Don’t Stop Job Hunting During COVID19

COVID19 has transformed the Canadian employment landscape raising the unemployment rate and changing expectations. Many workers continue to face furloughs and lay-offs, while employers defer new hiring and are reassessing their workforce strategies. The COVID19 imposed lockdown has resulted in severe economic consequences including the loss of nearly 2 million jobs in April last year.

All this may seem daunting and as a candidate looking for work you may be asking yourself: what is the likelihood of being hired right now? While it may be a bit harder to find them, opportunities still exist, and you should continue to job hunt with the same ferocity as you normally would.

Here are some pro tips for job hunting during the pandemic:

1. Stay ahead of the competition
If more people decide to re-enter the workforce once the market recovers, competition will get fiercer. Get a head start by applying for available jobs and building relationships with different employers who may not be hiring just yet. Continue to build your personal brand and reach out to your network to let them know that you’re on the hunt.

2. Be more flexible
Roles that you were interested in before the pandemic may no longer exist or have to be performed differently now. Be open to working in new industries and applying for different roles, positions you may not have considered before such as part-time or contract work, just to get your foot in the door.

3. Leverage your tech skills
Companies are relying more on technologies simply because the shift to remote work has forced them to do so. They are more likely to hire adaptable, technologically savvy, team players with a growth mindset. Take this time to improve your tech skills and familiarize yourself with a wide range of digital platforms that businesses use.

Connect with our recruiting experts who can help you uncover opportunities and who have the inside scoop into many unadvertised jobs. Partnering with a recruitment agency comes at no cost to you but will provide you with the added horsepower to find work during a time when it’s less easy to do so.

How to Avoid Year-End Burnout

The final quarter of the year is here, and you’ve still got deadlines to meet, stuffed calendars, financial targets to achieve and team strategies to align for the next year. Even the holiday season can’t seem to make up for work-related exhaustion, stress, and anxiety. Long work hours and ever-growing to-do lists can take a toll and cause burnout for even the most hardworking and consistent employees.

Here are some tips to avoid year-end burnout, so you can peacefully enjoy the holiday season:

1. Prepare a “Priority List” – There will be several tasks to complete before the year-end but focus your attention and time on the essentials. Prepare a comprehensive “Priority list” that pushes you to complete tasks based on urgency. It’s important to understand what is crucial and time-sensitive before the year-end and what you can hold back until the new year.


2. Use Your Vacation Days – Spend time with friends and family and unplug completely on your days off. Breaks are important to energize your mind and boost productivity. A change of environment enhances creativity and sparks new energy into your work.

3. Schedule Me Time – Recharge your mind and body with a focused work out. Indulge in outdoor activities to fuel enthusiasm and build motivation. Bike rides, walks, yoga, and meditation are great stress busters. Additionally, schedule free time on your calendar and stick to it. It’s crucial to take some time out for yourself, even if it’s just 30 minutes a day.

4. It’s okay to say “NO” – Don’t take on more work than you can handle. It’s easy to say “YES” to everything and wanting to be that person to help others. Set clear boundaries on the things you can and cannot do. If you can’t physically and mentally spearhead another project, it’s better to say “NO” early on than feeling guilty for not meeting expectations.

Year-end burnout is real, but avoidable. Remember that you’re not alone. Confide in a colleague or manager. Be aware of your breaking point and take proactive measures to ensure that you don’t stretch yourself too thin.

In Demand Soft Skills of 2020

When hiring managers assess candidates for fit, they focus on soft skills, behaviours and aptitudes that show them how well you’ll mesh with others at the company. Qualities such as being a good communicator or having a strong work ethic are obvious requirements and often what candidates aim to prove when interviewing for a job. But what other qualities are important to employers in 2020?

We did some digging (and asking) and here are the top 3 in-demand soft skills of the year:

Creativity

Both LinkedIn and the World Economic Forum cited creativity in their findings of top qualities that employers seek in ideal candidates. This is something we hear a lot from our clients too: they want professionals who can contribute innovative ideas and are not afraid to think outside of the box. Creative employees often seek new ways of performing tasks, they are curious, open to learning, and help companies push the boundaries in a very competitive business landscape.

