skills are also fundamental to reacting to changes constructively and proactively. Many people believe that adaptation is something that comes naturally to them. And while the idea is partially true, you can evolve to be more adaptive with time. A key leadership trait, companies continue to promote the importance of being open-minded and flexible as they grow and build their teams.

3. Interpersonal

The way you communicate and engage with others is referred to as interpersonal skills. Many occupations demand continuous social connection. Even jobs that appear to promote quiet individuals and independent work methods are subject to this rule. Interpersonal skills are not something that can be mastered from a book. Certain people are born with skills, while others must work hard to develop them. This is typically achieved by frequent interactions with others in the workplace. In fact, employers prefer to recruit candidates that have the necessary qualifications and will also fit into the company’s culture and contribute to its success.

4. Time-Management

Utilizing your time to work toward the results you value most will set you up for success and help you manage the sense of accomplishment that comes with achieving your goals. However, realizing that time management is something that everyone can achieve is just the beginning of learning how to cultivate it. A few key ways to make sure you are getting the most out of your entire day is to make sure you:

  • Align your priorities
  • Set achievable goals
  • Minimize distractions
  • Hold yourself accountable

This soft skill is essential because it allows you to plan your work and achieve your priorities, especially in a remote work environment. Effective time management skills can benefit both your career and your personal life.

For more career insights and tips, check out or blog!

5 Ways a Recruiter Can Advance Your Job Search

It’s time to jailbreak your job search. Cut the time, unanswered leads and barrage of resume send-outs with the addition of a key player who knows the process like their career depends on it. Because, well, it does.

Enter: the recruiter.

They can help simplify the job hunt process and get you noticed by the right people — all while providing personal support along the way.

1. Recruiters have established relationships with employers.

A strong professional network and landing the perfect career opportunity go hand-in-hand. Why not get a boost on the competition by leveraging a recruiter’s lengthy list of established relationships to your advantage? “We’re very well connected,” Century Group explains. “We know who to put the resume in front of, even if we haven’t worked directly with them.”

2. Recruiters streamline the job search process.

One of the biggest complaints job seekers have about finding a new job is the time — a luxury most people don’t have. That’s where the recruiter comes in. “We’re doing the work,” Century Group says. “At zero cost to you, we’re managing the entire process and scheduling multiple interviews with different companies on your behalf.”

3. Recruiters bring a personal touch with support and coaching.

A recruiter’s role is two-fold: supportive cheerleader and unflinching realist. It’s in their best interest to make your best interests a priority — even if that means giving you honest feedback and coaching during the job search and interview processes. From resume revisions to helping compose a memorable thank-you note, a recruiter will partner with you to find the right job that meets your individual qualifications and needs.

4. Recruiters give you access to exclusive positions.

Remember that insider’s knowledge that comes with the territory? Recruiters not only have their finger on the hidden job market, but can share valuable information about the company you’re interviewing with. “We also have the ability to market your background to companies that aren’t necessarily hiring and get you an interview,” Century Group adds. “We can get candidates into the positions they want.”

5. Recruiters add you to their talent network.

When you’re in, you’re in. Recruiting firms keep an up-to-date log of candidates they’ve worked with in the past, and use their respective tracking systems to match skill sets to positions. This allows recruiters to keep you in mind for new opportunities throughout your career. And when you’re ready to make a move, there’s already someone in place to help you in your search.

Submit your resume and connect with one of our recruiters today!

3 Compensation Package Questions You Need to Ask

To some, the most important element in a job is how much money they make. Others are more interested in what they get in addition to the money, such as good benefits, training and opportunities to learn new skills. The truth is that both salary and perks matter when evaluating a job offer or potential career move.

What is most important to you in a job offer or potential career?

In order to decide which factors of a compensation package are most important for you, consider your current salary vs. the salary being offered, the type of work environment you’re looking for, and what additional benefits are offered in the compensation package. 

It’s important not only to consider these things before accepting an offer, but also be sure your future employer knows what is most meaningful to you so there aren’t any surprises down the road.

The amount an individual is compensated for their work can have a direct impact on how much effort they devote to their career. That’s why it’s no surprise a study done by Achievers found 52% of employees are either actively looking or would consider leaving their company because of compensation. 

So what exactly is compensation? Compensation can be broken into three key factors. To determine which factor is most important to you, consider how each will affect your life:

  • Salary: The salary offered by an employer typically acts as the employee’s main source of income. This includes the monetary value you’re willing to work during normal business hours in addition to any overtime rates, if applicable.
  • Benefits: The benefits structure is an important factor that often varies widely depending on company culture and performance. Benefits are defined as indirect compensation beyond your determined salary and annual raise. Some traditional benefits to ask your potential employer about are insurance (both health and life), paid time off, training or educational opportunities, childcare, remote-work stipends, workout resources, on-site snacks or meals or additional workplace perks.
  • Promotions: One element of the compensation package that many overlook is the opportunity to be promoted within the company. In some cases, it may be worth accepting a slightly lower-than-anticipated initial salary if there is an opportunity to quickly advance in the company.

How does this compensation package shape up compared to industry standards?

Three words: research, research, research. Determine the cross-section of your worth and current, local industry standards when considering your compensation package. Make a list of what skills you could be bringing to this position including your experience, training and education. Then, find out what is common for someone with your level of expertise to be compensated. Lastly, ask yourself if that salary range and benefit package level would satisfy your willingness to excel at this job. If not, this last question is for you.

Have you brushed up on your negotiation skills?

