Five Reasons to Use Contract Employees for Your Accounting Project

October 31st, 2018

Your team is about to start work on a big accounting project that will require all hands on deck. If successful, this venture can open new doors for your company, so it needs to go off without any major hitches.

No doubt about it, your team is incredibly talented. However, you’re a bit worried they might not be fully equipped to handle the additional workload. Luckily, there’s a very easy solution — take on a staffing partner.

Accounting employment agencies provide you with talented professionals on your terms. Find out what you have to gain by adding temporary workers to your project team.

Five Reasons to Use Contract Employees for Your Accounting Project

Get Specialized Talent

If there’s an element of the project that requires a skill your core team doesn’t have — or hasn’t perfected — a contractor can step in and complete the task. It’s a total win-win situation, as this will allow you to deliver a final product of the highest quality, without any obligation to keep the person onboard after their part has been completed.

Meet Deadlines

It’s not a good look to miss deadlines, but unexpected delays and a lack of manpower can make this inevitable. When the going gets rough, contractors can really get you out of a jam. An influx of extra assistance can allow you to seriously speed things up, without sacrificing quality, allowing you to keep — or even beat — client deadlines.

Cut Costs

Rushing to meet project deadlines often results in staffers having to work overtime. If you have non-exempt employees on the team, this will seriously increase your payroll expenses. Hiring temporary staffers can save a ton of money, because they’ll step in when the overtime clock starts running.

Increase Morale

Most employees don’t mind working extra hours sometimes, but it gets old fast. Burnout happens when people don’t get enough time outside the office to relax and recharge. If you add contractors into the mix, this is a non-issue, because more people on staff means everyone can enjoy a healthy workload.

Try Before You Buy

Hiring new employees is a very big decision. In most cases, you’ll meet someone once or twice in a job interview before extending an offer. Contract employees come with the unique ability to see them in action with your team, before making a hiring decision. Consequently, this can also be a great option even if you’re looking to fill positions on a permanent basis.

Want to find talented contract employees for your next accounting project? Join forces with Provisional Accounting. Get in touch today to connect with top professionals ready to get to work!

Hiring? Here Are a Few Key Elements You Should Look for in a Cover Letter

October 19th, 2018

Like most employers and accounting recruiting agencies, you require candidates to submit a resume and cover letter when applying for open positions at your company. When written properly, this is a fantastic way to learn more about the person and their fit for your team.

The only problem is, many people don’t get the cover letter right. Instead of providing new information that complements their resume, they simply restate it or offer up something generic. If you’re not exactly sure what constitutes a great cover letter, here are a few tips to help you spot one.

Four Key Elements to Look for in a Cover Letter

Personalized Address

A standard letter is always addressed to the recipient by name, so a cover letter shouldn’t be any different. This is easy if your name is listed on the job posting, but chances are, it isn’t. Give extra points to those who take the time to conduct a search to find the person behind the posting — i.e., you.

Emotional Connection

There’s a lot of accounting openings to choose from, but you want to hire someone with their sites set on this particular job at your company. Therefore, the cover letter should always include a couple sentences explaining what attracted them to the job and why they think they’re a great fit. Employees with a true passion for the work tend to stay on staff much longer than those just chasing a paycheck.

Action Items

You want to hire someone willing to roll their sleeves up and get to work. Prior to applying, the best candidates conduct plenty of research on your company to learn as much as possible about it. As naturally ambitious people, they want to make an impact, so they’ll highlight an issue or two currently faced by your business and explain how they could fix it. This is the kind of motivated professional who will truly make your team better.

Proven Results

Talk is cheap, so you need a candidate who can put their money where their mouth is. Accomplished people are more than willing to share their achievements, so look for numbers and statistics that back up these statements. This helps legitimize their skills and put them into context.

Finding the right person for the job isn’t easy, so allow Provisional Accounting to steer your search. Contact us today to connect with top accounting and finance talent eager to fill your temporary/contact, contract-to-hire, and direct-hire positions.

How to Shift Your Hiring Practices to Find More Qualified Job Seekers

July 30th, 2018

These days, finding top talent is harder than ever. Since the unemployment rate is hovering around record lows, you have to really get creative with your search. Seattle recruiters can help, but more on that later.i would

If you posted a job, but haven’t been impressed with the caliber of applicants, it’s time to change your strategy. Find out how to shift your hiring practices to connect with the candidates you really want.

