How to find talent through our Featured Candidate Database

How to find talent through our Featured Candidate Database

About Accountants One

Accountants One provides contract, temp-to-hire, and direct hire placements to clients across the Southeast. Clients ranging from Fortune 500 companies to entrepreneurial startups rely on Accountants One for high-quality accounting and finance talent. Their ability to attract an outstanding community of Atlanta-based candidates dates to 1973. To learn more visit, www.accountantsone.com.

For More Information, Contact

Tori Wheeler

toriwheeler@accountantsone.com

Dan Erling featured on the “On Leadership” with Atlanta Business Chronicle podcast

Dan Erling featured on the “On Leadership” with Atlanta Business Chronicle podcast

July 26, 2022

Dan Erling sits down with Crystal Edmunson, host of “On Leadership” with the Atlanta Business Chronicle.

Accountants One CEO Dan Erling: Current labor market is a 'wild ride' (podcast)

Accountants One has been proud to serve the Atlanta accounting and finance community since 1973. After the onset of the pandemic, Accountants One was forced to throw out old rules of recruiting. Accountants One has seen firsthand that the cost and demands of high-quality talent have increased while a strong labor shortage continues to characterize the market.

The good news is that it is possible to hire great people. However, it is also the toughest and most frustrating market on record. Accountants One strives to bring value to anyone hiring at this time and has collected a list of five strategies that are providing companies with hiring success.

In this podcast with Crystal Edmunson, Dan speaks about Accountants One’s adaption to talent recruiting. He also shares more about his father, Bert Erling, his time as an inner-city math teacher and a wonderful fundraising event called The Search for the South’s Funniest Accountant.

About Accountants One

Accountants One provides contract, temp-to-hire, and direct hire placements to clients across the Southeast. Clients ranging from Fortune 500 companies to entrepreneurial startups rely on Accountants One for high-quality accounting and finance talent. Their ability to attract an outstanding community of Atlanta-based candidates dates to 1973. To learn more visit, www.accountantsone.com.

For More Information, Contact

Tori Wheeler

toriwheeler@accountantsone.com

Considering Contractors? How Skilled Contractors Can Help Your Business

Considering Contractors? How Skilled Contractors Can Help Your Business

July 8, 2022

Here’s the understatement of 2022: running a business is not for the faint of heart!

What’s going on here? The unique combination of economic and societal disruption has changed not only the hiring market, but the decision-making framework business owners have historically leaned on. Changes are afoot – some temporary, some permanent. How do you navigate these choppy new waters? 

From a hiring perspective, many businesses are finding success in hiring independent contractors. This model gives you the flexibility to respond to immediate market forces while providing you the space to be thoughtful about your long-term planning. In other words, it gives you breathing room. 

If you’re at all unsure how to make the best use of the contractor model, we can help. Not only do we have a huge pool of vetted candidates, but we also have the experience to help you build your contractor strategy. 

The contracting model can be vital to your business, but it’s not without its cautions. Here are some Pros and Cons(iderations) of hiring contractors: 

The Pros  

Contractors add value because they: 

  • Bring a higher-than-average level of varied experience to the work and to your company 
  • Often have specialized skills that are an exact fit for the project 
  • Can hit the ground running; onboarding is minimal – they know how ‘get to it’ quickly 
  • Can be hired for discrete projects during busy times, which allows you to react organically to changes in business 
  • Are easy to let go, if needed (just call your recruiting firm) 
  • Require minimal paperwork – no taxes or benefits 
  • Often require little supervision; they’re used to working independently and providing value 
  • Allow you to ‘try before you buy – if you’re considering hiring a person fulltime 

Cons(iderations) 

A few cautions here: 

  • Bringing on a contractor often requires upfront time to define the project and expectations. You need to be aware of those parts of the project that might require value judgments or creative approaches and decide if a contractor is right for them.  
  • Though the contractor may be familiar with your industry, they may not know your specific company. Check your assumptions and be upfront about your requirements and definition of success. 
  • The culture fit can hit and miss. Some contractors will fit right in; others won’t. (We think it’s important for us to get to know your culture before we send you candidates).  
  • Freelancers might be juggling multiple projects and, unless specified, may not be always on the clock for you. 
  • For some (usually longer) projects, you may experience a ‘brain drain’ when the contractor leaves, taking their learnings with them. 