Recruiter Tip!
A good way to showcase your creativity in the finance and accounting industry is to describe a problem or challenge that you’ve solved creatively, using critical thinking and analysis to determine a new, more effective way of achieving the end result.

Collaboration

Well here you have it: teamwork was essential to workplaces 20 years ago and it continues to be important today. Teams can accomplish way more than any individual and so employers want to hire professionals who can effectively and respectfully collaborate with diverse types of people. Roles have become more specialized and according to a researcher at Kellog School of Management companies, to remain successful, are creating bigger working groups with more specializations and encouraging sharing of information within workplaces.

Recruiter Tip!
Show that you are a collaborator by describing a project that you worked on as part of a team. Highlight ways in which you learned from others, how you navigated differences of opinion, and what you find most enjoyable about collaborating with others.

Adaptability

A common challenge our clients experience with hiring finance and accounting professionals is rigidity in habits and expectations. 2020 has taught us that the business world is unpredictable and changes in methods, technology, and processes can happen on a dime. Which is why we chose adaptability as the third important soft skill of 2020. Employees who embrace change and are willing to get out of their comfort zone are more valuable to companies especially now that many organizations are pivoting in new directions to stay in business.

Recruiter Tip!
During an interview, describe how you have adapted to working differently under COVID19 restrictions and what new skills you have gained as a result. Outline any learning and professional development that you’ve engaged it to keep up with new trends.

With the rise of AI and automation of tasks, soft skills are more important than ever. In fact 92% of recruitment professionals and hiring managers polled by LinkedIn agree that strong soft skills are essential to the workplace and bad hires generally have poor soft skills.

For more information and tips on how to highlight your soft skills during an interview, contact one of our recruiters at info@ptcrecruiting.com

Do’s and Don’ts of F&A Resume Writing

Hiring managers skim through a ton of resumes daily and need to identify quickly which ones make the cut and which ones don’t. It is tough to summarize your career on a single document –skillfully articulating positions you’ve held, certifications you’ve earned and companies you’ve worked for.

Whether you’re creating a new resume from scratch or updating a current one, here are some of our do’s and don’ts to help you to put together a purposeful career document that brings you closer to your next job.

Do’s

1. Choose a Functional Resume Format

Most finance resumes use a chronological approach to display work experience. Experiment with a functional format that follows the chronological listing of work experience along with a detailed list of skills and certifications. Include a headline that clearly communicates your goals and qualifications. Customize your summary for each position, research what the company is looking for in a candidate and make note of those attributes in your summary statement. Make your summary unique, let it tell the interviewer something about yourself that the rest of your resume won’t.

2. Quantify Your Experience

The work experience section of your resume is the most daunting one to highlight. Numbers make a huge difference to any resume, try to quantify as much of your experience as possible. If you’re hesitant to use exact figures, consider using range, percentage increases/decreases, frequency, and scale to emphasize your impact. For example; responsible for preparing multiple financial reports on a weekly basis has a better impact than responsible for the preparation of financial reports. Similarly, managed a portfolio of over 500 clients, 50+ calls per day, recovered 2+ million in 2018 sounds much better than dealt with high-volume collections and recovered millions for the company.

3. Include Specific Keywords

Be specific with your skills, certifications and use strategic keywords relevant to the job description. Only those candidates whose resume matches to what recruiters are looking for will make it to the top of the pile. Some finance keywords to consider include finance analysis, corporate accounting, financial planning, budgeting, tax accounting etc. Don’t overdo it with F&A acronyms and technical jargon. Technical expertise is crucial for a career in finance, but employers want to see proof of soft skills such as critical thinking, communication, and time management.


Don’t

1. Use Too Many Empty Words

Avoid excessive use of terms like “detail-oriented”, “results-driven” or “change agent”. Include terms that are specific to your skills and abilities. Discard any flattery, unnecessary descriptions or words that don’t add value to your professional career. Ideal F&A resume length should be 2 pages – every word is precious!

2. Focus on Job Titles

Employers may be more interested in your job accomplishments than job title. Reduce your focus on job titles and add more weight to your accomplishments within a specific role, positive changes you’ve helped to implement, and accounting software that you’ve mastered

3. Overdue Work Experience

There is no need to mention every job you’ve had, especially if it is not related to the role you’re currently pursuing. Limit your work experience to positions that align with your qualifications and career goals.

