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Your Network Is Your Net Worth: Todd Buelow on AI, Entrepreneurship & Servant Leadership

Tue, 21 Apr 2026 17:01:30 GMT

In this episode of Building People, Companies, and Careers, host Amy Pack sits down with Todd Buelow, co-founder of Dualboot Partners, to unpack his entrepreneurial journey, his take on AI and governance, and why your network truly is your net worth.

Podcast Transcript | Brought to You by AccruePartners

Episode: Serial Entrepreneurship, AI Governance, and Why Your Net Worth is Your Network

Key Takeaways

In this episode of Building People, Companies, and Careers, host Amy Pack sits down with Todd Buelow, co-founder of Dualboot Partners and a four-time entrepreneur who has built and exited companies spanning supply chain software, consumer products, and AI-focused software development. Todd shares the lessons behind two decades of building, the real story of servant leadership, what AI governance risks keep him up at night, and why the single most valuable asset any professional can build is their network. Here is what you will take away:

How to build a business development engine that compounds over time. Todd's approach has never been how can I sell you. It has always been how can I help you. That philosophy, applied consistently over 20 years in Charlotte, is what allowed DualBoot to grow from zero to 400 people in five and a half years. The deposits build slowly, but the returns are extraordinary.
Why AI is the best time in history to start a company. The technology moat that used to cost a million dollars to cross now costs 150,000 or less. The barrier to building a minimum viable product has collapsed. What remains scarce is judgment, relationships, and the ability to execute once you have the tools.
The AI governance risk most organizations are ignoring right now. Companies are racing to ship AI-powered products without adequate security and governance frameworks in place. Todd's prediction is that a significant breach event in fintech or health tech will force the entire industry to reckon with what was skipped in the rush to market.
What separates meaningful networking from transactional follow-up. Most people follow up about business. The professionals who build lasting relationships follow up about the things people actually care about. Listening for what genuinely drives someone, and then connecting around that, is what makes follow-up feel personal rather than opportunistic.
The workforce skills that AI cannot replace. Relationships, curiosity, and the ability to create genuine human experiences are the capabilities that will matter most as AI handles more of the transactional work. The professionals who develop those skills now, alongside AI fluency, will have a significant advantage.
Why college students using AI are already lapping experienced professionals. Todd's daughter ran circles around full-time employees during her summer internship because her professor required the class to use AI tools from day one. The students who are being trained to use AI now, not to avoid it, are the ones who will leapfrog the generation ahead of them.
Your net worth is your network. After four exits and 30 years of building, Todd's most consistent lesson is the same one he learned from his first boss and his mother: help people generously, stay curious about what matters to them, and follow up intentionally. The compounding effect of that approach over time is the foundation of everything else.

Episode Guests & Host

Host: Amy Pack — AccruePartners

Guest: Todd Buelow — Co-Founder, Dualboot Partners

Introduction

Amy Pack: Welcome back to Building People, Companies, and Careers. I'm your host, Amy Pack. At AccruePartners, we are passionate about bringing together clients, candidates, consultants, and thought leaders across Charlotte, the Carolinas, and beyond. Today, I'm thrilled to have with me Todd Buelow, co-founder of Dualboot Partners, founder of multiple companies, and one of Charlotte's most well-connected technology entrepreneurs. Todd, you have been part of multiple ventures across your career and have built and exited four companies. Tell us a little about your journey.

Todd Buelow: Sure. I like to say there was a little luck involved. I graduated from Penn State in 1996, right at the peak of the technology boom. I was a supply chain major who did not know technology, but a Charlotte entrepreneur named Patrick Tien took a chance on me at a software company called Medisys. My first client's product did not work very well, so I had to learn how to fix it. That is genuinely how my technology career started. In 1999, I joined a company called ELogix as the second employee alongside founder Travis Parsons, and we eventually exited that. In parallel, my wife and I launched a baby products company called Bella Tunno. I ended up building the entire inventory management system and backend for her supply chain, and we even bartered landscaping work in exchange for our e-commerce site. After that, I started a supply chain software company called Cloud Logistics with Mark Nix and Travis Parsons, built that up, and exited again. Then my current co-founders, Ben Gilman and Daniel De La Cruz, and I identified a clear gap: there were 16,000 open IT positions in North Carolina alone, and as entrepreneurs, we could not find affordable development talent. We knew global talent existed. So we built DualBoot around the idea of connecting that talent to the organizations that needed it. COVID turned out to be an unexpected accelerator. Overnight, every company had to become a technology company, and that open position count in North Carolina shot from 16,000 to 52,000. People trusted me from 20 years of relationship-building in Charlotte, and we were closing contracts in a week or two. We grew from zero to 400 people in about five and a half years.

Amy Pack: Four companies, all exited. That is a remarkable run.

Todd Buelow: Yes, and I am grateful for every season of it.

Servant Leadership, Relationships, and the Philosophy Behind Todd Buelow's Success

Amy Pack: You have built a significant network over 20 years, and people clearly follow you and trust you. Tell us a little about how your leadership philosophy developed.

Todd Buelow: I was very fortunate coming out of college. My first boss was Manny Ohonme, founder of Samaritan's Feet, an international nonprofit based here in Charlotte. Watching him lead as a servant leader shaped me early. And then there was my mother, who was a nurse. We would go to the grocery store, and she would hear that a checkout clerk had nothing to do on the Fourth of July, and the next thing I knew, their entire family was at our house. That is genuinely who she was. Those two influences built the foundation of how I lead. When I walk into a room, the question is never how can I sell you. It is always how can I help you. If you help people consistently and do not expect anything in return, you build an extraordinary amount of relational capital over time. People want to help you back. The challenge is that it takes time, and in a sales-driven culture where everyone wants quick wins, that is a hard message to deliver. But the relationship is what ultimately drives the outcome, in staffing, in software development, in any service business. The execution team matters enormously, but the relationship is what creates the opportunity to execute in the first place.

AI, Data Governance, and the Security Risk Most Organizations Are Not Taking Seriously

Amy Pack: You have always had a technology component running through every organization you have built. Now the whole world is being reshaped by AI. Where do you see things heading, particularly on the data governance and IT infrastructure side?

Todd Buelow: It is a fascinating and genuinely unsettling time simultaneously. I think about AI as another tool in the toolkit. You need to learn it, and there are two distinct dimensions to that. There is the business use of AI, and then there is developers using AI tools to make their work dramatically more efficient. For a developer, it is really just another language to learn. The developers who are embracing these tools are scaling their output in ways that were not possible before. Building a minimum viable product for a startup used to cost a million to a million and a half dollars. Now you can build the same product for 150,000 or less, and do it faster. That is a profound shift in the barrier to entry for entrepreneurship. What I find most fascinating right now, though, is the governance and security side. Most companies are racing to ship AI-powered products as fast as possible. Some sectors, like banking, require a six to twelve-month audit before anything reaches market, and I think that pressure is going to get compressed very quickly. But here is what concerns me: a lot of organizations are building with tools like Copilot and Cloud Code and getting products to market without real security or governance frameworks underneath them. They are focused on revenue, and the infrastructure is an afterthought. My prediction is that there will be a significant breach event in fintech or health tech, most likely, that forces the entire industry to confront what was skipped. It is similar to email. Nobody thinks about their email infrastructure until it goes down after seven years of working perfectly. AI is going to hit that same wall, and when it does, governance is going to take precedence over everything else.

Amy Pack: And the challenge is that by the time a six-to-twelve-month governance review is complete, the technology underneath it has already changed substantially.

Todd Buelow: Exactly. AI was a completely different conversation two years ago, and it has changed dramatically even in the last three months. It is the fastest technology transformation I have witnessed in 30 years, and I have seen client-server, ASP, SaaS, and blockchain. This is real, and it is moving at a pace that makes all of those look gradual by comparison. The pressure in fintech, especially, is going to push people to compress that governance timeline from twelve months to two months to one. What I am curious to see is how far someone pushes it before something breaks in a very public way.

AI and the Future of Work: Why This Is the Best Time to Start a Company

Amy Pack: There is such a wide range of perspectives on what AI means for jobs. Some people are genuinely alarmed. Others see it as just the next evolution, the same way we went from the abacus to the calculator to Lotus Notes to Excel. What is your read?

Todd Buelow: I think this is the best time in history to start a company. The technology moat that used to be a genuine barrier for entrepreneurs, the fact that launching a new product required 250,000 to a million dollars just in development, is essentially gone. The point of entry has never been lower. What that means is that the scarce resources are no longer technical in nature. They are human. Relationships, judgment, curiosity, and the ability to create real experiences for people. Those are the things that AI cannot replicate. A lot of the people who experienced the pandemic during their high school and college years missed the formative relationship-building experiences that shape how professionals operate in the workplace. Those are the skills we need to be actively rebuilding. My daughter is a junior at UNC, and two years ago, her professor, Professor Mumford, required the entire class to use AI tools rather than treating it as cheating. She did a summer internship and ran circles around full-time employees, not because they were not capable, but because she was completing in one-eighth of the time what they were doing manually. The students who are being trained to embrace AI now are going to leapfrog the generation ahead of them. But the ones who also invest in their relationships and their ability to create genuine human connections will have the complete package.

Amy Pack: The two things converging together are critical. AI fluency and relationship depth.

Todd Buelow: Completely. And what people underestimate about relationships is that experiences are what make life worth living, and experiences are built through relationships. I went to the Super Bowl this year. People say I was lucky. I was not lucky. I built a relationship through nonprofit work over the years with someone who happened to have access. That opportunity came entirely from a relationship I had built without any transactional expectation. AI cannot create that. What it can do is give you more time by handling the work you used to do manually, which frees you up to invest in the experiences and relationships that actually matter.

The Art of Intentional Networking: Listening, Following Up, and Making It Personal

Amy Pack: You keep coming back to relationships. What do you think most people get wrong about networking and relationship-building?

Todd Buelow: The follow-up. Most people view follow-up as transactional, so they make it transactional. They reach out when they need something, and people feel that immediately. What actually builds a relationship is listening carefully when you first meet someone, finding the things they genuinely care about outside of work, and then following up around those things specifically. If I know you are passionate about golf and I am at the Masters, I send you a note thinking about you. You may not respond, but you will remember it. And more often than not, what happens is you respond, and somewhere in that conversation, you mention that you have been looking for a software development partner. That is not luck. That is the long-term return on intentional relationship-building. The people who are genuinely skilled at networking can walk into any room and find something real to connect with someone about, and then they have a reason to follow up that feels personal rather than opportunistic. Otherwise, you meet someone at a dinner, have a great conversation, and never speak again. That is the default outcome for most people. The intentionality is what changes it.

Amy Pack: I think the younger generation struggles with that because instant access to information has made curiosity feel less necessary. You have to genuinely be curious about people to do what you are describing.

Todd Buelow: Yes, and ironically, AI might actually help with that. Because to get useful output from AI, you have to be precise and curious in how you prompt it. That same muscle, asking better questions, peeling back the layers, is exactly what great relationship-builders do with people. The companies that figure out how to teach both together will have a real edge.

Rapid Fire Questions

Amy Pack: You mentioned Manny Ohonme as your first influential boss. Has there been one mentor above all others across your career?

Todd Buelow: Honestly, I have been fortunate to have a different mentor in each season of life, and I think that is the point. In one season, it was a pastor. In another, it was a business leader who had been through fundraising. In another, it was a family member. I do not think there is one person. What I think is important is keeping your mind open to who is meant to be in your life at each stage. Actually, one of the things that shaped me most was not a mentor at all. I was a late bloomer physically. I was 5 foot 2 and 110 pounds in high school. I grew rapidly in college, walked on briefly with the Penn State football team, and I got to experience firsthand how people treat you differently when you have status versus when you do not. That experience of feeling undervalued and then suddenly valued purely because of an external label was eye-opening in a way that still informs how I treat people. Nothing changed about who I was. The label changed. That lesson has stuck with me for 30 years.

Amy Pack: What is one saying you are known for?

Todd Buelow: Your net worth is your network. I stole it from someone, but I have made it mine.

Amy Pack: I love it. I may steal it from you. Favorite restaurant in Charlotte?

Todd Buelow: Chipotle for the everyday, but for a real experience, Alexander Michael's uptown is a classic. It feels like an old tavern and takes you back in time. Elias Noches is excellent too, but what makes it is Stratos, the owner, and how he makes you feel when you walk in the door. John Love at Red Rocks is the same way. The menu is named after Charlotte legends, it is deeply personal, and John just gets it. For me, it has always been about the experience and the person welcoming you, not just the food.

Amy Pack: Todd, this has been a fantastic conversation. Your perspective on servant leadership, AI governance, and the irreplaceable value of genuine relationships is exactly the kind of thinking our listeners need right now. And before we close, tell everyone about the upcoming IT panel you will be moderating.

Todd Buelow: Yes, on April 30th, I will be moderating an IT panel for AccruePartners that anyone in senior IT should plan to attend. We have a remarkable lineup representing a range of perspectives from high-growth to legacy enterprise: John Stewart from one of the fastest growing technology companies in the country, Scout Motors representing a brand new presence in our city, Duke Energy, Sunbelt Rentals, and USAA. We will be covering security, governance, AI strategy, and what the landscape looks like from startup to established enterprise. Great networking and a lot of candid conversation. I promise I will talk as little as possible.

Amy Pack: Your questions will set the tone perfectly. Thank you, Todd.

Todd Buelow: Thank you for having me. Always a pleasure.

Operate Above Your Level | Women in Leadership with Katelyn Lattimore

Tue, 31 Mar 2026 15:31:20 GMT

In this Women’s History Month episode of Building People, Companies, and Careers, host Amy Pack sits down with Katelyn Lattimore, Senior Director of Growth and Performance Marketing at Burn Boot Camp, to discuss leadership, career growth, and the mindset needed to advance in today’s workplace.

Podcast Transcript | Brought to You by AccruePartners

Episode: Women in Leadership, Volume vs. Value, and Calling Yourself Forward

Key Takeaways

In this International Women's History Month episode, host Amy Pack sits down with Katelyn Lattimore, Senior Director of Performance Marketing at Burn Bootcamp and a leader with 20 years of experience spanning top-tier agency work, IPO readiness, enterprise IT transformation, and franchise marketing. Katelyn shares the mindset shifts, defining moments, and practical lessons that have shaped her approach to leadership, influence, and impact. Here is what you will take away:

You do not need the title to own the room. The moment Katelyn stopped waiting to be called forward and started operating in the role she wanted was the moment her career changed. She shifted from bringing suggestions to bringing strategies, from presenting problems to presenting solutions, and began claiming the seat she intended to hold.
Everyone is a leader, regardless of whether they have direct reports. Leadership is not a function of title. It is a function of conviction, clarity, and the willingness to raise the bar. When you operate with that authority, the barriers start to move and you begin to be seen for the impact you are driving rather than just the tasks you are completing.
Results come from people, so invest there first. In performance marketing, results are everything. But Katelyn's approach is to build teams that can operate autonomously, own their areas of responsibility, and lead without waiting for permission. That is where sustainable performance comes from.
Speaking truth over your team members unlocks potential they may not see in themselves. One of the most powerful things a leader can do is name what they observe in the people around them. When someone hears that they are already operating beyond their scope, a light goes on. That moment of recognition is often what moves people from proving themselves to leading themselves.
The leadership belief Katelyn had to unlearn: volume equals value. More campaigns, more reports, more output. She was creating noise. The shift came when she stopped being an order taker and started reframing every request through a lens of ROI, enterprise impact, and resource allocation. That is when she stopped executing tactics and started driving strategy.
Managing up means reframing requests, not just completing them. True influence at the leadership level means being willing to say yes and then showing a better path. Redirecting the organization toward the highest-impact work, especially during periods of leadership turnover and strategic change, is one of the most valuable things a marketing and transformation leader can do.
The bold move that changed her trajectory: stepping outside her swim lane. When Katelyn expanded her view from her job function to the enterprise, she saw what was still on the table. Connecting missing martech infrastructure to a bigger growth strategy, and then getting the right people in the room to build it, was the moment she moved from functional leader to enterprise driver.

Episode Guests & Host

Host: Amy Pack — AccruePartners

Guest: Katelyn Lattimore — Senior Director of Performance Marketing, Burn Boot Camp

Introduction

Amy Pack: Welcome back to Building People, Companies, and Careers. I'm your host, Amy Pack. At AccruePartners, we partner with organizations during times of growth, change, leadership transition, and transformation here in Charlotte, the Carolinas, and beyond. In honor of International Women's History Month, today's conversation features a woman leader whose career spans agency work with household brands, IPO readiness, enterprise IT transformation, and franchise growth marketing. Katelyn, thank you so much for joining me today. I am genuinely looking forward to this conversation. Let's start the way we always do. Tell me about yourself.

Katelyn Lattimore: Of course. I am currently Senior Director of Performance Marketing at Burn Bootcamp. Before this role, I spent about 10 years in agency work, driving strategy across go-to-market campaigns for brands like HBO, Adidas, Pepsi, and the NBA. After that, I spent another 10 years at Jeld-Wen, where I started by building an agency inside model to scale growth and market awareness in preparation for their IPO. Following that, I moved into the transformation office, where I focused on understanding the business problems we needed to solve, including speed to market, and I transitioned into IT to help drive that center of transformation across the enterprise. Now at Burn Bootcamp, every month has felt like a year of transformation. We have been focused on getting the right martech stack in place, defining what good looks like strategically, and now we are at the stage of bringing in the right people and resources to align AI mobilization and operationalize it across the business.

Amy Pack: That is quite a journey. From marketing to IT transformation to a franchised platform. A lot of exciting territory to cover.

The Moment Katelyn Lattimore Stopped Waiting to Be Called Forward

Amy Pack: When you look at your career today, what moments or decisions most shaped the leader you are now?

Katelyn Lattimore: There have been a few defining moments, but there is one that stands out clearly. Early in your career, you are naturally looking for validation. You want someone to confirm that you are ready, that it is your turn. There was a moment when our COO shared that she had been operating in a role she did not yet hold. That unlocked something for me. I realized I did not need to wait for someone to call my name or signal that it was my time. I stopped entering rooms with suggestions and started entering with strategies. I stopped bringing problems and started bringing solutions. I recognized that I was already operating at a scope beyond my title, already driving revenue and growth from an enterprise perspective, and I gave myself the freedom to own that fully. I started claiming the seat I wanted tomorrow, today.

Calling Yourself Forward: How to Own a Seat at the Table Before You Hold the Title

Amy Pack: That is a great lead into the next question. When did you fully stop waiting for permission to own your seat at the table? It sounds like you saw it modeled and then just went for it.

Katelyn Lattimore: Yes, and I think the important reframe is that you can call yourself forward. Your actions, the way you operate, and the results you are driving do that work for you. It is something I actively work on with my own teams and junior leaders. Everyone is a leader, regardless of whether they have a direct report. There are always moments where you can create clarity, raise the bar, and set a higher standard. When you operate from that place, with conviction and a sense of authority, the barriers start to move on their own. You stop being seen for the tasks you are executing and start being seen for the impact you are delivering. At AccruePartners, Amy, you say something similar: it is not about your title or tenure, it is about impact and influence. That is exactly right.

Building Teams That Lead Autonomously: People Development in a Performance Culture

Amy Pack: How do you think about your responsibility as a leader when it comes to building people alongside driving results? You are in performance, so results are clearly paramount.

Katelyn Lattimore: Results are everything in my world. But you do not get the results without the people, full stop. My approach is to build teams that can operate autonomously, own their designated areas, and lead without waiting for direction at every step. That is how a high-performance team actually breathes. And a big part of that is being intentional about recognizing when someone is operating beyond their scope. When I see a team member leading an initiative with real capability and that it factor, I make a point to call it out explicitly. Because early in your career, you are often stuck in a cycle of asking yourself whether you have proved yourself yet, whether you are doing enough. Sometimes you just need to hear someone speak that truth over you directly. A light goes on. And from that point forward, they start leaning in and seeing themselves in a way they may not have had the self-awareness to see before. That is the job.

Amy Pack: Words of affirmation that they have already done it, and they can do it again. And once they hear that, they will.

Katelyn Lattimore: One hundred percent. Every time.

Unlearning Volume Equals Value: The Shift from Output to Impact

Amy Pack: What belief about leadership did you hold early in your career that you had to unlearn in order to move forward?

Katelyn Lattimore: Volume equals value. Early on I believed that more reports, more campaigns, more deliverables, more capacity meant more contribution. What I was actually creating was noise. There was output, but the impact was missing. The shift happened when I stopped asking whether we could do something and started asking whether we should, and if so, how to do it in a way that delivered ten times the return. I stopped being an order taker and started reframing every request through a lens of ROI, enterprise impact, and resource allocation. That changed everything. Instead of executing tactics, I was reshaping what good looked like and helping leadership understand where the organization should be investing its time and money. Once that became my default posture, it was table stakes. It is how I show up in every room now. Especially during periods of significant change, like the leadership turnover I navigated at Jeld-Wen, having those direct conversations about whether an initiative still makes sense given a shift in strategy is one of the most valuable things you can do for an organization.

What Meaningful Success Looks Like Beyond Title and Achievement

Amy Pack: As you look ahead, what does meaningful success look like for you now, beyond title and achievement?

Katelyn Lattimore: It is about pouring back into the teams around me. Earlier in your career you are chasing the title, chasing acknowledgement. What I have learned is that the title matters less than how you lead with it. How are you driving impact? How are you transforming the people around you? For me, success is being able to see something in a team member that they cannot yet see in themselves, naming it, and then watching them rise. If I have done my job well, the people on my teams are rising faster than I did at the same stage of my career. They are standing on my shoulders, and I am giving them everything I know to help them get further, faster. That is the legacy I care about.

Rapid Fire Questions

Amy Pack: What is one piece of advice you wish someone had given you ten years earlier?

Katelyn Lattimore: Two things. First, do not confuse volume with value. That lesson would have saved me years of creating noise instead of impact. Second, for any woman who feels ready for the next level but is waiting for someone to confirm it: you are already at the table. You were called there for a reason. Own the seat. Lean forward. You do not need permission to operate at the level you know you are capable of. The posture change comes first, and the title follows.

Amy Pack: What is one bold move that changed your career trajectory?

Katelyn Lattimore: Stepping outside my swim lane and thinking at the enterprise level. When I stopped looking only at my function and started seeing the bigger picture, I could see what was still missing and what was still possible. At Jeld-Wen, that meant connecting gaps in the martech infrastructure to a broader growth strategy, then getting the right people and resources in the room to build it out. It was no longer about my lane. It was about building a scalable growth system for the entire enterprise and leading that effort with conviction. That shift from functional executor to enterprise driver is what changed everything for me.

Amy Pack: Katelyn, thank you so much for taking the time to join me today at AccruePartners. Your perspective on leadership, impact, and what it means to call yourself forward is exactly the kind of conversation we want more women to hear. I look forward to continuing this conversation.

Katelyn Lattimore: Thank you, Amy. It was a pleasure.

From Founder to CEO: Leadership Lessons from Mercedes Aycinena

Wed, 25 Mar 2026 15:15:10 GMT

In this Women’s History Month episode of Building People, Companies, and Careers, host Amy Pack sits down with Mercedes Aycinena, Co-Founder and CEO of Scalewell, to discuss leadership, entrepreneurship, and navigating career growth as a woman in business.

Podcast Transcript | Brought to You by AccruePartners

Episode: Women in Leadership, Values-Based Decision Making, and the Courage to Raise Your Hand

Key Takeaways

In this International Women's History Month episode, host Amy Pack sits down with Mercedes Aycinena, a global healthcare executive with over 20 years of experience spanning pharma, medical devices, med tech, and dental, and a leader who has built her career across Europe, Latin America, and the United States. From her roots in Madrid to the CEO seat, Mercedes shares the defining moments, hard decisions, and mindset shifts that have shaped her approach to leadership. Here is what you will take away:

Why values only matter when they cost you something? Mercedes made one of the hardest calls of her career when she let go of two high performers for ethical reasons. Revenue took a hit. But trust deepened across the organization, and that moment clarified the kind of leader she was determined to be.
How leadership authority shifts from granted to assumed. Early in her career, Mercedes waited for direction and executed well. Over time, she learned that leadership is not handed to you. It is assumed through accountability. Framing decisions as alignment rather than approval is what changed how others perceived her and how she perceived herself.
Why building people and building results are the same conversation. Inspired by the philosophy that taking care of employees first is what drives customer and business outcomes, Mercedes reduced turnover dramatically as a CEO not through slogans but through real action: listening, adjusting compensation, creating career paths, investing in development, and protecting culture.
The leadership myth that strong means loud, calm means soft. Mercedes had to unlearn the belief that effective leaders dominate rooms and project certainty. She now believes calm is power, that emotional intelligence at the top is not optional, and that psychological safety is built through humility rather than perfection.
How challenging the status quo is an act of leadership, not disrespect. One of the most impactful things Mercedes wishes she had learned earlier is that questioning how things are done, when done thoughtfully and with accountability, is not being difficult. It is the behavior that drives meaningful improvement and innovation.
What psychological safety actually requires from leaders. Creating an environment where people feel safe to speak up, try new ideas, and fail without penalty does not happen through cultural messaging. It requires deliberate behavior from leaders every single day, including modeling vulnerability and rewarding courage over compliance.
Nobody is going to crown you. You have to raise your hand. Mercedes competed against eight external candidates for an executive role after a company president said there was no internal talent. She built a plan, secured support, made her case, and got the job. That same pattern of self-advocacy repeated when she pursued the CEO role. Confidence is not about knowing you are perfect. It is about knowing you will figure it out.

Episode Guests & Host

Host: Amy Pack — AccruePartners

Guest: Mercedes Aycinena — Founder & CEO of ScaleWell Partners

Introduction

Amy Pack: Welcome back to Building People, Companies, and Careers. I'm your host, Amy Pack. At AccruePartners, we partner with organizations during times of growth, change, leadership transition, and transformation here in Charlotte, the Carolinas, and beyond. In honor of International Women's History Month, today's conversation features a woman leader who has shaped organizations across three continents, driven impact in one of the most complex and meaningful industries in the world, and redefined what leadership looks like at every stage of her career. Mercedes, I am so excited to have you with me today. You grew up in Spain, started your education there, then came to the US to continue it, and your journey from there has been remarkable. Let's start where we always start. Tell me about yourself.

Mercedes Aycinena: Thank you so much for having me, Amy. I am from Madrid, Spain, born and raised, but I have spent most of my career living and working across Europe, Latin America, and the United States. I have over 20 years of experience, always in healthcare. That is my passion and what genuinely gets me going every morning. I have worked across pharma, medical devices, pharmacy, supply chain, med tech, and dental, mostly in commercial functions including marketing and product management, and eventually I became a CEO. Now I help founders scale their startups. I also have three teenagers at home, so I go to work to relax.

Amy Pack: I was going to say, that is a whole different level of work right there.

Mercedes Aycinena: They are good kids. Just not always at the same time.

The Decision That Defined the Leader Mercedes Aycinena Chose to Be

Amy Pack: When you look back at your career, what moment or decision most shaped the leader you are today?

Mercedes Aycinena: It was not a single moment. It was more of a shift. As my teams grew and my responsibility expanded, I realized that the more impact you have, the less it is actually about you. I do not love the term servant leader, but I do believe strongly that leaders set direction and strategy, then build the systems, the structure, and the support that empowers their teams to execute. Their success is your success. But there was one specific moment that clarified the kind of leader I wanted to be, and it was a hard one. I had to let go of two top performers for ethical reasons. At the time, I knew it was going to hurt. And it did. Revenue in that region took a hit. But culture did not. As I watched trust deepen across the organization in the weeks and months that followed, I understood something clearly: if I had not acted, I would have been signaling that performance mattered more than integrity. Leadership is not tested during easy times, and values only matter when they cost you something.

From Waiting for Direction to Setting It: How Leadership Authority Is Assumed

Amy Pack: Was there a point when you had to stop waiting for permission to fully own your seat at the table?

Mercedes Aycinena: As your accountability over a business or team grows, the less you can afford to wait for permission. Early in my career, I waited for direction, executed well, and waited for approval. But leadership eventually requires you to walk in and say: here is the direction, here is what we are doing and why, here are the risks, here is the mitigation plan, and we are moving. When I needed alignment from others, I positioned it as alignment, not as asking for permission. And most of the time, I did not get significant pushback. Not because I was perfect or forceful, but because I was accountable. That shift from receiving direction to setting it is how other people's perception of you changes. More importantly, it is how you change how you see yourself as a leader. Leadership is not granted. It is assumed through accountability.

Building People Is How You Build Results: A People-First Leadership Philosophy

Amy Pack: How do you think about your responsibility as a leader when it comes to developing people alongside delivering results? Obviously, results matter, but so do the people creating them.

