Provisional Blog

New Year’s Resolutions Off Track? Here’s How to Get Restarted Toward Your Goals

April 30th, 2018

It’s hard to believe the first quarter of 2018 is already behind us. The first three months of the year flew by, and now you’re starting to realize you have made very little — or no — progress toward your New Year’s resolutions. Don’t worry, you’re not alone.

As one of the leading accounting recruiting agencies in Seattle, Accountingpros Recruiting + Staffing knows most people don’t actually keep New Year’s resolutions, but you’re not most people. It’s never too late to start working toward your goals for 2018, so it’s time to get to work.

Four Ways to Get Restarted Toward Your New Year’s Resolutions

Revisit Your Objectives

It’s hard to focus on a goal you don’t really want. Perhaps you set New Year’s resolutions that sounded good in theory, but don’t actually appeal to you in real life. Take a long hard look at the objectives in front of you to make sure achieving them is what you really want. If not, cross those out and create a new set of resolutions you’re excited to complete.

Make Your Goals S.M.A.R.T.

Vague goals might look good on paper, but they leave too much room for slacking. Get the ball rolling by turning all your goals S.M.A.R.T. — specific, measurable, achievable, relevant, time-bound. This creates a defined structure that holds you accountable for your success. Instead of having an ambiguous goal that can be started at any time, you’re faced with a very detailed goal that follows a set time schedule.

Focus on One at a Time

If you’re like most people, change can feel overwhelming — even the good kind. It’s very possible you’ve avoided working on your New Year’s resolutions, because you’re trying to take on too much at once. Avoid this by prioritizing your goals and tackling them one by one. Breaking them down into more digestible chunks will make them appear more approachable.

Get an Accountability Buddy

When working toward goals on your own, you only have yourself to answer to. Therefore, if you don’t meet a deadline you’ve set for yourself, it’s really no big deal. This can easily segue into procrastinating your way to 2019, so add someone else to the mix. Ask your mentor or an honest and responsible loved one to hold you accountable for completing your goals. Having another person invest their time in you will serve as a motivator, so you stop dragging your feet.

Is finding a great new accounting or finance job one of your New Year’s resolutions?

If so, Accountingpros Recruiting + Staffing has you covered. Get in touch today to connect with top Seattle employers looking to fill rewarding temporary/contract, contract-to-hire, and direct-hire positions.

 

Four Reasons Employee Competition Can Improve Your Bottom Line Before 2018

November 17th, 2017

It seems pretty crazy, but the end of 2017 is rapidly approaching. If your net profits aren’t quite on target for the year, you’re probably starting to panic a bit. Falling short of goals never feels good, especially when they’re tied to money. The good news is, the situation is far from hopeless.

Challenging employees to a little friendly competition is both fun and a savvy way to push past the finish line. Accountingpros Recruiting + Staffing — one of the top accounting recruiting agencies in the Seattle area — explains why a little rivalry can seriously pay off.

Get Everyone on the Same Page

Often times, increasing profits is viewed as the sole responsibility of the sales team, but that’s unfair. Holding a contest unites everyone in the shared goal of bringing in additional revenue. When everyone is on the same page, all team members are accountable for generating extra business. Prepare to be amazed at the magic that will ensue when everyone gets together and works toward one shared goal.

Motivate People to Work Their Hardest

Chances are, many of your employees are natural competitors who absolutely hate losing at anything. Therefore, they’ll really take the contest seriously, which will inflate your bottom line. The more enticing the incentive, the more they’ll really get into the contest, so offer the winning team or person something universally attractive — i.e. cash or an extra vacation day.

Help Staffers Stay Focused

During the holiday season, work is often not at the forefront of employees’ minds. Instead, they’re focused on gift buying, party planning, and entertaining guests from out of town. Holding a competition is a savvy way to capture their attention and inspire them to concentrate on work.

Create a Sense of Comradery

Competition brings people together. You have the option of making the challenge a solo effort or splitting employees into groups, but if you choose the latter, prepare to see your staff unite in truly incredible ways. Staffers put on the same contest team, who otherwise rarely interact, will form an instant bond for the sake of winning. No one wants to let their peers down, so they’ll put all their effort into doing outstanding work.

Searching for dynamic accounting and finance professionals to help you finish 2017 strong? Accountingpros Recruiting + Staffing is here to connect you with temporary/contract, contract-to-hire, and direct-hire talent ready to hit the ground running. Contact us today to get started!

