Have an Accounting Degree With No Experience?

April 10th, 2016

In today’s hyper-competitive job market, having an accounting degree but a distinct lack of experience can put candidates at a severe disadvantage. Hiring managers are interested in well-rounded applicants who are both academically qualified and who have the real-world know-how that proves their value on the job market. Employers sometimes hesitate to take the risk of hiring an unproven accounting professional because the training and ramp-up time can be a costly investment. Luckily there are a number of things you can do as a recent graduate to prepare yourself for a career in accounting and set future employer’s at ease.

Building Experience

Many colleges are able to provide opportunities for students to build experience through internship and volunteer programs. Be sure to take advantage of those opportunities while you are in school because they will form the foundation of your accounting work history and help make essential professional connections within the industry. Once you are fully independent of your academic institution, your options may be more limited.

Strive to gain experience by applying for staff accountant or junior auditor positions in a firm you would like to grow your career in. Or, if you are more interested in working in the private sector, consider creating reports for monthly audits or working in a budget department. Most companies have an accounting division and can benefit from your academic knowledge, so don’t limit yourself to one specific job type that might be out of reach at the current time. Building experience takes time. Invest in your future by developing the experience you need from the bottom up.

Promote Transferable Skills 

Accounting isn’t all about the classes you took to get your degree. Skills and traits which make an accountant competitive in the job market are often transferable from other jobs or experiences. Promoting transferable skills, such as organization, team work, efficiency, and problem solving, will make your resume that much more appealing to prospective employers because they are able to see you have the potential needed to succeed within a position. Some employers will simply overlook a lack of experience if the skills they are looking for are present and you have a solid academic background.

Taking a Targeted Approach to Career Growth

Target your job applications for opportunities you are qualified for but will also provide you the change to learn and grow. Keep your 5- and even 10-year goals in mind while you are building the experience you need to become competitive in the job market. It is essential to create your own opportunities as well. Don’t wait for the work to come to you. Show future employers you are proactive and engaged in your career by starting your own company, volunteering for a nonprofit, or taking on personal projects that help you gain the experience you need to move your career forward.
For more advice on how to further your accounting career, or how to find your next accounting opportunity, contact the experts at Search Staffing Group today.

The Biggest Danger of Hiring Temps

April 5th, 2016

Many employers recognize the value of recruiting temporary workers. In fact, according to the American Staffing Association, more than three million temporary and contract employees work for staffing companies across the U.S. on any given week. They provide on-demand assistance when you need it most and often with limited training and ramp-up time. Working through a staffing agency such as Search Staffing makes the process more streamlined and helps you identify and attract the top industry talent during times of need. But there are some dangers you should be aware of when hiring temps. Today’s article discusses such hazards and provides some solutions that can help you sidestep any potential negative impacts associated with temporary hires.

The Nature of Temp Work

Employers and candidates often rely on temporary contracts to hold them over in times of need, but both sides of the equation are often looking for a more invested contract for the long term. As an employer, it is important to recognize that most temp workers are looking for full-time employment. Temporary work is a great opportunity for candidates to gain experience in their field, to contribute to exciting projects and build their resumes, but the short-term nature of the work is often not ideal for an employee’s five- or ten-year career goals.

From an employer’s perspective, temporary workers provide the on-demand support many high-pressure projects or seasons within the industry require. Short-term contracts are also an excellent way to give applicants a trial run to see if they are able to meet expectations. The danger for employers of temporary workers is often in the potential loss of a really great hire should they begin to take their temporary workforce for granted. Leaning too heavily on temporary workers without committing to hiring the great candidates in a more long-term capacity sets employers up for a potential financial loss as their all-stars eventually get frustrated and move on to another opportunity.

The Financial Investment

As is true with any new hire, temporary workers require a certain amount of time and training to fully settle into a new job.  Furthermore, recruiting employees often has an upfront cost whether that may be a signing bonus or staffing agency fees. Each new hire (temporary or otherwise) requires a financial investment from the employer on the front end making the short-term nature of temporary workers that much more expensive in the long run.

The danger in relying on temporary workers is tied directly to whether you are able to convert them to a permanent position within your company. A good rule of thumb is to hire a temporary worker within 3-6 months of their original start date. This is frankly because you can expect them to be receiving calls from recruiters and actively pursuing other jobs while they are working for you. Taking a temp on directly is definitely an option. If a temp proves to be a worthwhile hire, and if they have settled into a position enough to provide value to their employer, letting all of that training go to waste, only to have them leave for another opportunity, is a loss of time and money.