Mercedes Aycinena: Building people is how you build results. Those are not two separate conversations. I align closely with Richard Branson's philosophy that when you take care of your employees first, they will take care of your customers. As a leader, it is critically important to build an environment where high performance feels both fair and sustainable. When I was CEO, we reduced turnover dramatically. Not through slogans on a wall or slide decks. We did it by genuinely listening to what employees needed and then acting on what we heard. We adjusted salaries, created career paths, invested in tools and development, implemented real work-life balance, and made hard decisions to protect the culture when it was necessary. I believe culture and profitability rise together when you take care of the team. Without the team, there are no results.

Amy Pack: And you were navigating all of that during a period when nobody had agreed yet on what the new work environment was even going to look like. Hybrid, remote, in-office. You had just built a new office space. Those were genuinely complex circumstances to be leading through.

Mercedes Aycinena: Yes, and the answer was still the same. Take good care of your teams if you want real results. The context changes. That principle does not.

Calm Is Power: The Leadership Belief Mercedes Aycinena Had to Unlearn

Amy Pack: What belief about leadership did you hold early in your career that you eventually had to unlearn?

Mercedes Aycinena: I used to believe that being calm and kind, which is very different from being nice, was perceived as soft. I also believed that strong leaders know everything, dominate the room, and always have the answers. I was wrong on both counts. Calm is power. During a crisis, it steadies the room and creates space for resolution. During periods of growth, it builds trust. You can be ambitious and empathetic at the same time. Those are not opposites. You can be deeply supportive and still make very tough calls. And you absolutely do not need to know everything. You need to surround yourself with people who do, keep learning, and be willing to ask for help. Leaders need to be resilient and motivating, but it is also okay to be vulnerable, to acknowledge when you are not at your best, and to admit when you are wrong. Stubborn, closed-minded leadership is genuinely unhealthy for a business and for everyone around it. Psychological safety is not built by perfection. It is built on humility. Strong leadership does not have to be loud, but emotional intelligence at the top is not optional.

What Meaningful Success Looks Like Beyond Revenue and Title

Amy Pack: As you look ahead, what does meaningful success look like for you now, beyond title and achievement?

Mercedes Aycinena: My vision for a company goes beyond a revenue number or an EBITDA target, even though those matter. To me, success is building a workplace where people genuinely want to show up most days, without the Sunday scaries. Earlier in my career, title and scope were the markers of success. Now the questions I ask are different: Did I build something sustainable? Did I elevate the people around me? Did I stay aligned to my values? If I can look back and see that teams are stronger, more capable, and happier because I was part of their journey, that is success.

Rapid Fire Questions

Amy Pack: What is one piece of advice you wish someone had given you ten years earlier?

Mercedes Aycinena: Challenge the status quo early and often. Not to be contrarian, but to make things better. The people who create the most impact are not the ones who protect the default settings or the way things have always been done. They are the ones who question those defaults, take calculated risks, and find a better way. I wish I had trusted that curiosity and that instinct to challenge much earlier in my career. I spent too long worrying that pushing back was disrespectful. It was not. It was leadership. And for that to be possible in an organization, leaders have to build psychological safety where people feel genuinely comfortable speaking up about what is not working, where they can try new ideas, and where failing is treated as learning rather than liability. It takes good leadership, good mentorship, and personal courage. But when all three are present, the results are remarkable.

Amy Pack: I hear that often, and I think part of it comes with maturity. But how do you accelerate that in someone earlier? Because the sooner people develop that muscle, the greater the impact they can have.

Mercedes Aycinena: Exactly. And the answer lives with the leaders around them. When leaders model psychological safety and reward courage over compliance, people learn earlier that challenging the way things are done is not a career risk. It is a contribution.

Amy Pack: What is one bold move that changed your career trajectory?

Mercedes Aycinena: It was the first time I raised my hand for a bigger executive role when the president at the time had publicly stated there was no internal talent ready for it. Everyone was offended. So was I, but not for long. I thought: he barely knows me, let alone what I am capable of. So I built a plan. I asked for feedback from people who would be honest with me. I secured internal support. And I put my name in against eight external candidates. I got the job. That moment changed how I saw myself and what I believed I could do. The same pattern repeated years later when I pursued the CEO role, a role where I did not check all the traditional boxes, but I knew the business, I knew the people, and I knew what good could look like. Nobody tapped me on the shoulder. Nobody is going to crown you. At some point, you have to realize that you have to raise your hand, state your case, and ask for the seat. I recently heard Barbara Corcoran say that playing the victim in an unfair situation is just handing away your power. That has stuck with me. Focus on what you can influence, speak up, and go for it. Confidence does not come from knowing you are perfect. It comes from knowing you will figure it out.

Amy Pack: You have to be your own biggest advocate. Nobody else is going to do it for you.

Mercedes Aycinena: Exactly. No one is coming to do it for you.

Amy Pack: Mercedes, thank you so much for sharing your story with us today. Your journey across industries, continents, and leadership roles is a powerful reminder that integrity, accountability, and the courage to raise your hand are what actually drive a career forward. We are grateful to have had you.

Mercedes Aycinena: Thank you, Amy. It was a genuine pleasure chatting with you.

Why Your Finance Leadership Search Is Taking Longer

Tue, 24 Mar 2026 18:33:56 GMT

The Data Behind the CFO Talent Shortage

The body content of your post goes here. To edit this text, click on it and delete this default text and start ty ping your own or paste your own from a different source. If the search for your new CFO feels slower and more complex than it used to be, you’re not alone.

Across all industries, organizations are running into the same challenge: the demand for experienced finance leaders has outpaced the available supply. What once felt like a competitive hiring market has become a structural talent constraint, and it’s reshaping how companies should approach finance leadership hiring.

The CFO Role Has Outgrown the Talent Pipeline

The modern CFO is no longer defined by financial stewardship alone. Today’s finance leaders are expected to operate at the intersection of strategy, data, risk, technology, and operations, often while serving as a trusted advisor to the CEO and board.

According to Deloitte, the number of skills required in CFO job postings has increased by approximately 19% over the past five years. Companies require broader experience, deeper business acumen, and fluency across multiple disciplines, but the senior talent pipeline has not kept pace with the skills demand.

That widening gap is one of the primary reasons CFO searches are taking longer and yielding fewer viable candidates.

A Shrinking Pipeline Is Tightening the Market Further

Compounding the issue is a sustained decrease in the finance talent funnel:

The number of CPA candidates has declined by approximately 27% over the past decade, reducing the future supply of senior-level finance leaders
Accounting program enrollments and graduates have also fallen, reducing the entry point into leadership tracks even further.

With fewer professionals entering the field and more demands placed on those who do, the pool of “ready now” CFO and finance leaders continues to narrow.

Nearly All CFOs Say the Role Has Fundamentally Changed

The shift in expectations isn’t just applied to incoming leaders. 95 % of CFOs report that their current role has expanded beyond traditional finance responsibilities to now include strategic planning, data and analytics, enterprise risk, and operational partnership.

This evolution has raised the bar for qualification and eliminated many otherwise strong candidates who lack exposure to these expanded dimensions of leadership.

The result of the role change is a smaller pool of candidates to recruit from.

CFO Hiring Is Lagging Other C-Suite Roles

Research shows that CFO appointments increased by only about 2% year-over-year, while other C-suite roles, such as CEO and CTO, experienced significantly higher growth. This disparity suggests organizations aren’t simply being more selective, they’re encountering real difficulty closing CFO searches and securing the right talent.

Why Retained Search Is the Right Response to CFO Scarcity

In a constrained market, CFO hiring can’t rely on traditional, transactional approaches. These are business-critical roles that demand precision, discretion, and access to talent that isn’t active on the market.

That’s where retained search becomes essential.

How AccruePartners Helps Organizations Win CFO Talent

AccruePartners’ retained search approach is the ideal approach for situations like this when the market is tight, the role is complex, and the cost and risk from an unfilled high-profile role is high.

Our clients benefit from:

Deep Accounting & Finance market intelligence
We understand how CFO expectations are evolving and where talent is coming from, not just what job descriptions say.
Access to an exclusive finance leadership network
We cultivate long-term relationships with proven finance leaders, including those who aren’t actively seeking a change but are open to the right opportunity.
Discretion and credibility at the executive level
CFO searches often require confidentiality, trust, and thoughtful outreach, all of which are supported with an exclusive retained search partnership.
A time-tested search process
From discovery and alignment through assessment, calibration, and close, our retained search process is designed to identify the right leaders who can deliver impact, not just fill a seat.

The Bottom Line

The CFO talent shortage won’t be a temporary challenge for organizations. It’s the result of expanded role expectations, a shrinking leadership pipeline, and rising competition for proven finance executives.

Organizations that adapt their hiring strategy and partner with AccruePartners as talent advisors and retained search experts with a wide talent network, deep market insight, and process rigor are most likely to secure the leadership they need to move forward with confidence.

When finance leadership matters most , how you search matters just as much as who you hire. Connect with an Accounting & Finance retained search expert to learn more.

Effective in Leadership: You Don’t Need All the Answers

Tue, 17 Mar 2026 14:51:54 GMT

In this Women’s History Month episode of Building People, Companies, and Careers, host Amy Pack sits down with Natalie Copeland, Senior IT Manager at Ingersoll Rand, to discuss leadership, growth, and navigating a career as a woman in technology.

Podcast Transcript | Brought to You by AccruePartners

Episode: Women in Leadership, Curiosity, and Taking Chances on Yourself

Key Takeaways

In this International Women's History Month episode, host Amy Pack sits down with Natalie Copeland, Senior Manager in IT and a leader who has built a career defined by curiosity, adaptability, and intentional people development. From Ford Motor Credit to enterprise IT leadership, Natalie shares the mindset shifts and practical lessons that have shaped her. Here is what you will take away:

Why situational leadership is the most effective development tool available, Natalie credits her growth directly to leaders who adapted their coaching style to the person and the moment rather than applying a one-size-fits-all approach. That same philosophy now shapes how she develops her own teams.
How to lead with presence before you have all the answers. Owning a seat at the table is not about authority. It is about communicating thoughtfully, being direct and concise, and knowing the three key things you want your audience to understand and act on.
The secret to building people while still driving results. Understanding what motivates each individual employee, not what motivates you, is what allows leaders to keep people engaged through challenge and change. Directing people toward work they genuinely care about produces better outcomes for everyone.
The leadership belief Natalie had to unlearn. Leaders do not need to have all the answers. They need to ask the right questions, bring clarity to ambiguous situations, and know where to find the expertise the team needs. That shift takes pressure off the leader and builds trust across the organization.
Why curiosity is becoming a competitive differentiator. Critical thinking and genuine curiosity are increasingly rare skills in the workforce, particularly among early-career professionals who have always had instant access to information. Natalie uses frameworks like the five whys to actively build that muscle in her teams.
The bold move that accelerated Natalie's leadership trajectory. Stepping into a large-scale business transformation and application software leadership role forced her to think more strategically about how she communicated at every level of the organization. Learning to adjust the message for the audience was the turning point.
Why networking is the one investment every early career professional needs to make now. Not later, not when things settle down. The professionals who build their networks before they need them are the ones who can navigate unexpected career transitions with confidence and momentum

Episode Guests & Host

Host: Amy Pack — AccruePartners

Guest: Natalie Copeland — Sr. Manager, IT | Ingersoll Rand

Introduction

Amy Pack: Welcome back to Building People, Companies, and Careers. I'm your host, Amy Pack. At AccruePartners, we partner with organizations during times of growth, change, leadership transition, and transformation here in Charlotte, the Carolinas, and beyond. In honor of International Women's History Month, today's conversation features a woman leader who is shaping organizations, driving impact, and redefining what leadership looks like from the inside out. Natalie, thank you so much for coming into the AccruePartners offices for this conversation. Before we get into our questions, take a moment and tell me a little about yourself.

Natalie Copeland: Thank you so much for having me. When I look back at my 25-plus years in corporate America, it has been a genuinely diverse journey. I started with Ford Motor Credit, collecting on delinquent car loans, and I am now a senior manager in IT with everything in between. I am really excited to share my thoughts on building culture, engaging teams, and encouraging other women to take chances on themselves.

Amy Pack: I love it. And I have to ask quickly since it just came up in conversation before we started: you went to the University of Tennessee for both your undergrad and your master's. Are you from Tennessee originally?

Natalie Copeland: Not at all. I grew up in the suburbs of Detroit, Michigan, hence the Ford connection. But I did not love cold weather, and I wanted a fresh experience somewhere new. My sister had a roommate heading to UT, I went down for a weekend visit, and it just felt like home immediately. Go Vols.

The Experiences That Shaped Natalie Copeland as a Leader

Amy Pack: When you look at your career today, what moment or decision most shaped the leader you have become?

Natalie Copeland: It was genuinely difficult to pinpoint a single moment. For me, it has really been about the ongoing practice of leading, reflecting on the challenges within my teams, and learning to understand different leadership styles. I lean strongly toward situational leadership because it allows me to adapt my coaching and guidance to the specific person and the specific situation they are in. What works for one team member in one scenario will not work for someone else in a different one. Two of the best leaders I have personally had modeled that for me. They challenged me consistently, but they never left me to figure things out alone. When I was navigating new territory, they coached me through it in a way that set me up to succeed rather than just survive.

How Natalie Copeland Approaches Leadership Presence and Communication

Amy Pack: Was there a point when you had to stop waiting for permission to take a seat at the table and simply own it?

Natalie Copeland: I have always been fairly confident and willing to speak up when it matters. For me, the evolution has been less about waiting for permission and more about learning to communicate more thoughtfully and strategically once I am at the table. Over time, I became much more direct and concise, and I developed a discipline around being very intentional about the three key takeaways I want the people in the room to walk away with and act on. That clarity of communication is what I think actually earns sustained influence, much more than simply occupying a seat.

Building People While Driving Results: Understanding What Motivates Each Individual

Amy Pack: How do you think about your responsibility as a leader when it comes to developing people and not just delivering results? Results matter, financial performance matters, but so does growth.

Natalie Copeland: It really comes down to understanding what matters most to each individual employee. Not every person is going to want the same career path I have taken, and not every person is motivated by what motivates me. When you take the time to genuinely understand what drives someone, you can lead them through challenging work and ambitious goals in a way that keeps them empowered and engaged rather than just pressured. It also means being intentional about directing people toward opportunities and projects they actually have heart for. When people care about the work, the results follow naturally.

Amy Pack: That connects to something I talk about often at AccruePartners. You do not necessarily need the title to lead. You can lead through influence. And tying people's intrinsic motivations to the outcomes the organization needs is exactly how that works.

Advice for Women Stepping Into Bigger and More Visible Roles

Amy Pack: What advice would you give to women who are navigating the move into a bigger, more visible leadership role? That can be a genuinely intimidating moment.

Natalie Copeland: It is, and I think doubt in those moments is a very normal human response to increased responsibility. My advice is simply this: take a chance on yourself. Believe in your capability. Lean on your mentors and identify the experts in the room so you can leverage them rather than feeling like you have to compete with them. People sometimes assume that stepping into a leadership role means having all the answers. It does not. It means being able to ask the right questions, bring clarity to the people around you, and know where to find the answers you do not have yet. You also do not need to check every box on the job description before you apply. Be willing to learn. Stay curious. Those qualities will carry you further than any specific credential.

Amy Pack: Curiosity actually comes up a lot in these conversations, and I find it is a skill that trips up some newer professionals, particularly in IT. When information has always been immediately accessible through a device, the muscle for genuine curiosity, for peeling back the layers and asking why, does not always get developed. Do you see that as a challenge in your organization?

Natalie Copeland: Absolutely, and I think it is a widespread challenge, not just in IT. The piece that is often missing is critical thinking. One of the frameworks I rely on heavily, both personally and with my teams, is the five whys. I may not have a formal spreadsheet in front of me, but whenever I am learning a new process, stepping onto a new project, or working through a problem, I am always asking why at every layer. And I actively try to bring my teams into that same discipline rather than just handing them a template to fill out. It is the act of asking why that builds the critical thinking capability over time. I also want to be transparent with my teams about my own limits. I am not a developer. I tell them that directly. But I can take a business process, understand how it flows through a system, and work toward a solution. I find the experts for what I cannot do myself, and I lean on them.

The Leadership Belief That Had to Be Unlearned

Amy Pack: What belief about leadership did you hold early in your career that you have since had to unlearn?

Natalie Copeland: It is the same thing I touched on earlier: the belief that a leader has to have all the answers. When you are early in your career, and you watch senior leaders presenting in town halls with clarity and conviction, it is easy to assume they simply know everything. What you do not see is the team of capable, knowledgeable people behind them who helped surface those answers. The shift I had to make was releasing that pressure from myself, understanding that my job is to ask the right questions, bring clarity when there is none, deploy the right resources at the right time, and leverage the expertise around me. Once I internalized that, leading became significantly less about performing and much more about building.

What Meaningful Success Looks Like Beyond Title and Achievement

Amy Pack: As you look ahead, what does meaningful success look like for you now, beyond title and professional achievement?

Natalie Copeland: For me, it is more personal than professional at this point. I want to give back my learnings through mentoring young women. I currently serve as an advisor for risk management with my sorority's local chapter at UNC Charlotte, and being able to walk alongside those young women as they move through their education and begin building their careers has been genuinely fulfilling. I also want to continue supporting organizations that empower women, whether through networking opportunities, speaking engagements, or simply showing up and being present for those conversations. When I look back at where I started and think about young people today trying to figure out their path, I want to be a resource for them.

Amy Pack: That is so important right now. The entry-level job market is genuinely challenging for young professionals in a way I have not seen before. Internship pipelines have changed, organizations are navigating how to develop talent earlier, and early career professionals are navigating more uncertainty than previous generations faced at the same stage. Your story is actually a great example to share with them. Your undergraduate degree is in psychology. You are now a senior manager in IT. The path is rarely linear.

Natalie Copeland: Exactly right. What I got my degree in is not what I am doing today, and that is fine. Somewhere along the way, technology genuinely captured my interest, and I pursued that curiosity and kept following it as the field evolved. That willingness to take a chance on myself, to stay curious, and to keep learning is what has carried me forward. That is the message I want to pass on.

Rapid Fire Questions

Amy Pack: What is one piece of advice you wish someone had given you ten years earlier in your career?

Natalie Copeland: Network. And not just passively. Take the time in the evenings to attend professional development events, women in manufacturing groups, women in IT gatherings, PMI chapters in your local area. I wish I had done that much earlier. There is so much you can learn from other people's experiences and challenges that you simply cannot get any other way. I know life gets in the way, and I know the pandemic wiped out that muscle for a few years, but building those relationships before you need them is the investment that pays off when things get hard.

Amy Pack: That is so true. At AccruePartners, we kept trying to host events through that period, and it took until late 2024 to really see the energy come back. People wanted to connect, but the habit had changed. Rebuilding it takes real intention. And the professionals who wait until they are in a moment of urgency to start networking find it is a very different experience than building those relationships from a place of genuine connection.

Natalie Copeland: Completely. I see it even in my son, who is wrapping up his junior year of high school. The way his generation organizes socially and communicates with one another is genuinely different. It is something we need to be actively addressing with young people.

Amy Pack: What is one bold move that changed your career trajectory?

Natalie Copeland: Taking on a large-scale business transformation and moving into application software leadership. That experience fundamentally changed how I approach work, how I tackle challenges, and most significantly, how I think about communication. I learned very quickly that how I communicate with one audience is completely different from how I need to communicate with another. Learning to stop and be deliberate about who I am speaking to and what they need to hear from me was the growth that propelled me into the leadership path I am on now.

Amy Pack: And what brought you to Charlotte originally?

Natalie Copeland: Ford Credit, actually. My husband received a job offer here in Charlotte, and when I went to my manager in Houston to let him know, he told me the Charlotte office had an open role. I transferred with Ford Credit in 2000 and have been here ever since, with stops along the way at GE Plastics, Sabic, and then IR. Charlotte has been home for 25 or 26 years now.

Amy Pack: A great journey. Natalie, thank you so much for taking time out of your schedule to sit down with us today. Your story is a reminder that curiosity, adaptability, and the willingness to take a chance on yourself are the foundations of a remarkable career. We appreciate you.

Natalie Copeland: Thank you so much for this opportunity. It has been a pleasure

Women in Leadership: Claiming Your Seat at the Table

Mon, 09 Mar 2026 14:29:23 GMT

In this special Women’s History Month episode of Building People, Companies, and Careers, host Amy Pack sits down with Terri Zandhuis, Chief Human Resources Officer at Krispy Kreme, to discuss leadership, influence, and navigating career growth as a woman in today’s workplace.

Podcast Transcript | Brought to You by AccruePartners

Episode: Women in Leadership: Owning Your Seat, Building Others, and Defining Success on Your Own Terms

Key Takeaways

In this special International Women’s History Month episode, host Amy Pack sits down with Terri Zandhuis, outgoing Chief People Officer of Krispy Kreme, and one of Charlotte’s most respected HR leaders, to reflect on 35 years of leadership, the lessons that shaped her, and what meaningful success looks like beyond title and achievement. Here’s what you’ll take away:

Why both great and poor leadership experiences are equally formative. Terri credits not just exceptional mentors and leaders, but also a notably difficult boss, as shaping who she became. Working without psychological safety or clear direction taught her exactly what she was committed to building for others.
How to genuinely own your seat at the table. Positional authority gets you in the room, but it only lasts briefly. What sustains it is showing up with confidence from day one, asking questions without apology, and earning influence every day through clarity, context, and contribution.
The three leadership principles Terri built her career on: Accessibility (giving people the information and context they need), Autonomy (trusting your team to do the work and grow), and Air Cover (having the backs of your people so they can take risks and thrive).
The belief about leadership every high-achiever has to unlearn. The pressure to always have all the answers. Admitting what you don’t know, and visibly seeking out people who do, doesn’t undermine your authority — it builds trust, disarms defensiveness, and makes you more human and more credible.
Why every leader needs a personal board of directors, n ot cheerleaders. Trusted advisors who tell you what you need to hear, not just what you want to hear. A diverse mix of voices, including strong male allies alongside high-powered women, is what makes that board genuinely useful.
The bold career move that changed everything. After 10 comfortable years at a top financial institution, Terri took a head of HR role outside Philadelphia that required starting from scratch. The first six months were humbling. The experience that followed was irreplaceable, and directly unlocked what came next, including Krispy Kreme.
What meaningful success looks like beyond title and achievement. Leaving an organization stronger than you found it. Developing a successor from within. Relationships that outlast every role. And the freedom to choose what comes next, whether that’s board work, mentoring, or simply figuring out what the next chapter looks like on your own terms.

Episode Guests & Host

Host: Amy Pack — AccruePartners

Guest: Terri Zandhuis — Chief People Officer, Krispy Kreme

Introduction

Amy Pack: Welcome back to Building People, Companies, and Careers. I’m your host, Amy Pack. At AccruePartners, we partner with organizations during times of growth, change, leadership transition, and transformation — here in Charlotte, across the Carolinas, and beyond. In honor of International Women’s History Month, today’s conversation features a woman leader who has spent decades shaping organizations, driving impact, and redefining what leadership looks like at the highest levels. We’ll explore her journey, the lessons she’s carried forward, and the legacy she’s leaving behind. Terri, I am so excited to have you join me for this conversation.

Amy Pack: Let’s start where we always start. Tell me about yourself.

Terri Zandhuis: That’s never in the script, Amy! Going off script right out of the gate. This is actually a really interesting moment in time for me. After 35 amazing years in this field, I’m about a month away from stepping down from my current role — and I use the lowercase ‘r’ when I say retirement, because I genuinely believe I need to stop working in order to figure out whether I want to keep working, and what ‘what’s next’ actually looks like. What I can say with certainty is that I have been incredibly fortunate. I’ve had a career working with phenomenal brands and remarkable people — always in the human capital space, long before it was called that. I’ve worked across banking, financial services, consulting, technology, and media. And then this most recent chapter has been the most joyful of them all: eight and a half years as Chief People Officer for Krispy Kreme. There is no brand quite like it — wherever you are in the world, when you tell someone you work there, they light up. I am so proud of what we built and the people I got to build it with.

Amy Pack: Your energy absolutely matches that brand. Congratulations on this milestone, and I know everyone will be watching closely to see what the next chapter brings.

Terri Zandhuis: Me too, honestly. Me too.

The Experiences That Shaped Terri Zandhuis as a Leader

Amy Pack: When you look back across your career, what moment or decision most shaped you into the leader you are today?

Terri Zandhuis: I don’t think it was a single moment — it was really a tale of two cities. The experiences that had the deepest impact on me were the people I worked for. And in most cases, I was genuinely fortunate to have extraordinary bosses, mentors, and sponsors. But I also had one experience with a truly difficult boss — and both were equally formative. When you work for a leader who creates psychological safety, gives you clarity and context, offers real feedback, and genuinely invests in bringing out your best — that becomes the standard you aspire to. You see what’s possible when leadership is done well. And when you experience the opposite — no air cover, constant second-guessing, a culture of uncertainty — it teaches you something equally valuable about what you never want to create for someone else. I have spent my career trying to emulate the former: building teams where people do their best work, grow as leaders, and trust that someone has their back. And honestly, the most rewarding part is that as your team rises, you learn as much from them as they learn from you.

Owning Your Seat at the Table: Confidence, Context, and Earning It Every Day

Amy Pack: Was there a point in your career when you had to consciously stop waiting for permission and simply own your seat at the table?

Terri Zandhuis: It’s something I’ve thought about a lot. When you’re first invited to the table, you have what I’d call positional authority — but that lasts for a very short window. What sustains your presence is how quickly you earn it. That means getting your voice in the room with clarity and conviction. It means being honest about what you don’t know while actively seeking to understand. And critically, it means showing up as if you already belong — because you were invited for a reason. I think women in particular can fall into the trap of self-categorizing as ‘still learning’ when the situation actually calls for leading with confidence and asking questions from a position of strength rather than deference. You’ve earned the seat. Own it. And then do the daily work of making sure you stay worthy of it — staying relevant, staying curious, and staying connected to what the organization is trying to achieve.

Amy Pack: They saw something in you. So like you said — own it, and then keep earning it.

Terri Zandhuis: Exactly. Own it first. Earn it every day after.

Building People, Not Just Driving Results: The Three A’s of Leadership

Amy Pack: You’ve been exceptional at developing people throughout your career. How do you think about your responsibility as a leader when it comes to building others, not just delivering results?

Terri Zandhuis: This is something I feel deeply about, and it connects directly to the kind of leaders I was fortunate to learn from. Early in a career, success is about what you personally accomplish. But as you grow and lead broader teams, it becomes clear very quickly that your job is to make the people around you successful. I think about this through what I call my three A’s. The first is Accessibility — and that doesn’t just mean being available or returning calls. It means giving people genuine access to context: what are we trying to solve for, why does it matter, and what’s the landscape we’re operating in? The second is Autonomy — trusting your team with the tools, the development, and the latitude to actually do the work and grow through it. And the third is Air Cover — having the backs of your people. That doesn’t mean shielding them from hard feedback. It means they know you’ve invested in setting them up for success, and that you’re in their corner when it counts. When you do all three consistently, you create an environment where people do their best work. And the most rewarding moment of my career? Watching someone I hired five years ago step into my role as my successor. There’s no better way to leave an organization.

Amy Pack: That really does say everything. And the teams and individuals who have worked for you reflect exactly that. So what advice would you give to a woman who’s been handed an opportunity to step into a bigger role?

Terri Zandhuis: Say yes — and then step in fully. Acknowledge the learning curve, but don’t let it be your lead. Women often carry a disproportionate share of imposter syndrome, and while I think it’s worth sitting with that feeling and understanding it, it shouldn’t be what holds you back. Lead with assurance. Build your support system quickly — find the people inside and outside the organization who are genuinely committed to your success, who will challenge you and tell you what you need to hear rather than what you want to hear. Be a great student. Seek out people who know more than you in the areas where you have gaps. And remember that showing up with confidence and showing up with humility are not mutually exclusive — the best leaders do both at the same time.

The Leadership Belief Every High-Achiever Has to Unlearn

Amy Pack: What’s one belief about leadership that you held early in your career that you eventually had to unlearn?

Terri Zandhuis: The belief that you always have to have all the answers. It’s incredibly pervasive, especially among high-performers and people who’ve been rewarded their whole careers for being the one with the answer in the room. But what I’ve found is that the willingness to be visibly vulnerable — to say ‘I don’t know, but here’s how I’m going to find out’ — is actually disarming in the best way. It makes you more human. And counterintuitively, it inspires more confidence and trust in the people around you than projecting false certainty ever would. Surrounding yourself with people who have the answers you don’t have isn’t a sign of weakness. It’s how strong leaders are built.

Amy Pack: I had almost this exact conversation earlier today. You can’t have all the answers in every room. And being willing to admit that doesn’t cost you credibility — it builds it. Vulnerability, done well, earns respect.