Get Set Up for Success 

While contractors can make life easier for your business, you’ll still want to follow some basic best practices to create the best experience possible – for both them and you.  This means covering your bases, from screening and hiring to contracting and onboarding.  

  • Craft a job description. For the sake of clarity, and to find the ideal contractor, crafting a job description is in your best interest.  Share details about the project, skill set, and expectations. Define what success will look like.  (We can help you write a job description, if you’d like.) 
  • Interview them for both cultural and skills fit. Your recruiter should be checking their credentials and references, as well as making their assessment around the fit of the contractor with your workplace. And though you don’t need to vet a short-term freelance employee the same way you would a potential full-timer, you’ll still want to schedule an interview to go over the particulars of the project, as well as get a feel for their personality and working style. 
  • Draft a work agreement. Once you’ve found the right person, draft a Statement of Work that stipulates the scope, rate, dates of engagement, and other pertinent details.  You’ll also want to have a W-9 and 1099 ready for your contractor to fill out.   
  • Give them the tools to succeed. Finally, you’ll want to set your contractor up for success in much the same way you would a full-time employee.  Make sure they have access to all the tools and resources your company provides for them to get to work.  Step them through any training they need to understand the dynamic of their role and associated expectations.  Agree on how they’ll communicate their status. Set up regular touchpoints so you can make sure your project is on track and on schedule.   

Finding a Rock-Solid Contractor 

At Accountants One, we specialize in helping our clients align with the ideal candidate, whether that’s for the long haul or a month-long (or year-long) assignment.   

To better understand the services we offer, please visit our Staffing Services page, where you can read about Contracting work.   

If you know you’re ready to seek out a qualified Accounting & Finance Contractor right away, jump on over to our Featured Candidate page devoted to vetted and qualified accounting contractors who are immediately available to support your team through Accountants One.  

Learn More About Our Services

Accountants One has been developing and refining value-driven hiring strategies since 1973. Our clients range from Fortune 500 Public Companies to entrepreneurial startups. With expertise encompassing more than eight areas, we are confident that we can bring exceptional results to your organization.

Accountants One Named One of Atlanta’s 25 Largest Temporary Employment Agencies For Second Consecutive Year

Accountants One Named One of Atlanta’s 25 Largest Temporary Employment Agencies For Second Consecutive Year

ATLANTA – July 7, 2022 – The Atlanta Business Chronicle has recognized Accountants One as one of Atlanta’s 25 Largest Temporary Employment Agencies. This is the second consecutive year that Accountants One has made the Top 25 in the Temporary Employment Agency category.

Accountants One secured its place on the ranking by employing, on average, over 80 people on a weekly basis in 2021. This recognition is based solely on Temporary Staffing and not based upon Recruiting/Direct Hire services, which Accountants One also provides.

See the full list of the Top 25 Temporary Employment Agencies.

Accountants One offers long-term staffing solutions, short-term staffing solutions, temp-to-hire placement, direct hire placement, and exclusive retained search. Read more about the services Accountants One provides.

About Accountants One

Accountants One provides contract, temp-to-hire, and direct hire placements to clients across the Southeast. Clients ranging from Fortune 500 companies to entrepreneurial startups rely on Accountants One for high-quality accounting and finance talent. Their ability to attract an outstanding community of Atlanta-based candidates dates to 1973. To learn more visit, www.accountantsone.com.

For More Information, Contact

Tori Wheeler

toriwheeler@accountantsone.com

Contract Employment: What’s the difference between W-2 and 1099

Contract Employment: What’s the difference between W-2 and 1099

What is the difference between W-2 and 1099 contracting?

