Hiring for Long Term Employees | Finding Loyal Employees

February 27th, 2015

By now you’ve already realized that having an abundance of long-term, loyal employees is the key to the lasting success of your organization. However, it can be difficult to spot these people during the interview process. Many fast-talking candidates will impress you, but only a very have what it takes to stay with you for years to come.

3 Tips for Finding Loyal Employees

Trying to fill an open position with a candidate who’s here to stay? Use the following three techniques to find someone who wants to make your company part of their long-term career plan:

  1. Focus on Personality: It’s easy to get overexcited about a candidate with all the right skills and excellent credentials, but being good on paper certainly doesn’t mean they’re right for the job. Remember, you have to work with the person everyday, so choose someone you genuinely enjoy being around. Skills can be learned but personality traits cannot. If you sense even the slightest bit of arrogance or dishonesty, move on to the next candidate.
  2. Find a Great Cultural Fit: Your company culture immensely impacts your employees’ job satisfaction. Find out as much as you can about the company culture at the candidate’s current or previous employer and what they liked and disliked about it. Use this information to determine whether or not they would fit in at your organization. Involve as many of your team members in the interview process as possible to make a well-informed decision.
  3. Ask for Employee Referrals: Your employees have a network of talented connections, so ask them to refer candidates they think would be a great addition to the team. Loyal workers have a vested interest in the organization and won’t recommend anyone they don’t truly believe will excel. This is an amazing opportunity to recruit like-minded people who want to be part of your company for the long-term.

Looking to hire top accounting talent that wants to put down roots at your company? Contact Accountingpros Recruiting + Staffing. Our team is committed to helping you fill your open positions with the best and brightest candidates in the Seattle area!

Should You Send Another Follow Up Email if Your Interviewer Doesn’t Reply to the First?

February 20th, 2015

It’s a great feeling to walk away from a job interview knowing you nailed it, but this sentiment can quickly change when you don’t receive a response to your promptly sent follow-up email. Waiting to hear your fate on a job you really want is nothing short of agonizing. After staring at your inbox for a few days only to receive nothing, it’s often beyond tempting to send yet another email ─ but resist the temptation at all costs!

You have no idea why the interviewer hasn’t responded to your message, so don’t risk making a nuisance of yourself. Pestering them for a reply may actually inadvertently hurt your chances of getting the job.

4 Common Reasons Why
You May Not Get a Response

There are countless reasons why an interviewer may not send a timely response to your follow-up email. A few common explanations include:

  1. Company Policy: Some organizations have strict rules forbidding hiring managers to communicate with candidates during the interview process. Responding to your email could simply be a legal issue that they don’t want to risk. If this is the case, you can be rest assured that your follow up email was received and your continued interested was noted.
  2. Lack of Respect: Unfortunately, some companies aren’t very considerate. They have a lack of regard for the time and effort it took for you to come in for the interview and seemingly don’t care that you’re eagerly awaiting a reply. While this behavior is beyond frustrating, it may be a blessing in disguise as you don’t want to work for someone who displays such little empathy.
  3. They’re Really Busy: Even the most well-meaning interviewers may forget to reply to your email solely because they’re really busy. Many hiring managers are tasked with managing the interview process on top of their normal duties, causing them to be faced with an unmanageable workload. They may still be interviewing other candidates and struggling to perform double duty.
  4. Another Candidate Has Been Selected: It’s possible that the company has extended an offer to another candidate and is waiting to finalize the deal before letting you know you weren’t chosen. The interviewer may not want to lead you on, but simply isn’t sure what to say yet.

Ready to find a new accounting position in the Seattle area? Contact Accountingpros Recruiting + Staffing. We’re here to help you find temporary, temp-to-hire and direct hire opportunities with some of the area’s top employers.


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Want a More Productive Office? Stop Micromanaging Your Team!

February 13th, 2015

Are you the kind of manager who likes to be CC’d on every email and is always convinced that your way is the best approach to completing any task? If so, there’s a good chance you’re a micromanager. Rather than putting your trust in the talented people you hired, you refuse to let go of just about anything.

Micromanaging doesn’t just cause you to have an unnecessarily heavy workload ─ it also has a profoundly negative impact on your staff. It’s no fun to have a boss who doesn’t trust you to do your job and closely monitors everything task you’re assigned.

5 Negative Side Effects of Micromanagement

Still not convinced that your micromanaging habits are a bad thing? Learn five negative impacts of this type of behavior:

  1. Drop in Productivity: It takes a great deal of time and energy to obsess over every little task your team members complete. Not only are they unable to get anything right the first time ─ you’re also spending your valuable time critiquing their work instead of doing your own.
  2. Decreased Engagement: People enjoy feeling like their contributions add to the overall success of the team. However, their enthusiasm quickly fades when you tell them exactly how to complete each task and consequently make extensive edits to the finished product.
  3. Lower Confidence Levels: It’s demoralizing to feel like your boss has zero confidence in your abilities. When you don’t trust your employees to do their jobs, they eventually lose confidence in their skills, which impacts the quality of their work.
  4. Added Pressure: It’s significantly unsetting to feel like someone is always looking over your shoulder ─ which is exactly what your micromanaging does to your staff. There’s a good chance you’re inadvertently causing your team to make more mistakes because your ever-present watchful eye is making them nervous.
  5. High Rates of Turnover: Micromanaging quickly leads to low rates of job satisfaction, which ultimately results in high rates of turnover. Don’t scare your talented, loyal employees away by behaving like a dictator.

Need top talent to fill accounting and finance positions at your office? Contact Accountingpros Recruiting + Staffing. Our recruiting managers really take the time to get to know your organization, allowing us to find the best person for the job everytime. Enjoy a personalized, relationship-based approach throughout the entire staffing process.


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What Should You Do if You Don’t Like Your New Job?

February 6th, 2015

After investing a great deal of time and effort into your job search, there’s nothing more rewarding than being the final contender for a position you’re really excited about. However, there’s also few things more frustrating than accepting the job and quickly realizing it’s not at all what you thought it would be.

Unfortunately, taking a new job is always a gamble. There’s no way to know exactly what it’s going to be like until you’re already on the payroll. In some cases you’ll just need to make it through a transition period, but it’s also important to know when to throw in the towel.

3 Steps to Take When Your
New Job Isn’t Working for You

Already had it with your new job? Take the following three steps:

Give it Time

It takes time to get used to a new job. During the first few weeks you’re going to be doing a lot of training and orientation activities that aren’t representative of a typical day at work. It’s normal to have second thoughts at first, especially if you were close with your former colleagues or were employed by the same company for a long period of time ─ allowing you to get quite comfortable.

Talk to Your Boss

If you’re still feeling like something isn’t right after a reasonable adjustment period has passed, meet with your boss to discuss your concerns. Highlight specific examples of why the job isn’t living up to your expectations to try and find a solution. It’s much better to give your boss a chance to correct the problem than to abruptly quit.

Revive Your Job Search

If all else fails, it’s probably time to cut your losses and move on. Let your connections know your new job isn’t working out and you’re back on the market. Take the time to find a new job you’re really excited about before resigning, so you don’t feel forced to accept any position you can get just to pay the bills. After all, you want to make sure you get it right the next time around!

Looking for a fulfilling new accounting position? Contact Accountingpros Recruiting + Staffing. We’re the leaders at matching specialized accounting talent with top companies in the Seattle area.

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