Terri Zandhuis: Completely. And connected to that — one of the most valuable things I’ve built over my career is what I think of as a personal board of directors. Not cheerleaders. People who are willing to tell you what you need to hear, not just what you want to hear. People who challenge you, support you through the hard moments, and give you a genuinely safe space to think out loud and be real. For me, that’s included a lot of high-powered, remarkable women — but also trusted male allies and advisors. Diversity of perspective in that inner circle matters enormously.

Amy Pack: Have the variety. Have the people who keep it real.

Terri Zandhuis: Exactly. Those are the relationships that sustain you.

The Bold Career Move That Changed Everything

Amy Pack: You’ve worked for incredible brands and done remarkable things across your career. What was the single boldest move you made that you believe truly changed your trajectory?

Terri Zandhuis: After about 12 years in Charlotte and 10 years at one of the most respected financial institutions in the country, I had the opportunity to take a Head of HR role for a division of a company just outside Philadelphia. They had made a significant acquisition and needed someone to lead the people function through that transition. And I had to genuinely wrestle with it — because I was comfortable. I loved what I was doing. I had built something meaningful. But I also knew that if I didn’t move at that moment, I might never move. So my husband and I made the decision together as a family: two careers, three kids, some fish and a couple of dogs — yes, including the fish — relocated to Villanova, Pennsylvania. We left family, close friends, everything familiar. And the first six months were humbling in a way I didn’t fully anticipate. I had been part of an exceptional, well-resourced machine for a decade. I had developed an incredible toolkit. What I hadn’t realized was how much of my work had been operating within an already-built system versus building from scratch. This new role required original thinking, architectural decisions, and a level of ambiguity I hadn’t had in years. It was hard. It was also the most formative professional experience of my career. We rebuilt the team, drove meaningful cultural transformation, and I came away with capabilities I never would have developed otherwise. And I never would have had the opportunity that eventually brought me to Krispy Kreme if I hadn’t taken that risk first. Big personal move, significant professional risk — and it unlocked everything that followed.

Amy Pack: And you came back to Charlotte, which wasn’t even the plan.

Terri Zandhuis: Not at all — we genuinely thought we were leaving for good. Coming back was a gift. And I’ll say this: leaving gave me something I couldn’t have gotten any other way. You don’t fully appreciate what you have until you’ve had to rebuild it somewhere new. We came back with a much deeper sense of what this city and these relationships mean to us. After 25 years here — with that one exception — Charlotte is absolutely home.

What Meaningful Success Looks Like Beyond Title and Achievement

Amy Pack: As you look ahead to this next chapter — the lowercase R, as you called it — what does meaningful success look like now that it’s no longer defined by title or organizational achievement?

Terri Zandhuis: A few things. First, leaving well. Being able to hand the reins to a successor I helped develop, with an organization and a team that is genuinely positioned to thrive — that’s not something every leader gets the privilege of doing intentionally, and I’m deeply grateful for it. Second, the relationships. Over 35 years across multiple companies, some of the most meaningful things in my life are the people who are still in it — not as colleagues anymore, but as friends. The fact that those relationships have endured through career transitions, personal ups and downs, and every kind of change imaginable tells me something important about what actually matters. And third, the opportunity to use this experience in new ways — non-profit board work, mentoring, and frankly, the luxury of being able to choose what comes next rather than having it chosen for me. I’m someone who is genuinely energized by contribution and connection. I don’t see myself sitting still. But I’m looking forward to figuring out what that looks like on my own terms.

Amy Pack: I cannot picture you sitting idle. And on the mentoring piece — that topic comes up constantly right now, and for good reason. The young professionals entering the workforce today are navigating more complexity and adversity than I’ve seen in my 35 years. The challenge of building real professional experience, relationships, and cultural instincts in a largely virtual world is one I don’t think we’ve fully reckoned with yet.

Terri Zandhuis: I share that concern deeply. Those of us who came up in offices — with mentors in the hallway, informal culture to absorb, relationships built through proximity — often don’t fully recognize the invisible scaffolding that shaped us. For people who entered the workforce in a fully virtual environment, that scaffolding simply wasn’t there. The missed opportunities are real, even if they’re hard to quantify. My strong encouragement to anyone early in their career: if there is an opportunity to find a mentor, join a resource group, participate in a cross-functional project, or simply be present in a room with people who have experience you don’t — take it. The compounding value of those experiences over time is enormous. And the same goes for networking. We saw it collapse during the pandemic and recover slowly. Even now, in 2026, it requires real intentionality. The people who wait until they’re in a moment of urgency — a job loss, a relocation, a pivot — to start building those relationships find that the muscle isn’t there when they need it most. Build it now, while the stakes are low.

Amy Pack: That’s such an important point. Networking built out of desperation feels different and shows up differently than networking built from a genuine place of connection and curiosity. Build the relationships before you need them.

Terri Zandhuis: Exactly. It’s the difference between authentic connection and transactional outreach — and people feel that difference immediately.

Closing Remarks

Amy Pack: Terri, thank you so much for sharing your journey so openly today. Your story is a reminder that great leadership isn’t about having all the answers, accumulating titles, or staying comfortable — it’s about building people, taking bold risks, staying curious, and leaving things better than you found them. Anyone who has had the chance to work with you, alongside you, or for you is genuinely fortunate. I appreciate you, I’ve loved getting to know you and your family over the years, and I cannot wait to see what the next chapter looks like.

Terri Zandhuis: Amy, you are a perfect example of a colleague who becomes a friend — and that means everything. Thank you for this conversation and for everything AccruePartners does to champion these kinds of connections. I’m grateful.

Amy Pack: Thank you, Terri. We’ll be watching.

The Future of Hiring: Where AI Ends and Leadership Begins

Wed, 04 Mar 2026 13:56:11 GMT

In this episode of Building People, Companies, and Careers, Ben Brandon, EVP of Client Success at AccruePartners, sits down with Nathan Sloan, Principal at Deloitte, to explore how AI is transforming hiring, HR, and workforce strategy — and where human leadership must remain central.

Podcast Transcript | Brought to You by AccruePartners

Episode: AI, Workforce Planning & the Skills-Based Organization — What Leaders Need to Know Now

Key Takeaways

In this episode of Building People, Companies, and Careers, host Ben Brandon sits down with Nathan Sloan, Principal at Deloitte, to explore how AI is reshaping work design, why workforce planning needs a strategic overhaul, and what it really means to build a skills-based organization. Here’s what you’ll take away:

The biggest AI mistake companies are making — Running disconnected pilots without a clear framework for how AI will actually redesign work. The real opportunity isn’t headcount reduction, it’s using AI to help people do their jobs better and more sustainably.
Why workforce planning must evolve beyond headcount. Strategic workforce planning means looking at capabilities, work design, and even AI agents, not just how many people you have. Organizations that only look backwards at current-state headcount are already behind.
How to build talent athleticism without burning people out. Adaptability doesn’t mean constant exhaustion. The best organizations build in cycles of training, performance, and recovery, and embed agility into how they measure and develop their people.
What separates serious skills-based organizations from those just changing labels? Building a skills inventory is only the first step. Organizations that are truly committed embed skills into hiring, learning, performance management, workforce planning, and internal mobility, not just a technology platform.
Where AI adds genuine value in hiring — and where humans must stay in control — AI has a clear role in summarizing notes, screening, and supporting hiring managers. But humans must remain accountable for final decisions, and the candidate experience should never be sacrificed for automation efficiency.
The hidden danger of eliminating entry-level hiring — If AI reduces the need for junior roles, organizations must ask: how do we develop the next generation of leaders? Skipping foundational experience creates a capability gap that can’t be solved by technology alone.
The single most important investment for CEOs right now — Work redesign. Not more AI pilots — but partnering with functional leaders to fundamentally rethink how work is structured in an AI-enabled environment. HR has a critical and largely untapped role to play in leading this effort.

Episode Guests & Host

Host: Ben Brandon — AccruePartners

Guest: Nathan Sloan — Principal, Human Capital Consulting, Deloitte

Introduction

Ben Brandon: Welcome back to Building People, Companies, and Careers, brought to you by AccruePartners. I’m your host, Ben Brandon. Here at AccruePartners, we’re passionate about connecting with clients, candidates, consultants, and thought leaders who are shaping the business landscape — not just here in Charlotte, but across the Carolinas. Today, we’re thrilled to welcome Nathan Sloan, Principal at Deloitte. Nathan, we’re glad to have you here, and we’re excited to get into your perspective on today’s HR trends, talent strategy, and how organizations can prepare for what’s next in the world of work.

Ben Brandon: Let’s start where we always do. Tell me about yourself.

Nathan Sloan: Happy to be here, Ben — and thanks for the invitation back. We have a great partnership, and I always enjoy these conversations. As you mentioned, I’m a Principal at Deloitte, which means wearing a lot of different hats. I sit in our Human Capital consulting practice and work with clients on talent and organizational strategy. Internally, I also lead efforts around how we think about talent management horizontally across the practice — looking at the skills our professionals have versus where they’re deployed, and helping us pilot new approaches to how we staff and develop our people. So I get to live this topic from both a client-facing and internal perspective, which I find incredibly valuable.

What Leaders Are Getting Wrong About AI in the Workplace

Ben Brandon: AI is the topic everyone is talking about right now. From your vantage point, working with major organizations, what are leaders getting most wrong about it — and what should they be paying closer attention to?

Nathan Sloan: It’s absolutely the dominant conversation right now. And honestly, the biggest challenge I see is what I’d call pilot-itis — organizations running a large number of disconnected AI pilots without a clear understanding of how AI is actually going to change the way work gets done. There’s real pressure from external stakeholders and shareholders to show how AI improves the bottom line, and that often translates into a blunt question: how many people can we replace? But what we’ve seen drive more meaningful outcomes is when organizations take the time to understand how AI, paired with their people, can make those people more effective — not just faster, but genuinely better at their work. When you skip that step and simply demand more output because AI tools are available, you create stress in the system, erode trust with your employees, and risk burnout and disengagement. HR has a real opportunity here — almost like work design engineers — to help organizations map how roles and responsibilities need to shift in the face of AI, rather than just absorbing AI on top of an already full workload.

Ben Brandon: That resonates. We see it even at AccruePartners — how quickly our own use of AI has evolved from when we first started experimenting to where we are today. The pace of change is remarkable, and you really do have to stay engaged with it, invest in the right areas, and keep learning. One thing I’d add is that encouraging employees to experiment on their own — to find places where AI can help them with everyday tasks they’d normally do manually — goes a long way in building that early adopter mindset.

Nathan Sloan: Exactly right. Building that culture of experimentation from the bottom up, while leaders set the strategic direction from the top, is the combination that actually drives meaningful adoption.

How Workforce Planning Must Evolve at the Executive Level

Ben Brandon: When roles and skills are changing faster than most annual planning cycles can keep up with, how does workforce planning need to change at the executive level?

Nathan Sloan: This is a conversation we were literally having internally just yesterday. Historically, many organizations still treat workforce planning as a backwards-looking exercise — primarily headcount planning focused on current-state operations. Strategic workforce planning is fundamentally different. It’s about looking ahead at capabilities, work design, and increasingly at agents — how do you plan for AI agents as part of your workforce? Most organizations aren’t thinking about that yet, and it represents a significant planning gap. The other critical piece is bringing in external data. Organizations tend to rely heavily on their own internal information, but skills and capabilities are evolving so rapidly that you need external signals — platforms that can tell you what skills are being hired for in the market right now — to make your planning relevant. Some of the most interesting tools we’re seeing are ones that started in org design and visualization and have now expanded into workforce planning capabilities, connecting those two disciplines in a meaningful way.

Ben Brandon: That’s a great point. I remember the first time I heard AI agents discussed seriously was at one of our HR Power Breakfasts about a year ago — and now it’s one of the most common topics I hear from clients. The speed at which these concepts move from emerging idea to mainstream business priority is striking.

How Leaders Can Help Teams Prioritize Instead of Just Piling More On

Ben Brandon: AI is supposed to make us more productive — but in practice, it often just raises expectations. How can leaders actually help their teams prioritize and manage capacity rather than simply adding more to their plates?

Nathan Sloan: The pinch point tends to be at the manager level, and that’s where we’ve seen the most successful companies invest. Building manager capability around setting realistic expectations — and modeling the intentional integration of AI into their own work — is essential. But there’s another piece that gets overlooked: creating an explicit list of things you can stop doing. Most managers and employees default to ‘here’s what I can do more of with AI,’ without ever asking, ‘what can I pause, stop, or do differently so I’m not just adding to an already full workload?’ That discipline — identifying what to stop alongside what to start — is what separates organizations that use AI to create capacity from those that just use it to create more demand.

Ben Brandon: And I think there’s a natural evolution of the role itself that leaders need to help people navigate. If someone’s job has been largely transactional, AI doesn’t just make them faster at that transaction — it opens the door for the role to evolve toward more analysis, judgment, and strategic contribution. That’s actually an opportunity if it’s framed and supported the right way.

Nathan Sloan: Absolutely. The framing matters enormously.

Talent Athleticism and Adaptability: What It Looks Like in Practice

Ben Brandon: Something I’ve been hearing more about lately is the concept of talent, athleticism, and adaptability. What does that actually look like day to day, and how do companies build it without burning their people out?

Nathan Sloan: At Deloitte, we think a lot about this — we call it hiring for best athletes, meaning people who can truly adapt their skills, frame problems, and apply judgment across different contexts. Those core human skills — critical thinking, problem framing, communication — become more valuable, not less, as AI handles more routine tasks. But building a genuinely adaptable workforce also requires setting clear and realistic guardrails around mobility, expectations, and development. Some of our clients are even rethinking performance management to reward agility and proactive self-development — not just output. And the sports analogy is an important one here: elite athletes don’t sprint twenty-four/seven. They train, they perform, and they recover. Organizations that build intentional cycles of all three — throughout the day, throughout the week, throughout the year — will drive much greater sustainability, engagement, and retention. Adaptability cannot mean constant exhaustion. If your people are perpetually in reactive mode, you’ll lose them.

Ben Brandon: That’s a really important point for both the clients and candidates who tune in to this show. This mindset around adaptability needs to show up in the interview process too — how do you build questions that surface someone’s ability to navigate ambiguity, embrace change, and evolve alongside a role that AI might reshape significantly in the next year or two?

Nathan Sloan: Great point. And on the candidate side — think about the stories you can tell that demonstrate how you’ve adapted to shifts in technology, scope, or structure. That’s increasingly what employers are screening for.

What Makes a Skills-Based Organization Real vs. Just Relabeling

Ben Brandon: A lot of companies say they’re becoming skills-based organizations. I’ve even worked with a large company here in Charlotte that was going through that transformation — and it was clearly a heavy lift. From your experience, what tells you a company is genuinely serious about this versus just changing the labels on existing processes?

Nathan Sloan: The most common pattern we see is organizations that invest in building a skills inventory and a technology platform — but then that inventory just sits there. It’s not actually driving decisions. A truly skills-based organization treats skills as a system-level operating model. That means embedding skills into hiring criteria, learning and development, performance management, workforce planning, and internal mobility. All of those processes need to reflect skills-based logic, not just the HR team’s internal dashboard. And when you do it well, it creates a real talent marketplace — where internal movement is driven by skills and potential rather than just tenure or org chart position. That’s when it becomes a genuine retention and development tool, not just a framework on paper.

Ben Brandon: That’s a compelling vision — especially for large organizations where talented people may be underemployed in their current roles. Building out a skills inventory and genuinely acting on it gives those people a pathway to grow within the organization rather than leaving to find it elsewhere. And removing degree requirements as a proxy for capability is a big part of that, too.

Nathan Sloan: Exactly. Skills-based hiring is gaining real traction — and increasingly, the question isn’t whether you have a four-year degree, but whether you have the skills required to do the work. Embedding that into the talent lifecycle — including learning in the flow of work and rewarding skills acquisition — signals that you’re truly serious about it.

Where AI Adds Genuine Value in Hiring — and Where Humans Must Stay in Control

Ben Brandon: Let’s bring AI back into the conversation, specifically around hiring. AI is playing a growing role in everything from screening to assessments. Where does it genuinely add value, and where do you believe humans still need to be firmly in the loop?

Nathan Sloan: Hiring was actually one of the first HR processes where AI started to gain real traction — summarizing interview notes, reviewing candidate materials, supporting hiring managers with structured data. There’s a useful maturity model here: AI-assisted, AI-augmented, and AI-driven decisions. The real opportunity is in the first two. Humans should remain accountable for the decisions themselves, with AI providing better information and reducing manual burden. Where it gets risky is when AI starts owning the candidate experience directly. If a candidate’s first meaningful interaction with your organization is with an AI tool rather than a person, that has real implications for how your employer brand is perceived. Getting that balance right is critical.

Ben Brandon: I’ve seen this play out with some of our clients — organizations that have invested in AI-powered hiring tools designed for high-volume, field-based roles, but then tried to apply them across all corporate functions. The business gets told it’s ‘AI-powered hiring,’ but talent acquisition teams know the candidate flow isn’t right for professional roles, and they feel locked in because the tool has already been procured. There’s a real risk of misapplication when procurement decisions outpace operational understanding of where AI actually fits.

Nathan Sloan: That’s a very fair observation — and a trap many organizations fall into. The answer is always to map the actual process first: where can AI add value, where does it create risk, and what’s the impact on the human experience at each step? That analysis has to come before the technology decision, not after.

The Single Most Important Workforce Investment for CEOs Right Now

Ben Brandon: If you were advising a CEO today, what’s the single most important workforce capability they need to invest in over the next few years to stay competitive?

Nathan Sloan: Work redesign. That would be my answer. Not more AI pilots — but sitting down with functional leaders and genuinely rethinking how work is structured in an AI-enabled environment. Most organizations don’t have that capability internally today, and it’s a place where HR can step up in a powerful way. We’ve always done job architecture and job design — this is the next level: work design, at the task level, with AI as a core variable. The organizations that get ahead of this will have a meaningful competitive advantage. And I’d add one more thought: be careful about assuming you no longer need entry-level talent. AI may reduce certain junior workloads, but if you stop hiring people into foundational roles, you create an experience gap that can’t be solved by technology. How do you develop your next generation of managers and leaders if they never had the chance to do the work that builds those instincts?

Ben Brandon: That hits close to home. I started my career in public accounting, and I watched a lot of first-year work get offshored to global delivery centers for cost reasons. And I kept asking — how do you become a second-year associate if you never did the first-year work? The Big Four have incredible training programs that offset some of that, but the principle holds. You have to develop talent for the jobs of today and the jobs AI will create tomorrow. And there are projections out there suggesting AI will generate dozens of entirely new job categories — roles that don’t even exist yet. So we’re preparing people for a future we can only partially see.

Nathan Sloan: And that’s actually the real opportunity — especially in professional services. The emergence of AI-driven roles will create more demand for the kind of advisory, strategic, and human-judgment work that we do. The challenge is helping people — including students and early-career professionals — understand that the path forward is still very much worth pursuing.

Closing Remarks & Upcoming Events

Ben Brandon: Nathan, this has been a fantastic conversation — thank you for sharing such thoughtful, real-world perspectives on AI, workforce strategy, talent development, and the future of work. These are exactly the kinds of conversations our clients and candidates need to be having right now. Before we wrap up, I want to give a quick but important plug: Nathan and I will be together again very soon. I’m excited to announce our 2026 AccruePartners and Deloitte HR Power Breakfast, taking place on February 26th. Nathan will return as our moderator, and we’ll have a fantastic panel of practitioners who are navigating these exact challenges every day — including Meredith Monz, CHRO at Scout Motors; Ana O’Meara, CHRO at Miller Environmental Group; Andy, SVP and Head of Talent and Employee Experience at Lincoln Financial; and Corey Pollen, Head of the Employment Law Team at CRC Group. It’s going to be a candid, high-value conversation with leaders who are in the arena. We’ve already had such strong interest that we’re moving to a larger space upstairs. Nathan, this will be your third time joining us — we are genuinely grateful for this partnership. And to everyone listening, thank you for tuning in. We’ll see you next time on Building People, Companies, and Careers.

Nathan Sloan: Thanks, Ben. Really enjoyed it. See you on the 26th.

Ben Brandon: Absolutely.

The Anatomy of a Compensation Package

Thu, 19 Feb 2026 18:49:58 GMT

Compensation continually lands at the top of job candidates’ desires regarding their careers. A 2022 Gallup poll found that 64% of employees said “a significant increase in income or benefits” was very important when considering a job with a different organization.

That’s why compensation means so much when candidates evaluate job offers. Here’s what a great compensation package looks like to make an employer stand out to a candidate.

Job Interview Prep Guide

Thu, 19 Feb 2026 18:34:47 GMT

Download your copy of the Interview Preparation Guide

Thanks to your winning resume, and the way AccruePartners has presented your abilities to a prospective employer, you’ve been asked to interview with a company.

Are you prepared?

You may think you are, but one of the best ways to separate yourself from your competition for a position is to be prepared for anything that may come your way during the interview process. The information in this Interview Prep packet is designed to help you understand exactly what you need to do to maximize your chances of receiving an offer.

How HR Should Transform the Talent Acquisition Process to Meet Candidate Demands

Thu, 19 Feb 2026 14:34:49 GMT

See how HR can modernize talent acquisition to meet candidate expectations and build a faster, fairer recruiting process.

2026 Salary Guide

Fri, 13 Feb 2026 19:35:29 GMT

Compensation benchmarks, talent intelligence and market insights.

Whether you’re building the next great team or planning the next step in your career, the Salary Guide equips you with the insights, clarity, and salary data you need to move forward with confidence.

Inside this year's salary guide you'll find:

Compensation benchmarks for key job functions
Talent intelligence to help leaders evaluate team structure & strategy
Job market trends to educate candidates assessing their career journey

The 2026 Salary Guide reflects what AccruePartners does best. Providing talent intelligence and insight to ensure our clients’ and candidates’ continued success.

Download this resource for data, trends, and insights from Accrue experts in:

Accounting & Finance
Information Technology
Human Resources
Corporate Operations
Marketing, Digital & Creative
Project Consulting Solutions

Creating a Strategic PMO

Thu, 12 Feb 2026 19:19:11 GMT

How to Create a Strategic PMO & Overcome Common Challenges

Many organizations face project overload, shifting priorities, and inconsistent execution—signs of a PMO stuck in tactics. A Strategic PMO transforms these challenges into opportunities, bridging the gap between vision and results.

Shifting the Mindset From Tactical to Strategic

Success requires more than templates and governance. It takes executive sponsorship, clear strategic alignment, and purposeful execution. This whitepaper outlines the building blocks of a high-impact PMO, practical ways to overcome resistance and data gaps, and proven methods to keep pace with business needs.

The outcome: a PMO that’s not just relevant, but indispensable.

AccruePartners Wins ClearlyRated’s 2026 Best of Staffing Client and Talent Platinum Awards for Service Excellence

Tue, 03 Feb 2026 12:52:00 GMT

The 13-Year Platinum award is a truly remarkable service milestone for Best of Staffing firms and deserves to be celebrated.

AccruePartners is proud to announce that it has won the Best of Staffing Client and Talent Awards for providing superior service to its clients and candidates for 13 consecutive years. ClearlyRated's Best of Staffing® Award winners have proven to be industry leaders in service quality based entirely on ratings provided by their clients and candidates. Winners who earned the Platinum award distinction have won the Best of Staffing Award for at least 10 consecutive years, consistently earning industry-leading satisfaction scores from their clients and talent. Of those firms that participated in the Best of Staffing program in 2025, less than 24% have earned the 10-Year Platinum award for both Client and Talent Satisfaction.

AccruePartners’ 2026 survey results include:

Receiving client satisfaction scores of 9 or 10 out of 10 from 92.1% of respondents, significantly higher than the industry’s average of 55%.
Receiving candidate satisfaction scores of 9 or 10 out of 10 from 73.9%, higher than the industry’s average of 50%.

“Earning the Best of Staffing Client and Talent awards for 13 consecutive years is an incredible honor because it reflects the voices of the people we work alongside every day,” said Co-Founders Amy Pack and Patty Comer. “Our clients and candidates deserve the highest standard of service, and their feedback is what drives us to evolve, improve, and deliver high-impact talent advisory and workforce solutions year after year.” "It’s an honor to introduce the 2026 Best of Staffing award winners," said Baker Nanduru, CEO of ClearlyRated.

"These companies keep client experience front and center, pushing the envelope in innovative service approaches. Their work is shaping the future of staffing and recruiting, and it's a privilege to recognize their achievements. Congratulations to all!"

About AccruePartners

AccruePartners is the Carolinas’ leading talent advisory and workforce solutions partner. For more than 20 years, we’ve built people, companies, and careers through deep market and talent intelligence, strong relationships, and precision in search, interim talent, and project solutions. Our talent experts provide experience in Accounting & Finance, HR, IT, Marketing, Digital & Creative, Corporate Operations, and Financial Services.

About ClearlyRated

ClearlyRated is the leading CX platform designed specifically for professional services firms. We help firms leverage the Net Promoter® Score survey methodology to gain deep insights, identify strengths and weaknesses, fuel data-driven action, build reputation and future-proof their organizations with third-party validation. Learn more at https://www.clearlyrated.com/solutions/ .

About Best of Staffing®

ClearlyRated's Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based entirely on ratings provided by their clients, placed talent, and internal employees. Award winners are showcased by city and area of expertise on ClearlyRated.com—an online business directory that helps buyers of professional services find service leaders and vet prospective firms with the help of validated client ratings and testimonials.

Accelerate The Impact of Your Leaders With a Leadership Onboarding & Integration Program

Wed, 07 Jan 2026 18:23:47 GMT

In this episode of Building People, Companies, and Careers, host Amy Noland Pack is joined by AccruePartners’ EVP of HR Advisory to introduce our Leadership Onboarding & Integration and Executive Coaching offering. Together, they discuss why intentional leadership integration is critical to accelerating impact, alignment, and long-term success, and how organizations can better support leaders from day one.

Podcast Transcript | Brought to You by AccruePartners

Episode: Leadership Integration & Onboarding Effectiveness — Why It's a Business Imperative

Key Takeaways

In this episode of Building People, Companies, and Careers, host Amy Pack sits down with Christopher Braswell, EVP of HR Advisory Solutions at AccruePartners, to explore why structured leadership onboarding and cultural integration are no longer optional — they’re a business imperative. Here’s what you’ll take away:

Why most leadership transitions fail in the first 6–9 months — and why it’s rarely about skills or competency. Up to 40% of new leaders fail to meet expectations within 18 months, primarily due to cultural misalignment and communication gaps.
The difference between traditional onboarding and true leadership integration — Traditional programs cover compliance and logistics. Effective integration adds role clarity, cultural norms, behavioral alignment, and decision-making context.
How behavioral assessments accelerate executive effectiveness — Data-informed analysis of both the leader’s behavioral style and the organization’s culture reveals real gaps — not just aspirational ones — so coaches can close them proactively.
The most common cultural missteps new leaders make — Misreading the pace of change, misunderstanding how decisions get made, and underestimating communication style differences are the leading causes of early leadership struggles.
Why integration coaching is different from career coaching — Integration coaching is focused exclusively on cultural fit and behavioral alignment — not career aspirations. It complements, not replaces, any existing coaching relationships.
When to start the integration process — Ideally, before day one, during the offer-to-start window. Anytime within the first 90 days still delivers meaningful value. Waiting until problems surface is the most expensive approach.
The real business cost of a failed leadership hire — Replacing a failed leadership hire can cost more than three times their annual salary, not counting stalled initiatives, team disruption, and lost momentum. Structured integration is the most cost-effective retention strategy available.

Episode Guests & Host

Host: Amy Pack — Host, AccruePartners

Guest: Christopher Braswell — EVP, HR Advisory Solutions, AccruePartners

Introduction

Amy Pack: Welcome back to Building People, Companies, and Careers, brought to you by AccruePartners. I'm your host, Amy Pack. AccruePartners is a workforce solutions provider that partners with organizations to identify top talent during periods of growth, change, and transformation. This episode is for HR leaders, hiring managers, and executives who want to protect and accelerate the performance of new leadership hires. Today, I'm joined by Christopher Braswell, EVP of HR Advisory Solutions here at AccruePartners. Chris leads our HR Advisory practice, which is focused on leadership onboarding, cultural integration, and executive effectiveness.

Amy Pack: Welcome, Chris.

Christopher Braswell: Thank you for having me. Happy to be here.

Christopher Braswell's Background in Talent & Leadership Development

Amy Pack: Chris, let's start there — can you share a little about your background and what drives your passion around leadership effectiveness, executive onboarding, and integration?

Christopher Braswell: I've been in this space for over thirty years now — which is a little humbling to say out loud! Throughout that time, I've worked with companies and individuals on career development, job transitions, and talent pipelining. One of the most consistent themes I've seen is that helping an organization find the right talent is only half the battle. The other half is ensuring that talent successfully integrates once they're in the door. That's really where my passion lies — helping new leaders land well and be set up to thrive from day one.