Great question! While most of our contractors are under the W-2 umbrella, some contractors do opt to work as 1099 workers instead. Here is a quick breakdown of the two options if you are considering contracting through Accountants One.

W-2 Employee

W-2 is the tax form used to report an employee’s annual income. As a W-2 employee, you have payroll taxes automatically deducted from your paycheck and your employer pays the government directly. W-2 employees are eligible for healthcare benefits and even 401k programs after an initial new hire wait period.

Benefits of Being a W-2 Employee

  • Healthcare benefits, once eligible
  • Company 401k program, once eligible
  • No additional tax-related paperwork

1099 Independent Contractor

1099 is the tax form issued to an independent contractor to show how much you were paid for the year. 1099 contractors are responsible for calculating their own payroll taxes and submitting the sum to the government on a quarterly basis. Most 1099 contractors need to pay for their own healthcare benefits and retirement planning.  If you don’t have time to do your own taxes, we recommend consulting with a CPA who can help you stay on track financially.

Benefits of Being a 1099 Independent Contractor

  • Ability to deduct expenses on tax returns
  • Able to manage and control tax deductions
  • Higher earning potential

Are you ready to learn more about open contract positions?

Whether you want to be a 1099 contractor or a W2 contractor, Accountants One has resources to help!

At Accountants One, we understand the value of contracting, both for our clients and our candidates.  Whether your passion is working as a true contractor or more of a temp-for-hire, we’re here to help. We put the same care and passion into placing contract workers as we do direct hire roles.

We’ll support your journey with a track record that offers you peace of mind. Our placement contract success rate has never dropped below 80% and is consistently at least 20% higher than the industry average.

So, if contracting is something you’ve been considering, or you’ve already committed to the notion, let’s chat!  We’d love to hear learn more about your aspirations. Reach out to an Accountants One Recruiter directly or check out our open positions.

“I’ve worked with Accountants One as a W-2 employee, and I’ve worked with them as a 1099 employee. In both cases, I found them helpful and knowledgeable. Definitely recommend!”

Accountants One W-2 and 1099 Contractor

Are you ready to learn more about open contract positions?

Whether you want to be a 1099 contractor or a W2 contractor, Accountants One has resources to help!

At Accountants One, we understand the value of contracting, both for our clients and our candidates.  Whether your passion is working as a true contractor or more of a temp-for-hire, we’re here to help. We put the same care and passion into placing contract workers as we do direct hire roles.

We’ll support your journey with a track record that offers you peace of mind. Our placement contract success rate has never dropped below 80% and is consistently at least 20% higher than the industry average.

So, if contracting is something you’ve been considering, or you’ve already committed to the notion, let’s chat!  We’d love to hear learn more about your aspirations. Reach out to an Accountants One Recruiter directly or check out our open positions.

The Case For Contracting: Flexibility? Autonomy? What’s Not To Love?

At Accountants One, we understand the value of contracting, both for our clients and our candidates.  Whether your passion is working as a true contractor or more of a temp-for-hire, we’re here to help.

Auditions for the 2022 Search for the South’s Funniest Accountant

Auditions for the 2022 Search for the South’s Funniest Accountant

Funny Accountants, it’s your turn! Do you have what it takes to be named the 2022 South’s Funniest Accountant?

When: Tuesday, August 9, 2022 | 5:30 PM – 9:00 PM

Contact Vivien Canady to schedule an audition time. All you need to audition is a one-minute routine (can include a video submission to Vivien Canady).

Where: Silverspot Cinema at The Battery Atlanta – 960 Battery Ave SE Suite 5000, Atlanta, GA 30339

The final comedy show performance will be held on November 10th at the Coca-Cola Roxy

Who: An individual currently employed as an accountant or financial professional in the Southeast is eligible to participate.

Why: Proceeds from the event will benefit Junior Achievement of Georgia, which partners with businesses and educators to bring the real world to students, opening their minds to potential.