Key Questions To Ask Remote Employers

As we recover from the pandemic and some companies make the move towards establishing remote work on a permanent basis, candidates will likely see a lot more opportunities for teleworking roles. While it may not be an ideal fit for everyone, remote jobs provide greater flexibility, less constraints around location, and a more technology dependent working environment.

In order to assess whether the remote role you’re applying for is well supported by the organization that’s offering it, consider asking these 3 questions at the interview:

1. Can you describe your company’s remote culture?
Some companies might have an established remote workforce while others might be new to this. Because remote employees can feel disconnected, it’s important for organizations to bring everyone together, encourage frequent collaboration, and have a check-in system in place. Get a sense of how frequently the teams communicate and by what method, whether there are any virtual team events in place, or what their policies are for creating an inclusive culture that address the challenges of distance work.

2. What technologies do you have in place to support remote work?
There are many different technologies on the market that allow for collaboration and communication between team members, such as Microsoft Teams, Zoom, Google Hangouts, and Slack. You want to ensure that the company will provide such resources so you can get to know everyone at the company and have an established method of communication with your team. It is also key to determine how easily you’ll be able to share and access files. Is the company working from a cloud environment? What type of IT support will be provided? Make sure that you are comfortable or open to learning their tech stack.

3. How do you track productivity of remote employees?
Productivity tracking is done differently across organizations and even teams within one company. Some roles require closer monitoring than others. Companies can track work by using technologies such as ActivTrak or opt for an honour system. It’s important to find out what the process and expectations are around the role you’re applying for. Are you expected to work during certain hours or is there room for flexibility? Does this job have frequent deadlines and a defined reporting structure? Get as much clarity on expectations as you can.

When you interview for a remote role, ask the right questions to gauge your fit. Companies that have a well-thought-out remote work support system in place will add to your and their success.

Return to Work Anxiety: How to Help Your Employees

As governments loosen restrictions, many employers have begun developing plans to ensure that employees are brought back to an office setting safely. This includes operational and logistical considerations, setting up employee schedules, elevator usage policies and much more. But it’s important to also address and plan for how to deal with feelings of stress and anxiety around the return to work.

These uncertain times have taken a toll on the mental health of many employees, affecting future productivity and engagement levels. According to a survey conducted by KRC Research and Weber Shandwick, 45 per cent of employees are afraid that their employer will bring them back to the office before it is safe. Additionally, only 34 per cent of employees feel safe returning to work when there is a vaccine or treatment and 52 per cent of employees have growing concerns about the future of their company and their role.

Here are few tips that can help employers strategize for the new normal and address return-to work anxiety:

1. Communicate transparently and regularly
Consistent two-way communication is key to managing employee anxiety. Ensure that your teams receive regular updates about company performance, ongoing initiatives and any business-related information. Keep employees abreast of information that is critical to their role and to the success of your organization. Endorse transparency and engage teams to be a part of the growing conversation.

2. Implement Recommended Public Health Measures
Employees need to be aware of how the company is implementing, monitoring and enforcing government recommended public health measures. CDC provides a comprehensive guideline to help businesses and employers respond to COVID19 within the workplace. Provide your employees with assurance that preventive steps are being taken, closely monitor developments and update protocols as the situation evolves.

3. Provide training to leadership teams
Employees will depend on their managers and leaders to ensure a smooth back to work transition. Organize virtual training sessions that focus on managing a hybrid workforce, developing emotional intelligence and building a collaborative work culture. Arm your leaders with the necessary resources and tools to effectively address employee anxiety over return to work and provide healthy ways to cope with it.

4. Be Flexible
If your company has implemented remote work, consider surveying your employees to see how they feel about continuing that arrangement for a definitive period of time. Gauge the success of your remote work experiment by monitoring the productivity and engagement levels. Employees will expect flexibility, particularly if they are looking after children and parents. For employees that thrive better in an office setting, evaluate and plan for hybrid working arrangements.