Why Leadership Transitions Fail in the First 6–9 Months

Amy Pack: HR isn't just an administrative function — it has a direct and measurable business impact, especially in how organizations onboard the talent they bring in. So let's dig into that. Why do so many leadership transitions break down in the first six to nine months, and how does a structured integration program make a difference?

Christopher Braswell: Great question. In my experience, most leadership transitions fail not because of capability gaps, but because of a lack of structured onboarding. Traditional onboarding tends to be very task-oriented — focused on compliance, systems access, and logistics. What gets left out are the more nuanced elements: cultural integration, understanding behavioral norms, decision-making styles, and communication expectations. Without that foundation, a new leader spends their first six to nine months trying to figure those things out on their own. That's where things break down. At AccruePartners, what we've built for our executive placements is a structured program that fills that gap — we provide behavioral assessments, evaluate the organizational culture, and then help bridge the distance between the two.

How New Leaders and Organizations Respond to Structured Integration

Amy Pack: When leaders and their organizations are first introduced to a structured integration program like this, what's the typical reaction?

Christopher Braswell: The reception is overwhelmingly positive, on both sides. Most HR leaders and hiring managers genuinely want their new hire to succeed — they understand how much time and effort went into identifying and recruiting that person. What often gets in the way isn't intent — it's time, competing priorities, and the absence of a defined program. When we introduce a structured approach, they're relieved and excited to have it. And the new leaders themselves respond well too, because they appreciate having data upfront. We tell them: we want you to walk in with your eyes wide open. We want you to understand the cultural norms, know where the landmines are, and know how to navigate them. Any leader who's been through a difficult onboarding experience responds very positively to that kind of preparation.

Traditional Executive Onboarding vs. True Leadership Integration: What's the Difference?

Amy Pack: Let's get specific. What is the difference between a traditional executive onboarding program and true leadership integration — and does that distinction actually matter?

Christopher Braswell: It absolutely matters. A traditional onboarding program is largely an HR administrative exercise — ensuring the new hire has system access, understands compliance requirements, and knows who to call for IT support. It may include some introductory meetings, but it rarely addresses the strategic, cultural, and behavioral dimensions of integration. Role clarity, cultural norms, decision-making styles, communication expectations — these are almost always missing. True leadership integration goes beyond the logistics. It's about giving the new leader a data-informed picture of both who they are and what the organization is. Our success profiles address exactly that: here's what you're getting from the traditional onboarding process, and here are the additional insights we're providing to help you succeed faster and with less friction.

Common Cultural Missteps New Leaders Make — and How to Prevent Them

Amy Pack: From your experience, what are the most common cultural missteps new leaders make, and how can organizations proactively get ahead of them?

Christopher Braswell: We're in a unique position to answer this because we work on both sides — we understand the company's culture and the role before we recruit, and then we're the first call a new leader makes when they have questions after joining. They're still building trust internally, so they're sometimes hesitant to ask certain things. The questions we get most often come down to: How does change happen here? What's the pace of change? How are decisions made — is it consensus-based, or top-down? What's the communication style? I experienced this personally when I joined TIA as an executive leader. Coming from a consulting background where we were accustomed to advising and driving direction, I underestimated how much more collaborative and consensus-driven the environment was. That's a very common misstep. And it's also almost never addressed in a standard onboarding program.

How Behavioral Assessments Accelerate Leader Alignment and Effectiveness

Amy Pack: Let's talk about behavioral assessments. How do they factor into the integration process, and how can they be used to accelerate alignment and effectiveness for a new leader?

Christopher Braswell: Think of it almost like a compatibility analysis. You have a new leader who comes in with natural tendencies around communication, decision-making, pace, and change management. And you have an organization with its own culture and behavioral patterns. Where behavioral assessments add real value is in converting aspiration into data. If you ask someone about their leadership style, they'll usually describe the leader they want to be. A behavioral assessment shows you the leader they actually are — how they're wired around decision-making, change, communication, and pace. We do the same on the organizational side with cultural assessments. Because we all know that what's written on the company values poster doesn't always reflect how leaders actually behave day-to-day. When we put both data sets side by side, we can clearly see the alignment, the gaps, and the opportunities — and we can coach the new leader on how to bridge them proactively.

Amy Pack: And they may be coming from an organization that operated very differently, so they're essentially building a new muscle.

Christopher Braswell: Exactly. New environment, new behaviors, new experiences. It takes intentional support.

The Critical Role of Executive Coaching in the First 6–9 Months

Amy Pack: What role does coaching play during the first six to nine months, and why is that window so critical?

Christopher Braswell: Coaching is essential — but the type of coaching matters enormously. We partner with coaches who are specifically trained to administer and interpret behavioral assessments and build coaching programs around cultural integration. That's a distinct skill set. As recruiters, we occupy an informed but untrained coaching role, which is exactly why we bring in certified professionals. As for why the six-to-nine-month window is so critical: research — including data cited by the Harvard Business Review — shows that up to 40% of new leaders fail to meet expectations or leave within their first eighteen months. And the primary driver isn't skill or competency — it's cultural fit. It's communication gaps. It's not understanding how to operate effectively within that specific organizational environment. These leaders had the job somewhere else before they joined. They have the skills. What they need is a guide for how to apply those skills successfully in the new context. If we're intentional about this from the start — rather than waiting until month six or nine when problems have already surfaced — we get ahead of that failure curve instead of chasing it.

Why Leadership Integration Is Now a Business Imperative, Not a Nice-to-Have

Amy Pack: For organizations that prioritize talent, why is leadership integration and effectiveness no longer optional — and why does it belong in the business case?

Christopher Braswell: The numbers speak for themselves. If up to 40% of new leaders fail to meet expectations, that's a significant operational disruption — and a significant financial one. Studies suggest that replacing a failed leadership hire can cost more than three times that person's annual salary, and that doesn't account for the strategic initiatives that stall or collapse during a leadership transition. The business case for structured integration is clear: the cost of doing it right is far smaller than the cost of doing it over. And the fix isn't complicated — it's simply being intentional about ensuring new leaders are equipped with the cultural understanding, behavioral data, and coaching support they need to integrate effectively from day one.

Amy Pack: The alternative is always more expensive.

Christopher Braswell: Always.

When Should Integration Work Begin — and Is It Ever Too Late?

Amy Pack: Ideally, you start this at the point of onboarding — but what if an organization misses that window? When is it still valuable to begin, and when does timing really matter?

Christopher Braswell: Ideally, we start before the leader's first day. Once they've signed an offer letter, that two-to-four-week window before they begin is the optimal time to initiate the integration work. That's when we deliver what we call a success profile — a document that outlines key stakeholder maps, priority areas, role clarity, and behavioral assessment results. We want them walking in with a full picture before they ever sit down at their new desk. That said, it's never truly too late. Anytime within the first 90 days is still highly valuable. They're still technically in the onboarding phase for the first six months or so. Every week you invest in this work during that early window builds a stronger foundation for retention, performance, and cultural fit. And those are exactly the factors that determine whether a leadership hire becomes a long-term success story — or a costly turnover statistic.

How Integration Coaching Works Alongside Internal Coaches and Personal Coaches

Amy Pack: One final question: how does this program complement organizations that already have internal coaches, or leaders who bring their own personal coaches?

Christopher Braswell: It's completely complementary — there's no conflict. Personal coaches and internal organizational coaches typically focus on career aspirations, individual development goals, and addressing specific performance or behavioral issues that have come up in someone's background. Our integration coaching is focused exclusively on one thing: cultural fit. These are the organization's behavioral norms. These are your behavioral tendencies. Here are the gaps. Here's how to close them so you can be effective and successful in this environment. It's a different lens entirely. We tell leaders: keep your coach. This isn't a replacement — it's a separate and distinct support layer. You can have someone supporting your career aspirations and someone helping you navigate the cultural landscape of your new organization simultaneously. Both serve you. Neither replaces the other.

Amy Pack: So you've got one coach working on your career, and one helping you navigate the cultural landmines of the new organization.

Christopher Braswell: That's exactly right. That's a great way to put it.

Closing Thoughts

Amy Pack: Chris, thank you for a really practical and insightful conversation. You've laid out a clear picture of what effective leadership onboarding and integration should look like — and more importantly, why it's not a luxury but a genuine business imperative. For our listeners: if your organization is investing in finding great talent, make sure you're also investing in helping that talent succeed once they arrive. The goal is to get them up to speed faster, embedded in the culture sooner, and driving impact as quickly as possible.

Amy Pack: Any final words for the audience, Chris?

Christopher Braswell: Just this: the most important thing is intentionality. You've invested significant time, energy, and resources in finding the right person. Now invest in helping them hit the ground running. Thank you for having me.

Rapid Fire: Getting to Know Christopher Braswell

Amy Pack: Let's close with some rapid-fire questions to give our listeners a sense of who you are outside of work. Favorite restaurant in Charlotte?

Christopher Braswell: For lunch — which is when I eat out most often — it's Cava at White Mountain, about ten minutes from our office. They see me almost every single day.

Amy Pack: No DoorDash for you?

Christopher Braswell: I don't trust DoorDash! I'd rather just go get it myself.

Amy Pack: What's your first career memory?

Christopher Braswell: My first job out of school was with Coopers & Lybrand — now PricewaterhouseCoopers. My very first client assignment was Sunoco Products Company in Hartsville, South Carolina. I remember making that drive multiple times a year. There weren't many hotel options in Hartsville at the time — we stayed at the Landmark Inn and ate at Shoney's for lunch and dinner every day we were on-site for the audit. Honestly? Great memories. Formative ones.

Amy Pack: What advice do you wish you had been given when you first started your career?

Christopher Braswell: Chill out — it's going to be okay. I tell this to early-career professionals all the time. Careers are not linear. I started college as a chemical engineering major, graduated with a degree in accounting, worked in accounting, and somehow ended up doing HR work. Nobody plans that path. But it all made sense in retrospect. The keys are intentionality, consistent hard work, and — above all — meeting people. Most of the best opportunities in my career came through relationships I had built along the way, often years before those opportunities appeared. So don't stress over the destination. Be intentional, do the work, meet as many people as you can. It'll be okay.

Amy Pack: That's a perfect note to end on. Chris, thank you so much for leading this important work at AccruePartners through HR Advisory — we're excited to see the impact it has for our clients and their people. And thank you to all of our listeners for joining us today on Building People, Companies, and Careers.

Christopher Braswell: Thank you. It was a pleasure.

Creating a Total Rewards Program That Actually Works: Utilization, Insight, and Strategy

Wed, 31 Dec 2025 18:24:02 GMT

In this episode of Building People, Companies, & Careers, we sit down with Jim Jensen, VP of Total Rewards at Krispy Kreme, to explore how Total Rewards is evolving in today’s workplace.

Jim shares how AI is impacting the total rewards landscape, why adaptability matters more than ever, how curiosity drives better outcomes, and why employees often underutilize their benefits.

He also explains how professionals can break into the field, even without a traditional HR background, particularly with skills and experience in audit and project management that translate well to total rewards.

We also discuss how leaders use market data and salary guides to make smarter compensation decisions in competitive markets like Charlotte.

Whether you’re a Total Rewards professional, HR leader, or exploring the field, this episode offers practical insight into the future of compensation and benefits.

Rethinking Recruitment in the Age of Apply-Anyway

Wed, 31 Dec 2025 11:38:49 GMT

Cut Through Application Overload and Find Top Talent Faster

Discover strategies to streamline your hiring process and overcome the challenges of today’s application-heavy landscape in the age of apply-anyway.

The hiring market has changed—more candidates are applying than ever before, but the challenge is finding the right fit. With a surge of unqualified applicants flooding inboxes, filling key roles quickly has become harder and more time-consuming.

At AccruePartners, we understand the pressure hiring managers face. That’s why we’ve developed essential strategies to help you cut through the noise and secure the best talent, faster.

Key Benefits:

Reduce time-to-hire by up to 50% with proven strategies and expert insights.
Understand how application overload affects your hiring costs and team productivity.
Discover how to filter unqualified candidates quickly and focus on the talent you need.

Ready to take control of your hiring process and tackle application overload?

 Fill out the form below to access our infographic and learn how to overcome recruitment challenges in the apply-anyways era.

How to Improve the Hiring Process to Avoid Quick Quitting

Wed, 31 Dec 2025 08:46:21 GMT

Download your FREE copy today!

First, there was quiet quitting, the phenomenon of current employees committed to doing the bare minimum at work. Now, we’ve entered the world of "quick quitting," where a third of new employees will quit within the first 3 months of starting their new role.

The short-tenure rate continues to rise, and quick quitting is becoming the go-to option for new employees as they encounter challenges and frustrations in their new roles. We’ve created this whitepaper to provide executable steps you can take to improve the hiring process, combat quick quitting, and improve new employee retention.

In this whitepaper you will learn how to use these tactics to combat quick quitting:

Transparency in the hiring process
Proactive communication
A strong pre-boarding process
New employee engagement during onboarding
And more

Building Better Teams with Data and Insight From the AccruePartners 2026 Salary Guide

Wed, 03 Dec 2025 18:27:17 GMT

Whistle Express CHRO Jill Mason joins us to explain how to turn the 2026 Salary Guide into a strategic decision-making tool. Discover how to assess your teams, identify critical roles, and plan smarter for 2026.

The True Cost of Delayed Hiring

Fri, 28 Nov 2025 11:44:54 GMT

Accelerating Responsiveness: The True Cost of Delayed Hiring

Slow hiring processes can deplete resources, reduce productivity, and increase the risk of losing top talent to competitors, which negatively impacts business growth and profitability.

Understanding the critical need to avoid delays in hiring is essential for the success of both short-term and long-term projects. Explore this infographic to learn more about the significant costs associated with prolonged hiring processes.

How Businesses Can Save by Hiring Contractors

Fri, 28 Nov 2025 08:48:34 GMT

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Today’s professional climate has seen an explosion of record-setting contract work, creating ripple effects throughout diverse industries. One of the significant effects of the pandemic has been professionals' growing desire to retain more control of their work schedules and work environments. That’s led many people to pursue more flexible positions as contractors.

You may not be aware of how contractors can help your business. Or, you might be hesitant to hire contractors for various reasons, with a potentially higher hourly or day rate being one of them. We’re here to dispel myths about contractors, specifically related to how much they cost your company when you work with them.

Download this whitepaper to learn more about:

The true cost of contract vs. full-time employees
Why contract roles are a cost-effective solution
How to add contractors to your hiring mix

Is Staying Put Holding You Back in Your Career?

Wed, 26 Nov 2025 21:08:00 GMT

Don't Let Comfort Limit Your Career Growth

Professionals today are staying in their roles longer than ever before. Many are choosing the perception of stability over the possibility of growth influenced by an uncertain economy, shifting business priorities, and a job market that can feel unpredictable.

At AccruePartners we understand why!

You’ve invested time, credibility, and dedication into your current organization. You’ve built trust, delivered results, and carved out a place where you feel confident. The thought of leaving and introducing change into a life that feels consistent can be unsettling.

But here’s the question worth asking: What if staying put is actually the bigger risk?

We talk with exceptional professionals every day who aren’t actively searching for a new opportunity, but yet they’re exactly the type of talent companies are competing to hire. These individuals, often referred to as passive candidates and high performers. They’re engaged and successful, but when compelling career opportunities arise, they hesitate.

Why? Because even the most accomplished people can be unsure whether now is the right time to make a change.

The truth is simple: Great opportunities rarely wait for when you feel perfectly ready.

Why Hesitation Happens

If you’re wrestling with the idea of change, you’re far from alone.

You may worry about jeopardizing the momentum you’ve worked so hard to build. Or you may associate change with instability, while your current role feels predictable and even comfortable.

But comfort can quietly cap your growth.

While stability matters, staying in the same place for too long can limit your exposure to new technologies, new challenges, new industries, and leaders who could elevate your career to an entirely new level. Exploring a new opportunity or even just having the conversation carries far less risk than many professionals think. Speaking with a recruiter or meeting with an employer doesn’t commit you to anything. What it does give you is clarity, insight, and a chance to expand your network strategically.

What the Talent Market Is Really Saying

Even in a cautious hiring environment, the demand for standout talent remains strong.

Forward-thinking companies are actively investing in professionals who can innovate, lead, and influence meaningful change. They offer flexible work options, competitive compensation, creative perks, and professional development programs that demonstrate real commitment to their people.

Opportunities are out there, and you may be more in demand than you realize.

Evaluating the True Risk of a Career Change

After years of guiding top talent through career transitions, our Talent Partners have seen a consistent pattern:

The fear of change is almost always greater than the risk of making a strategic move.

Before closing the door on a new possibility, ask yourself:

Am I continuing to grow in my current role/company?
Is this role preparing me for where I want to be in the next 3–5 years?
If the right company aligned with my values and lifestyle, would I be open to hearing more?

If your answer to any of these questions is even “maybe,” then a conversation is worth having.

A Trusted Talent Partner in Your Corner

A career transition is one of the most meaningful decisions you can make, and it shouldn’t be navigated alone.

AccruePartners' Talent Partners serves as advisors, advocates, and industry experts. We offer transparency, market insight, and personalized guidance so you can make informed, confident decisions. Our candidates build long-term relationships with us because they know we have one priority: their best interest.

We’ve supported countless professionals who once stood exactly where you are in being uncertain, curious, maybe even hesitant, and helped them step into roles that reignited their purpose and accelerated their careers.

Don’t Let Comfort Be the Thing That Holds You Back

It’s completely natural to value stability. But don’t let it prevent you from pursuing growth, possibility, and a career that excites you again.

Even if you’re not actively looking, a simple, confidential conversation with a trusted recruiter can open your eyes to what’s possible.

Because sometimes, the opportunity that feels like a risk t urns out to be the best decision you ever make.

Ready to explore what’s next — confidentially and on your terms?

Connect with an AccruePartners Talent Partner today. Your future might be closer than you think.

3 Project Solutions Pitfalls & How To Avoid Them

Fri, 31 Oct 2025 11:47:28 GMT

Did you know? An estimated 70% of all business projects fail, and 55% of project managers cite overrun budget as the project failure reason.

As an expert in project solutions, our AccruePartners team knows which pitfalls to avoid to help our clients make their short- and long-term projects a success. In this infographic, learn about project risks to be aware of, and get tips for how to mitigate them.

Why Your Talent Acquisition Strategy is Failing

Thu, 30 Oct 2025 08:56:49 GMT

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The one constant in the business world is the need for top-tier talent. No matter how much automation your business achieves, talent will drive your mission statement and your short- and long-term strategy into the future. Without a developed strategy for talent acquisition, you will find yourself allowing other companies to achieve a competitive advantage.

Download this whitepaper to learn:

How to navigate the competitive hiring environment
What causes a talent acquisition strategy to fail
Effective talent acquisition strategies
And more

From Quiet Contributor to Confident Leader

Wed, 29 Oct 2025 18:27:14 GMT

In this episode of Building People, Companies & Careers, Brianna Anderson, Director of Business Operations & Performance at AccruePartners, shares her leadership journey, from quiet contributor to confident leader. Through curiosity, collaboration, and continuous growth, she discusses how company culture, mentorship, and learning new skills have shaped her career.

Tune in for insights on career growth, leadership development, and what it truly means to build people, companies, and careers.

The Real Cost of Open Roles

Mon, 27 Oct 2025 17:18:00 GMT

Why 30, 60, and 90 Day Vacancies Matter More Than You Think

When a key role sits open for weeks, or worse, months, it’s not just an empty seat. It’s lost time, momentum, and opportunity.

The challenge isn’t awareness, it’s priority. Too often, the true business cost of an open role gets lost behind competing agendas. Whether it’s a finance leader, an IT project manager, or a key HR business partner, those 30, 60, or 90 days can take a toll on your operations, your team, and your bottom line.

Here’s a look at the risk created by unfilled roles and the business areas impacted most, and a strategic staffing solution that is often underutilized.

Operations Take the Hit First

When a key role stays open, everyone feels it.
Teams get stretched thin. The work doesn’t disappear but instead gets divided amongst the remaining team. Before long, the quality of work suffers because people are overburdened.
Processes slow down. Without the right person in the role, key decisions are shelved, approvals lag, and accountability is lost.
Focus shifts. Leaders spend more time covering gaps than guiding their own teams.

By the time you hit the 60-day mark, workarounds have become the new normal, and temporary fixes can’t sustain performance or morale.

Innovation Stalls and Opportunities are Missed

The danger of an open role isn’t just what’s left undone — it’s what never gets started.
Projects lose momentum. What is the impact of a delayed product launch, a stalled technology rollout, or a paused strategic initiative?
Collaboration fades. Many key roles serve as a connection point across departments. When that person is missing, collaboration declines, and silos can emerge.
Competitors catch up. While you’re waiting to fill a role, someone else’s team is already executing the next big idea.

Every week without the right person in place is a week of lost innovation.

The P&L Feels It Too

Every day that a key role sits open, the business quietly bleeds revenue, productivity, and momentum.
Revenue delays. When customer-facing or delivery roles sit open, sales cycles lengthen, quality can slip, and client satisfaction may suffer.
Cost creep. You might be paying overtime while losing productivity, eating into profit margins.
Missed opportunities. The longer the vacancy, the more potential deals, projects, and chances for growth go unrealized.

Even one unfilled key role can impact your P&L more than you realize, and that impact compounds quickly after 30, 60, and 90 days.

Your Employer Brand Gets Tarnished

Every hiring delay tells a story to your employees, to your candidates, and to your competitors.
Inside your walls: Employees notice the gap. They start to feel overworked, under-supported, and uncertain about the long-term plan.
Outside your walls: Candidates see slow hiring processes and assume indecision or disorganization. Word spreads fast in today’s talent market.

An open role that lingers too long can make even the best company appear stagnant.

The Smart Solution: Interim Staffing

Interim staffing gives businesses the flexibility to keep moving forward while taking the time to find the right full-time hire. AccruePartners specializes in placing experienced interim professionals who can step in fast, stabilize operations, and deliver results while a targeted search for a long-term replacement is conducted.

Why it works:

Immediate coverage: Don’t sacrifice progress or overburden your team.
Strategic breathing room: Take the time to get the right hire.
Team stability: Interim leaders keep projects on track and morale high.
Brand protection: Teams stay productive, professional, and competitive regardless of what’s happening behind the scenes.

Every day a key role sits open is a day your business is at risk of falling behind operationally, financially, and strategically. But it doesn’t have to be that way.

With the right interim staffing placement to bridge gaps, the business can maintain forward momentum, the culture and employer brand are protected, and the company is positioned to make smarter long-term hires.

Let’s make sure your team doesn’t lose another quarter to an empty seat. Explore our interim staffing solutions and get started.

Culture in Motion: How AccruePartners Is Evolving from the Inside Out to Better Serve Our Clients & Candidates

Thu, 23 Oct 2025 17:26:00 GMT

At AccruePartners, we know that the strength of our relationships begins with the strength of our own culture. The way we collaborate internally shapes the way we show up externally, driving the quality of our work, the consistency of our relationships, and the results we deliver. That’s why, as businesses across the Carolinas continue to evolve, we’ve been doing the same, not just in how we support our clients and candidates, but also in how we operate from the inside out.

Over the past two years, AccruePartners has made intentional shifts to evolve from a traditional staffing firm into a strategic talent solutions firm. With that change has come a new internal culture, rooted in results, built on trust, and driven by growth.

We launched a new service capability and positioned our teams to embrace a more fluid, collaborative environment. This empowers our employees to lean into their strengths, contribute across teams, and grow in new directions.

We’re also supporting our people with a hybrid, flexible work model that balances autonomy with in-person energy. Collaboration still drives us, but we trust our team to manage their time, own their outcomes, and deliver value wherever they work.

And we’re celebrating wins more intentionally than ever. From performance recognition to invaluable exposure to the breadth of companies, industries, and candidates we work with, we’re building a culture where high performers feel seen, heard, and rewarded.

It hasn’t been without growing pains; no transformation is. But we’re listening, learning, and evolving with purpose as we continue to build people, companies, and careers.

How Our Internal Evolution Benefits Our Clients and Candidates

Our culture shift isn’t just about making AccruePartners a better place to work—it’s about making us a stronger partner for the clients and candidates we serve.

Embracing technology and measuring outcomes. We’re embracing new tools and technologies to streamline processes, enhance transparency, improve communication, and track performance in real time. We are providing our clients and candidates with visibility and accountability while being proactive in communicating progress to instill confidence in our ability to deliver results.
Agility that matches your pace. By breaking down silos and creating a more fluid internal structure, our teams mirror the agility today’s organizations need. That means faster response times, sharper alignment with your business priorities, and more innovative approaches to solving talent challenges.
Experienced people delivering stronger outcomes. When you engage with AccruePartners, you reap the benefits of working with experienced, motivated experts who get to know your business or career goals and grow alongside you as needs evolve. Our team members think like consultants, not just recruiters. They bring forward ideas, insights, and strategies that elevate talent solutions from transactional to transformational.
Market expertise that strengthens relationships and reach. We’ve been immersed in the Carolinas’ business community for over two decades, giving us a true insider’s perspective on the region’s business landscape and talent dynamics. This deep knowledge strengthens our relationships with both clients and candidates through our extensive reach and vast network across the talent community. We are well-positioned to connect the right people with the right opportunities faster and with greater precision.

What’s different about AccruePartners today? We’re more focused, sharper, and strategic. Our relationships with clients and candidates run deeper, and our commitment to performance is even stronger. Our internal culture is crystal clear: we’re here to win together.

One thing that has not changed is our mission to build people, companies, and careers. For our clients and candidates, that means a partner who thinks beyond the individual transaction, delivers with precision, and puts the full strength of our culture behind every engagement.

Let’s continue to build people, companies, and careers together .

The Benefits of a Flexible Project-Based Consulting Model for Companies and Consultants

Thu, 23 Oct 2025 09:14:40 GMT

The Mutual Appeal of Consulting Roles

For companies and candidates alike, fl exibilit y is no longer just a perk—it’s a necessity. As organizations face shifting priorities, resource constraints, and evolving technologies, they’re increasingly turning to project-based support as a solution to address operational challenges and key initiatives.

This flexible engagement model not only gives companies access to highly skilled professionals who can deliver results quickly but also provides consultants with the freedom and choice they value most.

Through our Project Consulting Solutions practice, we’ve seen firsthand how this model creates a win-win scenario for both sides.

Why Project-Based Consulting Benefits Companies

On the other side of the table, companies gain access to seasoned consultants who bring depth of experience and immediate impact. The value is clear:

Experience Over Seniority: Instead of entry-level consultants, companies engage with professionals who have been in their shoes, often having held the same roles they’re now advising on.
Practical Expertise: Consultants understand the challenges of clients through firsthand experience and bring both transferable and specialized skills to the table.
Unbiased Perspective: Because they aren’t tied to specific technologies or products, consultants deliver solutions rooted in independence and what’s best for the business.
Efficiency in Delivery: With years of experience spanning full project lifecycles, consultants can accelerate timelines, anticipate obstacles, and guide projects to successful completion faster.

For companies, the advantage is clear . They gain direct access to proven talent that can drive outcomes without the long-term commitment of a permanent hire.

Why Project-Based Consulting Appeals to Consultants

For many professionals, particularly those in later stages of their careers, the appeal of project-based consulting lies in the ability to define how, when, and where they work. This model is ideal for:

Flextirement: Individuals who aren’t ready to fully retire but also don’t want the demands of a traditional full-time role.
Career Transitions: Professionals who may have exited as part of a corporate transaction or been impacted by a reduction in force but still want to contribute their expertise without re-entering the corporate grind.
Lifestyle Choice: Those who prefer not to climb the corporate ladder or engage in inter-office politics, but instead want to focus on solving meaningful problems then move on to the next challenge.

Beyond lifestyle, consultants also enjoy practical benefits:

Freedom of Focus: The ability to zero in on tasks and projects without distraction.
Choice of Work: Selecting projects that align with their skills, interests, and availability.
Defined Parameters: Setting boundaries around travel, commute, and engagement length to better balance personal and professional priorities.

For consultants, it’s about ownership over their time , their projects, and their careers.

A Flexible Model That Works for Both Sides

The flexible, project-based consulting model is more than a staffing solution, it’s a partnership that balances the needs of consultants with the goals of companies. Consultants get the freedom and control they want; companies get the expertise and efficiency they need.

AccruePartners specializes in connecting organizations with highly skilled consultants who can step in, solve problems, and deliver results. Whether you’re a business looking to accelerate critical initiatives or a consultant seeking meaningful, flexible engagements, our flexible project consulting solutions are designed to deliver success. When you partner with us, you can tap into expertise that empowers your business, and a model that works for everyone. Let's get started .