Six contestants will go on to compete in the Search for the South’s Funniest Accountant at the Coca-Cola Roxy on November 10th! Prior to the show, contestants will attend comedy boot camp facilitated by Tommy Housworth, our event host/emcee.

The grand prize winner receives an all-expenses-paid trip to Las Vegas and the coveted title of the 2022 Search for the South’s Funniest Accountant.

Visit www.accountantsarefunnytoo.com to learn more.

Watch our grand-prize winner, Brad Manning, perform at the 2019 Search for the South’s Funniest Accountant
Accountants One to host first post-pandemic Search for the South’s Funniest Accountant

Accountants One to host first post-pandemic Search for the South’s Funniest Accountant

By Accountants One

Posted: March 29, 2022

After taking a hiatus due to the COVID-19 pandemic, the Search for the South’s Funniest Accountant is once again returning to the stage. 

Due to the show’s overwhelming popularity in previous years, the 2022 show is set to be the biggest show in history.  The 2022 show is set for Thursday, November 10, 2022, at the Coca-Cola Roxy in Atlanta, Georgia, and will be sponsored by Accountants One and the Atlanta Business Chronicle. 

“The Search for the South’s Funniest Accountant was such a fun experience, benefiting an amazing cause. The event and the entire process leading up to it was a blast,” said Brad Manning, Senior Associate at Grant Thornton and 2019 Funniest Accountant Grand Prize Winner. 

Another Big 4 Senior Manager gave glowing feedback regarding the event, “I’ve been coming to the show for years and wouldn’t miss it – a guaranteed good time!”

The show benefits Junior Achievement of Georgia, a nonprofit whose mission is to prepare and inspire young people to succeed in a global economy. 

Through Accountants One’s nonprofit arm, Stand-Up for Leadership, there has been nearly $500k raised to support the work of Junior Achievement of Georgia. By supporting Junior Achievement, four-year graduation rates have increased to 92% in 2019 as opposed to 62% in 2015. 

Past sponsors of the event include Mercedez-Benz USA, Moore Colson CPAs and Advisors, Graphic Packaging, Genuine Parts, Chick-fil-A, Georgia Power, PwC, Grant Thornton, EY, Deloitte, GreenSky, Cox, HonorBuilt, Consume Media, Nichols Cauley & Associates, Sage, Beech Valley, Altium Packaging, Purchasing Power, and more.

To learn more about this event and ways to get involved in 2022, you can reach out to Vivien Canady, CSR Manager at Accountants One or click here to view available sponsorship opportunities.

About Accountants One

Accountants One provides contract, temp-to-hire, and direct hire placements to clients across the Southeast. Clients ranging from Fortune 500 companies to entrepreneurial startups rely on Accountants One for high-quality accounting and finance talent. Their ability to attract an outstanding community of Atlanta-based candidates dates to 1973. To learn more visit, www.accountantsone.com.

For More Information, Contact

Tori Wheeler

toriwheeler@accountantsone.com

The Case For Contracting: Flexibility? Autonomy? What’s Not To Love?

The Case For Contracting: Flexibility? Autonomy? What’s Not To Love?

March 7, 2022

Many of us grew up watching parents whose ambition was to set their career course with a single company.  Get the job, the benefits, and eventually, the gold watch for retiring after decades of service to one organization.

But in the 21st century, where the gig economy has overtaken the gold watch mentality, many job candidates have a different view of what a thriving career looks like.  They value opportunities to set their own schedule, be their own boss, and chart their own course. 

Contracting work provides a viable and varied path for those whose entrepreneurial spirit calls them to balance income with independence.

If the notion of making yourself available as a contractor has you curious, here are some things to consider in weighing whether it is the right path for you: 

Flexible Schedule

Long before Dolly Parton sang about the rigors of working 9-to-5, it was considered the default expectation of most office workers.  Today, however, many companies recognize the value in giving workers flex-time schedules, and contractors are often greeted with the maxim of, “as long as you get the work done on schedule, you can set your own hours to get it done.”