For more insight into hiring the best temporary talent in your area, contact the staffing experts at Search Staffing Group today!

3 Interview Questions All Quality Engineers Are Asked

March 28th, 2016

If you are looking to take the next step in your career as a quality engineer and are passionate about helping organizations design high-quality products and services in today’s market, then this article is for you. Here are some top questions engineers are asked in an interview setting.

What are Some Efficient Ways to Maintain Quality?

In interviews, quality engineers are often asked how they maintain quality without constant monitoring. To fully answer this question, let’s examine the motivation behind it. It is a very competitive marketplace. Consumers have more options available to them than ever before. Technology has made the cost of innovation very low, such that a few college students working out of their garage can pose a real threat to a multinational corporation. The cost of shipping products to consumers in far-reaching areas of the world has never been lower. The low transportation cost implies that companies are now competing on a global scale. It is important for professionals and organizations to understand and embrace the globalization concept. In an economy where time to market of an idea is sometimes as important as the idea itself, it is important to think of optimizations which ensure quality without delaying the production process.

In response, one suggestion could be implementing with confidence, continuous improvement, attention to detail and incorporating automated processes into the workflow. Another suggestion is to discuss how you rely on feedback to make improvements as needed.

What Are the Typical Roles of a Quality Engineer?

In order to compete and come out on top, quality engineers need to invent ways to ensure high quality, quick validation, and fast delivery. The key lies in incremental feature delivery. A primary focus of quality engineers is to develop platforms and processes that enable product teams to validate the product in production while minimizing the risk to customers. The upstream validation is being replaced by the rings of validation. All these individual tasks are incorporated into the overall expectations of an engineer.

How Do You Handle a Customer Complaint?

Your response to and handling of customer complaints should always be focused on improving the product and providing high-quality service. The successful implementation of testing products through customer feedback includes having an ability for real-time monitoring and feedback, the ability for making quick course correction based on that feedback, and fine-tuned exposure control so that similar problems are not encountered again.

The world needs experienced, quality engineers. While this role has significantly evolved in recent times, in some ways the role of a quality engineer is more important now than it has ever been. A successful engineer is passionate about product quality, understands the importance of a quick time to market, and comes up with new and innovative ways to ensure high quality: It is an exciting time to be a quality engineer. Get out there and seize the opportunity.

Looking for more tips on how to prepare for an engineering interview? The recruiters at Search Staffing are available to help. Contact us today!

3 Reasons to Take a Temporary Manufacturing Position

March 21st, 2016

Are you considering whether or not to pursue a temporary manufacturing opportunity, but haven’t yet decided whether to pull the trigger? If so, this article is for you. Today we are discussing a number of good reasons why temporary positions are worth investing your time and skills in. If you are looking for a great way to build your resume, gain some hands-on experience and on-the-job training, a temporary contract or two might be just what you need. In fact, temp work can really help make your resume stand out from the crowd.

Building Your Resume

When you are looking for your next opportunity in the manufacturing industry, the single most important thing is what’s on your resume. If you are new to the industry, it can seem like a real challenge to build your resume to an ideal point. Taking temporary positions on can be an excellent way to build your resume quickly and effectively. By taking on short-term contracts, you are able to test out different jobs and build different skills, making your resume more flexible and interesting than those candidates who have only one or two employers listed. Make the most of your achievements and experiences while working on temporary contracts to make your resume really stand out.

Gaining Experience

Temporary work can provide you with the opportunity for some real hands-on experience in the manufacturing field that might not otherwise be available to you. On-the-job training is as good as gold, and if you don’t have any under your belt, then temporary contracts might be just the way to learn the ropes quickly and while still bringing in a paycheck.  Furthermore, it’s possible that what starts out as a short-term contract, may be extended or even converted into a direct hire situation. This is because employers invest a lot of time and budget on bringing on staff, even temporary hires.

Work Directly With Employers

Besides that, temporary contracts give you the chance to test the waters of a new industry or company to make sure it’s the right fit for you. Consider temp work to be a smart, short-term move in a long-term career path. A temporary contract can be just what you need to evaluate whether a certain company or opportunity is really the right fit.  You’ll be able to better understand what sort of work you are looking for by working in the industry and learning from supervisors and co-workers in a real world scenario. You are therefore able to target your ideal employers and positions when you are ready to jump back into the job hunt. You will also have a better understanding of what companies are hiring and be able to draw from the professional network that might not have been available without temp work.

If you could use help finding a high-quality temp job that helps build your resume and prepare you for the next step in your career, contact a career advisor at Search Staffing today!

