The Rise of Storytelling and How It Can Improve Your Branding

May 31st, 2018

In the past, storytelling was reserved for novelists, but these days, everyone is getting in on the game. Businesses have started to realize the value of attaching a story to their brand, because it’s a great way to get noticed.

From small accounting employment agencies to Fortune 500 companies, businesses are putting more stock in storytelling than ever before. If your company hasn’t hopped on this trend, it’s time to get onboard. Learn what you have to gain by sharing stories with your customer base.

4 Ways Storytelling Can Improve Your Branding

Engage Your Audience

You don’t have to be a kid to sit back and listen to a captivating tale. Everyone appreciates a good story, so this is a great way get in front of your target audience. Use storytelling to explain problems your products and services were created to solve. Much more captivating than a standard advertisement, this is a stealthy way to boost your brand name, because people don’t necessarily realize they’re being marketed to.

Get Your Name Out There

When people hear a great story, they want to share it with others. Therefore, storytelling can help word of your business spread organically. You’ll tell your story to your client base, then they’ll share it with their own connections. Before you know it, your audience will be noticeably larger, just because your storytelling skills are on par. This will bring greater brand recognition, which translates to higher sales.

Build a Connection

Sharing a story is a very personal thing. It helps you forge a bond with customers, because it creates an emotional connection that goes beyond the standard customer-employer relationship. This allows helps customers relate to your business and feel a kinship of sorts.

Beyond that, a great story tends to stay in a customer’s mind. When they’re faced with a problem similar to the one described in your story, they’ll think of your company, and likely visit your website to buy the product or service that was created to solve the issue at hand.

Put Your Personality on Display

People enjoy working with a business that has a defined personality. Both the content you choose to share in a story and the manner in which you tell it speaks volumes about your company culture. Storytelling helps customers understand and relate to your brand. This builds trust and allows them to feel comfortable doing business with you.

If you need to hire accounting or finance talent, team up with Accountingpros Recruiting + Staffing. We’re take pride in helping Seattle area employers fill temporary/contract, contract-to-hire, and direct-hire positions with quality professionals. Get in touch today to find out what we can do for you!

 

The Key to a Successful Interview Follow Up

May 25th, 2018

Post job interview follow up is a very delicate subject matter. Ideally, a status update would follow your promptly-sent thank you note, but it doesn’t usually work that way.

As one of the top Seattle accounting temp agencies, Accountingpros Recruiting + Staffing knows employers often drag their feet on hiring decisions. Delays are caused by any number of internal factors, but understandably lead to added stress in already anxious candidates. Checking in too much will make you seem like a pest, but failing to touch base at all can send the impression you’re not that interested in the job.

Thankfully, knowing how to follow up right isn’t actually that hard. The key to getting it right is to ask about the next steps at the end of the interview. In most cases, the answer will involve a timetable of events, which will help you plan an effective follow-up strategy.

4 Steps to a Successful Interview Follow Up

Follow these steps to craft a well-timed, perfectly polite follow-up email to the person who holds your professional fate in their hands.

Wait a Few Days

Hiring a new employee isn’t easy. Timelines are often adjusted throughout the process, so don’t panic if the day comes and goes without a word from the employer. Give the hiring manager a grace period of a few days before reaching out. If they respond and say a decision hasn’t been made yet, check back a week later — unless you were told to wait longer than that.

Maintain a Professional Tone

Many interviewers are great at making candidates feel comfortable. They understand the stress involved with the hiring process, and know relaxed candidates are more likely to let their true personality shine. You might be really excited at the prospect of working with someone so laid back, but don’t let your guard down. Being too casual can be a turn-off to even the most casual hiring managers.

Be Positive

Demanding a status update from the hiring manager is a great way to eliminate yourself from the running. Weave your sunny disposition into the text to reiterate your interest in the job. Focus only on the positive aspects of your experience, because no one wants to hire a candidate who displays a negative attitude before they’re even part of the team.

Keep It Short

Hiring managers are busy people. They don’t have time to read an essay — and won’t — so limit your message to a couple short paragraphs. Politely explain that you’re excited to be informed of their decision and kindly ask if they need anything else from you. Pushing further will make you appear desperate and annoying, which won’t get you very far.

Looking for a new accounting or finance job in the Seattle area? Accountingpros Recruiting + Staffing is here to help! Contact us today to find a top local employer ready to fill a temporary/contract, contract-to-hire, or direct-hire position with a professional like you.

 

Is Your Exit Interview Generating Realistic Feedback or Is There a Process That Can Be Omitted?