4 Ways to Find More Qualified Job Seekers

 

Write Better Job Descriptions

The best and brightest professionals take their career very seriously. These people have their choice of jobs, so they’re not going to waste their time applying for one with a vague description. Clearly describe the main responsibilities associated with the position and all pertinent qualifications. Avoid having your posting passed up by writing fresh copy every time the job becomes available. Recycling old content can result in false advertising that attracts the wrong people.

Add an Extra Step to the Job Application

It’s never wise to make a job difficult to apply for, but when the process is too easy, it invites the masses. Take your application process beyond the resume and cover letter by including a few required questions. Candidates who aren’t serious about the position will pull themselves out of the running, because they won’t want to take the extra few minutes to complete it.

Seek Referrals

Reach out to your network to see if your contacts knows of anyone who would be a good fit for the job. It’s also wise to get employees involved, as they have extensive networks of their own. People you know and trust won’t recommend anyone they don’t believe in, making this an effective way to connect with quality candidates.

Take on a Staffing Partner

Working with a recruiter is an excellent way to find the best candidates, because they hire for a living. Staffing professionals maintain extensive talent pools filled with people who currently have jobs, but would consider making a move for the right opportunity. Passive talent isn’t checking job postings, so this is the best way to get on their radar.

Discouraged by the quality of accounting and finance talent applying job openings at your company? Team up Accountingpros Recruiting + Staffing. Contact us today to start filling your temporary/contact, contract-to-hire, and direct-hire positions right the first time.

How Can Hiring Managers Use LinkedIn to Source Accounting Candidates?

July 19th, 2018

Chances are, you have LinkedIn account. What you might not realize is this social networking site could be the ticket to your next great accounting hire.

The world’s largest professional network has more than 562 million users in over 200 countries, so there’s clearly plenty of people to choose from. The best Seattle accounting recruiters know the site is a fantastic place to connect with top talent, so find out how to use it to your advantage.

Three Ways Hiring Managers Can Find Accounting Talent on LinkedIn

Conduct a Search

LinkedIn allows you to set custom search parameters, so take advantage of this feature. Review the results for a match, and when a profile catches your eye, send a request to connect. Include a message introducing yourself and explaining why you’re reaching out. This is a savvy way to find candidates who otherwise might not see your job posting.

Additionally, if you discover a shared connection with any candidates you’re interested in, reach out to ask for an introduction. Sending a message yourself is perfectly acceptable, but this personal touch will add extra weight.

Share a Status Update

Let your network know you’re looking for accounting talent by posting an update. Not only will your connections be able to see it, but when any of them like or comment on it, it will be visible to their own connections. This is a savvy way to get the word out there and quickly receive referrals who could turn out to be your next amazing hire. Be sure to include a link to the job posting in your update, so it’s easy for interested candidates to apply.

Join Accounting Groups

Top accounting professionals are passionate about their work. More than just a job, many of these people enjoy connecting with their peers on LinkedIn. You can often find them in accounting groups, networking and discussing the latest trends impacting the industry. By joining these groups yourself, you’re able to connect with them and get the job at your company on their radar.

Searching for a new accounting or finance professional to join your Seattle-area team?

Accountingpros Recruiting + Staffing wants to help you hire right. Get in touch today to find a temporary/contract, contract-to-hire, or direct-hire professional who checks all your boxes.

Three Onboarding Best Practices Your Team Should Adopt in 2018

June 22nd, 2018

By now, you understand the importance of providing a thorough onboarding process for new hires, but there’s always room for improvement. Whether your new employees come from accounting recruiting agencies or are hired internally, their first few days on the job set the tone for their tenure with your company.

If they’re made to feel valued and put at ease from the beginning, they’ll feel confident in their decision to join your team. However, if they’re largely ignored or thrown into the mix with little-to-no training, they’ll be begging their former employer to take them back.

You already have a robust orientation process in place, but keep it fresh by working these three best practices in.

Go Easy During the First Week

Starting a new job is incredibly exhausting. New hires want to impress, but with information coming at them all day from several directions, it’s hard to keep up. Minimize their stress levels by easing them into their new job. During the first week, give them one task at a time to complete, and don’t have them do anything too complex.

Even if the rest of the team is working late on a project, dismiss new employees at standard quitting time. They won’t be in a position to offer much help yet, and information overload coupled with the pressure to please a new boss is a lot to take on.