Knowing what you want out of a job is just the beginning — you need to know how to ask for it. There are three key components to successfully negotiating your compensation package: know your worth, stick to your number and back it up with stats. Learn how to negotiate your salary with ease by reading our Best Practices to Negotiate Your Salary.

Flexible Leadership: The Importance of Adopting an Agile Mindset

Flexibility may just be the key to unlocking your potential as a leader.

But what does it truly mean for a leader to be “flexible,” and why is it important for leaders to strive for this way of thinking? The simple answer: even the greatest leaders can’t control all factors of their business. In fact, a tremendous amount of time would be lost trying to do so. Take the aftermath of the pandemic, for example. Between supply shortages and employee shortages, leaders today have all had to adapt to this new normal in order to stay on top.

What does it mean to be flexible as a leader?

At the core of every great leader lies the ability to manage and maintain business when changes occur and, most importantly, to be able to adapt and become greater from those changes. To respond to challenges more quickly and easily, it’s essential to be ahead of the curve and assess your internal and external standpoints.

Externally, look at how the world around you is changing and how you might be able to proactively make business changes that will better your team for success in the near future. Flexibility in this viewpoint requires leaders to think more logically. Ask yourself, “Are there opportunities to change our process to outperform and better succeed?”

Internally, think about your approach. Sometimes this is the most challenging part for leaders — many have difficulty changing their own tendencies when they’re set in certain ways. In this viewpoint, flexibility requires leaders to think more empathetically: “How can I better listen to my team and be open to new ideas?”

Why flexible and adaptive leadership is essential when it comes to leading others

Every business will face a certain level of unforeseen factors. The good news is that absorbing flexibility into your leadership style can create a sense of steadiness when unexpected variables arise. Plus, the more you’re challenged, the better you adapt to new situations and solve problems as they emerge. There are two key beneficiaries to a leader’s adaptability:

The Team

We all know there is value in investing in employee well-being. When you actively become a more flexible leader, in addition to improving yourself, you’re also making strides to better your team. By listening to your team and considering all possible viewpoints, you’re showing that you’re self-aware enough to value others’ opinions and continuously strive to learn. This vulnerability and trust in your team is often met with trust from your team.

The Business as a Whole

Flexibility is also an invaluable asset to your business. When you’re able to adapt to the continuously changing market, your team can adjust more quickly than its competitors, giving you a competitive advantage in the long run.

Interested in more employer insights? Browse our blog for more career development tips and hacks to get ahead in any market.

5 Strategies to Attract Gen Z Talent

Many human resources experts, recruiters and Generation Z professionals are laser-focused on true career advancement opportunities and a positive work atmosphere that stimulates creativity. But for Generation Z employees, developing insights into the company’s individual brand is crucial.

It should also come as no surprise that Gen Z is more digitally aware than any other generation. They are, after all, digital natives who are completely happy utilizing the internet for work, research and social networking. This generation’s skill set is especially suited to this era of hybrid work, and it will only grow in value as technology transforms industries.

As companies continue to woo candidates in this competitive, post-pandemic hiring market, it’s important they understand the wants and needs of the workers they’re looking to engage. Here are 5 strategies for attracting and retaining members of this generation — those aged 23 and under — in the workplace.

1. Step into the Digital World and Stay Up to Date

Since the pandemic, the digital world has been one of the few ways people are able to connect. It is imperative to have an online presence as a company looking to reach out to Gen Z. If your company’s web presence isn’t up to par, Gen Zers may be turned off.

A clunky user interface and malfunctioning software can give prospects the impression that your company is out of touch and outdated. If your website is hard to navigate or not mobile-friendly, or your application process has a tendency to crash, it’s time to tune it up or risk losing candidates.

2. Make Job Applications Online Accessible

Job boards like LinkedIn make it easy for you to take your recruiting search to the internet. Gen Z is more likely than previous generations to conduct online research prior to applying for a job. To discover more about your brand, they’ll read online reviews on sites like Glassdoor and look at your social media and website. Gen Z workers will not trust your organization enough to apply for a job if your online presence is unreliable, non-existent or reflects adversely on your brand.

3.Get Familiar with Social Media Recruiting Styles

Social media recruiting is one of the most effective ways to entice new workers, showcase open positions and promote your company’s culture. Get your company familiar with how to reach out to potential candidates through these digital platforms. After all, as social media sites grow in popularity and consumers spend more time on them, it’s critical that your company establishes its presence.

4. Get In Touch With a Top-Notch, Modern Recruiting Firm

Find a firm that is in the know on the latest trends for the industry your company is in. Publishing your job posting with a reputable recruitment agency will attract a large number of candidates who will be looking for help as job seekers. This is still one of the most used techniques of finding a career. To shortlist and locate good potential candidates for your business, you can engage a temporary and direct hire employment agencies. You will want to find a firm that is tuned in with the needs and wants of Gen Z. This will ensure you find the right candidate for you!

5. Get Your Team on the Same Page

Match your company culture with the type of employees you are trying to attract. A few things are more essential to Generation Z members than a company’s commitment to social obligation on both socio-economic and environmental issues. Not only what your firm and its CEO have said, but also what they’ve done on these problems, is crucial. A happy employee says a lot about the state of the company, and Gen Zers are well aware of this. Another viable option for attracting them? Encourage employees to push for referrals. You may attract new talent by enlisting the help of other young employees to advocate for your company, but it must be genuine.

For more hiring insights and trends, download our 2021 Salary Guide.