How to Market Company Culture on Social Media

There aren’t too many companies today that don’t have a social media presence. Social media is a mainstream marketing tool, highly effective at growing brand awareness, cultivating relationships with your customers, and promoting your products or services. But do you ever use this all-star tool to highlight your company culture? If the answer is no, you’re missing out on an important opportunity to attract talent.

Passive and active job seekers will inevitably explore your company pages across different social channels and will even look at profiles of your existing employees. Which is why it’s so important to regularly post social content that paints a genuine portrait of your company’s culture, the perks and benefits of working there, and the amazing people that you employ.

Celebrate your employees
One way to showcase your company on social media is by celebrating your employees. Highlights of employee milestones, personal stories, and welcome messages about new additions to the team are great suggestions. A big trend on social media right now is content around unique ways in which people are working from home and dealing with its challenges (sometimes comically). Doing this shows the potential candidate that you value your workers, that you take pride in their contributions. Plus, such posts are also more likely to result in greater brand advocacy, yielding more internal likes and shares.

Promote company events
Does your company host a regular social outing? Or do you organize an annual team building affair or a charity drive? If so, show it off! Candidates love seeing the fun (and charitable) side of your business. While the pandemic has put the zap on any physical events for the time being, if you’re big on organizing any virtual ones, like a virtual coffee break and catch-up session, make sure to promote this as well. It’s important for potential candidates to see that you are going the extra mile, especially now, to bring your team together, in a fun way.

Profile your leaders
Building a profile for your leadership team is also a good way to showcase your company culture. Some organizations post written messages by leaders, others share videos of them speaking about an important topic. Videos, in fact, generate 12 times more likes and shares than text and images. Both are great ways of showing their personalities and thought leadership. Also, encourage your leadership team to comment on content posted through the company page. A vocal leadership team that is at the forefront of your content will give a glimpse to potential candidates of how your company operates.

Boast about perks and benefits
If your company provides any cool perks or in-demand benefits, talk about that in your social media content as well. For example, one company we worked with allowed dogs in the office every Friday, so their social media post for Fridays included photos of dogs working alongside the employees with a cheeky caption. Company perks, progressive policies, and benefits are all the hype and something that candidates definitely look for when choosing which company to work for.

Identify your values
Lastly, but very importantly, don’t forget to include curated content about your company’s values. Whether it’s a statement about your commitment to diversity and inclusiveness or philanthropic initiatives, job seekers want to know what you stand up for, what you believe in, and what principles guide your organization. By being vocal about this you will more likely attract candidates that share these same values.

It’s a good idea to embed company culture in all of your marketing materials but social media allows you to do it in creative ways, more frequently, and helps to spread the message further. By seeing who you are as a company, candidates will be able to make more informed choices and be better matched to your culture.

How to Avoid Job Search Burnout

Looking for work is like a job itself. It involves a lot of strategic planning, hard work and patience. Whether it is the pandemic that has forced you to look for new employment opportunities, or you have been on the hunt for a while now, don’t let job searching burn you out.

Here are some best practices to help you:

1. Develop a Strategy: Build a daily routine with specific goals and work your way through them. Start your job search process by determining your career aspirations and evaluating any skills gaps. Update your resume with latest work experience, certifications and expertise. Use your time effectively by brainstorming ideal companies you would like to work for and make yourself familiar with their job application process.

2. Track Your Job Search: When you do not have a plan in place, it is easy to lose track of the jobs you have applied for. It is very common these days to apply for multiple opportunities, confuse companies and positions and forget to follow up. One of the best ways to keep track of your job applications is to maintain an active spreadsheet that details out company name, job role, job title, job source, point of contact etc. This will help you stay organized during your job search, keeping priorities in check and saving you from squandering precious time and energy.

3. Leverage Your Network & Social Channels: This is the right time to tap into your network, connect with former colleagues, friends and get your name out there. Let people know that you are actively looking for opportunities and share your personal brand. Utilize this time to get creative and make the most out of your social profiles. According to a CareerBuilder survey, 70% of hiring managers use social media to screen candidates. Channelize your passion and engage in meaningful conversations on social media. From updating your LinkedIn profile to creating content, getting yourself out there can put you in the right place at the right time.

4. Be Patient: During your job search process, try to maintain a positive outlook and believe in yourself. Remember that job searching is a process and will not deliver results overnight. Ideally, you want to find a role that motivates you to work better everyday and be a part of a work family that supports professional and personal development goals.

