The Importance of Helping Your Team Manage Their Goals and Expectations for 2019

January 11th, 2019

Being the boss means you’re tasked with helping employees learn and grow. Of course, you want to achieve success as a team, but you also need to work with each person to move forward individually.

As one of the top accounting staffing agencies in Seattle, Provisional Accounting can’t emphasize enough the importance of helping employees manage their goals and expectations. Doing so offers many benefits, including increased job satisfaction and lower levels of turnover. People want to work for an employer who believes in them and wants them to succeed. When you help them climb the ladder, they reward you with loyalty.

Find out how to play a major role in your employees’ success this year.

Three Ways to Help Your Team Manage Their Goals and Expectations

Learn Their Ultimate Career Aspirations

You can’t help employees pursue their goals if you don’t know what they are. Meet with each person individually to find out where they’d like to be by the end of the year, in five years, and their ultimate career goals. Having this information can serve the two-fold purpose of helping them achieve their professional aspirations and finding room for them to grow at your company.

Help Them Create S.M.A.R.T. Goals

There’s a right and wrong way to create objectives, and unfortunately, many employees inadvertently take the latter route. Ambiguous goals frequently go by the wayside, so teach your team to complete this process the right way by explaining the importance of S.M.A.R.T. — specific, measurable, achievable, relevant, and time-bound — goals. Help them get ahead this year by working with them to turn all vague objectives S.M.A.R.T.

Meet Regularly to Discuss Progress

Keep pace with each employee by scheduling regular one-on-one meetings to monitor their growth. This will give you the opportunity to discuss the progress they’ve made and any roadblocks standing in their way. Meeting often will also allow the two of you to make adjustments to their goals as needed, so they’re always working toward something they really want.

If you’re searching for top accounting and finance talent for your Seattle area company, Provisional Accounting wants to help. Contact us today to find the best fit for every temporary/contact, contract-to-hire, and direct-hire position on your team!

A Look Back at the Top Three Resources for Managers From 2018

December 21st, 2018

Being the boss is hard work. As one of the top accounting staffing agencies in Seattle, Provisional Accounting understands this more than anyone.

We know your job can be stressful, so we share advice for leaders like you multiple times per month. As a busy professional, you might not have much time to sit down and read, so we compiled our three most popular management-focused blog posts of the year for you.

Top Three Management Resources of 2018

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

If your employees seem a bit down, this isn’t something you can afford to ignore. When people become disengaged, productivity plummets and they often start searching for other jobs. In this post, we shared five cost-effective ways to boost morale, to let your team know you have their back. Our suggestions included holding a contest, requesting feedback and actually implementing it, hosting a potluck lunch, encouraging side projects, and volunteering together. Read more.

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

It’s a job seeker’s market, so finding top talent has become harder than ever. If you haven’t been particularly impressed with the caliber of applicants applying to open positions at your company, it might be time to switch up your hiring practices. We suggested four ways to go about this, including writing better job descriptions, adding an extra step to the job application, seeking referrals, and taking on a staffing partner. Read more.

Why You Should Hire an “Outside-of-the-Box” Thinker Instead of a Process-Driven Individual

In business, there are two types of employees — those who think outside the box and those who are focused on processes. The latter is nice, but it’s the creative types who will take your company to the next level. If you still need a bit of convincing, we shared four reasons to hire professionals with a think-outside-the-box mentality. This included their constant push toward innovation, easily adaptable personality, and seamless problem-solving abilities. Read more.

Want to Start 2019 Fully Staffed?

Provisional Accounting is here to guide your search for temporary/contract, contract-to-hire, and direct-hire talent. Get in touch today to discuss your needs!

How to Keep Your Staff Motivated During the Busy Holiday Season

December 14th, 2018

For many, the holiday season is the busiest time of year. No doubt, your employees are busy attending parties, shopping for gifts, and entertaining guests from out of town, so this might take some of their focus away from work.