This means you can spend quality time with family, take a half-day hike, or sleep in a bit and still hit your deadlines without anyone grousing about your ‘out of office’ status for a couple of hours mid-afternoon.  This means healthy work/life boundaries.  This means greater productivity while you are on the clock.   If these things matter to you, consider contracting a winning proposition.

Working Remotely

Remote work was already rising in popularity pre-2020, but the past two years of pandemic life have helped companies discover the vast possibilities and benefits of having a work-from-home option.  Contractors are already at the forefront of this movement, as many contracting roles are not designed to involve a lot of onsite engagement.  This means hours saved each week battling traffic (and dollars saved on gas!).  It means working from the comfort of your own home.  Heck, it means working barefoot if you want!  So, if you’ve got the discipline to get your work done in the comfy surroundings of home, this is another check in the win column for contracting.

Broaden Your Horizons

Of course, contracting isn’t just about freedom and flexibility.  It’s also an opportunity to broaden your horizons by engaging with a variety of companies on an array of projects.  You’ll gain fresh insights, make new connections, and get to sample industries and environments that might help you determine your next career move.   You’ll actually strengthen your resume and enhance your skills while exploring the possibilities available to you.

For some job candidates, contracting is a temporary step toward a greater plan; it’s the Whitman’s Sampler Box of work scenarios, as you complete one assignment and decide whether you want to move on to the next, or dig in where you are. 

Staying In The Mix

If you’re between full-time opportunities, contracting is a great way to keep cash flowing in and good karma flowing all around.  Employers are often impressed by the enterprising spirit of a candidate who has proactively sought contracting work to stay fresh and busy between full-time engagements.  Of course, often the best job resource is the very company you’re contracting with, who may be so impressed with your work that they offer you the opportunity to apply for a more permanent role with them, should it be available.

Needless to say, for your own benefit, the assurance of a paycheck coming in is a weight off your own shoulders.  So, if you feel you can actively seek your next full-time role while balancing a contracting opportunity, you might find the effort more than worth it.

Speaking of Paychecks…

While there’s no hard, fast rule here, contractors at many companies often make a good deal more than the organization’s full-time employees.  That’s because they can modulate your scope of work, so they know what they are getting for what they are paying out.  But it’s also because they aren’t paying for your healthcare benefits, sick leave, or vacation time.  If that sounds appealing to you, contracting work may just “pay off” for you.

The Boss of Me

Finally, and perhaps most importantly, there’s a mindset that comes with contracting work.  You are, ultimately, your own boss.   Yes, once you go under contract for a project or a timeframe with a company, you need to abide by your agreement, but unlike most full-time employment situations, you can say “no” to projects that don’t fit your needs.  That ‘need’ maybe around your schedule or your desired career path, but either way, you can simply say, “no thank you, but please keep me in mind next time.”    Most people who contract feel a greater sense of agency, autonomy, and independence.  That often translates into being more invested in getting the job done right for the client.  You’re happier because of your work conditions, and you’re compelled to ensure the client is equally happy with your performance.  There’s that karma again. 

Wanna Contract?  We’ve Got Your Back

At Accountants One, we understand the value of contracting, both for our clients and our candidates.  Whether your passion is working as a true contractor or more of a temp-for-hire, we’re here to help. We put the same care and passion in placing contract workers as we do full-time roles. 

We’ll support your journey with a track record that offers you peace of mind. Our placement contract success rate has never dropped below 80% and is consistently at least 20% higher than the industry average.

So, if contracting is something you’ve been considering, or you’ve already committed to the notion, let’s talk.  We’d love to hear learn more about your aspirations.

#1 Trusted Resource for Accounting & Finance Talent

5 Hiring Strategies to Try in Today’s Market

5 Hiring Strategies to Try in Today’s Market

January 10, 2022

The good news is that It IS possible to hire great people! In fact, this is a record-breaking year for Accountants One. However, it is also the toughest and most frustrating market on record.