From Chasing to Attracting Talent – Leadership's Role in Shaping Talent Attraction Strategy

Mon, 06 Oct 2025 16:47:00 GMT

Why This Shift in Talent Acquisition Can’t Be Delegated

Companies that win the talent race ultimately win the growth race. Every unfilled role is not just an open seat. It’s a month of lost productivity and delayed execution that poses a risk to the balance sheet while competitors are pulling ahead.

Think about company growth in terms of velocity: every additional 30 days it takes to get a new hire fully productive is weeks of lost execution. If a competitor can attract, hire, and onboard talent in half the time, they’ll consistently outpace the rest of the market in every category.

Here’s the truth about the state of business today:

Companies are not just competing for customers, they are also competing for talent.
Passive talent is reluctant to make career moves because of ongoing uncertainty.
Conversely, job postings are receiving an overwhelming number of submissions, extending the time it takes to vet candidates and initiate the hiring process.

These factors combined put companies at risk of losing out on top talent. That is why the same rigor, intensity, and innovation dedicated to winning market share must also apply to winning top talent.

The Business Impact of Getting Talent Wrong

The talent landscape has shifted more in the last 5 years than in the previous fifty. Traditional hiring funnels that operate on posting a job, collecting resumes, and scheduling interviews are broken and ineffective. Continuing to rely on these outdated tactics to find top talent increases the risk of a mis-hire, which can cost a company lost dollars and momentum.

Today’s workforce is making choices based on culture and purpose. Salary must be competitive, but it no longer sets a company apart. And perks won’t attract the best talent anymore. The differentiators that matter most are leadership, culture, and brand.

The question executive leadership must ask is this: What are you doing to make your company the place top talent chooses?

Why This Shift Can’t Be Delegated

In short: you can’t separate your talent strategy from your growth strategy. They are one and the same.

Talent acquisition is no longer a back-office function, it’s a front-line growth strategy. And here’s what every leader needs to hear: How you attract talent is so critical to the future of the business that this shift can’t only be delegated.

Execution, innovation, and value depend on the strength of a company’s people. That strength can’t be gained through transactional recruiting. It comes from relationships with talent and communities, an investment in authentic company culture, and cultivating an environment so compelling that top performers are drawn in, not chased down.

From Reactive Hiring to Strategic Attraction

Most companies are stuck in reactive hiring—scrambling to fill roles when someone leaves. That’s not a strategy. That’s survival. The pivot for today’s CEOs is moving from reactive hiring to strategic attraction: building systems, cultures, partnerships, and practices that draw in talent long before there’s even an opening.

It’s not about a logo; it’s about reputation. What stories are told about your company’s hiring process, and what’s it like to work within the company’s culture? The risk of not defining your talent brand is that the market will define it for you.

Strategic attraction means cultivating a culture so strong, a purpose so clear, and a reputation so credible that top performers see you not just as an option, but as the only option.

The CEO’s Role in Shaping the Talent Strategy

Leaders at the top set the tone for how people experience a company’s culture, how the brand is perceived in the market, and how purpose is lived out across the organization. The role of the CEO is to ensure these elements translate to the talent acquisition strategy. When CEOs take ownership of the talent strategy, they send a message: people are not an afterthought, they are the growth engine. The way they lead, the culture they shape, and the values they embody will decide whether you attract or lose the talent that defines the future of the company.

Win the Race for Talent

Companies that shift their strategy from reactive to proactive recruiting can win the talent and growth race. Those who want to guarantee access to top talent will utilize the expertise and extensive reach of talent experts like AccruePartners.

We help executive leaders and internal talent teams move beyond reactive hiring to attract and engage top talent before a need arises. Through Interim Staffing, Direct Hire/Executive Search, and Project Consulting , we connect leading companies with the people who fuel innovation, execution, and growth. Ready to shift from chasing to attracting? Let’s get started.

5 Interview Red Flags to Look For as a Hiring Manager

Tue, 30 Sep 2025 11:52:31 GMT

Job interviews are the first opportunity hiring managers have to meet candidates and form a professional opinion about whether or not the candidate is a good match for the job. However, recent studies have shown that at least 46% of employers expressed regret in hiring their latest recruits amid the growing need to keep up with hiring challenges during the pandemic.

Furthermore, replacing new hires leaving during the first six months of employment pose additional setbacks to business owners who have invested time and money in the new employee. The bottom line among business leaders reveals a collective consensus on the need to do better vetting of candidates.

Spotting these five red flags during the interview is the first step in safeguarding your company’s hiring process.

Client Success Stories

Tue, 30 Sep 2025 08:59:51 GMT

The foundation of a productive talent acquisition partnership is investing the time and effort needed to build a strong relationship and make it successful. That investment is so important that it is a core value that guides the recruiting experts at AccruePartners as they work with hiring managers and candidates alike.

To show the power of partnering with our team, we’ve gathered five real-world success stories of how we’ve helped these clients achieve recruiting success:

Accelerating Talent Acquisition for the World’s Largest Equipment Rental Company

Finding Top Human Resources Talent for a Large, Distributed Industrial Supply Chain Solutions Company

Promoting the Strong Company Culture of a Large Equipment Manufacturer

Sourcing Talent for Diverse Types of Positions at One of the Country’s Top FinTech Leaders
Finding Top IT Talent for a Leading Manufacturing and Distribution Company

Building a Culture of Trust, Mentorship, and Growth with Jose Costa

Wed, 24 Sep 2025 07:54:00 GMT

In this episode of Building People, Companies & Careers, we sit down with Jose Costa, CEO of Whistle Express, to explore how coaching and mentoring can transform careers and company culture. Jose shares why he believes “feedback is the greatest gift” and how creating a foundation of safety and trust allows leaders to deliver it effectively. From acquisitions to career journeys, he reflects on lessons learned and how investing in people drives long-term success.

How Internal Talent Teams Gain a Strategic Advantage with AccruePartners

Fri, 19 Sep 2025 16:07:00 GMT

Create a Competitive Advantage to Attract Top Talent

Talent markets are competitive, the pace of change is fast, and internal talent acquisition (TA) teams are balancing heavy requisition loads with creating an exceptional candidate experience while partnering with business leaders to deliver the right people at the right time.

Every open role that goes unfilled beyond 30, 60, and 90 days becomes a roadblock to innovation and execution, and a hidden risk to the balance sheet. Efforts to attract talent need as much strategy and support as initiatives to attract customers.

Even the best TA teams can face capacity constraints or challenges filling highly specialized roles. That’s where we come in. Not as a replacement, but as a strategic partner that strengthens your internal team and gives companies an edge in attracting and hiring top talent.

Here’s how we work alongside internal TA teams to create a true competitive advantage in the talent marketplace:

1. Scalable Bandwidth When It Matters Most

Hiring needs aren’t always predictable. Whether it’s a spike in requisitions, a new product launch, or turnover in critical areas, our team can flex in quickly. Through our Project Consulting, Interim Staffing, Direct Hire, Executive Search, and Embedded Recruitment solutions , we provide the extra bandwidth TA teams need without sacrificing quality or speed.

2. Access to Specialized and Passive Talent

Some roles require going beyond inbound applications. Our Direct Hire, Executive Search, and Project Consulting solutions give us access to a wide talent pool with niche skill sets and passive candidates who aren’t actively applying, but are open to the right opportunity. Internal teams often don’t have time to chase this talent.

The access that TA teams have to the talent market is limited to those who apply online, a small database of previous and potential applicants, and research done through LinkedIn Recruiter.

The strategic benefit of partnering with AccruePartners lies in the relationships and network we have created and nurtured throughout our 23 years of serving the Carolinas’ business community. Our robust database of talent represents the extensive reach we use to find the best candidates. We connect our talent networks directly to our partners, giving TA teams access to candidates they might not otherwise reach.

3. Real-Time Market Intelligence

We’re not just filling seats—we’re consistently in the market talking to candidates across industries and geographies, keeping a pulse on the ever-changing talent market. That gives us valuable insight into compensation trends, candidate expectations, and competitor activity. We share insights that help TA teams shape strategy, position roles competitively, and set realistic expectations with business leaders.

4. Speed Without Sacrificing Fit

Open positions cost organizations more than lost productivity; they impact morale, client satisfaction, and revenue. With dedicated recruiters, advanced sourcing strategies, and proven methodologies, we help accelerate hiring timelines while maintaining alignment with your culture and employer brand.

5. A True Partnership Model

The best results happen when external recruiters partner with internal hiring managers and TA teams. We listen to business needs, align with the employer brand, and tailor our outreach to ensure candidates have a consistent, positive experience. We don’t just bring resumes, we bring alignment, strategy, and execution.

The Strategic Advantage

What challenges does your internal TA team face when recruiting for critical roles, and what roles remain unfilled that are impeding the growth of the business?

When TA teams partner with AccruePartners, they gain more than just extra capacity. They benefit from a strategic advantage in the race for top talent: speed, reach, insights, and the ability to scale hiring with confidence.

It’s not about outsourcing—it’s about building a partnership that strengthens your internal team and positions your company to win the best talent in the market.

AccruePartners delivers solutions through Project Consulting, Direct Hire, Executive Search, Interim Staffing, and Embedded Recruitment . Our mission is to help companies like yours not only meet hiring needs but also achieve a lasting strategic advantage in talent acquisition. Let’s get started.

5 Things Financial Services Companies Are Doing to Attract New Talent

Fri, 29 Aug 2025 13:23:28 GMT

More than 750,000 new jobs in financial and business operations are expected to be added between 2020 and 2030. Here are five things financial service companies are doing to attract new talent in a competitive landscape.

Pre-hire Screening and Testing Best Practices

Fri, 29 Aug 2025 09:03:23 GMT

Pre-employment testing and screening can help hiring managers ensure that the candidates applying for positions they are trying to fill have the knowledge, skills, and abilities that are required for that position. Using best practices for pre-employment screening and testing will help you improve the hiring process for your organization and find the top talent that is the right fit for your company.

In this whitepaper we discuss:

The Myth vs Reality: Do You Need to Screen Your Candidates?

How to Assess Knowledge, Skills, and Abilities

The Right Questions to Ask Candidates by Industry

Pre-hire Screening and Testing Best Practices in 2022

And more

Shaping Culture, Leading with Purpose, and Redefining Talent in Finance

Thu, 28 Aug 2025 07:57:52 GMT

In this episode of Building People, Companies & Careers, Keith Weidman, CFO of CPI Security, sits down to explore the intersection of leadership, organizational culture, and finance in today’s rapidly evolving business landscape. Keith shares his journey into executive leadership, what it means to thrive under the demands of private equity, and why building trust and culture is just as critical as managing the numbers. We also break down how artificial intelligence is reshaping finance and operations, and what leaders need to do to stay ahead.

5 Reasons to Use Contract and Contract to Hire Workers for HR

Thu, 31 Jul 2025 13:30:19 GMT

Your human resources team is the lifeblood of your company. They’re responsible for sustaining a strong workforce. When you have an open HR position, their missing productivity can create a ripple effect throughout your organization.

When you have an HR role to fill, before you employ someone full-time, consider contract or contract-to-hire workers. Around 13.6 million workers in the U.S. worked in temporary or contract staffing employment in 2020, according to Statista. (1) There’s a wide range of talent within this pool. Here are 5 reasons to consider contract and/or contract-to-hire HR pros at your company.

Relocation, Retention, and Results: PSA Airlines Moves to Charlotte

Wed, 23 Jul 2025 08:00:04 GMT

Relocation can be disruptive, but it doesn’t have to be disorienting. At PSA Airlines, relocation became an opportunity to strengthen culture, deepen loyalty, and create a lasting connection.

In this episode of Building People, Companies, and Careers, we sit down with Joe Horvath, Director of Communications and Marketing at PSA Airlines, to explore how the company approached relocation with intention. Joe shares how PSA launched an ambassador program, created online and in-person communities, and leveraged local culture, all in the name of retention and connection.

The results speak for themselves: a 44% post-relocation retention rate in an industry where 25% is the norm.

Tune in to hear how PSA brought 200 jobs to the Charlotte market and proved that when culture leads, people stay.

2025 Salary Guide

Mon, 30 Jun 2025 10:10:37 GMT

Stay ahead in the competitive employment market with our 2025 Mid-Year Salary Guide!

The first half of 2025 brought both challenges and opportunities to the hiring landscape. Businesses are refining their hiring strategies while candidates and consultants navigate an increasingly competitive and evolving job market.

This updated edition of our Salary Guide offers:

The latest salary benchmarks across all our specialized divisions.
Insights into shifting workforce expectations and hiring trends through June.
Strategic guidance for attracting and retaining top talent in the second half of the year.

Whether you're a hiring manager recalibrating compensation strategies or a professional assessing your market value, our guide delivers the data and insights you need to stay ahead.

Download today for industry-specific data and insights from our subject matter experts in Accounting & Finance, Information Technology, Human Resources, Corporate Support, Marketing, Digital & Creative , and Project Consulting Solutions .

How Contract and Contract to Hire Solutions can Address Your Company's Volume Hiring Needs

Mon, 30 Jun 2025 09:12:08 GMT

As we emerge from the pandemic, many companies are ramping up operations and growing their businesses. That means they have to hire more people in a shorter period of time. An effective solution to this challenge is using contract and contract-to-hire roles. Not only do these roles widen the talent pool, but they also attract diverse talent and provide the ability to fill available positions and see productivity increase sooner.

In this whitepaper resource you will learn:

The Challenges of Volume Hiring

How Contract Roles fit in with Today’s Job Landscape

Examples of Contract Workers in Diverse Industries

The Benefits of Using Contract and Contract-to-Hire Professionals for Volume Hiring

Tips for Attracting Contract Workers During Volume Hiring

More Than a Job Ad: How Employer Branding Attracts and Keeps Top Talent

Wed, 25 Jun 2025 08:02:01 GMT

Employer branding is more than a hiring tactic; it’s a strategic advantage that impacts both recruitment and retention. Yet, many companies still treat it as an afterthought. In this episode of Building People, Companies & Careers, employer branding consultant Lauren Hawk breaks down why a compelling employer brand matters and how it can be the key to attracting and keeping top talent.

Lauren shares how building a strong employer brand starts with understanding your audience and authentically aligning your message with your company’s values, culture, goals, and offerings. It’s not just about filling roles; it’s about setting clear expectations, building trust, and telling a story that reflects who you are, so new hires don’t feel misled once they’re in the door.

From global giants like Google and Starbucks to growing businesses without household name recognition, Lauren explains how any company can build an employer brand that resonates. Plus, she shares her personal journey into consulting and the passion that fuels her mission to help companies get it right.

How to Build a Successful Marketing Team

Fri, 30 May 2025 13:37:43 GMT

Marketing is tasked with communicating the value of your product or service to spur company growth. As you hire marketing talent, it is critical to match the needs of your marketing organization to the multiple roles you need to fill to strengthen your internal department.

How Technology Can Help Recruit Top Candidates

Fri, 30 May 2025 09:16:11 GMT

This whitepaper evaluates the growing importance of technology used in the workplace and the positive effects it can have internally and externally for HR. We also discuss how technology can be used to improve team collaboration and the role it plays for employee satisfaction in job and department specific roles.

Empower current employees and attract top talent with the right technology.

In this free white paper, learn:

How to use technology to improve the way future and current employees view your organization.

Technology tools that can be used but HR to improve recruiting and employee management.

The company-wide technology that empowers remote work and promotes collaboration, communication, and continuing education.

The job-specific technology that helps employees function better in their roles and fosters job satisfaction.

How to Stand Out in an Interview: Insider Tips from Hiring Experts

Wed, 28 May 2025 08:06:28 GMT

Interviews may open the door, but preparation, presence, and follow-through are what land the offer.

In this episode, we’re joined by two of AccruePartners’ senior recruiters, Evan Lambeth and Greg Speidel, alongside Amy Pack, Principal Partner and veteran talent advisor. With more than years of combined experience, they share real-world advice to help candidates stand out in today’s competitive job market.

From how to prepare, whether you’re walking into the room or joining a virtual interview, to making a memorable impression and following up with purpose, our team walks you through what truly sets top candidates apart. You’ll walk away with actionable strategies, learn common missteps to avoid, and hear insider insights straight from those who lead hiring conversations every day.

AI Won’t Steal Your Recruiting Job—But a Recruiter Who Knows AI Might

Tue, 27 May 2025 15:38:00 GMT

Authored by Quinn McGee, Director of Sales Enablement

This blog originally appeared on LinkedIn.

There’s no denying that AI continues to dominate conversations across industries, and talent acquisition is no exception. But as the hype continues to build, a growing tension is emerging. While the possibilities feel endless, the measurable return on investment often falls short.

During our recent IT Power Breakfast, ROI concerns were front and center. Leaders across the tech and talent space shared a common thread: although AI promises efficiency and innovation, many are struggling to tie these tools back to tangible business outcomes. That conversation confirmed what we’ve been seeing on our end. Companies are eager to explore AI, but often lack the strategy or structure to do so effectively. It's time to hit pause, not on progress but blind acceleration.

The Current Landscape of AI in Recruiting

The recruiting industry is undergoing a massive shift driven by artificial intelligence (AI) and automation. While AI promises to streamline hiring, improve efficiency, and enhance decision-making, a widespread misconception persists that AI will replace recruiters. Our 23 years of experience and high levels of historical early adoption and technology usage tell a different story.

As a leader in sales enablement, I’ve had a front-row seat to the evolution of AI in hiring, testing platforms, analyzing trends, and seeing firsthand how organizations adopt these tools. Through countless demos, repeated clarification calls, and real-world applications, one truth remains evident: AI is not a complete substitute for recruiters. In its current stage, it is a knowledge workspace that enhances workflows but still requires invested human oversight.

Last year, much like our corporate Talent Acquisition and Human Resources partners, CHROs were much more optimistic about how AI would transform the way people work. But as they do the actual work of integrating the technology into their organizations, many are getting lackluster results according to a recent edition of Fortune’s CHRO Daily .

The most crucial currency in recruiting remains relationships, not algorithms. AI can optimize sourcing, screening, and engagement, but it cannot replace the trust, intuition, and personal connections that great recruiters build with candidates and clients. Organizations that believe AI can fully replace the expertise of a recruiting firm will struggle. AI is a tool, not a magic solution. In this article, I’ll break down where AI excels, where it falls short, and why good recruiters remain irreplaceable in today’s hiring landscape.

AI vs. Automation: Understanding the Difference One of the biggest misconceptions of AI in recruiting is the conflation of AI and automation.

What is Automation in Recruiting?

Automation in recruiting executes repetitive, rules-based tasks without adaptation. Examples include automated email sequences for candidate outreach and engagement, pre-programmed chatbots that answer FAQs, and Applicant Tracking System (ATS) workflows that move candidates through hiring stages.

What is AI in Recruiting?

AI in recruiting uses machine learning to analyze data and make adaptive decisions. Examples include AI-powered sourcing tools that refine searches based on recruiter behavior, interview intelligence platforms that analyze speech patterns, and AI-driven chatbots that learn from interactions and improve responses.

Why This Matters

Many tools marketed as "AI" are merely automation, leading to unrealistic expectations. True AI continuously learns and improves, while automation follows fixed rules. Regardless of whether a tool is true AI or automation, the best hiring outcomes happen when tools enhance, not attempt to replace, human expertise. Jordan Cromer , Senior Implementation Consultant at Gear Partners and an AccruePartners alumna, puts it well: “Bullhorn AI is transforming how staffing firms source, engage, and hire—enabling faster, smarter, and more data-driven recruitment. But one thing is clear: technology alone doesn’t create a competitive edge—intentional strategy does. The firms leading the way are integrating these tools with purpose, using AI and automation to boost efficiency while empowering recruiters to do what they do best: build relationships and deliver lasting impact. The future of staffing isn’t man or machine—it’s the partnership between both.”

AI Recruiting Tools: What Works and What Doesn’t?

At AccruePartners, we have demoed, considered purchasing, and are currently using several AI and automation tools, and our experience shows that true AI value comes from tools that go beyond simple automation. While many tools act as glorified note-takers, the most impactful AI solutions enhance recruiter decision-making and provide deeper insights. Let’s take a closer look at these tools and their functionalities.

AI for Sourcing and Outreach

Seamless.AI , Lusha, Leadspace – AI-driven sourcing for contact information and lead enrichment.
Fetcher – Automated passive sourcing and engagement.

Verdict : AI is highly effective for sourcing, but human oversight is needed to refine results and personalize outreach.

AI for Interviewing and Candidate Assessment

MetaView, Quil – AI-driven tools that provide hiring insights, coaching, and structured interview guidance. We chose MetaView for our solutions and using this to advance our Rec-Tech Stack.
Gong, Fathom, Otter – Primarily transcription and meeting summary tools with limited recruiter-specific AI functionality.

Verdict : AI enhances efficiency, but human intuition remains crucial in evaluating culture fit and soft skills.

AI for Candidate Engagement and Screening

Paradox – AI chatbot that automates candidate communication and screening.
Elly.AI – AI-driven messaging for candidate engagement.
HireFly – AI-based screening and workflow automation.

Verdict : Great for high-volume hiring, but personalization is key to keeping candidates engaged.

AI for Internal Recruiting Operations & Decision-Making

Bullhorn AI – AI-driven recommendations within an ATS.
Veritas Labs (Laz) & EQ Buddy – Predictive hiring analytics.
Bubbles – AI-powered collaboration tool for internal team communication.

Verdict : AI can enhance decision-making, but recruiters must critically interpret AI-generated insights. Heavy consideration of which tools are best for your firm or Talent Acquisition department is dependent on the type of outreach hiring of the company; there are clear differences in white collar versus skilled/blue collar strategies with these tools.

Mike Barrett , Senior Solutions Consultant with Bullhorn , offers a forward-looking take on this transformation: “AI and Agent functionalities have the power to create efficiencies and returns on investment throughout staffing business in exciting ways. Recruiters experienced some reprieve from manual tasks with the infusion of automation in recent years. Still, new challenges presented themselves, like bringing a personalized touch to candidates and clients across an automation strategy. With AI and Agents directly in the hands of recruiters, technology can execute entire workflows in a personalized way while also augmenting the recruiters' daily capabilities with generative AI content. As recruiters and staffing firms embrace the new technology, gains will be made in accelerating the ramp time of new hires, performance improvements in recruiter activity, and accelerating the time it takes for a candidate to find a new opportunity, to name a few. Technology will not replace recruiters; it will elevate them. Recruiters adopting this new wave of technology reduce time spent on low-ROI activities and increase time spent creating better client and candidate relationships.... a true 'win-win.'”

Additional Challenges and Limitations of AI in Recruiting

Lack of personalization: One of the most significant risks of AI in recruiting is that it can make candidates look indistinguishable from one another. AI-generated resumes and cover letters often lack the personalization needed to stand out in today’s competitive and uncertain talent market. While AI-driven applications can streamline the process, they often fail to effectively showcase a candidate’s unique experience and skill set. That’s why skilled recruiters remain essential—not just for conducting interviews but for uncovering true talent beyond what AI screening can detect. Human preference: Another challenge is that senior-level, top-tier, and passive candidates often avoid AI-driven screening processes. The majority of experienced professionals prefer human interaction over AI-powered phone or video screenings, especially when they aren’t actively job searching. AI-only screening also eliminates the ability to ask follow-up questions or dive deeper into a candidate’s responses, leading to gaps in understanding. Ultimately, relying solely on AI creates inefficiencies, as hiring teams still need to review AI-generated screenings before conducting human interviews. Data: Without clean data, AI will be a bust for the Recruiting and Talent Acquisition functions. Data in itself could consume 50% of our time due to the immense change in the job economy; job changes create havoc on data. Here at AccruePartners, we have spent almost 2 years getting our data hub cleansed, scrubbed, updated, or archived. And it is working!

Final Thoughts

AI is here to stay, and we should embrace it as it excels at automating repetitive tasks such as screening, scheduling, and sourcing, allowing recruiters to focus on more strategic efforts. It can also provide data-driven hiring insights and help scale high-volume hiring initiatives with greater efficiency. However, AI has its limitations. Bias and ethical concerns remain a challenge, as AI models can unintentionally reinforce biases in hiring decisions. Additionally, AI lacks human judgment, making it difficult to evaluate cultural fit and personality nuances. Over-automation also poses a risk—when the hiring process feels too impersonal, candidates may disengage. The key is balance and to explore with curiosity. The best recruiters will learn how to leverage AI while maintaining a human touch. AI is not here to replace recruiters; it’s here to elevate them to more meaningful work, allowing AI to handle repetitive follow-up and administrative functions. Firms that embrace AI as a tool rather than a crutch will gain a competitive edge. The future of recruiting belongs to those who know how to blend AI efficiency with human expertise. AI won’t steal your recruiting job, but a recruiter who knows AI might.

Unlocking Project Success: Why Companies Need a Strategic Consulting Partner Like AccruePartners

Mon, 05 May 2025 18:52:00 GMT

Authored by Paul Rundzieher, Executive Vice President of Project Solutions

This article originally appeared on LinkedIn .

In today’s dynamic business environment, companies face an ongoing challenge: how to execute critical projects efficiently while managing budgets, mitigating risks, and ensuring the best expertise is in place. While large consulting firms offer impressive resources and deep expertise, their scale can sometimes hinder execution. In many cases, a more agile, cost-effective, and personalized approach proves more effective in meeting the unique needs of each project. That’s where AccruePartners comes in.

A Strategic Alternative to other Consulting Firms

AccruePartners’ Project Consulting Solutions provides an alternative service to large consulting firms. While these firms focus on large-scale, high-profile engagements, many important projects either don’t fit their model or don’t receive their top-tier consultants. Often, projects with a smaller scope or niche requirements get pushed to lower-priority status. This is where we excel. Likewise, AccruePartners can greatly extend the capabilities of smaller niche firms. Those highly specialized firms are essential when implementing a specific software, for example, but typically don’t have the capability to properly define business process or engage in sophisticated change management efforts. Additionally, they may only dedicate a part time project manager. All those shortcomings are essential in successful project execution and are the areas AccruePartners excels in. Unlike firms with a large bench of consultants ready to deploy—leading to higher costs and rigid pricing models—our approach is different. We have developed a community of specialized, expert consultants who are engaged based on the unique needs of each project. This flexibility allows us to offer superior value and a perfect fit to purpose, delivering high-caliber talent at a fraction of the cost. Complementary Services and Filling the Gaps Left by Big Firms Many companies face budget cuts that force them to reduce the scope of their large consulting engagements. These cutbacks create project gaps that still need to be addressed, but often with a more strategic, cost-effective solution. AccruePartners fills these gaps, ensuring that critical initiatives move forward without compromising quality.
Additionally, our project consulting services help companies mitigate risk by diversifying their consulting partnerships. Rather than relying on a single firm, businesses can benefit from multiple perspectives and a more balanced, objective approach. We seamlessly integrate with existing consulting providers and engagements, providing an independent yet collaborative voice that ensures all project streams align effectively.
Specialized Talent on Demand Our community of consultants consists of industry leaders with deep expertise across Accounting/Finance, IT, Business Optimization, HR, Marketing, and Supply Chain. Whether you need a single expert or an entire project team, we provide the right talent for the job—quickly and efficiently.
A Talent Model Built for Success Our network of experienced professionals thrives in project-based work. Unlike traditional consulting firms, where consultants are often assigned based on availability rather than expertise, we offer a model that prioritizes skill alignment. Our consultants choose projects based on their interests, location preferences, and values—whether they want to avoid excessive travel, align with mission-driven organizations, or take on roles that truly energize them.
Seamless Integration Our consultants work as an extension of your team, aligning with internal stakeholders, existing agencies, and other consulting partners. We embed seamlessly within your organization, ensuring continuity and collaboration that drives results. Our goal is for our consultants to be mistaken for client personnel.
Agility & Speed Projects move fast, and so do we. We mobilize the right talent within two weeks, ensuring projects stay on track and business goals are met—unlike traditional consulting firms that may take a month or more to deploy resources.
Cost-Effective Solutions We provide high-impact expertise without the overhead of a full-time hire or the rigid retainers of large firms. Our flexible engagement model ensures you get exactly what you need, when you need it, without unnecessary costs.
Scalable Support Whether you need a single expert or a full team, our solutions scale to match your project’s scope and timeline. Unlike traditional agencies, we don’t require long-term retainers or rigid 30-day exit clauses—giving you the freedom to adjust as needed. Need extra support managing an existing engagement? Ramp up or scale down as needed, with talent ready to mobilize in just two weeks—not 30 days.
Beyond Execution: True Business Partnership What sets AccruePartners apart is our deep-rooted relationships with businesses across Charlotte and the Carolinas. We value a close connection to the clients we serve but our nationally based talent community allows us to support those clients throughout the US. We don’t just step in for one-off projects—we’ve spent years placing top talent in interim staffing and executive search roles, giving us an insider’s understanding of our clients’ business priorities, leadership teams, and strategic initiatives. This long-standing connection allows us to hit the ground running, aligning quickly with business objectives and ensuring seamless execution.
A Smarter Approach to Consulting As the consulting industry evolves, companies are moving away from the traditional single vendor model. Instead, they are embracing a multi-firm, multi-vendor strategy that provides flexibility, cost savings, and specialized expertise. AccruePartners is the perfect partner in this shift, offering:

A more agile, cost-effective approach to project consulting
A deep network of specialized professionals
Collaborative engagement with other firms
A relationship-driven model built on long-term client partnerships

Companies no longer need to choose between large firms with high fees and a lack of personalized attention or smaller firms without the necessary expertise. AccruePartners bridges this gap, offering the best of both worlds: top-tier consulting talent, a flexible engagement model, and an unwavering commitment to delivering impactful results.
If your company is looking for a smarter, more strategic way to execute key projects, let’s talk . AccruePartners is ready to be your trusted consulting partner, bringing tailored solutions that drive real business outcomes.