Standardize the Welcome Process

All employees deserve a warm welcome to your company, but different managers aren’t always on the same page about what this constitutes. Consequently, some managers probably just send an email announcing the new person’s arrival, while others plan a team lunch on their first day. Give everyone the same experience by requiring managers to complete specific introductory activities.

Create a Key to Translate Internal Jargon

Your company probably has a language of its own. This suits existing employees, but makes it hard for new hires to understand what anyone is talking about. Many will be too shy to speak up and admit they’re lost in the conversation, so make a cheat sheet they can use for reference. Include all acronyms, words, and phrases used within the walls of your company, but not so much anywhere else.

Searching for top accounting and finance talent? Team up with Accountingpros Recruiting + Staffing to find the best fit for your temporary/contact, contract-to-hire, and direct-hire positions every time. Contact us today to get started!

The Key to Providing Honest Feedback to Candidates You Will Not Be Hiring

June 15th, 2018

When filling an open position at your company, you want to find the right fit just as badly as candidates want to be the right fit. Your side of the hiring process can get pretty hectic, so it’s easy to forget you hold these candidates’ future in your hands.

As Seattle accounting recruiters, Accountingpros Recruiting + Staffing knows how much stock most candidates put into the interview process. Therefore, those who aren’t selected deserve to know why they were passed up.

The key to providing honest feedback is to put yourself in their shoes. You might not want to dedicate any more attention to candidates you’re not hiring, but if the situation was reversed, you’d want them to give you this respect. Take the time to talk to them and give honest feedback that can help them learn and grow, so they’re better equipped to get the next job.

How to Give Honest Feedback to Candidates You’ve Eliminated

 

Be Gentle

There’s a big difference between being honest and just plain brutal. Sometimes the truth hurts, but you don’t have to make it sting even harder. Be cognizant of your delivery, because the manner in which you relay a message can make a world of difference. Mix positive feedback in with the negative, so you don’t break the person’s spirit.

Get Specific

The more detailed your feedback the better. You want to help the candidate make positive changes, so you need to provide specific examples of things they did right and wrong. A vague critique might be easier to deliver, but its effectively pointless, because it won’t give the person any takeaways to learn from.

Offer Tips to Improve

Feedback in itself is helpful, but take it a step further by accompanying it with a few suggestions to turn things around. As someone who has interviewed the candidate, you’re in a unique position to provide advice tailored specifically to them. If you don’t point them in the right direction, some people will inadvertently make the same mistake in their next interview, so cover all the bases.

Need to fill an accounting or finance position on your Seattle area team?

Allow Accountingpros Recruiting + Staffing to assist. Get in touch today to find the best temporary/contract, contract-to-hire, and direct-hire professionals for the job every time.

 

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!

Three Tips to Find the Top Accounting Talent in a Shallow Market

April 25th, 2018

During the recession, hiring was a breeze. Since so many talented professionals were out of work, it was a real employers’ market. However, the tides have turned. As of March 2018, the unemployment rate has held steady at 4.1 percent for six months straight — the lowest its been in more than 10 years.

Working with top Seattle accounting recruiters, is a great way to find top talent in a shallow market, but more on that in a bit. Generally speaking, it’s always wise to give active job seekers your first look, but more so than ever, passive talent really needs to be the focus.

Since they’re not actively seeking work, passive professionals might not see your job postings through traditional methods, so use these three ways to get in touch.

Tap Into Your Network

The best person for the job might be right in front of you. Share the employment listing on your social media pages and personally reach out to people on your contact list who might be a great fit or have a lead to offer. Hiring someone you know or who comes recommended by a contact adds an extra level of confidence to the mix, because you already know at least a little about their background.

Seek Employee Referrals

Not only do you have a network of your own, so does each of your employees. Take advantage of this by asking them for help filling open positions. Offer an incentive — i.e., a cash bonus — to encourage them to join in the search. People know any recommendations they make are a direct reflection on them, so they won’t suggest anyone they’re not confident in or wouldn’t enjoy working alongside.

Take on a Staffing Partner

Recruiters are experts at navigating tough markets. Staffing professionals maintain candidate pools filled with both active job seekers and passive talent, so get in on this by teaming up. They’ll source all candidates for you, so you’ll just meet with their top picks and make your choice. This ensures you’ll have a leading professional in place in no time at all. It’s really that easy.