In an attempt to bring value to anyone hiring at this time, we thought we would share FIVE proven strategies that are providing companies with hiring success.

Think short-term

You mean, “think long-term?” No, a good first step for today’s market is to “think short term.”

Here is an example highlighting the importance of thinking “short-term” in today’s hiring market…

A client interviewed a candidate – the culture and skillset were perfect. However, the candidate was committed to a family priority — morning caretaker to his 9-month-old.

The couple made the decision to split the day with the husband taking the morning and the wife taking the afternoon. Daycare was an option in the future.

The client was able to think “short-term” allowing the flexibility to respect the family’s plans. And while the new employee starts their day in the office at noon, they have a wonderful addition to their team. They thought “short-term” and were able to make a great hire!

Here are a few other places where thinking “short-term” may make sense:

Salaries – Create monetary incentives to attract talent. We are big fans of sign-on bonuses and short-term incentive programs.

Contractors – Can you solve a short-term solution with a temporary employee? Overqualified talent is a great way to impact productivity. Even if you must pay more for a contractor, these additional costs are only temporary.

Well-crafted Policies – It is impossible to know where the hiring market will be in 6 months, much less two years. So, create policies that allow you to review and adjust.

Short-term thinking should act as a strategy to adapt to these highly unusual and turbulent times so that great organizations can create even more meaning for their most important resource – their PEOPLE!

Invest in defining the mission of the role

Meaningful work matters more than ever. As we continue in a post-pandemic world, people’s priorities continue to shift. People are deeply searching for meaning.  

As hiring managers, we can help candidates recognize the potential for meaning by clearly defining the mission of the company and how one’s role within a company helps augment that mission. For example, a client in the nonprofit space saw a huge increase in engagement when they changed the title of their Controller role:

Before: Controller
After: Controller serving a non-profit dedicated to feeding the hungry

Further, by accentuating the impact of the Controller’s role throughout the job description, candidates were able to visualize the difference they could make by taking on the Controller role. This holistic approach to career mission building made a big difference in the quality of the candidate pool.

But what about a “for-profit” organization?

Needless to say, defining the mission must be more than wordsmithing. Making a job sound socially or personally meaningful in an attempt to “lure” unsuspecting candidates is a recipe for disaster on so many levels. But let’s take an example where a “for-profit” client genuinely attracted more and better candidates by focusing on the mission:

Before: Senior Accountant
After: Senior Accountant – making the world a greener place

This is a very large recycling company with a mission to ensure a sustainable environmental, energy, and economic future. True, in a large corporation it is harder to see the genuine impact of an individual, but it is worth the effort of defining. By carefully clarifying the impact of a single individual on the company’s mission, the client attracted higher quality and more culturally aligned candidates.

Think outside of the box

A common denominator with companies successful in managing growth is the ability to “think outside of the box” when it comes to attracting talent.  

We are asking clients certain questions in this market. We have seen a strong correlation between the ability to effectively answer these questions and success in attracting, hiring, and retaining exceptional talent in today’s market. Here are ten questions designed to stimulate “out of the box thinking”

1)     Do you really need to hire in the first place? Are there other ways to handle the workflow? Can a contractor do the job? An intern? How about a part-time solution? Can you outsource the work? Can someone else on the current team do the job?

2)     Are all your requirements necessary? Do you really need a CPA? An MBA? An Accounting Degree? Are you constricting your talent pool unnecessarily?

3)     Can you use this market as an opportunity to hire and train? How about hiring an entry-level person and training them into the role?

4)     How is your organization positioning itself in the post-Covid (knock on wood) landscape? Are you effectively sharing your unique culture in a positive and bright light? Are your CSR initiatives helping to define the genuine impact of your organization — attracting people in line with your mission?

5)     Are work objectives obsessively clear? This is even more important in a virtual world. Are you providing enough clarity around the goals to be accomplished? Do prospective employees understand how those goals will be measured?