The Pros and Cons of Virtual Accounting Teams

Remote work is reshaping the future of employment, inclusive of finance roles. According to LinkedIn’s Workplace Confidence Index, 83 percent of Finance professionals claim that they can be individually effective when working remotely while 82 percent felt the entire industry could be remotely effective. Which is not surprising considering that many finance tasks do not require frequent interaction between people. Are virtual accounting teams then the way of the future? Maybe so. Companies shouldn’t dismiss the idea.

We put together a list of pros and cons for employing a virtual finance and accounting team, to help get the conversation started:

PROS

Real-Time Access To Accounts: Cloud-based accounting software such as Quickbooks, Freshbooks, Wave and Xero and file hosting platforms such as Google Drive and Dropbox have enabled accounting teams to work remotely and share financial data easily. Leadership teams can access up-to date financial reports in a timely manner and can be sure to achieve higher data accuracy because of the multiple eyes on the books. Real-time access to accounts also allows for data-driven decision making.

Flexible Hiring: Virtual accounting professionals can be more easily hired on an as needed basis and are unrestricted by geography thus expanding your talent pool. Since accounting and bookkeeping needs can vary from one financial period to another, companies can hire contract/temporary accounting professionals to work on specific projects for a certain number of hours without the hassle of setting them up in a physical setting.

Cost Savings: With virtual accounting teams, companies can benefit from reduced overhead costs, like paying for extra office space and supplies to accommodate additional hires, especially ones that come on board for a temporary period to help with project needs.  There is also potential to save costs on computers if you allow your remote team to use personal devices.  

CONS

Limited Control: Managers could feel that a certain degree of control has been lost with virtual teams. Therefore, it is important to maintain consistent communication and conduct regular check-ins to keep a tab on the company’s finances.

Poor Coordination: If your accounting team requires on-site collaboration with other departments or needs access to in-house systems to carry out specific functions, going virtual might result in poor coordination and hinder productivity.

Data Security Threats: As company’s leverage cloud-based technologies for remote data access, it becomes easier for hackers to misuse sensitive financial information. Safeguarding financial information beyond the bounds of a company’s internal network is crucial. Virtual accounting teams should consider implementing multi-factor authentication to ensure that confidential information is not being compromised at any cost.

Benefits of Hiring Remote Workers

Remote work life has become the ‘new normal’ for most of us. Staff Accounting, Bookkeeper, Accounting Clerk and Coordinator are some of the fastest growing Finance & Accounting job categories in the work from home landscape. Cloud-based technologies and collaborative platforms have enabled smooth remote work transition for companies and have allowed employees to experience the power of utilizing data in the cloud.

Here are some benefits of hiring remote workers:

1. Reduces Business Costs
Hiring remote workers can result in significant business savings -office expenses, including infrastructure, utilities and supplies. Additionally, not all employees that work around the 9-5 clock are productive, resulting in more time wasted. With remote workers, hours billed = hours worked.

2. Increases Productivity
When companies offer the flexibility of remote work, employee satisfaction and productivity increases. 77% of remote employees say they are more productive when working from home (HubSpot, 2020). Employee monitoring software such as Teramind, VeriClock, ActivTrak, TimeDoctor are valuable productivity tracking tools that can help employers validate hours billed to hours worked.

3. Access To Deeper Talent Pool
Unrestricted by geography, hiring remote workers expands your talent pool and increases your chances of acquiring top talent. Your company now has the flexibility to staff based on business priorities and can hire specialized workforce for specific remote projects. Since 2015, the number of employees working remotely has grown by 44 percent (Wong, 2020).

4. Reduced Employee Turnover
Companies that hire remote workers also benefit from reduced employee turnover. 90% of employees claim that flexible work arrangements and schedules have increased their morale (Flexjobs, 2020). Employees enjoy the boost to their work-life balance that comes from a remote position and tend to stay at their jobs for a longer period of time.

The world might never be the same again as this remote working mandate takes over our traditional 9-5 regime. Remote work benefits employees and does wonders for businesses as well. At PTC we connect you with F&A, Administrative and Human Resources professionals who can work remotely.