Finding top accounting talent in a shallow market isn’t easy, so leave the hard work to Accountingpros Recruiting + Staffing. We know exactly where to find the caliber of candidates you need to fill your temporary/contact, contract-to-hire, or direct-hire talent. Contact us today to get started!

Why It’s Critical to Continuously Inspire Your Workforce

April 18th, 2018

If your workforce isn’t inspired, it won’t last. As one of the top accounting temp agencies, Accountingpros Recruiting + Staffing has worked with a lot of different companies, so we know a thing or two about the importance of having a staff that’s truly motivated and engaged.

When a job is just a way to earn a paycheck, employees do the bare minimum to get by. Your company won’t get to the top if its powered by a team of people just treading water, so find out what you have to gain by assigning work that’s challenging and exciting.

Four Benefits of an Inspired Workforce

Increased Creativity

When people are inspired, their creative juices flow. This leads them to create new products and ways of doing things that give your company an edge on the competition. Innovation is the key to lasting success, and if your team is constantly motivated to come up with original ideas, your business will become an industry leader.

Higher Productivity

People who truly enjoy their jobs come into the office each day ready to work. These employees really care about the projects on their plate and want to bring them to fruition. Since they’re laser-focused on the work, they’re able to achieve quality output in record time, allowing them to accomplish more.

Lower Turnover Rates

If employees are passionate about their work, they’re not likely to quit. Finding a truly inspiring and fulfilling job is a rarity, so if your staffers have this, they know it’s something special. Therefore, they wouldn’t think of abandoning a post that brings them high levels of career satisfaction.

Attract Better Talent

Top talent doesn’t want to work just anywhere. These professionals seek employment opportunities where they’ll get to do meaningful work. Since happy employees inadvertently become brand evangelicals, you’ll gain a reputation as a top employer if you have a staff of people singing your praises as a place they feel inspired. Before long, the best and brightest professionals will be begging you for a job.

Looking to hire new accounting or finance talent?

Accountingpros Recruiting + Staffing is here to assist. Get in touch today to find quality temporary/contract, contract-to-hire, and direct-hire professionals to join your Seattle area team.

 

The Most Cost-Efficient Ways to Increase Team Morale This Spring

March 14th, 2018

If your employees seem a little low, it’s time to give morale a boost. Sometimes all it takes is a simple gesture to make people feel valued and show them you care. Don’t worry, this doesn’t have to cost a fortune, as there are plenty of ways to lift your team’s spirits without breaking the bank.

Accountingpros Recruiting + Staffing, one of the leading providers of accounting temp services, understands the importance of keeping your team happy and satisfied with their jobs. Use these tips to give your team a little extra support to get back on track.

Five Cost-Effective Ways to Increase Morale This Spring

Hold a Contest

A little friendly competition can breathe fresh life back into your office. Divide your staff into teams and give them a challenge to complete. This will unite people and allow them to have some fun. The prize for the winning team doesn’t need to be anything expensive — think pizza party or an early dismissal.

Request Feedback and Actually Implement It

From an employee’s perspective, it means a lot to know your boss cares enough to ask for your thoughts and opinions. However, it can be frustrating when they feel like you’re not actually listening. Make your team feel valued by finally putting some of their feedback into action. This will make them feel appreciated and prove their happiness really does matter.

Host a Potluck Lunch

Catering lunch for the entire team can get pricey, so make it fun and hold a potluck. Add a little extra excitement into the mix by choosing a theme — i.e., luau, tailgate, all one color — and requiring all dishes to adhere to it. On the big day, allow everyone to take a long lunch and enjoy the festivities.

Encourage Side Projects

Inspire your team by getting their creative juices flowing. Allot a certain amount of time per week or month for people to work on side projects related to their jobs. This will stimulate their minds, ignite their passion, and can result in innovations that will benefit your company.

Volunteer Together

Giving back to your community will really bond your employees, and it won’t cost a dime. Allow people to vote on a local charity to donate their time to, close up shop for the day, and enjoy volunteering for a great cause together as a team. Helping others feels great and lets people get to know one another outside the confines of the office.

It isn’t always easy to find top accounting or finance talent perfectly suited for your company, so let Accountingpros Recruiting + Staffing do the work. We’re here to assist, whether you’re looking for temporary/contact, contract-to-hire, or direct-hire talent, so contact us today!