Archive for Clients

Career Advancement for Accountants

The accounting profession is constantly evolving and incorporating new practices, technologies, and trends. You’re always learning new things at work, but it’s also important to keep your skills relevant with a combination of education and professional development. This is crucial to establishing and advancing within your accounting career. According to Accenture, 80% of accounting and finance tasks will be delivered with automation by 2020.

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Succession Planning: How to Identify Leaders

For an organization to grow and continue to meet its goals, it needs a plan in place to identify and develop leaders. Many companies have programs in place for leadership development, but to properly identify leaders is perhaps even more important. It can also be more challenging. When companies identify leaders early in their careers, they have more opportunities to develop their skills. Good leaders are cultivated over a career, not in a period of one to two years, so it’s crucial to start early.

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How Government Shutdowns Amplify Tax Woes

After the longest government shutdown in U.S. history, furloughed federal workers returned to their jobs on January 25, 2019. This just three days before the official start to tax season. Many of those were Internal Revenue Service employees who had been ordered by the Trump administration to return to work, without pay, a week earlier. Not everyone complied.

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The Importance of Emotional Intelligence in Finance

Employers in every industry – even tech – say they’re now hiring for emotional intelligence. But what exactly is emotional intelligence? Why exactly is it so crucial? And perhaps most importantly, how do you hire for it? Today we’ll take a look at the issue and provide tips for finding finance candidates that have the right mix of hard and soft skills. What is emotional intelligence?

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How to Attract Top Accounting & Finance Talent

In accounting and finance, high-caliber people are essential. These areas of a company provide a valuable service to shareholders, decision makers and other employees, and they must be ready to take on new responsibilities when the need arises. Meanwhile, today’s employers face one of the most competitive labor markets in recent memory. Accounting and finance professionals know their skills are in high demand, and they’re more discriminating than ever when evaluating job opportunities.

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How to Choose Between Really Good Candidates

On some level, it’s a good problem to have when hiring: you’ve narrowed down your candidates for an open position to a few outstanding contenders. Both passed your thorough screening and reference checks with flying colors. Both boast the education, experience, and skills you require and dazzled you during the interview process. But both can’t join the team. So how do you choose the right one?

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Your Team Is In A Funk. Now What?

You’re holding another team meeting, and half of your employees look like they’re about to fall asleep. People are showing up late and calling in sick more often than normal. They’re doing what they need to do to keep their jobs – no less, no more. Your team is in a funk, but what can you do about it? How can you push everyone to re-engage and get motivated?

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The Impact of a Hiring Mistake

Nobody wants to hire the wrong person. You’ll spend time and money on training and trying to help them fit into the organization. Often, that time and expense are wasted because the individual will leave your organization soon –voluntarily or otherwise – and you’ll be forced to find a replacement. And that’s not even the real impact of a hiring mistake. The Society for Human Resource Management suggests the cost of turnover can run as high as $150,000 for an accounting professional.

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How to Figure Out and Present a Fair Salary Offer

Making a salary offer is a pivotal time in the hiring process. As a business, you want to hire the best candidates. But you also need to consider your budget and prevent salary decisions from being based on whim or emotion. Offer too high, and you might be overpaying for talent. Offer too low, and you risk destroying trust with the candidate. Job seekers today have access to credible salary information. They know their worth. Do you?

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