6)     Are you allowing new leaders to emerge? During these remarkable and quickly changing times, new leaders are emerging – ready to adapt and share their unique perspective on solving business problems in today’s unique environment. How are you staying open to identify and attract new knowledge workers?

7)     Internally, is there enough shared trust in the hiring team? In order to get teams to “think outside of the box,” trust is essential. Make sure that as your internal team strives to recruit talent, they feel safe in the brainstorming process.

8)     Are you still having fun? Humor can create an environment where candidates are more comfortable. It is akin to putting out a welcome mat at the front door — a fun environment opens the doors wide for potential new employees.

9)     Are you keeping score? Tracking hiring metrics is a beneficial way to enhance the flow of new employees. Peter Drucker said, “if you can’t measure it, you can’t change it.” How are you measuring the flow of potential candidates?

10)  Are you paying for performance? Salaries have skyrocketed for many key positions. Structured one-time bonuses for achieving company goals may provide the leverage needed to attract, hire, and retain an exceptional candidate in today’s market.

True Recruiting

What is “TRUE recruiting?”

At Accountants One we define “TRUE recruiting” as compiling a list of at least 100 potential candidates for a targeted role and then touching base with every one of those 100 candidates. These are highly professional and highly confidential career-focused calls.

The desired outcome of these career-focused recruiting calls is a dialog between knowledge workers (potential candidate and recruiter). Most often this leads to the recruiter respecting and celebrating a happily employed person. Often, a conversation about referrals ensues. Occasionally, the professional dialog leads to a candidate interested in exploring the market.

The average number of reach outs needed to engage in a meaningful, professional conversation is seven. Yes, believe it or not, in today’s market it takes 700 phone calls to effectively recruit for one role! In today’s market, this is largely the case for ALL the roles we work on in the Accounting / Finance space – from CFO to Controller to Staff Accountant to A/P Clerk to Tax Accountant.

Even after moving from 100 potential candidates to a small pool of interested and qualified candidates, the recruiting adventure is not over. In fact, we are seeing an average of three different offers needed to finalize a hire.

In a nutshell – recruiting is harder than ever. The time commitment is extraordinary. The days of posting a job to the company website and receiving several excellent candidates are temporarily gone. The ONLY way to successfully create an effective talent pool is to engage in REAL recruiting.

The GOOD NEWS is that it is possible to hire in today’s upside-down market. Companies that can invest in “TRUE recruiting” are succeeding in hitting their hiring goals.

Get ready for a very tough search

Before you create a job description, develop a recruiting plan, or write a job advertisement, I suggest you psyche yourself up for a challenge. You are approaching a Gordian Knot that demands the right mindset. Here are a few of the business challenges you will most likely run into:

1)     A nearly non-existent candidate market – candidates are few and far between in today’s market. And even the available candidates are not responding in traditional ways. We can’t take the time to explore why this is happening, but trust that it is. Therefore, you’ll need to be extremely strategic in getting the word out to as many potential candidates as you possibly can.

2)     Be prepared to spend more money than you expected – the definition of an “A candidate” is the BEST candidate available for the budgeted salary. Because of market demand salaries are skyrocketing. The only way to get through this challenge is to figure out how to budget an increased salary or drop hiring criteria (settling for 2 years of experience instead of 5, dropping a CPA requirement, etc.).

3)     Your search will probably take twice as long as expected – this is the result of a decrease in available candidates, along with a reevaluation of the meaning of work. The idea of work has changed from being a fairly simple concept (a 40 hour per week commitment at an actual business) to a multi-dimensional definition: on-site or offsite? How many days a week? Mandated vaccinations? Add a newly stoked demand for meaningful work and you can see why finding the “right” person demands so much time.

4)     Don’t be surprised when you must make three offers to three different candidates before you finally make a successful hire – this is the reality of the day. Over the past few months, most companies are making two offers resulting in “no” before a third offer leads to a “yes.” Again, this is a factor of a market with more and weightier choices.

