Are You on Track to Meet Your 2015 Goals?

June 24th, 2015

Can you believe it’s already June? It seems like the first half of 2015 went by in a flash! Before all of your employees start taking off on summer vacations, it’s important to get together and see where you’re at with the goals you set at the beginning of the year.

When business is good and your team is always busy, it’s easy to narrow your focus to the day-to-day, instead of working towards the big picture. Your employees were very excited about all the goals you were going to achieve this year, but it’s easy for them to be replaced with other priorities. Now is the time to sit down and get back to concentrating on your objectives.

Are You on Track to Meet Your 2015 Goals?

Not quite sure where you stand with your annual goals? Follow these steps to get up to speed:

  • Review Your Objectives: There’s a good chance you started the year with a solid game plan detailing exactly how you would achieve your objectives, but pushed it to the side when things got busy. It’s time to dust those goals off and see if they still make sense. If they’re no longer relevant, write new goals for the second half of the year.
  • Assess Your Progress: Evaluate the headway you’ve made towards achieving your goals. Are you where you thought you would be at the halfway point? Hopefully, you’ve outshined your targets and have far exceeded your projections, but it’s okay if you’re a bit behind. You still have plenty of time to pick up the slack and have a productive year.
  • Adjust Your Strategy (If Necessary): Keep up the good work if your business is perfectly on track, but if not, gather your team together to regroup. Create an aggressive, yet realistic, plan for the next six months to make up for lost time and achieve your goals by the end of the year. If your whole team commits to working together, there’s nothing you can’t achieve.

Need a little help finding top accounting and finance talent in the Seattle area? Contact Accountingpros Recruiting + Staffing. Our recruiting managers are committed to servicing your recruiting requirements with a personalized approach, ensuring we’re able to deliver the best candidate every time.

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Best Practices for Managing Contract Professionals

Incentives to Increase Employee Productivity

June 17th, 2015

Every successful company owes its good fortune to a team of hardworking employees. If your team seems less-than-enthused to do their work, it’s time to make a change. Running a productive and efficient workforce is the key to lasting success. You need a team of employees who want to come into the office each day ready to give you their all.

Sometimes even the brightest minds need a little extra push to get inspired. It’s important to keep people interested and engaged in their work, so they don’t get stuck in a rut. When your team can see the personal value in trying their hardest, it’s much easier for them to be productive.

4 Incentives to Increase Employee Productivity

Need a way to encourage your team to do the great work you know they’re capable of? Implement at least one of the techniques below and get ready to watch production levels soar:

Employee Recognition Program

People want to know their hard work has been noticed by management. Create an employee of the month program to honor one standout team member each month. Award the designed person great perks, such as a designated parking spot, their name on prominently displayed wall plaque and a gift certificate.

Profit-Sharing Plans

Motivate your team to do their best work by giving them a portion of your profits. This is a great way to help employees feel a sense of ownership in the company. When people feel like they have a stake in the company, they want to do everything in their power to help you succeed.

Commissioned-Based Pay

Give people a huge incentive to be more productive by tying their pay directly to their performance. The better the results they produce for your company, the bigger their paycheck. Prepare to be pleasantly surprised at the amount of effort people put into their jobs when they’re given a huge financial incentive.

Promotions from Within

Inspire your team to always put in extra effort by making a point to promote from within. People invest more in your company when they view it as a place to grow their career, instead of a just a temporary stopping point. Make them want to work hard so they can get to the next level.

Want to gain access to the Seattle area’s top accounting professionals?

Partner with Accountingpros Recruiting + Staffing. We put all of our candidates through a rigorous screening process to ensure they have what it takes to exceed your expectations.

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Best Practices for Managing Contract Professionals

Should You Add Volunteer Work to Your Resume?

June 10th, 2015

Volunteer work doesn’t just benefit the people you’re helping, it also makes you feel great about yourself. It’s a truly wonderful feeling to know that you’ve made a positive impact on an organization that really needed your assistance.

You may not realize it, but you can actually put volunteer work on your resume. Not only does it speak well to your character, it’s also an effective way to gain relevant experience that can help you get the job — especially if you’re a student or a career changer. Show the hiring manager that you’re so passionate about working in the field that you’ve been volunteering your time to develop the necessary skills.

4 Ways to Add Volunteer Work to Your Resume to Help You Land the Job

 

If you need an effective way to incorporate your relevant volunteer work into your resume, use one of these four approaches:

Add a Volunteer Section

Dedicate an entire section of your resume to volunteer work. Position it at the bottom of the document, under your work history and education segments. List the name of each organization, the title you held and your main responsibilities.

Weave it Into Your Work History

Instead of creating a separate section for your volunteer work, opt to incorporate it into the professional experience part of your resume. Treat it just as you would a regular job, but be sure to note that you held a volunteer position, because you don’t want to falsely present yourself.

Make it Part of Your Objective

Start your resume off with a nod to your relevant volunteer experience. For example, if you’re a career changer trying to get your first job in accounting, you could say “To obtain a rewarding accounting clerk position at XYZ company, with the skills and experience gained as a volunteer bookkeeper for ___ organization.”

Insert it Your Career Highlights Section

Write a career summary focused on your exact skills and experience that make you the perfect fit for the job. Feel free to include your volunteer experience if it will help make your case. Put this section at the top of your resume to grab the hiring manager’s attention from the start.

Ready to take the next step in your accounting career?

Contact Accountingpros Recruiting + Staffing. We’re the leaders at matching top talent with leading companies in the Seattle area.

How to Quit Your Current Job without Burning Bridges

June 3rd, 2015

There’s few things more exciting than getting a great job offer from a company you’re really excited to work for! It’s a wonderful feeling to know that the hard work you put into your job search has finally paid off. Now, the only thing standing in the way of starting your new accounting job is quitting the one you already have.

Resigning from your job can be very nerve-wracking. Changing jobs is a part of life, but that doesn’t make the conversation with your boss any less awkward. Regardless of how you feel about your supervisor, it’s important to handle the discussion with grace and dignity. You don’t want an unprofessional departure to overshadow all of the good work you’ve done for the company.

3 Ways to Quit Your Current Job Without Burning Bridges

Follow these three tips to leave your job on a positive note, without causing your boss and former colleagues to resent you:

Give at Least Two Weeks’ Notice

Any reasonable employer will understand that you can’t just walk out the door without giving your current company notice. In fact, they should want to set a precedent so you’ll give them the same respect if you resign one day. Two weeks is the standard notice period, so you certainly shouldn’t feel obligated to give any more warning, but it will surely be appreciated if you can.

Offer to Help with the Transition

If your boss is able to find a replacement before you leave, kindly offer to train the person. It’s more likely that it will take a while to find someone to fill your position, so your tasks will probably be divided between your team members. Volunteer to review each task with the person taking over and write detailed instructions for them to reference.

Don’t Start Slacking

Many people think their last couple of weeks on the job are a free-for-all. They come into the office late, leave early and do practically nothing in-between. Don’t do this. Remember, submitting your resignation doesn’t magically make your work go away. When you slack, the rest of your team has to work even harder, which quickly leads to resentment.

If you’ve outgrown your current position and are ready to take on a new challenge, contact Accountingpros Recruiting + Staffing. Our team is proud to offer more professional accounting job opportunities than any other Northwest employment service!