May 18th, 2018

It’s never fun to see a great employee leave, but turnover happens at every company. Sometimes, there’s nothing that could’ve been done to prevent the person from making their exit, but that isn’t always the case.

As one of the top accounting recruiting agencies, Accountingpros Recruiting + Staffing knows exit interviews are a great way to gain tremendously valuable feedback. The intel you gather can help you make changes for the better, which can keep other employees from deciding to seek employment elsewhere.

If you don’t think your current exit interview process is cutting it, use these tips to make it more effective.

5 Ways to Improve Your Exit Interview Process

Have HR Conduct It

They’re leaving the company, but most departing employees aren’t trying to burn bridges. Exit interviews should always be conducted by a member of the HR team, because they’re an objective third party. Employees frequently decide to find a new job due to the actions of their manager or colleagues. Therefore, you won’t get honest feedback if someone close to them is conducting the interview.

If you don’t have an HR department, have a manager from an unrelated team or an outside consultant perform the exit interview. Just remember, results will be moot if you don’t choose an interviewer without close ties to the employee.

Make It Optional

You want all departing employees to participate in the exit interview process, but if someone is truly against it, they won’t provide helpful responses. Most people will be happy to comply, but if a person resists, don’t force the matter.

Ask Open-Ended Questions

When hiring, you wouldn’t ask candidates a series of ‘yes’ and ‘no’ questions, so uphold the same standards during the exit interview process. You won’t scratch the surface unless you ask open-ended questions that provide telling insights on the real reasons the person decided to leave the company.

Be Selective With Invites

All employees don’t depart with the same mindset. Make exit interviews exclusive to voluntary separations, because these people chose to leave their jobs. Employees who were fired or laid off might not be too eager to do anything to help a company that just put them out of work.

Compile and Analyze Data

If properly conducted, exit interviews can provide a wealth of helpful information, so don’t just sit on it. Create a standard system for inputting data, so it can be promptly and accurately assessed. Make sure all information is shared with key stakeholders as soon as possible. These results provide a unique opportunity to learn what employees like and dislike about working at your company, which can be a game-changer.

Searching for talented accounting and finance professionals to join your Seattle area team? Leave the work to Accountingpros Recruiting + Staffing. Contact us today to gain access to bright, hard-working professionals eager to fill your temporary/contact, contract-to-hire, and direct-hire positions!

How to Improve Your Personal Brand to Make Yourself More Hirable in 2018

May 11th, 2018

Competition for top accounting jobs in Seattle can be intense, so you need the backing of a strong personal brand. When presenting yourself to employers, they look at the whole package — i.e., your personal brand — instead of examining just one aspect of your fit for the job,

These days a strong personal brand is a must to get noticed by employers. In this case, you are the product and your brand image represents how you want to be perceived by others. If your personal brand doesn’t currently align with the image you want to project, learn how to fine-tune it.

5 Ways to Improve Your Personal Brand

Clean Up Your Social Media Presence

If any aspect of your social media presence is publicly available, you better believe potential employers are checking it out. Separate your professional presence from your personal one, and put the latter on lock down. Make sure all content shared publicly aligns with the image you want the world to see.

Gain a Following

Present yourself as an industry influencer by sharing and curating content people want to read. Use LinkedIn’s publishing platform to create unique, industry-relevant content on a regular basis. Post interesting information on your professionally-designated social media accounts at least several times per week, but preferably daily. The more you share, the more your profile will rise.

You’ll also want to launch a professional website. Include the URL in the bio of all your public social media accounts and incorporate a link back to the site in as much of the content you share as possible.

Send a Consistent Message

You want potential employers to be able to look at your website, social media pages, LinkedIn blog, and everywhere else you share content and see the same personal brand. If you send mixed messages, they’ll be confused as to who you really are and what you have to offer.

Always consider your brand before posting content, to make sure the information you’re about to share is consistent with your message. It’s also a good idea to use the same bio on sites across the board, tweaking it as needed to fit the parameters of each platform.

Focus on Networking

You might have the strongest brand in the business, but you won’t get very far if no one knows about it. Make a point to get out to networking events at least once per week, so you can broaden your contact network. The more people you meet, the greater your chances of finding the job you want.

Make Learning a Priority

Innovation is key at top companies, and this shouldn’t be any different with your personal brand. Take every opportunity to learn and grow, because the more you know, the stronger your brand will be. In addition to adding new skills to your resume, be sure to write about them on your LinkedIn blog and social media accounts.

Planning to embark on a search for a new accounting or finance job? Accountingpros Recruiting + Staffing wants to help! Get in touch today to connect with leading Seattle employers looking for talent like you to fill competitive temporary/contract, contract-to-hire, and direct-hire positions.