5)     Never never never give up – Winston Churchill said it best. You’ll need a positive unrelenting attitude to recruit, hire and retain exceptional talent in today’s market. The good news is that if you heed the words of Churchill, you will be fine.

I hope there was value for you in these strategies. Good luck in 2022 – may you hire exceptional people!

Learn more about our services

The Power of Purpose in Your Work

The Power of Purpose in Your Work

 

November 18, 2021

“What am I even doing here?”

“Am I just on auto-pilot?”

“Why do I feel so…stuck?”

If one or more of these questions have bounced around your brain at work recently, you’re not alone.  More and more, employees are expressing a sense of malaise.  A recent New York Times article refers to this feeling of aimlessness as “languishing”, a limbo state that keeps us hovering in the discomforting ether, somewhere between thriving and depression.

Chalk it up to pandemic exhaustion, threats to our individual and collective mental well-being, or just good old-fashioned dissatisfaction, more and more people are feeling stagnant, both in their personal and professional lives.

What’s missing?  In our recent interviews with accounting and finance professionals – at every level – we are hearing the same thing: a sense of purpose.

We work, and we may do exceptional work, but when we log out for the day, many of us are not feeling like we’ve contributed to the greater good.  What that looks like varies from person to person. We needn’t be personally responsible for some grand, global initiative to feel like we’re making a difference. Most of us simply want to know what we do matters, more than a paycheck, more than a glowing midyear review, even more than “customer satisfaction”.  We want to leave the world a slightly better place for having been here, and we want to let what that feels like resonate inside us.

This quest for purpose is showing up in how employees evaluate their career choices, workplace, and strategic employment moves.  Accountants One recently polled over 100 Accounting and Finance individuals on LinkedIn and found that 45%, the majority of our respondents, agreed that culture and mission are what make an organization stand out, versus 31% who said compensation and benefits were the defining.

Additionally, many employees have traversed the pandemic only to discover that they were missing a quality of life that is more valuable to them than other benefits.   Work from home options and flexibility around hours have become a perk that has grown into an expectation for job seekers and existing employees alike.  For so many, the pandemic served as an existential reckoning, a time to evaluate what matters most.  We woke up to the notion that we wanted more from life than our work, and we wanted our work to feed our lives.  We were – and are – hungry for purpose.

While some may go to great lengths, such as a complete career change, to connect with that sense of purpose, it may be as simple as recalibrating your work in your existing field.   One way many of us quantify our work is by defining the value we bring to an organization.  But what about qualifying the values you bring instead?  When we explore the principles that define us and the ones we aspire to, we create more space for what matters in our work.  It stops being a job and becomes the calling we (hopefully) once felt it was.

  • How are you helping others?
  • How are you enriching your tiny corner of the world?
  • How is the company you work for showing up for its employees, customers, and communities?

Questions like these will help you forge a path toward greater purpose with your work.

Of course, sometimes perspective isn’t enough.  Sometimes we must change the way we work.  This might mean delegating certain tasks to make room for more meaningful aspects of your job.  It might mean taking a different approach with clients to explore how you can create mutual fulfillment.   You may also find that taking the lead on a company initiative – a fundraiser for a charity, the sponsoring of an event – might help you better align with your values at work.

At times, a more substantial change is needed.  Perhaps your work environment isn’t inspiring you to embrace your truest values and you are ready for a new opportunity.  Or maybe you’re already looking for that next job and want to be certain you align your profession with your purpose.  We get it.  Accountants One recognizes that, for many people, job satisfaction doesn’t come from a bump in pay.  We’re here to help you with that search, and more.  Accountants One exists to help career counsel and collaborate as a trusted career partner.  We want to help you feel good about the work you do each day, and we’ll help you explore the market to find the career that aligns with your highest priorities.  That’s our purpose.  We’re excited to learn more about yours.

Ready to meet with a trusted career partner?

If you’d like to speak with a team member about finding purpose in your work, please get in touch.

 

Email clientservices@accountantsone.com to get started with Accountants One today.