Staffing for the Future of IT: Trends & Outlook

Wed, 30 Apr 2025 13:40:13 GMT

How do evolving technology landscapes impact IT staffing? Let’s look at overall job growth, the causes behind IT job demand, and the positions that are expected to add jobs in the next decade.

Adapting with Purpose: Lessons from an Unconventional Career Journey

Wed, 23 Apr 2025 08:07:53 GMT

Your career path doesn’t have to follow a straight line. Sometimes, the most unexpected pivots lead to the greatest growth. In this episode of Building People, Companies, and Careers, host and AccruePartners Principal Partner Amy Pack is joined by Susan Maron, Chief of Staff at Nova Advisory, to explore how adaptability, curiosity, and initiative can transform your career journey.
They also dive into the powerful partnership between AccruePartners and Nova Advisory, highlighting how a shared sense of urgency and a tailored, non-cookie-cutter approach helps drive real results. Whether you're early in your career, exploring your next step, or leading through change, this conversation offers valuable insight into the mindset it takes to keep growing.

Contract, Contract-to-Hire, and Consultant Roles: What They Mean for Companies and Candidates in Today’s Uncertain Market

Tue, 25 Mar 2025 14:08:00 GMT

The job market is constantly evolving, and in today’s uncertain economy, both businesses and job seekers are weighing their options carefully. One of the biggest hiring dilemmas companies face is deciding whether to bring on full-time employees, interim contract workers, or consultants. Unfortunately, this uncertainty often leads to analysis paralysis—delaying hiring decisions and leaving teams overwhelmed. When the economy stabilizes and rebounds, companies caught flat-footed without the right talent in place may struggle to execute critical projects, putting their businesses at risk.
For companies looking to restructure their workforce, contract roles can also be a strategic way to evolve full-time positions into more agile solutions. We covered this approach in a previous blog post— How to Transition Full-Time Roles to Contract Roles —exploring how businesses can successfully transition full-time roles into contract opportunities to adapt to changing needs.
However, while contract roles offer flexibility, many hiring managers and job seekers are unclear on the differences between contract, contract-to-hire, and consultant positions. Understanding these distinctions is key to making informed hiring and career decisions.

Understanding the Different Employment Types

For Companies:

Contract Roles : Temporary roles for an interim period to close the gaps caused by a talent shortage, leave of absence, or the loss of key employees in addition to a spike in workloads. The individual is employed by a staffing firm but works for the client company.
Contract-to-Hire Roles : An approach where a contract worker has the potential to convert to a full-time employee if both parties agree, allowing an employer to evaluate a worker’s performance prior to offering a full-time position.
Consultant Roles: Specialized professionals brought in for strategic expertise or high-impact projects. This often includes independent projects focused on execution, such as transformation, process improvement, or technical implementation projects. They may work independently or through a consulting firm.

For Candidates:

Contract Work: Provides flexibility, exposure to different industries, technologies, cultures, and environments, and often higher pay rates, but without long-term job security or company benefits.
Contract-to-Hire: Offers an opportunity to test-drive a company before committing to full-time employment.
Consulting: Ideal for professionals with specialized expertise who want to work on impactful projects without being tied to one employer.

The Benefits of Contract and Consultant Roles

For Companies:

Agility & Cost Savings: Contract workers allow businesses the flexibility to scale teams up or down without long-term commitments.
Faster Hiring : Shorter hiring processes reduce downtime and ensure work continues uninterrupted.
Risk Mitigation : In uncertain economic climates, contract roles enable companies to access top talent without the financial risks of full-time headcount.
Avoiding Burnout : Relying solely on existing employees during hiring freezes can lead to burnout and attrition, ultimately costing the business more.

For Candidates:

Career Exploration : Gain experience in different industries and companies without a long-term commitment.
Higher Earning Potential : Contract workers often receive higher hourly wages to compensate for the lack of benefits.
Path to Full-Time Employment : Contract-to-hire roles offer an opportunity to transition into a permanent role if the fit is right.

The Role of Permanent Hires in Workforce Strategy

While flexible workforce solutions provide agility and cost savings, permanent hires still play a critical role in building long-term stability and leadership within an organization. In many cases, a combination of contract, contract-to-hire, consultants, and full-time employees creates the most effective workforce strategy—allowing businesses to meet immediate needs while investing in long-term growth.

Breaking Through Hiring Paralysis

Many companies today hesitate to hire, fearing economic shifts. However, delaying hiring decisions can have long-term consequences:

Project Delays : Lack of talent means critical work doesn’t get done, impacting revenue and growth.
Employee Burnout : Overloading existing employees leads to disengagement and turnover, costing companies their best talent.
Competitive Disadvantage : When the market stabilizes and rebounds, companies without the right team in place will struggle to keep up.

Contract and consultant roles provide an ideal solution—allowing businesses to secure top talent, maintain agility, and avoid long-term risks.

Need Help Navigating Today’s Hiring Market?

AccruePartners specializes in contract, contract-to-hire, and consultant placements, as well as permanent placements. Whether you're a business seeking top talent or a candidate exploring new opportunities, we can help you navigate today’s market with confidence.

Let’s connect! Follow me on LinkedIn or send me an email to start the conversation.

5 Mistakes HR Professionals Make in their Resumes & LinkedIn

Wed, 19 Mar 2025 13:42:58 GMT

Avoid five common resume & LinkedIn mistakes HR professionals make—and learn how to fix them fast.

Navigating Talent, Technology & Change in HR with Lisa Yankie

Wed, 19 Mar 2025 08:09:42 GMT

In this episode of Building People, Companies & Careers, host Amy Pack sits down with Lisa Yankie, seasoned CHRO of Odyssey Logistics, to discuss the evolving world of HR. They explore Odyssey’s relocation to Charlotte and the strategy behind building a strong team in a new market, how technology and AI are reshaping roles, and what today’s candidates expect from employers. Lisa also shares career advice for HR leaders, insights for hiring managers navigating a complex and competitive talent landscape, and the value of strong, relationship-driven staffing and talent advisory partnerships. Tune in for expert perspectives on adapting to an ever-evolving workforce.

Navigating Today’s Hiring Challenges

Thu, 13 Mar 2025 13:46:00 GMT

The hiring market has shifted dramatically, creating an environment unlike anything we’ve seen before. One moment, companies are flooded with applications, yet finding the right talent feels harder than ever. Highly qualified candidates aren’t necessarily applying, while unqualified applications stack up, bogging down hiring teams. Meanwhile, economic shifts, evolving candidate expectations, and unpredictable hiring freezes add even more complexity. It’s a market full of contradictions—where talent feels abundant, yet truly great hires seem harder to secure.

But amidst this uncertainty, there’s an opportunity. Companies that rethink their approach—focusing on strategic hiring, a compelling go-to-market message, and proactive talent engagement—are still winning in this environment. It’s no longer just about filling roles; it’s about securing the right people who align with long-term business goals. Those who adapt will come out stronger, building resilient teams ready to thrive in whatever comes next.

The Reality: More Applications, More Complexity

Recent research highlights what many internal hiring teams are experiencing firsthand:

Applications per hire have tripled since 2021. More people are applying, but the challenge is filtering through the volume to find the right fit.
Recruiters now spend 23+ hours per week reviewing unqualified resumes. This extends hiring timelines and increases costs for internal recruiting teams.
Getting from interview to offer has become more difficult. Companies are interviewing 40% more candidates per hire than in 2021 , yet competition for top talent remains intense.

With hiring processes becoming increasingly complex, companies must rethink their approach to recruitment—not just to fill positions, but to ensure they’re securing the right people for long-term success.

How Hiring Teams Can Adapt in a Changing Talent Market

1. Define Your Go-to-Market Strategy for Hiring

In today’s competitive landscape, posting a job and waiting for the right candidate to apply isn’t enough. Companies that successfully attract top talent don’t just recruit—they market their opportunity effectively.

Ask yourself:

What makes this role compelling? Top performers— especially in a competitive field like Accounting & Finance —aren’t likely to leave a stable position without a strong, strategic reason. Your job opportunity needs to be more than just another open position; it must offer a unique value proposition that aligns with a candidate’s career aspirations.
Why should a high-performing professional consider this opportunity? With economic fluctuations impacting job security, candidates are more risk-averse than ever. Your role must provide clear career growth opportunities, long-term stability, or a distinctive advantage over their current position.
How are we positioning our company to stand out? A well-defined employer value proposition (EVP) differentiates your company from competitors. Highlight what makes your organization unique—whether it’s leadership development opportunities, company culture, or the ability to work on cutting-edge projects.

By approaching hiring with a go-to-market mindset, companies can craft a hiring strategy that resonates with high-caliber professionals and ensures the right candidates take notice.

2. Focus on Quality Over Quantity

A flood of applications doesn’t mean more great candidates—it often means more work sorting through unqualified resumes. The challenge isn’t just volume; it’s efficiency.

To enhance hiring quality, companies should:

Implement structured screening methods to highlight top talent early in the process.
Avoid the "more is better" mindset—instead of focusing on the number of applications, emphasize identifying high-impact candidates who align with business needs.
Use proactive search methods rather than waiting for applicants. Many of the best candidates won’t apply on their own—they need to be identified and engaged directly.
Look beyond the first applicants. Many hiring teams prioritize reviewing the first resumes that come in but may overlook top talent later in the pipeline. The strongest hires often emerge through targeted outreach rather than being among the first to apply.

Refining the hiring process to prioritize quality over volume ensures that companies secure the right talent instead of just filling positions quickly.

3. Proactively Engaging Top Talent

The best candidate for your role may not be actively applying. Many professionals today are open to new opportunities but need a compelling reason to consider making a move. The key is ensuring that when the right person comes across your opportunity, it resonates.

To engage top talent effectively, hiring teams should ask:

Are we proactively identifying and reaching out to high-potential candidates? Rather than waiting for talent to come to you, leverage industry networks and talent advisory firms to pinpoint top performers.
Are we positioned to “sell” our company and role effectively? The hiring process should showcase the company’s strengths, culture, and career opportunities in a way that excites candidates.
How do we create a hiring experience that makes it easy for the right people to say yes? Streamlining the hiring process, reducing delays, and ensuring a seamless candidate experience increases the likelihood of securing top-tier professionals.

Companies that embrace high-touch recruiting strategies—such as leveraging talent advisors, employee referrals, and direct sourcing—are better positioned to attract and secure the best candidates.

4. Nail the “Last Mile” of Hiring

The final stages of the hiring process are where companies either close the deal or lose top talent. Even highly interested candidates can drop out if their concerns aren’t addressed properly.

To prevent last-minute fallout:

Ensure key decision-makers are involved in final interviews. Candidates often have last-minute concerns about leadership, company culture, or long-term career potential. Having influential stakeholders engage with candidates helps reinforce why this opportunity is the right move.
Be proactive about compensation. Waiting until the offer stage to discuss pay and benefits can create friction. Addressing expectations early in the process ensures alignment and minimizes surprises.
Close with confidence. In today’s market, top candidates aren’t overly motivated to leave a good job without a compelling reason. If uncertainty about change outweighs the perceived benefits, they won’t move forward. A hiring process that builds confidence rather than doubt is key to securing top talent.

A strong hiring strategy isn’t just about attracting talent—it’s about ensuring the right candidates make it across the finish line and accept the offer.

Partnering With a Talent Advisory Firm for Hiring Success

With hiring becoming increasingly complex, companies gain a competitive edge by partnering with a talent advisory firm that offers more than just recruitment—it provides access to infinite resources. By combining advanced technology, proven processes, and an extensive network of top-tier talent, a talent advisory partner streamlines hiring while ensuring the highest quality placements. This strategic approach allows businesses to tap into expertise, insights, and talent pipelines that wouldn’t be accessible otherwise, enabling them to stay agile and ahead in an ever-evolving market.

Through our proprietary 15-step AccruePartners Business System (ABS) , we help companies:

Refine their hiring strategy to attract top-tier professionals with a compelling go-to-market message.
Access exclusive talent networks beyond job boards to connect with high-performing candidates who may not be actively looking.
Navigate the “last mile” of hiring by ensuring the right decision-makers are involved, proactively addressing compensation, and mitigating candidate concerns before the offer stage.
Implement embedded recruitment models for long-term hiring success, ensuring consistency and alignment with business goals.
Leverage contract-to-hire solutions for seamless workforce planning, providing flexibility while securing the right talent.

At AccruePartners, we don’t just fill roles—we partner with companies to create a strategic hiring process that attracts, engages, and secures the best talent, even in today’s uncertain market.

How is your hiring strategy evolving? Let’s Talk.

A Note to Job Seekers

We recognize that this market is tough. Many talented professionals are struggling to secure new roles despite strong qualifications. If you’re in this position, consider these key strategies:

Tailor your application—make sure your resume speaks to impact, not just responsibilities.
Leverage your network—referrals and introductions remain one of the strongest ways to land interviews.
Stay persistent—the right opportunity is out there, and a strategic approach will help you connect with it.

How to Hire for the Fintech Boom

Thu, 27 Feb 2025 13:45:20 GMT

The Fintech industry is booming. With the rise of careers in blockchain and cryptocurrencies, online banking, and mobile payments, hiring managers are pressed to find the right candidates to fill open roles. Here’s what to know about the fintech industry and how to hire for it.

Why Every Accounting & Finance Professional Needs a Recruiter—Even When You're Not Actively Job Searching

Wed, 26 Feb 2025 14:09:00 GMT

As an Accounting & Finance professional, your world is defined by precision, structure, and a commitment to ethical decision-making. Whether you’re an accountant, financial analyst, auditor, or CFO, you’ve honed a detail-oriented mindset, a strategic approach to problem-solving, and the ability to thrive under pressure. Your expertise in managing risk, interpreting financial data, and ensuring compliance makes you an invaluable asset in today’s complex business environment.

Yet, despite the surging demand for skilled Accounting & Finance professionals, a growing shortage of talent is making it increasingly difficult for companies to fill critical roles. Many professionals are staying put in their current positions, while businesses face shifting priorities, evolving regulatory landscapes, and heightened competition for top talent. The gap between supply and demand has never been more evident. So, what’s influencing your decision to stay—or move? And why should you think about building a relationship with a recruiter regardless of your answer to that question?

Why Accounting & Finance Professionals Stay Put

Despite high demand, many accounting and finance professionals hesitate to make a move due to:

Job Stability : years of experience and strong internal relationships create a sense of security.
Compensation & Benefits : competitive salaries, bonuses, and retirement plans keep professionals content.
Work-Life Balance : flexibility in current roles makes change less appealing.
Company Culture & Growth : a strong workplace environment fosters loyalty.
Risk Aversion : the uncertainty of change can feel greater than the potential reward.

While these factors create a strong incentive to stay, they can also lead to missed opportunities. The best time to think about your career isn’t when you need a new job—it’s when you’re in a position to evaluate options strategically. Partnering with a recruiter allows you to stay informed about the market, uncover career paths you may not have considered, and ensure you’re always positioned for long-term success.

Here are a few reasons why it’s worth your time to engage with a recruiter, even if you're happy in your current position:

1. Access to Exclusive Opportunities

Recruiters often work with organizations to fill positions that aren't advertised to the public. These can include high-level, specialized, or even confidential roles that are only available through recruiters. By partnering with a recruiter, you gain early access to these hidden opportunities and a direct link to roles that may perfectly align with your career goals and expertise.

2. Market Insights

The world of finance and accounting is continuously evolving. By speaking with a recruiter, you gain valuable insights into current salary benchmarks, compensation trends, and overall market conditions. You can also learn about the specific skill sets in demand and how to position yourself for success in the future. This is particularly valuable if you're considering a career shift or looking to advance in your field.

3. Career Advancement Guidance

Recruiters are often career advisors in disguise. They can help identify your strengths, suggest potential career paths, and recommend additional certifications or training to help you move forward. They understand what it takes to progress in your career and can guide you on how to enhance your skills, whether that’s through additional learning or taking on new responsibilities within your current role.

4. Network Expansion

Recruiters have vast networks of contacts with hiring managers and leaders in the finance and accounting industry. Connecting with a recruiter opens the door to valuable networking opportunities, potentially introducing you to professionals and organizations you may not have encountered otherwise.

5. Confidentiality and Discreet Exploration

If you’re not actively job hunting but are simply curious about the market, working with a recruiter gives you a confidential way to explore potential opportunities without revealing your interest to your current employer. This helps you stay informed about the job market while preserving your privacy.

6. Personal Branding and Resume Optimization

Recruiters know what employers are looking for. They can offer feedback on your resume, LinkedIn profile, and overall personal brand, ensuring that you stand out in a competitive job market. This kind of constructive advice can help you maintain a polished professional image, whether or not you’re planning on making a move.

7. Salary Negotiation and Contract Guidance

If you do decide to explore new opportunities, a recruiter can serve as a valuable resource during the negotiation phase. They can advise you on compensation expectations, help with salary negotiations, and ensure that any job offer aligns with your professional goals and expectations.

8. Time Efficiency

Recruiters act as intermediaries, saving you time by connecting you with jobs that align with your skills and preferences. They streamline the process, allowing you to focus on your current role without the burden of applying to countless job openings. By working with a recruiter, you can find the right fit without the need for endless applications or interviews.

As demand for accounting and finance professionals continues to rise, the need for skilled talent is undeniable. While many in the field may hesitate to leave their current positions, working with a recruiter can be a mutually beneficial experience. It provides access to hidden opportunities, market insights, and career guidance—all while helping professionals maintain discretion and control over their career trajectory.

Interested in talking to an AccruePartners recruiter who specializes in Accounting & Finance? My inbox is always open.

Mentorship: Your Path to Career Stardom

Wed, 19 Feb 2025 08:11:12 GMT

We’re joined by Stacy Cassio, Founder and CEO of the Pink Mentor Network, to explore the transformative power of mentorship. Stacy dives into the art of building meaningful mentor relationships, navigating the "career game," and seizing opportunities to grow personally and professionally. Through practical advice and real-world examples, she illustrates how mentorship can be the cornerstone of a thriving career. Tune in to learn how to take control of your journey and become the star of your own success story with the guidance of a mentor.

Your 2025 Talent Strategy Playbook: Key Market Trends and Insights

Thu, 06 Feb 2025 14:19:00 GMT

Author: Ben Brandon, Executive Vice President of Client Success

In a fast-changing talent market, understanding the key trends can make all the difference. From shifts in employee retention to the rise of AI-driven skill gaps, 2025 brings unique challenges and opportunities for employers and job seekers alike. At AccruePartners, we’ve compiled the latest insights into our 2025 Salary Guide to help you navigate these changes confidently.

Here are five key trends to watch and actionable strategies for success:

1. Employee Retention: Stay Ahead of Resignations

Many employees are feeling stuck, which could lead to a surge in resignations as hiring accelerates. To combat this, focus on fostering growth opportunities, offering career clarity, and ensuring competitive compensation.

Pro Tip : Conduct stay interviews with your top performers to understand what keeps them motivated and what might push them out the door.

2. Pay Trends: Balancing Budgets with Market Realities

Although salary growth is moderating compared to previous years, it remains higher than pre-pandemic norms. Companies must find the sweet spot between offering attractive compensation and managing economic pressures.

Pro Tip: Benchmark your pay against market data— our 2025 Salary Guide has everything you need to stay competitive.

3. Total Rewards: It’s More Than Just the Paycheck

Employees today expect more than a paycheck. Comprehensive benefits packages, meaningful recognition, and career advancement opportunities are all key to attracting and retaining talent in 2025.

Quick Win: Highlight unique benefits, like wellness programs or professional development stipends, in your job postings to stand out.

4. Bridging Skills Gaps: Invest in Upskilling

As AI and other technologies continue to transform industries, businesses must address the growing skills gap. Upskilling and reskilling initiatives are crucial for staying competitive in this tech-driven landscape.

Next Step: Create a learning culture by offering regular upskilling opportunities aligned with your business goals.

5. Economic Uncertainty: Stay Agile

Hiring is expected to increase, but economic challenges persist. Organizations that embrace flexibility in their workforce strategies will be better positioned to navigate uncertainty and emerge stronger. This could involve cross-training employees, offering hybrid work options, or planning for scalable workforce solutions.

Strategy: Build contingency plans that allow your organization to pivot quickly in response to changing market conditions.

Why This Matters

These trends aren’t just predictions—they’re insights based on real data from the Carolinas talent market and beyond. For an in-depth look at the strategies that will help you stay competitive, download the 2025 Salary Guide . Packed with actionable advice and industry benchmarks, it’s your ultimate playbook for the year ahead.

Winning in today’s talent market isn’t about luck—it’s about preparation, strategy, and execution. Let’s win together— my inbox is always open.

How to Write a Job Description for Marketing Role Levels | AccruePartners | Charlotte NC

Fri, 31 Jan 2025 13:54:14 GMT

Learn to write clear, compelling marketing job descriptions that attract the right creative and digital talent fast.

Navigating Corporate Relocation and Talent Strategy in Charlotte

Wed, 22 Jan 2025 08:12:38 GMT

In this episode, we sit down with Kristen Mahoney, Recruiting Manager at TTX, to discuss the challenges and opportunities of corporate relocation and talent acquisition in Charlotte. Learn how companies can successfully build a brand and navigate the process of moving to this growing business hub. From establishing presence to attracting top talent, this conversation offers valuable insights for any organization considering a move to Charlotte.

The Most In-Demand IT Jobs & Required Skills

Tue, 31 Dec 2024 13:56:22 GMT

Discover the most in-demand IT jobs & must-have skills employers want in 2025—stay ahead in your tech career.

West Coast Innovation Meets Charlotte Culture

Wed, 18 Dec 2024 08:14:12 GMT

Join us on this episode of Building People, Companies & Careers as we chat with Ashleigh Andersen about her journey building community and driving growth in Charlotte, NC. Whether you’re a professional seeking career insights or a business leader navigating talent strategies, this episode offers valuable takeaways on community building, career growth, talent attraction, and the future of work in Charlotte.

Hard Skills vs. Soft Skills – What Matters Most to HR?

Fri, 29 Nov 2024 14:11:26 GMT

Discover which skills HR leaders value most in 2025—balance technical ability with soft skills for career growth.

Your Resume's Thump & Vibe

Wed, 20 Nov 2024 08:15:27 GMT

In this episode, we sit down with David Pinkley, founder of The Resume Sage, to uncover strategies for creating resumes and personal brands that stand out in a competitive job market. David reveals what gives a resume the right “thump and vibe” to make a lasting impression, along with expert tips for elevating your career presence. Whether you're early in your career or aiming for your next big move, this episode offers actionable insights to help you refine your approach and maximize your opportunities.

Top 10 Most In-Demand Job Roles in Finance & Accounting

Thu, 31 Oct 2024 14:21:46 GMT

Growth in financial and business occupations is expected to grow 8% from 2020 to 2030, adding around 750,800 new jobs in the U.S. Here are 10 top in-demand positions in 2022.

6 Things Finance & Accounting Candidates Want in a Work Environment

Sat, 19 Oct 2024 14:18:51 GMT

There’s a lot of competition for financial professionals. The job market in these areas is expected to grow 5% between 2019 and 2029, which is faster than average for all occupations. The worlds of finance and accounting are constantly transforming. Effects from the pandemic, evolving technology, and remote work capabi

Talent that Delivers. Solutions that Empower.

Fri, 11 Oct 2024 08:16:49 GMT

We sat down with Paul Rundzieher, the leader of AccruePartners' Project Consulting Solutions practice, to explore how AccruePartners is expanding its service offerings to meet the growing demand for end-to-end talent strategies. Paul shares insights into how we're building Talent That Delivers and Solutions That Empower—helping businesses achieve real results through project consulting, executive search, and staffing solutions.

The Impacts of AI on the Job Market

Thu, 03 Oct 2024 19:58:00 GMT

Artificial Intelligence (AI) is no longer a futuristic concept; it's here, and it's transforming the job market at a rapid pace. From automating and streamlining operations to driving innovation, AI's influence is felt across all industries. For job seekers and employers alike, understanding the impacts of AI is crucial for finding the best talent or landing your next job.

The Adoption of AI in Business

The adoption of AI in organizations has grown rapidly over the past few years. According to the World Economic Forum, 50% of companies globally are expected to adopt AI technologies by 2025, a significant increase from just a few years ago. AI is not only changing the way businesses operate but also how they approach hiring and talent management.
Organizations are integrating AI into their core processes, from automating mundane tasks to enhancing decision-making with data-driven insights. For instance, AI-powered tools are now commonly used in recruitment to screen resumes and even predict a candidate’s potential success within a company. This shift is leading to a more efficient hiring process, allowing companies to focus on strategic growth rather than getting bogged down by administrative tasks.

Positive Impacts of AI on Employment

While there are concerns about AI leading to job displacement, the reality is that AI is also creating new job opportunities. The World Economic Forum predicts that AI will create 97 million new jobs by 2025. These roles will span various sectors, including technology, healthcare, finance, and logistics, offering diverse opportunities for those with the right skills.
AI is driving demand for positions such as AI Specialists, Data Analysts, and Automation Engineers. Additionally, roles that require a human touch, such as those in creative industries or those involving complex problem-solving, are expected to thrive alongside AI advancements. The key for job seekers is to continuously upskill and adapt to these new roles, ensuring they remain competitive in the AI-driven job market.

How AI Reduces Bias in the Hiring Process

One of the most significant benefits of AI in recruitment is its potential to reduce bias in the hiring process. Traditional hiring practices can be influenced by unconscious biases, leading to unfair hiring decisions. AI, when used correctly, can help mitigate these biases by focusing on data-driven criteria rather than subjective judgments.
For example, AI algorithms can be trained to ignore demographic information such as age, gender, and race, focusing instead on skills, experience, and qualifications. This approach not only promotes a more inclusive hiring process but also ensures that companies are selecting the best candidates based on merit. According to a study by McKinsey , companies that leverage AI to reduce bias can increase diversity by up to 30%, leading to more innovative and productive teams.

Leveraging AI by Industry

Industries across the board are finding innovative ways to leverage AI to drive growth and efficiency. The application of AI is not limited to a single sector; it’s transforming operations and strategies in diverse fields, from manufacturing to financial services. Here’s a closer look at how different industries are harnessing the power of AI:

Navigating AI Impacts on the Jobs Market

For job seekers, identifying how AI is being used in your target industry can help you tailor your skills and resume to meet the growing demand for AI-savvy professionals. Start small by learning about specific AI applications relevant to your field, and as you gain more knowledge, look for opportunities to implement AI-driven solutions in your work.

AI is disrupting the job market in profound ways, offering both challenges and opportunities. For job seekers, the key to success lies in embracing change, upskilling, and staying adaptable by focusing more on the nature of the roles they seek. For organizations, leveraging AI effectively can lead to faster time-to-hire and improved quality of hire. As AI continues to grow its footprint in the job market, those who proactively adapt will find themselves at the forefront of this transformative wave.
AccruePartners is here to guide both job seekers and organizations through this AI-driven landscape, offering tailored talent solutions that align with the demands of the future. Connect with our team if you’d like to discuss how you can benefit from in AI in your talent acquisition or job search initiatives in the evolving job market.

4 Ways Your Branding Affects the Marketing Talent You Attract

Mon, 30 Sep 2024 14:24:20 GMT

Building a Project Portfolio to Unlock Consulting Opportunities

Thu, 19 Sep 2024 18:58:00 GMT

The traditional resume still has value, but in today's evolving job market, it's not always enough for those seeking consulting project-based work. As the gig economy grows and organizations shift their focus from titles to skills, a dynamic project portfolio is your best tool for standing out as a consultant. If you’re seeking project-based work, building a project portfolio is the key to showcasing your expertise.

Why a Project Portfolio Matters

In the current skills-based economy , organizations want more than job descriptions – they want  demonstrated expertise . A project-based portfolio offers concrete proof of your abilities, increasing your credibility as a candidate and consultant.