4 Qualities to Look for in All Mechanical Engineering Candidates

March 14th, 2016

The manufacturing industry is at the heart of many successful global economies. The right mechanical engineer is can be an asset to your company and can help accelerate growth. How can you hire a mechanical engineering candidate that’s a great fit for the company? What are the skills that a mechanical engineering candidate should develop to become highly sought after by the top employers in the nation? This article will discuss these questions and share the qualities to look for.

Attention to Detail

This is a key quality that makes a good mechanical engineer into a great mechanical engineer. This shows up in all aspects of work starting from requirement gathering and design to automating processes or using existing processes, to development and delivery and, finally, quality control. A detail-oriented candidate spots inefficiencies and opportunities to improve workflow which others might miss. These incremental improvements have a potential for aggregating and delivering a large optimization gain in the end-to-end pipeline.

Patience

A high-quality mechanical engineer is methodical and takes a thoughtful approach to problem-solving. They portray a lot of patience in their work. Rushing to a solution is how errors and inaccuracies seep in. Patience is a virtue and this is true in mechanical engineering candidates as well.

Project Management

Great project management skills are an asset in any industry. This is especially true for mechanical engineering where time is money. A candidate with a great project management skill set can make the difference between landing a large project on time and budget. On the other hand, the lack of this key skill set can not only delay and derail a project, it can damage the company’s reputation with the client and can potentially cause monetary damage.

Teamwork

Whether you hire a fresh graduate looking to start a career or a seasoned professional who has been in the industry for several years, the importance of teamwork skills is difficult to overstate. Collaboration is at the heart of a successful organization. A good team player can get others around him excited about the project and deliver throughput which is exponentially greater than any one individual can achieve. This is a critical skill in managers where the success of the team and the company depends on working as a team and fostering a collaborative work environment.

There are not many other ways one can make up for the lack of teamwork. Technical skills are a must have, but hiring a candidate squarely based on their technical skill set isn’t necessarily in the best interest of the organization. Teamwork fosters collaboration and hiring individuals which lack this important skill set can, conversely, dampen collaboration.

If you find yourself in need of access to a wider range of well-rounded mechanical engineering candidates, particularly ones who display these qualities, contact the industry-savvy recruiters at Search Staffing today!

3 Qualities of a Great Accounting Employer

March 5th, 2016

Today’s workers are looking for more than just a paycheck when they pick which companies they choose to work for. A positive reputation will help you hire and keep your best workers, making you that much more successful and productive in the long run. While it might seem like a challenge to create a positive image as a hiring manager, there are a number of things you can do to actively improve your appeal to candidates. Here are the top three qualities of a great accounting employer for you to incorporate into your recruiting strategy.

Building a Great Company Culture

A good corporate culture can mean the difference between staff loyalty and a high turnover rate. While it might not seem like something you have individual control over, you might be surprised how much employees take the lead from management. A positive corporate culture based on open communication, actively growing the successes of individual employees and the company as a whole, and providing staff with the tools and resources they need to do their best is a great place to start. Focusing on building those positive relationships will help ingrain that attitude into the staff as a whole, making your company a more interesting and engaging place to work for everyone.

Encouraging Further Education

As a manager, you want your employees to be at the top of their game when they are working for you. Encouraging and even subsidizing their continued education is a great way to show your employees that you care about their long-term success. Encouraging your accounting staff to pursue their CPA certification, or even go back to school part time for an advanced degree can provide as much benefit to your business as to their individual careers. Showing candidates that you are invested in them will make them want to invest in you.

Above and Beyond Standard Benefits

Today’s workers are particularly discerning in where they chose to spend their time. They want to know that their individual contribution is valued and the best employers are finding creative ways to do that outside of just raising salaries. Benefits packages that include paid leave for vacation and sick time along with a comprehensive benefits package are standard in the realm of accounting. To really stand out as a great employer, you need to go above and beyond the norm.

Consider investing in benefits such as an engaging work environment, access to an on-site gym or exercise programs, high-quality mentorship opportunities, health and dental insurance that goes above and beyond expectations, and an emphasis on work-life balance. Flexible work options like flextime and telecommuting can help to bring otherwise unavailable talent onto your team. There is a whole range of non-salary-based benefits that really will help put you ahead of your competition when you are recruiting the industry’s top players.

For more great tips and other advice from our smart, helpful recruiting advisors, contact Search Staffing today!