How to Start Better Screening Candidates to Minimize the Risk of a Bad Hire

August 16th, 2016

Choosing a new finance or accounting professional to add to your team is a huge responsibility. You probably get dozens of applications every time you post a job, so you’re tasked with screening resumes, interviewing candidates and hoping your final hiring decision is a good one. If this process hasn’t been working as well as you’d like, it’s time to add a few more screening steps into the mix.

Reduce the risk of a bad hire by incorporating these four techniques into your vetting strategy.

Conduct a Background Check

Hire a third-party service to conduct a background check, revealing things you won’t be able to find in a standard Google search. This may include a wide-variety of information, such as criminal records, credit records, past employers, education records, and state licensing records. A background check will add an extra expense to the hiring process, but it’s money well spent.

Call References

Many employers ask candidates for references, then never call them, which is simply irresponsible. Professional references include former bosses, colleagues, clients, and teachers who can personally speak to the person’s skill level, work ethic, and ability to get along with others. Taking an hour out of your day to make these calls can save you from making a huge hiring mistake.

Perform a Social Media Search

These days, most people have a presence on multiple social media platforms, including Facebook, Twitter, Instagram, and LinkedIn. Search for the candidate on these sites to see what type of information they’re sharing publicly. This approach can be a savvy way to determine if the person would be a good fit for your company culture.

Give a Skills Test

The last thing you want is to hire an accountant who claims to be proficient in QuickBooks — or another software solution your company uses — but find out on their first day these talents were greatly exaggerated. Eliminate this risk by giving candidates a skills test to make sure they can perform the basic competencies associated with the job.

Tired of Inadvertently Hiring the Wrong Person for the Job?

Partner with Accountingpros Recruiting + Staffing. Our expert recruiting managers have the skills and connections needed to find the right accounting and finance talent to fill your open positions every time.

Is Your Onboarding Setting Employees Up to Succeed or Fail?

June 13th, 2016

Starting a new job is both exciting and intimidating. New hires rely on their employer to provide a thorough introduction to the organization, and if you fail to deliver, they feel lost, confused, and disconnected.

A total of 93% of companies have some type of new hire orientation in place, according to the Society for Human Resource Management, but approximately 30% consider it a mere formality largely composed of mundane tasks. If your onboarding program is limited to gathering new hires in a conference room on their first day to show them a video and have them complete an overwhelming amount of paperwork, it’s time to wake up and make some major changes.

4 Do’s and Don’ts of Employee Onboarding

Do Tailor the Program to Fit Individual Needs

Instead of using a one-size-fits-all approach, effective onboarding programs are tailored to fit the needs of each person. No two people have the exact same job duties, so create a plan to help your new hire exceed at their specific position. Determine their preferred learning style — read-write, visual, auditory, or kinesthetic — and use this to effectively train them.

Don’t Rush Things

Many companies believe onboarding can be sufficiently completed in a few hours, but this idea couldn’t be more wrong. Getting adjusted to a new company, job, and colleagues takes time. When you gradually ease the person in, they have time to learn key information, ask questions, and get comfortable in the position, building a strong foundation for a successful tenure. Conversely, pushing the new hire to contribute too quickly sets the tone for failure, because they don’t have the chance to really learn what they’re doing.

Do Set Training Goals

Getting acclimated to a new company is hard, and new hires often feel frustrated because they’re not really sure what they should be doing, and if they’re living up to their boss’s expectations. Ease their minds by making your expectations clear from day one. Create a 30-60-90-day plan outlining what you expect them to achieve during each of their first three months on the job. This puts you both on the same page and allows them to have a sense of purpose.

Don’t Make Them Feel Isolated

Training a new employee is a lot of hard work, and can be especially daunting when you already have a lot on your plate. New employees always have lots of questions, but most aren’t comfortable constantly coming to their boss with issues. In addition to meeting with the person and regularly stopping by their desk to check-in, assign a member of your team to be their mentor. It’s very comforting for the new hire to have a designated person to turn to with any questions, comments, and concerns.

Contact Accountingpros Recruiting + Staffing to fill your accounting and finance positions with top Seattle talent every time. Our recruiting mangers won’t stop searching until we’ve found the right fit for your organization!