Imagine two consultants for a marketing project:

Consultant A lists "managed social media campaigns" on their resume.
Consultant B showcases two projects: one where they increased website traffic by 20%  through strategic social media campaigns, and another where they  improved early-stage engagement by 35%  by leveraging internal lead data.

Who's more likely to impress the hiring manager?

Beyond building credibility, a project portfolio sets you apart from the competition. It allows you to  demonstrate specific skills and showcase tangible results . Quantifying your accomplishments with metrics in your portfolio presents your capabilities in a way that standard job responsibilities typically won’t.

Key Elements of a Strong Project Portfolio

Your portfolio should be a  compelling narrative  that tells the story of your professional journey. Here's what to include:

Summary/Profile :  Briefly introduce yourself and highlight your areas of expertise.
Project Case Studies :  Showcase 3-5 projects that demonstrate your skills and quantify your impact. For each project, include:
Challenge : What was the problem?
Your Role :  What were your responsibilities?
Results :  Quantify your achievements with metrics and data whenever possible (e.g., increased sales by 25%).
Change : Describe the immediate or long-term impact of your work.
Skills & Certifications :  Include your key skills and any relevant certifications.
Client Testimonials :  Include quotes from satisfied clients validating your work (optional but highly impactful).

Tailoring Your Portfolio

Don't think of your portfolio as a one-size-fits-all document. Tailor it to the specific project or role you're targeting. In this format, you can more readily reorganize accomplishments for a specific opportunity without having to rewrite a bespoke resume. You will also find it easier to  highlight relevant projects and expertise  that demonstrate the skills and experience the employer or client seeks.

While a physical portfolio can be beneficial, consider creating a digital version  as well. Use platforms like LinkedIn or a dedicated portfolio website to showcase your work online.  This will make your portfolio easily accessible, shareable, and mobile-friendly. This living format will make it easier to add new projects and adapt your content to reflect market trends and your evolving skillset, unlike a resume which might require a complete rewrite.

Made-Saved-Achieved Framework

At AccruePartners, we encourage consultants to adopt the Made-Saved-Achieved framework , which allows you to quantify your impact:

Made : This refers to the tasks, initiatives, or solutions you created or implemented.
Saved : This can include cost savings, time efficiencies, or risk mitigation.
Achieved : This highlights the measurable outcomes or results of your work.

Example 1: Before: Managed social media campaigns. After: Crafted and led a social media strategy that increased website traffic by 20% and generated $50,000 in new sales. Saved the company time and resources by automating social media scheduling and reporting. Example 2:

Before : Led a team of analysts.
After : Established a data-driven analytics model that improved decision-making accuracy by 30%. Saved the company $100,000 in lost revenue due to incorrect forecasting. Achieved a 25% increase in customer satisfaction through targeted data-driven campaigns.

By following this framework, you can create a more compelling project portfolio that showcases the real value you bring to potential employers or clients.

Build Your Project Portfolio with AccruePartners

Investing in your project portfolio today opens the door to future career success. Partner with AccruePartners to build your portfolio and connect with exciting project opportunities for leading organizations across the Carolinas.

Consultants : Let us guide you in crafting a compelling project portfolio that highlights your unique skills and achievements. We’ll connect you with exciting project opportunities that are aligned with your talents. Ready to take the next step?  Let's talk!
Client Leaders :  Whether you’re deciding between direct hires or contingent labor, we can help you navigate your workforce needs and find the right talent for your specific project requirements. Contact us today to discuss how we can support your goals.

Written in collaboration with: Tim Aldrich and Kayla Kiser

2024 Mid-Year Reset: Leveraging Talent Solutions for Business Resilience

Tue, 03 Sep 2024 13:44:00 GMT

Mid-year offers a valuable opportunity for businesses to reassess their plans and pivot towards success, even amidst 2024's unique economic challenges. As organizations adapt to the uncertainty rates and a shifting job market, strategic hiring and project adjustments become crucial to maintaining momentum.

Rather than viewing the current climate as a setback, it's a chance for businesses to fine-tune their strategies. Many leaders are reimagining their approaches to talent and focus on prioritizing high-impact initiatives that align with their long-term goals.

Mid-Year Pivots

As businesses navigate a dynamic economic landscape, they face new challenges such as increased borrowing costs and a shifting labor market. However, these challenges also open doors for strategic adjustments that can drive long-term success. While the job market shows signs of cooling, the focus shifts to optimizing resources and bridging talent gaps with innovative solutions.

For many organizations, mid-year reviews are a crucial time to reassess priorities and align resources with the most impactful initiatives. This process is not about cutting back—it's about reallocating efforts to ensure that every project and investment contributes to the broader business objectives. By providing flexible, specialized project delivery consultants, AccruePartners helps our clients navigate these complexities, ensuring critical projects stay on track and deliver results.

Leveraging Tailored Talent Solutions

AccruePartners sees clients facing the dual challenge of optimizing operations and preserving valuable investments. Over the last six months, we have supported clients by providing flexible, specialized project delivery consultants who can navigate these complexities and keep critical projects on track. By adding specialized project delivery consultants on a flexible basis, we help clients navigate these complexities beyond traditional “buying and borrowing” talent models.

The current economic landscape provides businesses with an opportunity to innovate and do more with less. By taking decisive action and partnering with a forward-thinking total talent solutions provider like AccruePartners, organizations can navigate these headwinds and emerge stronger.  

AccruePartners is supporting clients throughout the region and across various industries to achieve their goals through flexible, cost-effective search, project and staffing solutions. Contact us today to explore how our Talent Community of over 800,000 professionals can meet your organization’s unique talent needs and drive your projects to success.

Written in collaboration with: Tim Aldrich , Amy Pack , and Kayla Kiser

Bridge Talent Gaps to Rescue Projects

AccruePartners seamlessly fills critical roles, ensuring projects stay on track and deliver strong results, even in tight budget environments. Our experienced consultants stabilize projects, ensuring investments yield the intended results. For example, we recently assisted a manufacturing company by providing expert project managers who turned around a struggling IT implementation, saving the company both time and money.

Accelerate Project Timelines to Meet Deadlines

Leveraging an extensive Talent Community of seasoned professionals, AccruePartners helps organizations quickly ramp up and drive project momentum. This approach not only saves time but also minimizes project delays. For instance, a financial services client partnered with us to rapidly deploy a team of data analysts, allowing them to meet regulatory deadlines without sacrificing quality.

Optimizing Costs in Uncertain Times

By engaging AccruePartners’ project consultants, clients gain access to top talent without the overhead of full-time employment. This approach complements the expertise of other implementation partners, creating a cost-effective multi-vendor model that enhances project resourcing. A healthcare organization recently benefited from his model by reducing project costs by 20% while maintaining high-quality outcomes in their system upgrade initiative.

How to Create the Work Environment that IT Candidates Are Looking For

Fri, 30 Aug 2024 14:27:13 GMT

Computer and information technology professionals are some of the most in-demand employees today. According to the U.S. Bureau of Labor Statistics, employment in these areas is expected to grow 11% before 2029. That means more competition for employers who are looking to attract, hire and retain the best IT talent. Here are some characteristics IT candidates are looking for in an employer today.

The Value of Using Staffing Solutions and Project Consultants in the Workforce

Tue, 27 Aug 2024 16:35:00 GMT

The onboarding process is quicker and more straightforward when utilizing temporary contractors or project consultants than for full-time employees. Consultants are experienced professionals who can hit the ground running with minimal training. The streamlined onboarding of contractors and consultants allows for immediate impact on projects, reducing downtime and increasing productivity.

In 2024, businesses face a rapidly changing landscape where flexibility and adaptability are critical to staying competitive. One strategy that has proven effective is the strategic use of staffing resources and consultants to access specialized skills. These professionals bring unique advantages that can help organizations navigate challenges, particularly during periods of uncertainty or seasonal demand.

The Evolving Workforce Landscape

The workforce landscape has undergone significant changes in recent years. As of 2024, nearly 40% of the U.S. workforce engages in some form of temporary or consulting work, a trend that reflects both the desire for flexibility among workers and the need for agility within businesses. Companies are turning to temporary staffing and project consultants to access specialized skills, manage costs, and remain nimble in a dynamic market.

Advantages of Hiring Contractors

1. Cost Efficiency

One of the most compelling reasons to hire contractors and utilize project consultants is cost efficiency. Unlike full-time employees, contractors can help you save on various expenses such as:

health insurance benefits
retirement plan benefits
onboarding and training costs
paid time off
legal and financial obligations

With an average savings of 30% in overhead costs, businesses managing tight budgets or handling project-based work can realize significant savings making a considerable impact.

2. Flexibility and Scalability

Utilizing temporary staff and project consultants provides unparalleled flexibility. They allow businesses to scale their workforce according to demand.

Cole Conrad, VP of Project Consulting Solutions said, “At AccruePartners, we understand that businesses need the flexibility and scalability to thrive in today’s fast-paced market. Utilizing temporary staffing and project consulting professionals offers the unique advantage of allowing companies to adjust their workforce in response to fluctuating demands. Whether you need a specialized skill set for a short-term project or additional support during peak seasons, contractors provide the agility required to stay competitive. Our expertise in matching the right talent with your needs ensures that you can scale efficiently and effectively."

3. Access to Specialized Skills and Fresh Perspectives

Temporary staff and project consultants often bring specialized skills, expertise, and fresh perspectives that may not be available in-house. Whether it's Accounting & Finance, Information Technology, Human Resources, Corporate Support, Marketing Digital & Creative or Financial Services, hiring a contractor through AccruePartners can provide access to top-tier talent with specific knowledge and experience. Contractors bring diverse experiences across various industries which is beneficial for projects requiring niche skills and contributing to problem-solving and creativity within the organization.

4. Faster Onboarding & Impact

The Value of a Total Talent Solutions Partner

By utilizing a talent solutions partner for temporary staffing or project consultants, substantial value is gained by providing cost savings, flexibility, specialized skills, and quick integration into your team. By leveraging these professionals, your business can remain agile and competitive in 2024 and beyond.

AccruePartners delivers exceptional value as a total talent solutions provider by combining deep expertise in staffing and project solutions in addition to our direct hire and executive search offerings. We offer flexible, scalable staffing that aligns with your unique business needs, whether for temporary roles or specialized consultants. Beyond filling positions with the right staffing talent, our project solutions team can help you tackle complex challenges with strategic expertise, ensuring your initiatives succeed efficiently. Our comprehensive approach includes end-to-end talent management and ongoing support, positioning AccruePartners as a strategic talent partner committed to driving your business growth and maintaining agility in a dynamic market.

AccruePartners is committed to helping businesses thrive by providing tailored talent solutions. Contact us today to learn how we can support your temporary staffing and consultant needs.

Q3 Consultant Recognition Award

Tue, 27 Aug 2024 16:21:00 GMT

At AccruePartners, we believe in recognizing the exceptional talent and dedication that drive success for our clients. This quarter, we are excited to honor Cassandra Tomsha as the AccruePartners Q3 Consultant of the Quarter.

Cassandra’s journey with AccruePartners began when she was referred by another consultant actively engaged in a similar project. From the very start, she demonstrated a level of commitment and expertise that set her apart. Her ability to navigate complex challenges and deliver results ahead of schedule truly embodies our core value of “Make an Impact.”

In her role, Cassandra took on the ambitious task of integrating cutting-edge Learning and Development (L&D) technology into a national initiative. This was no small feat, but Cassandra approached the project with a strategic mindset and a proactive attitude. Her dedication to excellence and her ability to collaborate effectively with the AccruePartners team allowed her to achieve remarkable success.

Reflecting on her experience, Cassandra shared,

"Working with AccruePartners' Project Consulting Solutions allowed me to effectively integrate cutting-edge L&D technology into a national initiative, transforming our training processes. The unwavering support and collaboration from the AccruePartners team empowered me to deliver results ahead of schedule and embrace new challenges with confidence. It's been incredibly rewarding to contribute to something with such a lasting impact as part of #TeamAccrue."

- Cassandra Tomsha

Cassandra’s impact didn’t stop with the completion of her initial project. Her proactive approach and deep understanding of the client’s evolving needs led to new opportunities within the business. Recognizing her talent and the value she brings, the client offered her a new role focused on revamping talent acquisition processes for high-volume hiring campaigns. This opportunity highlights Cassandra’s ability to innovate, adapt, and continue driving success for our clients.

Cassandra’s journey is a prime example of how AccruePartners’ Project Consulting Solutions Services addresses project needs and fosters long-term growth and success for our clients. Her story highlights the importance of collaboration, strategic thinking, and a commitment to delivering excellence.

As we celebrate Cassandra’s achievements, we are reminded of the incredible value our consultants bring to our clients every day. Their dedication, expertise, and ability to make a lasting impact are what make AccruePartners a leader in delivering tailored talent solutions.
We are proud to have consultants like Cassandra on our team, and we look forward to continuing to support her as she takes on new challenges and drives success for our clients.

Discover how our Project Consulting Solutions Services can elevate your next initiative and enhance your career.

Proof Positive: Leadership and Trends in Cybersecurity

Thu, 22 Aug 2024 08:18:15 GMT

Join us as we sit down and chat with with special guest, Andrew Watts, Director of Infrastructure and Security at Service Logic. Dive into the latest trends shaping the cybersecurity landscape and uncover the key leadership strategies that drive success in this ever-evolving field. Andrew shares his unique insights and experiences, offering valuable advice for professionals looking to excel in IT security and leadership roles.

5 Ways to Transform your Hiring process to hire top talent before your competition does

Wed, 31 Jul 2024 14:29:52 GMT

Did you know? Nearly half (49%) of job seekers working in in-demand fields say they’ve turned down an offer because of a poor hiring process. Don’t lose out on top talent to competitors. Use these tips to improve your hiring process and engage talent.

8 Networking Tips to Help You Land Your Next Role

Tue, 30 Jul 2024 12:59:00 GMT

Imagine being the go-to candidate or business professional simply because you took the time to build meaningful connections. Networking isn't just about meeting people; it's about forming relationships that could lead to your next big career move or business partnership. Building these connections is essential for creating trust and mutual support, which can open doors to opportunities you might not have discovered otherwise. It’s essential for getting acquainted with industry peers and other professionals who might become your employers, partners, or clients in the future. Dive in as we reveal eight powerful networking tips designed for job seekers across Accounting & Finance, Information Technology, HR, Marketing, Digital & Creative, Corporate Support, and Financial Services, helping you build connections that matter.

1. Understand the Importance of Networking

Networking is a crucial component of career advancement. According to Aptitude Research , 84% of companies believe employees referrals (i.e., networking) are the best way to find talent for open positions. Building professional connections can lead to job referrals, mentorship opportunities, and valuable industry insights.

2. Set Clear Goals

Before diving into networking, set specific, measurable goals. Determine what you want to achieve, whether it's expanding your industry knowledge, finding a mentor, or landing a job interview. Clear objectives will help you stay focused and make the most of your networking efforts.

Industry Examples:

Accounting & Finance: Connect with CPAs and Financial Analysts to learn about the latest industry trends.
Information Technology: Network with Software Developers and IT Managers to discover job openings.
HR: Engage with HR professionals to exchange best practices and career advice.

3. Leverage Social Media

Social media platforms, particularly LinkedIn, are powerful tools for networking. Ensure your LinkedIn profile is fully optimized with a professional photo, a compelling headline, and a detailed summary of your experience and skills. Join industry-specific groups and participate in discussions, comment on articles posted by people you know and speak to the content, like and share content relevant to your area of focus to increase visibility.

4. Attend Networking Events

Attending industry events and conferences is an excellent way to meet professionals in your field. Research and prioritize events that align with your career goals. Be prepared with a polished elevator pitch and plenty of business cards.

Industry Associations Across the Carolinas and Beyond:

Accounting & Finance: Financial Executives Networking Group , NC Association of CPAs , American Payroll Association , AFP Charlotte , NCTMA
Information Technology: CompTIA , Tech Talent South , Charlotte Women in Tech , TechServe Alliance , SIM Charlotte Region Chapter , Charlotte Technology Leaders
HR: Charlotte Area SHRM , DisruptHR , Association for Talent Development , Catapult Employers Association
Marketing: Charlotte AMA , Social Media Charlotte , Digital Summit Charlotte , Charlotte PRSA , Charlotte IMA , Business Marketing Association Carolinas
Corporate Support: IAAP , Charlotte Regional Business Alliance , Business Leaders of Charlotte
Financial Services: CFA Society North Carolina , FPA Charlotte

5. Be Genuine and Authentic

Authenticity is key in building meaningful connections. Focus on establishing genuine relationships rather than merely collecting contacts. Show a sincere interest in others and be yourself in all interactions. AccruePartners' Culture : At AccruePartners, we believe in the power of genuine connections. We prioritize long-term relationships over transactional interactions when connecting qualified professionals with exciting career opportunities for our clients.

6. Follow Up and Stay in Touch

Following up is crucial to maintaining your network. Send a personalized message or email after meeting someone new, thanking them for their time and suggesting ways to stay in touch. Regular follow-ups help keep the relationship alive and demonstrate your commitment.

Effective Follow-Up Tips:

Mention a specific point from your conversation.
Suggest a follow-up meeting or call.
Keep the tone friendly and professional.

7. Offer Value

Networking is a two-way street. Aim to offer value to your connections before seeking favors. Share industry insights, introduce them to other professionals, or provide assistance with their projects. This approach builds trust and reciprocity.

Industry-Specific Strategies:

Marketing : Share the latest digital marketing trends, tools or trends you’re seeing in your current role.
Corporate Support: Offer tips on improving office efficiency or organization.

8. Utilize AccruePartners' Resources

Take advantage of the networking opportunities and resources provided by AccruePartners. Attend our events, participate in webinars, and engage with our online community to expand your professional network.

A finance professional landed a role as a CFO in the retail services industry following his connection with one of our recruiters at an AccruePartners event.
“I loved working with Accrue because their networking events were the key to me landing my CFO role. Their commitment to investing in relationships made all the difference.”

An HR candidate stayed in contact with one of our HR recruiters and landed an exclusive, confidential role as a Director of HR for a leading manufacturing & industrials organization in the Queen City.
“What stood out about AccruePartners was their personalized support. My recruiter’s dedication and ongoing engagement were pivotal in securing my position."

Networking is a powerful tool in your job search arsenal. By setting clear goals, leveraging social media, attending events, being genuine, following up, offering value, and utilizing AccruePartners' resources, you can build a strong professional network that will help you land your next role.   Start implementing these networking tips today and connect with AccruePartners team of subject matter experts for further career support. Together, we can help you achieve your career goals.

Shaping the Future of Work: A Gen Z Perspective

Thu, 25 Jul 2024 08:19:43 GMT

Discover the future of work with AccruePartners and Cameron Miller, a Gen Z Financial Analyst and influencer in Charlotte, NC! Explore Gen Z’s career values, social media impact, and strategies for attracting top talent from his first-hand perspective. Tune in for insights that will transform your approach to talent management!

Meeting the Diverse Needs of a Multigenerational Workforce

Tue, 09 Jul 2024 12:39:00 GMT

In today’s dynamic workforce, understanding the diverse needs of multiple generations is more critical than ever for business success. As the Carolinas’ leading provider of total talent solutions, AccruePartners is dedicated to helping companies attract, retain and grow their top talent. From Baby Boomers to Gen Z, each generation brings unique perspectives and priorities. By understanding and addressing their distinct values and expectations, you can effectively attract and retain top talent across these diverse age groups. Let's explore what each generation seeks from employers and how you can meet these expectations to build a thriving multigenerational team.

Common Priorities Across Generations

Despite their differences, Baby Boomers, Generation X, Millennials, and Generation Z share several key workplace priorities. These common focuses include:

Company Culture and Values
Work/Life Balance and Flexibility
Financial Security and Benefits
Growth Opportunities and Advancement

These commonalities serve as a foundation for bridging generational gaps. While some might perceive a multigenerational workplace to cause conflict, it is important to recognize that age is just a number. Finding common ground around these shared priorities helps create a unified workforce working towards common goals.

What Do Baby Boomers Value Most in Their Careers?

Baby Boomers prioritize stability, loyalty, and recognition in their careers. They are eager to learn and value workplaces that offer opportunities for long-term employment and clear paths for career advancement.
According to MetLife , financial security is paramount for Baby Boomers. They prioritize benefits such as retirement plans and comprehensive health insurance, seeking assurance that their retirement needs will be met.
Baby Boomers prefer traditional forms of communication like talking face-to-face. They value clear communication channels where their experience and contributions are acknowledged and valued.

Management Tip: When managing Baby Boomers be sure to: foster strong relationships, provide direct feedback, encourage teamwork, and celebrate their strengths and accomplishments.

How Can Employers Meet the Needs of Generation X?

Generation X, the “self-reliant” generation, values independence and autonomy. Research from BetterHelp shows that Gen X is less interested in collaborative work and prefers a more self-directed approach.
Gen X values family time and a healthy work-life balance. Placing a strong emphasis on working to live rather than living to work, they value workplaces that offer flexible schedules, as highlighted by WestBend .
Direct feedback is essential for Generation X, who appreciate clear and straightforward communication to understand their performance and areas for improvement.

Management Tip: When managing Gen X be sure to: avoid micromanaging, offer flexibility, communicate openly, respect their time, and enable them to work independently.

What Motivates Millennials in the Workplace?

Millennials are driven by purpose. They seek work that aligns with their values and contributes positively to society. According to Deloitte , the younger generations are more drawn to organizations that prioritize environmental sustainability and social justice, often valuing purpose over profit.
Millennials are attracted to organizations that provide opportunities for continuous learning and career development, as shown by studies from Gallup .
A supportive work environment that fosters collaboration, mentorship, and inclusivity is essential for Millennials, contributing to their sense of value within the organization.
Work-life balance is also important to Millennials, they prioritize workplaces that offer flexibility such as remote work options and flexible hours - similar to Generation X.

Management Tip: When managing Millennials be sure to: offer learning opportunities, encourage collaboration, be flexible, provide feedback, and be appreciative.

What are Gen Z's Top Priorities for Their Employers?

Gen Z is the most diverse generation yet, and they seek workplaces that reflect this diversity through inclusive hiring practices and DE&I (Diversity, Equity, and Inclusion) initiatives. A supportive culture that prioritizes mental health and well-being is vital for them.
Handshake’s survey found that 65% of undergraduate students would hesitate to apply to a role if the employer's values did not align with their own.
Proactive mental health support is particularly important to both Gen Z adults and younger Millennials, as they are reported to be the generations experiencing the highest levels of stress, according to the American Psychological Association .
Gen Z is known for embracing remote and hybrid work options, especially following the pandemic that made flexible work so common for them. Another finding from Handshake ’s research says that 90% consider flexibility a key factor when deciding on job opportunities.

Management Tip: When managing Gen Z be sure to: promote diversity and inclusion, offer flexibility, take a personalized approach, focus on work/life balance and mental health.

Fostering Multigenerational Success

At AccruePartners, we believe that understanding all four generations' diverse needs and priorities is key to creating a productive and harmonious workplace. By aligning company practices with shared values - such as promoting inclusive cultures, providing work-life balance, ensuring financial security, and offering growth opportunities, employers can build a cohesive and supportive workplace that attracts and retains top talent. Embracing these principles not only bridges generational gaps but also strengthens your organizational culture and enhances overall business success.

Stay tuned for our next Building People, Companies and Careers podcast episode, “Shaping the Future of Work: A Gen Z Perspective,” to gain further insights into the perspectives and priorities of the newest generation in the workplace. At AccruePartners, we are committed to providing the total talent solutions you need to succeed in a multigenerational workforce. Reach out to start building people, companies and careers together today.

What qualifications to look for in Finance vs. Accounting candidates

Fri, 28 Jun 2024 14:32:33 GMT

Financial professionals are in demand. According to the U.S. Bureau of Labor Statistics, employment in financial and business occupations is projected to grow 8% between 2020 and 2040, adding 750,800 new jobs. One way to get ahead of the competition in hiring finance and accounting talent is to be clear in job descriptions and hiring processes. Use these qualifications to guide your search and hire the right candidates.

Qualifications To Look For in Finance & Accounting Candidates

Leading Through Change: The Evolutionary Leader’s Playbook

Thu, 27 Jun 2024 08:21:10 GMT

Join us on "Building People, Companies, and Careers" as we explore leadership and career growth with Anish Shroff, play-by-play announcer for the Carolina Panthers and ESPN. Anish shares insights on adapting leadership styles and the significance of having the ability to lead and evolve, along with practical advice for those aspiring to achieve careers in sports broadcasting. Throughout the episode, Anish emphasizes the importance of reading and understanding history, highlighting how historical knowledge can shape and inform effective leadership and personal development.

AccruePartners is Featured in Forbes, Fortune, and Entrepreneur!

Mon, 24 Jun 2024 20:03:00 GMT

A ccruePartners has been featured in Forbes, Fortune, and Entrepreneur, celebrating the remarkable women leading in Charlotte and Greensboro. Our Principal Partners, Patty Comer and Amy Noland Pack, have led with passion and purpose for 22+ years, driving our mission forward.

The Foundation of Our Success

The key to AccruePartners’ success lies in a highly experienced team, deep industry knowledge, and our proprietary 15-step AcccruePartners Business Systems. This process guarantees successful outcomes for clients across all areas of business, including Accounting & Finance, Information Technology, Human Resources, Marketing, Digital & Creative, Corporate Support, and Financial Services.
As Principal Partners Amy Noland Pack stated:

AccruePartners serves a wide range of regional clients, from small middle-market enterprises to Fortune 500 companies. We have continously evolved, developing proprietary and innovative processes to deliver industry-leading total talent solutions.
Read more about our commitment to supporting organizations throughout the Carolinas in the full Forbes article here.

Standing Out in an Interview with Storytelling

Mon, 24 Jun 2024 14:50:00 GMT

The ability to effectively communicate your skills and experiences is the key to standing out in interviews. Storytelling is a powerful technique. By crafting compelling narratives that showcase your skills, you can leave a lasting impression on interviewers and increase your chances of standing out in the interview process against others in a competitive market.

The Art of Storytelling in Interviews

Storytelling is more than just recounting past experiences; it is about engaging your interviewer and proving your value as a candidate.
By sharing compelling stories that highlight your skills, achievements, and impact you can demonstrate your fit with the company culture, communicate your ability to build positive work relationships, illustrate problem-solving and critical thinking skills, convey passion and purpose, and provide concrete evidence of your accomplishments.

This approach makes your interview memorable and sets you apart from other candidates, leaving a lasting impression on the hiring manager.

Crafting Your Interview Experience

Before heading into an interview, it is essential to prepare in advance. Identify key experiences and accomplishments that demonstrate your skills and suitability for the role.

Consider how each story aligns with the description you are interviewing for and company culture, and tailor your storytelling accordingly. By researching the company and tailoring your stories in advance, you can ensure that you are ready to effectively showcase your most relevant skills throughout the interview.

Present Your Stories with the STARCH Method

As a leading total talent solutions provider across the Carolinas with over 22+ years of experience in matching top talent with top opportunities, AccruePartners has put an innovative twist on the renowned STAR method by incorporating "CH" for change, emphasizing reflection and adaptability.

The STARCH method is used to help you formulate strategic answers for behavior-based interview questions. When presenting your stories in an interview, the STARCH method can be a valuable tool.

STARCH breaks down as follows:

S ituation/ T ask: Begin by clearly describing the Situation or Task you were faced with.
A ction: Explain the specific Action you took to address it.
R esult: Highlight the positive Result or outcome of your actions.
Ch ange: Reflect on what Change you would make if faced with a similar situation again.

By using the STARCH method, you can provide structured, insightful responses that effectively demonstrate your capabilities for the role.

The STARCH Method in Action:

Interview question:

“Tell me about a time that you had to manage multiple responsibilities. How did you handle that?”

Answer:

Situation / Task : "As Controller at XYZ Company, my primary responsibilities were restructuring the accounting systems, elevating talent within the accounting department, and implementing a new ERP system. Nine months into my role, I identified a discrepancy of $5.5 million in unapplied cash, leading to further investigation that unveiled additional underlying financial irregularities."

Action : "After identifying the problem, I immediately scheduled a meeting with the CFO to assess its business impact. We decided that resolving the matter within 120 days was imperative. Once we evaluated our internal resources, it became evident that our current capacity would not meet this deadline. Therefore, I developed a business proposal to enlist a third party in hiring a combination of consultants and contractors to complete the project within 90 days. Subsequently, we partnered with a third-party Talent Solutions firm to assemble the team."

Result : "The Talent Solutions firm appointed a consultant with relevant ERP expertise to lead the build out of the team that would execute the project in 90 days. This consultant played a pivotal role in vetting and selecting five additional contractors for the assignment. Together, the team diligently researched and allocated all cash to its corresponding invoices and customer accounts successfully within the 90-day timeline."