3 Reasons to Make Employee Retention a Priority

February 29th, 2016

Your staff is your most valuable resource. Recruiting and hiring is a necessary part of building a high-functioning team, but retaining your top talent is also critical to maintaining a high-functioning staff. Employee retention should be a corporate priority. By focusing on retention, you can increase positivity and motivation of your employees, reduce unnecessary turnover costs, and make sure your projects are staffed by experienced and trained workers. This article will discuss the three top reasons why you should make employee retention a high priority.

Retention Increases Morale

Employee morale and positivity is more than just a bonus for staff. It is a very real influencing factor in their work product and their commitment to an employer. Focusing your efforts on retaining existing employees has a marked effect on how your staff feels valued, and therefore on your bottom line. High turnover is not only disconcerting for existing employees, but it sends a message that yours is not a company people stick with for the long term. This will unavoidably impact your ability to maintain a high-quality staff of talented professionals. It is much better to address issues of turnover and morale head-on and in a transparent manner.

The Cost of Losing an Employee

Interestingly, employee retention programs can have a positive impact on overall human resource budgets. It costs quite a lot to recruit and train new employees. It is much more cost-efficient to retain and invest in the talent that you have. The cost of making your existing talent feel appreciated and valued pales in comparison to the cost of hiring from scratch, both in terms of recruiting expenses and lost productivity.

Employee retention programs needn’t be limited to financial compensation either. Today’s modern worker is interested in a compensation package that is competitive but also well balanced. Medical and dental benefits are highly valued. Vacation and other leave programs are also important. A flexible work schedule or telecommuting options also make a job more attractive. Most importantly of all, an employer’s commitment to its employees is what is valued. Show that you care about your staff and their goals through mentorship programs, training opportunities, and working with them to develop a clear career path based on their abilities and ambitions.

Avoiding a High Turnover Culture

Especially in today’s world of social media and increased connectivity, high turnover rates look awful to prospective employees. Don’t think this information isn’t readily available to candidates. With websites like Glassdoor.com becoming increasingly popular, candidates are doing their research about the companies they want to work for. A culture of high turnover and dissatisfied employees will earn your business a bad reputation online as well as across professional networks. Making the effort to increase your retention rates and support the employees you rely on will help to boost your reputation and make talented individuals actively seek you out for employment.

Contact the helpful and knowledgeable consultants at Search Staffing today for expert assistance developing a robust and high functioning employee retention program.

Choose Your Staffing Firm Wisely – Make Safety a Priority

February 22nd, 2016

Are you a CNC machinist looking for your next job opportunity? If so, read on. Many job candidates consider safety to be a big concern when accepting a new position. This is even more relevant for professionals in the manufacturing industry. Safety is a very real concern. Employers who lack a high-quality safety policy and a corporate culture which supports a safety mindset are simply not worth the risk. This is equally true for staffing firms who don’t acknowledge the importance of a good safety record. This article will discuss the importance of partnering with a staffing firm that finds safety just as important as you do, and is up to date on relevant safety laws and hazards.

CNC Machine Safety

You should never operate or program a CNC machine without the proper training or consulting the specific operator’s manual for the particular machine and control type. Employers who expect you to are not aware of the risks associated with limited safety training. Accidents can happen unexpectedly with long-term repercussions. While CNC machines are equipped with a built-in safety system including guards and protective devices such as emergency stop buttons, soundproof casing, curtain guards, and other features, an operator who is not familiar with the intricacies of these machines can find themselves in unsafe situations. Know your limits, and if you are at all unfamiliar with the machine you are expected to work with, tell your employer.

The Value of Safety Culture

Workers simply should not be willing to work for a company that isn’t visibly concerned about their well-being in the present day and age. A transparent and effective health and safety program is an important place to start, but company culture is also a big influencer. An effective corporate safety culture is one that is the product of both individual and group values, attitudes, and competencies. An established, company-wide commitment to a safety program helps ingrain the importance of a safe working environment.

Pursue employers who encourage their teams to take responsibility for safety in the workplace, not just of themselves but of their co-workers as well. Safety is everyone’s responsibility. Employees should know what to do in case of an emergency, and what actions need to be taken after the fact to comply with company policies. It is the employees themselves who are most likely to experience and respond in such situations.

Partnering with Search Staffing

Partnering with a firm like Search Staffing is a great way to connect with the industry’s top safety-conscious companies. This is because they are committed to keeping their clients (you) safe on the job. Knowledge of current trends and regulations in job-site safety and hazards is critical to knowing what companies are accountable to their staff. This commitment to industry talent offers you the chance to benefit from their knowledge and research. You can really count on Search Staffing recruiters to have your back on the job.