As one of the top accounting staffing agencies in Seattle, Provisional Accounting knows how challenging it can be to get people to concentrate on their jobs during the holidays. You want your team to enjoy the season, but they also can’t abandon their jobs until January. Find out how to strike a balance between work and play at your office this December.

Four Tips to Keep Your Staff Motivated During the Holidays

Offer an Incentive

Make work extra fun by holding a contest. You can decide whether to put people on teams or make it an individual initiative, so choose the structure that best fits your work environment. Challenge employees to achieve a certain goal by the end of the holiday season, and give the winner(s) a prize they really want. People work harder when there’s a reward at stake, so this should keep them focused.

Assign Engaging Work

It’s usually hard to get people excited about monotonous tasks, but this can be nearly impossible when they’re consumed by the holidays. Avoid this by keeping the interesting assignments flowing throughout the month. If this is a slow period for your company, get people inspired by asking them to help set team goals for 2019.

Provide Scheduling Flexibility

Since the holidays can be a hectic time of year, cut employees some slack. When possible, allow them to have some flexibility with their schedules or work from home. People will be better able to concentrate when they’re not stressed about missing a holiday activity at their child’s school or worried about leaving work in time to pick a relative up from the airport.

Plan a Holiday Party

You might think hosting a holiday gathering for employees will be a huge distraction, but it will likely have the opposite impact. Most companies have some type of celebration, so if you don’t, this will lower employees’ spirits. When people feel appreciated by their employer, they’re more inspired to work. You don’t have to plan a fancy, expensive party, but do something festive to honor the season.

Looking to hire accounting and finance talent in 2019? Provisional Accounting is here to help you find the right fit for your Seattle area team. Contact us today to find the best temporary/contact, contract-to-hire, and direct-hire candidates every time!

The Best Ways to Cut Down on Hiring Time to Get Effective Employees in FASTER

November 23rd, 2018

You needed to hire new employees yesterday but, unfortunately, the process isn’t exactly moving at the speed of light. Finding the right new employees is proving more challenging than you thought, which is costing you a lot of time and money.

Accounting recruiting agencies can be monumentally helpful in this situation, but more on that later. It’s very possible to speed hiring up, without sacrificing quality. Use these tips to find the right employees in record time.

Four Ways to Speed Up Your Hiring Process

Write Better Job Descriptions

Recycling job descriptions every time a position opens up is easy, but cutting corners can cause you to attract the wrong candidates. The scope of most jobs changes at least a little over time, so they need to be properly marketed. If you’re selling the wrong job, you’re going to get the wrong applicants. When a position is vacated, take the time to write the job description from scratch to ensure it’s accurately portrayed.

Streamline the Interview Stage

Interviewing new team members should be a relatively straightforward process. If yours isn’t, take a closer look to see what’s holding things up. You could be requiring candidates to meet with too many different people, making it impossible for everyone to decide on a final pick. Similarly, you might be drawing the interview process out across several different days, when it could be condensed into one or two.

Partner With a Staffing Firm

Hiring often gets pushed to the backburner, because managers are already busy enough with their own jobs. When hiring is added into the mix, they can’t just drop everything and focus exclusively on filling a position, but a recruiter can.

Since recruiters hire for a living, they know exactly where to look to find the right candidates. In fact, the best ones maintain talent pools filled with active and passive job seekers who might be your next great hire. Their invaluable expertise and extensive contact list will have your position filled in no time at all.

Check References Early On

Most employers wait to check references until the final stage of the hiring process, but this can be problematic. If you find a glaring red flag, you’ll be forced to eliminate the person after you’ve invested a great deal of time in them. It’s much more efficient to reach out to references after the first round of interviews, so you don’t waste time on a candidate who really is too good to be true.

Need to hire accounting and finance talent fast?

Accountingpros Recruiting + Staffing is here to help you connect with top talent ready to join your team now. Contact us today to fill your temporary/contact, contract-to-hire, and direct-hire positions in a flash!

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.