For more great tips and advice on how to find a job with an excellent safety culture, reach out to the staffing experts at Search Staffing today!

Hire That Temp…Before Someone Else Does!

February 19th, 2016

Do you have a temporary worker on staff who just shines on the job? If you’re thinking about bringing them on in a more permanent capacity but haven’t yet pulled the trigger, here’s a few reasons you might want to tie them down before they find another company who will bring them on full time. Remember that temporary work is just that, temporary. Most temps are actively looking to be brought on board in a long-term capacity, and as such it is highly likely that they are either expecting your contract with them to turn into something more official, or they are actively pursuing other employers. Here are a few things to keep in mind when considering how soon to hire your temps.

Consider Their Workload

The need for temporary workers is common across multiple industries. Sometimes, work picks up very suddenly and the need for talented workers appears before employers have the time to budget and recruit regular employees. Project work or short-term opportunities are great to hire temps for, but if that workload looks to extend further into the future, it’s a good time to consider bringing your temporary staff onboard in a more full-time capacity. They are a great option for new hires because they are already familiar with your company, policies, and the work itself. Rather than wasting precious resources on recruiting and hiring outside staff, consider bringing on your temps full time.

Consider Their Goals

When you hold on to your temporary staff without hiring them once they have proved their competency, you run the very real risk of losing them to another employer. There are a couple of reasons for this. First, it’s common for other employers to actively seek out temporary workers who have not yet been hired full time. Second, a temporary worker may also wonder if they have a future at the company  if a regular job offer does not occur in a timely manner. Morale and productivity can suffer because of this, and as a result, they are that much more likely to be poached by other companies.

Bringing Temps Onboard Full Time

A good rule of thumb is to hire a temporary worker within 3-6 months of their original start date. This is because you can expect them to be receiving calls from recruiters and actively pursuing other jobs while they are working for you. Taking a temp on directly is definitely an option. In fact, the temp-to-hire scenario saves you money in the long term because employers are often overpaying for temporary workers, as opposed to paying full time. Bringing your temporary staff on board sooner rather than later will actually save you money in the long term. Not hiring them runs the risk of losing them to another company, or may even result in a reduction in the quality of their work.

Still looking for the temporary staff you need? Contact the team at Search Staffing today. You’ll have access to the high quality temporary talent that will help you balance your workload.

How to Turn Down an Accounting Position

February 18th, 2016

There comes a time in a job hunt when you may need to turn down an offer or two. Despite it being exciting and a good ego boost to receive multiple job offers, figuring out how to turn down an accounting position without burning a bridge or losing a valuable professional connection can be tough. But the fact is, if you are qualified for the work you are pursuing, and if you are working with a staffing partner, you very likely could end up evaluating multiple competing offers. Today, we’re discussing how to be strategic and sensitive when turning down a job offer.

The Importance of Timeliness

If you’re in the position where you need to politely turn down an accounting position, you don’t want to do so in a way that reduces your chances of future work with the employer, such as by delaying your response. Maintaining a diverse and robust professional network will only serve to support your future job hunt efforts, so making an effort to maintain relationships is critical. One of the most helpful things you can do for an employer you are turning down is tell them your decision in a timely manner. The last thing you want to do is leave them hanging, expecting you to come on board only to find themselves back at square one. Recruiting and hiring is a time and budget intensive activity for companies, and they need to know whether you are on board or not sooner rather than later.

Remember to Be Polite

This might seem like an obvious tip, but you might be surprise how many people are willing to let their manners slide in a situation like this. It’s important to remember to be polite because every interaction you have in your job search will impact how recruiters and hiring managers think of you and your professionalism. Reputation is everything in a job hunt. If you tarnish yours by being disrespectful, chances are you will not see an offer again from that company. Worse still, word will likely get around to other accounting managers that you are lacking in professionalism and make a future job hunt more difficult still. Be polite by emphasizing your appreciation of the offer, and remember to thank a hiring manager for their time and effort.

Maintaining Relationships

Above all else, leave your relationship with the hiring manager in a good state. Consider working through a high-quality staffing firm to help you build and maintain these relationships. In fact, working with a staffing partner can result in less low-quality opportunities than may be presented in a solo job search, resulting in less of a need to turn down bad jobs. Recruiters know the value of your skills in the present job market and are able to work with you to find your dream accounting job.

Still looking for a staffing firm that can find you the high quality accounting opportunities that will make you turn down bad jobs? Contact the industry-leading team of recruiters at Search Staffing today!