Change : "One adjustment I would make next time is to reorganize the project team structure. Rather than engaging one consultant and five contractors, I would opt to assemble a team of three consultants to minimize potential downtime. While we successfully resolved the unapplied cash issue in 90 days, I believe we could have completed it in 60 to 75 days by leveraging additional consultant expertise."

Made, Saved, and Achieved Moments

When preparing for interviews, structuring your responses using AccruePartners’ MSA (Made, Saved, Achieved) framework is crucial. It’s the why behind your bullet points that effectively showcases your accomplishments and contributions. Here's how to effectively frame your experiences:

Made : Highlight instances where you've developed impactful processes, created metrics to measure success, authored essential manuals, or initiated innovative projects that added substantial value to your team or company.

Saved : Demonstrate how your efforts in projects or tasks have resulted in significant time, resources, or monetary savings for the company. This could include reducing headcount, streamlining processes, or implementing automation to enhance efficiency and operational effectiveness.

Achieved : Showcase your achievements by focusing on measurable outcomes such as increased revenue, market share expansion, reduced attrition rates, or any awards and recognitions earned during your tenure. Share specific examples where your actions directly contributed to the success and growth of your organization.

By structuring your interview responses around Made, Saved, and Achieved moments, you not only provide evidence of your capabilities but also present yourself as a results-oriented candidate who can deliver value to prospective employers.

Strategic Storytelling: Tips for Success

Practice : Practice telling your stories beforehand to ensure you deliver them confidently and effectively during the interview.

Be Authentic and Engage with the Interviewer : Showcasing authenticity is crucial for leaving a lasting impression. While it's natural to feel nervous, preparation empowers you to highlight why you are the perfect fit for the role. Let your personality shine through by smiling and actively engaging with the interviewer. Know your selling points and reiterate them throughout the interview. Treat virtual interviews with the same professionalism as in-person ones and avoid talking over the interviewer.

Tailor Your Stories to the Company's Culture and Job Description : Customize your stories to align with the company's culture, values, and job requirements. This demonstrates your understanding of the company and your ability to meet the requirements of the position.

Keep Your Stories Short yet Comprehensive : While it is essential to provide enough detail to highlight your skills and experiences, it is also crucial to keep your stories concise. Aim to strike a balance between being detailed and to the point, ensuring that you capture the interviewer's attention without overwhelming them with unnecessary information. Mastering the art of storytelling in interviews can significantly enhance your chances of success. By preparing your stories, utilizing the STARCH method, and following these tips for success, you can stand out as a candidate and leave a lasting impression on interviewers.

Ready to Take Your Interview Skills to the Next Level?

Contact AccruePartners today to discover how our subject matter experts can help you prepare for your next interview. From resume building to mock interviews, we offer a range of services designed to boost your confidence and maximize your chances of success.

See what candidates have to say about working with our certified Great Recruiters :

Explore Our Interview Preparation Resources

Whether you're a seasoned professional or just starting your career journey, our resources are tailored to help you succeed in any interview scenario. Click on the options below to hear more interview tips from our subject matter experts.

» The 10 Best Interview Questions Candidates Should Ask

» How to Partner with a Recruiter

» A Guide to a Successful Job Interview

» How Recruiters Know Candidates Are Lying in an Interview

Navigating the Flood of Applications

Tue, 04 Jun 2024 13:00:00 GMT

Unveiling AccruePartners' Strategic Advantage in Candidate Selection

In today's competitive job market, companies are inundated with a high volume of job applicants, many of which come from underqualified candidates. This influx creates significant challenges for talent acquisition professionals and hiring managers, including time-consuming screenings, inefficient hiring processes, and strained resources. At AccruePartners, we address these issues by providing a streamlined talent acquisition process focused on quality. Through rigorous candidate screening, proactive talent searches, and industry expertise, we ensure that only the most qualified candidates are presented to you. By partnering with AccruePartners, businesses can enjoy reduced time to hire, improved quality of candidates, and a more efficient hiring process, ultimately building a stronger and a more effective team.

The Challenge: Overcoming the Flood of Applications

Employers are often buried under a mountain of applications. This overwhelming volume not only strains resources but also increases the chances of missing out on top talent simply due to overload.

Time Constraints

The pressure to fill positions quickly can lead to rushed hiring decisions, especially when faced with hundreds of applications to review. This urgency often results in:

Choices that might not align with the company’s best interests in the long run
A negative impact on the candidate experience, making interactions feel rushed and impersonal, deterring top talent
Increased risk of mismatched placements, leading to higher turnover rates and the need to restart the hiring process, ultimately costing the company more time and resources

Quality vs. Quantity

Creating the right balance between quantity and quality is a major challenge in today’s hiring landscape. It’s essential to have a wide selection of candidates, but the focus must remain on identifying those with the right skills and culture fit. Achieving this balance requires a strategic and thorough approach to candidate screening and selection.

The AccruePartners Advantage in Candidate Selection

Tailored Screening Processes

At AccruePartners, we utilize tailored screening processes to filter candidates based on specific criteria aligned with our clients' needs. Our human-centered approach is powered by advanced technology and our commitment to investing in relationships with candidates and clients. By modernizing and streamlining our APT Stack, we have built a strong and consistent track record for our team. Leveraging over 15 advanced platforms to source, retain, and attract top talent, we ensure that only the most qualified candidates make it through the initial screening stages, saving valuable time and resources.

Access to a Curated Talent Pool

One of the significant advantages we offer is access to a curated talent pool. Our database is filled with pre-vetted candidates, many of whom are alumni of our previous successful placements. This curated approach ensures our clients benefit from candidates who have already been proven to excel in their respective fields. With the influx of applications, it can only help to consider our qualified candidates, as we provide a reliable and efficient solution to the overwhelming number of applicants. Additionally, our rigorous screening process helps to:

Ensure that only the most suitable candidates are presented
Reduce the risk of hiring decisions that may leave employers dissatisfied and candidates disengaged
Quickly identify top talent without the hassle of sifting through the black hole of countless resume piles

Industry Insights

With certified subject matter experts across six divisions—Accounting & Finance, Information Technology, Human Resources, Marketing, Digital & Creative, Financial Services, and Corporate Support—our team possesses deep insights into potential pitfalls and standout qualities in candidates. This expertise enables us to identify and recommend individuals who not only meet the technical requirements but also align with the company’s culture and long-term goals.

Mitigating Risks with Strategic Partnerships

Aligning with Talent Solution Firms

Partnering with talent solution firms like AccruePartners provides a strategic advantage. Our expertise in staffing and recruitment helps mitigate risks associated with the hiring process. By leveraging the AccruePartners Business System (ABS) , a proprietary 15-step recruiting process, we ensure a consistent and results-driven experience for both clients and candidates. Our commitment to submitting three to five qualified candidates within the first 48 hours of receiving a new role significantly boosts your opportunity to secure the right talent quickly.

Collaborative Approach

We believe in a collaborative approach, engaging in thorough discussions with our clients to understand their specific needs and challenges. This partnership allows us to tailor our services effectively, ensuring that we provide candidates who not only meet the job requirements but also contribute positively to the company culture.

Mitigating Risks

Our strategic solutions proactively address common hiring challenges, helping to avoid missteps. By leveraging our staffing services, companies can bridge the gap when searching for the right full-time talent, ensuring a seamless and effective hiring process.

Partner with Accrue Today

The current saturation of the candidate pool presents significant challenges, but with the right approach, these can be effectively managed. Talent solution firms like AccruePartners play a crucial role in mitigating hiring risks, offering budget-friendly solutions that streamline the hiring process and ensure quick, efficient placements.

By leveraging our expertise, companies can navigate the talent flood with confidence, focusing on strategic growth and success.
Contact us today to experience the Accrue difference!

How to Partner with a Recruiter

Wed, 29 May 2024 21:23:00 GMT

Whether you are a seasoned professional seeking new opportunities or a recent graduate eager to make your mark, partnering with a recruiter can be a game-changer. With over 22 years of experience in building people, companies and careers, AccruePartners brings expertise in matching top talent with leading opportunities across the Carolinas and beyond.

While our team of experts provides invaluable guidance, partnerships with top employers and market intelligence, your proactive involvement is essential in realizing your career aspirations. By actively engaging in the process, you can harness the full potential of working with a recruiter and unlock new opportunities for professional growth. In this blog, we provide practical suggestions on how to effectively partner with a recruiter and provide insights into what you can expect from the AccruePartners candidate experience.

Why Should You Partner with a Recruiter for Your Job Search?

Proactive Talent Search and Diverse Industry Access: Recruiters collaborate closely with businesses to actively seek out ideal candidates for open positions. AccruePartners has certified subject matter experts across six disciplines including: Accounting & Finance, Information Technology, Human Resources, Marketing, Digital & Creative, Financial Services and Corporate Support. Spanning industries such as manufacturing, distribution, technology, retail, real estate/development, healthcare, non-profit, and financial services, we provide access to a diverse range of career opportunities. By handling the initial stages of the job search, we save you considerable time throughout your job search journey.

In-depth Market Knowledge and Exclusive Opportunities: Our recruiters possess in-depth knowledge of the job market, client companies and the industries they serve. They offer valuable insights into different companies, roles, and career paths, empowering you to make informed decisions about your career. Additionally, recruiters often have access to exclusive job opportunities that may not be advertised publicly, giving you access to a hidden job market that others might miss.

Advocacy and Support During the Hiring Process: Recruiters serve as your advocate throughout the hiring process. They can highlight your strengths, skills, and experiences to potential employers, increasing your chances of landing an interview and securing the job. At AccruePartners, we go beyond traditional recruitment support by offering resume writing guidelines and interview prep throughout the process , ensuring you are well-prepared to succeed in your job search endeavor.

Pro tip: Be straight forward and transparent with your career expectations with your recruiter. It’s the best way for them to help you in your job search!

Choosing the Right Recruitment Partner for Your Job Search

When selecting a recruitment partner, thorough research is key. Look for a firm like AccruePartners that specializes in your skill set and examines their online presence, including websites and social media profiles, to gauge their reputation and track record. Candidate testimonials and success stories can offer valuable insights into their ability to place candidates in roles aligned with similar skills and aspirations to yours.

AccruePartners’ Candidate Testimonial:

“I have enjoyed working with AccruePartners because of their helpfulness and overall responsiveness to any questions I’ve had. Also, I appreciate the transparency about expectations and hearing their firsthand experiences, whether positive or not. I felt like I had an advantage with Accrue during the job search, interviews, and during my contract. It really helped to ease a lot of the stress and anxiety.”

- Ernest, Desktop Support Technician (ClearlyRated)

Additionally, consider the fit between you and the recruiter by asking questions such as:

"Do you specialize in my skill set?"
"How frequently do you fill roles matching my skill set?"
"What industries are your clients in?
"How do you market candidates proactively?"
"What can I do to enhance my job prospects?"
“What guidance to you provide your candidates?”

This thorough assessment will ensure that the firm and recruiter understand your career objectives and can effectively represent you in the job market.

Get the Most from Your Recruiter Partnership

Building a strong relationship with your recruiter can significantly enhance your job search experience. Follow these tips to make the most of this valuable partnership:

Be Open and Honest: Be upfront about your strengths and weaknesses during your initial call. This transparency helps your recruiter find the best fit for you.

Communicate and Differentiate Yourself: Clearly establish your preferred communication methods to ensure smooth and effective interactions. Take the time to explain not only the job you want but also how you are uniquely qualified for specific roles. Clearly communicating what sets you apart can make a significant difference.

Be Intentional: Proactively reach out to recruiters on LinkedIn or Twitter if your skills align with the roles they are recruiting for.

Value Their Advice: Seek out valuable resources like interview tips , resume best practices , and industry hiring insights from your recruiter. Their actionable, objective feedback can significantly enhance your job search process.

Be a Resource: Support your recruiter by recommending qualified people in your network for other positions they are filling.

Stay in Touch: Maintain communication with your recruiter even after you secure a job. This can help build a long-term, beneficial partnership.

Ready to start working with one of our recruiters to take the next step in your career? Submit your resume to AccruePartners today.

Enhance Your Job Search

Remember that partnering with a recruiter does not guarantee your chances of landing a new opportunity. Recruiters guide you throughout your job search but may not have a position available that fits your unique needs immediately.

While we aim to place each candidate with their ideal job, we recognize that not every opportunity may be an immediate fit. Our job landscape is dynamic and changes daily. As we deepen our understanding of your unique qualifications and career aspirations, we can better identify the right opportunity for you when it arises.

Here are some ways you can take your job search a step further:

Explore open opportunities at AccruePartners and apply today!
Optimize your LinkedIn profile with relevant keywords and skills to increase your visibility to potential employers.
Get involved with industry-specific networking and career groups near you like:
Network Charlotte
Carolinas AGC
Charlotte Young Professionals Group

Work with AccruePartners’ Recruiters!

The AccruePartners candidate experience is a partnership. We are committed to supporting you at every turn, aiming to help you advance in your career. Our relationship doesn't end with your potential job placement; we ensure ongoing support and maintain our connection for future opportunities.

Finding Your Groove: Proactive Leadership and Relationship Building

Thu, 23 May 2024 10:22:32 GMT

In this episode of "Building People, Companies, and Careers," join us as we dive into the transformative power of leadership coaching and proactive relationship management with our special guest, Brian Formato, Executive Coach and Founder of Groove Management and LeaderSurf. Discover his journey from a corporate executive to a celebrated leadership coach and entrepreneur, as he shares innovative strategies for talent development and relationship building that have reshaped businesses and community ties in Charlotte and beyond.

Talent Talks: Navigating Customer Care & Talent Acquisition

Thu, 25 Apr 2024 08:23:39 GMT

Special guest Mellissa Willems, Director of Customer Care Center & Outbound Sales at United Rentals, shares insights on how to navigate talent acquisition and customer satisfaction in today's shifting market landscape.

Leveling Out Compensation Expectations

Thu, 18 Apr 2024 11:48:00 GMT

In today’s competitive job market, companies are becoming increasingly more selective about their hiring decisions and the compensation packages offered to prospective employees. What was once a rapid increase in compensation rates is now showing signs of leveling out. This change is crucial for both employers and job seekers, leading to the reassessment of their approaches. As we venture further into 2024, a significant challenge emerges of balancing efforts to secure top talent while managing limited compensation budgets.

The Pandemic Effect

COVID-19 altered the job market and compensation trends in a way never before seen. Initially, the pandemic triggered a rise in compensation rates as companies worked to attract talent during times of uncertainty. Job opportunities were abundant therefore creating significant competition amongst employers and therefore pushing them to offer higher salaries to candidates who may not have been the best fit for the role in a market where the jobs outnumbered candidates 3 to 1.This was fueled by factors such as a limited candidate pool due to government subsidies and delayed payment programs, which allowed individuals to be more selective in their job searches. Companies began overstaffing and recruiting talent by offering enhanced compensation packages, leading to the duplication of hires and inflated hiring costs.

The widespread shift to remote work due to the pandemic intensified the dynamics of hiring and compensation, resulting in a surge of activity in the job market. In 2022, as companies adjusted to the post-pandemic market, there was a notable rise in the demand for talent. This increase in demand coincided with an emphasis on hiring individuals who were skilled in remote work practices. The Bureau of Economic Analysis also noted that consumer spending in 2022 played a pivotal role in sustaining economic activity, primarily due to the pent-up talent demand resulting from the pandemic.

However, as we progress into 2024, the market has stabilized, prompting both employers and job seekers to reevaluate their strategies and expectations. This transition marks a critical turning point for the post-pandemic job market, where businesses and individuals are adjusting to more moderate compensation rates and evaluating talent costs against the impact of the role’s output.

Managing Expectations

Managing salary expectations has become crucial for both employers and job seekers as the market levels out. Many candidates realize that the base compensation increases associated with job changes are not as substantial as they once were throughout the pandemic. In other cases, candidates are discovering that they were previously overpaid relative to market standards and are now needing to level set when looking for new opportunities. As a result, many are facing reality in their job searches. However, this presents an opportunity for candidates to adopt a more flexible and realistic approach to their total compensation package expectations. The shift towards managing salary expectations is essential for organizations looking to right-size their budgets and start skilling up with high-value talent. By making compensation decisions based on the current market conditions and the expected impact of the roles that they are hiring, businesses can optimize their resources while attracting and retaining top talent.

How Companies are Navigating the Current Job Market

Increasing inflation presents challenges for employers as they navigate shifts in compensation, cost management, and investment decisions. Consequently, companies are being cautious with managing their budgets, particularly regarding compensation packages. Based on a WTW report, “U.S. organizations are planning an average increase of 4% in 2024. Though this number is down from 4.4% in 2023, it is well above 3.1% in 2021 and 3.0% in 2020. The 4.2% in 2022 already represented the highest rate since 2008.” Moreover, insights from Deloitte’s Millennial Survey indicate a shift in millennials' career aspirations, with a growing preference for long-term tenure at a company, now more inclined to stay for 5+ years rather than leave within 1-2 years.

In 2024, employers are allocating smaller pay raises and streamlining promotion opportunities following layoffs. Despite perceptions of a larger candidate pool due to layoffs, companies are being more selective to ensure the right fit for their team, emphasizing quality over quantity in their hiring decisions. Skilling up new hires can be a cost-saving measure in response to tightening budgets, as it allows companies to make better use of existing talent rather than onboarding new hires. To remain competitive and financially responsible, companies are creating balanced compensation packages that reward performance and offer flexibility to meet the changing needs of both employers and employees. 

Additionally, some companies are adjusting their corporate structure by eliminating senior level positions and empowering individuals at the subsequent tier to assume leadership responsibilities. This restructuring serves as a cost-saving initiative for organizations by reducing the need for high-salary senior level positions and provides opportunities for career advancement and increased responsibilities for internal talent by leveraging the skills and expertise of existing employees.

Elevating Recruitment Strategies

The market shifts underscore the need for precise candidate selection and efficient recruitment practices. Emphasizing competitive compensation, positive workplace culture, and opportunities for skills development can significantly enhance the appeal of job offerings, attracting and retaining the best-suited candidates in today’s ever changing job market. A focus on total rewards and compensation packages , such as competitive benefits, retirement programs, wellness programs, PTO, transparency, career growth and flexibility is essential to meet the evolving needs of both employers and employees. According to Forbes , 96% of job seekers say that it is important to work for a company that embraces transparency. Similarly, findings from HiringThing’s research indicate that job seekers will sacrifice up to 12% of their salary for increased flexibility and professional development opportunities.

Ensuring speed and responsiveness in identifying and securing top talent further strengthens an organization’s competitive advantage and strengthens their employer brand in the talent market. According to a report from HR Dive , 80% of employees said they are more likely to stay at their company if their employer offers the benefits desired.

As organizations and decision-makers navigate the complexities of the ever-changing hiring landscape, trusted sources of information like expert talent solution providers play a crucial role in providing guidance and support. By staying informed and leveraging reliable resources, employers and job seekers can navigate these changes with confidence, ensuring sustainable success in talent acquisition and management.

If you are currently seeking staffing, search, or project consulting solutions talent for your organization, our expert recruiters and engagement leaders are here to help! Contact us now to get started on your search or to hear more about the market.   

Boomerang Bounce Back

Thu, 28 Mar 2024 08:24:54 GMT

Executive VP of AccruePartners, Ben Brandon, discusses key strategies for client success and navigating career growth from first hand experience in this episode of Building People, Companies and Careers. Whether you're a job seeker or a business leader, this episode offers a wealth of wisdom to help you thrive!

Unlocking Potential: A Finance Leader’s Pivot into Strategic Transformation

Thu, 29 Feb 2024 08:26:09 GMT

From crunching numbers to crafting business strategies, Joe Pascarella shares his insights, challenges, and triumphs on his journey from finance to strategic transformation. Whether you're seeking guidance on career transitions, strategic thinking, or unlocking your own potential, this episode of building people, companies & careers with AccruePartners offers a wealth of knowledge and advice for professionals at any stage of their career.

The Most In-Demand Digital Skills for 2024

Mon, 19 Feb 2024 18:58:30 GMT

Since the pandemic and the rise of remote work, interest in digital jobs has surged across the United States. A “Harvard Business Review” report found that interest in digital economy jobs has increased 15% since the pandemic, with a more-than-double growth rate in searches since before the pandemic.

The job outlook for digital jobs also continues to increase across roles and titles. For example, the U.S. Bureau of Labor Statistics predicts a 10% growth rate in marketing manager jobs from 2021 through 2031, which is faster than average. For web developers and digital designers, the growth rate increases to 23%, much faster than average.

If you’re interested in a digital job, the following are 10 in-demand digital skills to consider developing to boost your candidacy.

The Power of Language

Fri, 08 Dec 2023 06:33:00 GMT

In the professional realm, gender disparities persist, manifesting in various ways, including the language and communication styles employed during interviews and discussions about achievements. A striking trend emerges; women often downplay their accomplishments while men confidently assert their skills. This blog explores the underlying dynamics, delving into how language choices can significantly impact self-perception and confidence.

The Power of Language

1. Linguistic Pitfalls for Women:

Women, unfortunately, find themselves caught in linguistic traps during interviews. Studies show that women tend to use qualifiers, such as “I think” or “maybe,” more frequently than men. These linguistic nuances can inadvertently undermine the strength of their statements and achievements.

2. Powerful Language Choices:

Men, on the other hand, tend to use more assertive language, framing their accomplishments with confidence. This subtle difference in communication style often contributes to a divergent perception of competence. Adopting powerful and bold language is crucial for women to bridge this gap.

The Confidence Factor

1. Confidence Disparities:

Women often express lower confidence levels during interviews, even when possessing similar qualifications to their male counterparts. This lack of confidence can stem from societal expectations, imposter syndrome, or a fear of being perceived as too aggressive.

2. Embracing Achievements:

Men tend to own their achievements, irrespective of the depth of their experience. Women, however, may hesitate to claim expertise unless they feel they have an extensive track record. Embracing and confidently communicating accomplishments, regardless of quantity, is essential for breaking this pattern.

Strategies for Empowerment

1. Strategic Self-Promotion:

Women can strategically promote themselves by focusing on specific achievements, using data and metrics to quantify their impact. This not only reinforces their accomplishments but also provides tangible evidence of their capabilities.

2. Networking and Mentorship:

Building a robust professional network and seeking mentorship can empower women to navigate the intricate web of workplace dynamics. Learning from the experiences of successful women and men can provide valuable insights into effective communication strategies.

3. Mindful Language Use:

Both men and women can benefit from being mindful of their language choices. Women should aim to minimize qualifiers and speak assertively, while men can cultivate a communication style that encourages collaboration and inclusivity.

Breaking the Cycle

1. Organizational Initiatives:

Companies play a pivotal role in dismantling gender-related communication barriers. Implementing training programs that address unconscious biases and promote gender-neutral language can contribute to a more inclusive workplace culture.

2. Encouraging Open Dialogue:

Fostering open conversations about communication styles and gender dynamics within the workplace is crucial. This not only raises awareness but also encourages a collective effort to challenge and reshape existing norms.

Conclusion

The disparities in how men and women communicate their achievements are deeply ingrained but not insurmountable. By recognizing the power of language, understanding the confidence factor, and implementing strategic empowerment strategies, individuals and organizations can contribute to a more equitable professional landscape. It’s time to shatter the glass verbal ceiling and foster a workplace where everyone can confidently own their accomplishments.

The Benefits of Lateral Career Moves

Fri, 01 Dec 2023 10:51:00 GMT

Most professionals are focused on career growth, but even when you make a lateral career move, there are still benefits for your professional journey. If you’re considering a new position at your current company, you’re looking for a change and aren’t sure what to focus on, or you’ve been recruited for a similar position you’re in now, consider the following benefits of making a lateral career move.

1. New Coworkers

You can gain wisdom from different perspectives, and lateral career moves may surround you with new coworkers. In a new-but-similar position, you might gain access to:

New mentors
New leadership styles
Different ways to collaborate
More diverse experience

All of this can influence you as a professional going forward. Sometimes, we learn the most from the people we’re working with. Even in a lateral position, you can still gain a wealth of new knowledge from your coworkers.

2. More Experience

Of course, with every day, month, and year you work in a position, you’re adding depth to your experience that could help you advance your career. Your next ideal position may require a specific number of years of experience in a particular position, so a lateral move may make sense if you want to accumulate more experience in a certain role.

A lateral career move to a different company could provide added benefits. There may be more opportunities to move up there, you could meet people who could introduce you to better opportunities, or working at a company with more notoriety in your industry could be enough to help you advance your career. A change of work environment could be all you need to progress.

3. Industry Diversification

Taking a lateral position but learning in a new industry is clearly a step toward growth. In a new lateral position, you can still expand your skill set in a different role. You may be learning how to use new technology. Or, your new position could emphasize skills you need to progress your career, like communication, collaboration and leadership.

You can also gain valuable insights into how different companies work, which could make you more sought-after as a candidate. By working for another company or in a different industry, you’ll gain a deeper understanding of how business operations, teams and leadership chains can function. You can apply these insights throughout your career, rather than being limited by only seeing a single company’s strategy.

A lateral position may have a similar title and salary, but it could also provide you with more ways to develop as a professional. In a lateral position, you can develop transferable skills that you can add to a resume and enhance your work value. Think about skills you need to strengthen to advance. A lateral position may require you to use those skills more frequently, which could benefit your career growth.

Different Skills to Develop

In a new lateral position, you’ll still be able to grow your skill set in a different role. You might be learning how to use new technology, for example. Or, your new position could have more of an emphasis on skills you need to progress your career, like communication, collaboration and leadership.

A lateral position may have a similar title and salary, but it could also provide you with more ways to develop as a professional. Think about skills you need to strengthen to advance. A lateral position may require you to use those skills more frequently, which could benefit your career growth.

4. Ability to Work in a Better Location

If you’re interested in moving geographic locations, you may find it’s easier to do so by taking a lateral job opportunity. A lateral career move can help you establish yourself as a professional in a new place. Some benefits include:

You’ll be able to do your job confidently and successfully.
Job security means you’ll have more mental capacity to adjust to life in a new place.
Since a lateral job means you can get settled in at work more easily, that gives you more opportunities to establish life outside of work in a new place.

For those who want to move quickly and have a job offer when they move, a lateral move may make the most sense, at least in the short term. You can use your current skills to excel at your new position, then look for something more advanced once you’re established where you move.

5. Opportunity to Work for a Better Company

Similarly, a lateral position may be the best way to work for the company of your dreams. A 2023 LinkedIn survey found 82% of U.S. workers agree they want to work for a company that has values and a culture that aligns with their own. If the quality of your employer matters as much as the work you’re doing, you may want to explore lateral positions at your ideal companies, since those positions could be easier for you to obtain.

Once you’ve established yourself at the company, you could explore internal promotion opportunities. Whatever lateral career position you take, talk with your supervisor early on to establish a career development plan that offers a roadmap for you to grow your career with them.

Lateral Moves Could Be Great for Your Career

Taking a similar position to your previous one could be great for your career long-term. Lateral moves enable you to:

Keep working and avoid employment gaps on your resume
Make new professional connections that could lead to better career opportunities
Develop your skill set in a new environment or with a new work team
Find work in the places and at the companies that you’re interested in

Even when a new position has the same title or pay scale as your last one, you can still use it to grow your career. With any new position you take, talk with your manager about your career goals and what you need to do to reach them. This can help you find ways to pursue education and certifications and take on roles and responsibilities that can help you continually progress.

Are you looking for a new job? Check out our career page . Need help advancing your career? Contact our recruiting firm team to join our network of talented candidates.

The Unusual Route to the CEO

Fri, 01 Dec 2023 08:27:28 GMT

Simon Newman, CEO and chairman of MW Components, joins us to discuss his unique and non-traditional path to his current title!

5 Candidate Resume Red Flags To Look For

Thu, 16 Nov 2023 11:52:00 GMT

With the average corporate job opening receiving more than 250 applications per role, hiring managers often have a lot of resumes to sift through to find the best candidates. As you review resumes for your open positions, keep in mind these five red flags that could mean a candidate isn’t worthy of continuing through the hiring process.

1. The Resume Is Plagiarized

First, you can run a resume through a plagiarism checker like Copyscape to see if the resume’s contents have been lifted from another website. A 2023 survey of more than 1,000 current and recent job seekers found 46% used the artificial intelligence (AI) tool ChatGPT to write their resume and/or cover letter.

While there’s nothing wrong with using AI for help in writing a resume , a resume that’s completely copied from another site should be a red flag. Anyone using AI for help writing a resume should still customize the content with their own unique, specific achievements. A plagiarism checker can give you a quick idea of how much a candidate’s resume has been copied from another site.

2. Spelling & Grammar Errors & Other Typos

Most jobs require some level of focus and attention to detail. If a candidate has spelling or grammar errors, or other typos like the wrong employer names, that could mean that candidate may not be able to be accurate when they work for your business.

You can run a resume through a spelling and grammar auto-checker, as well as use a site like Grammarly to go a step further to gauge readability. Hiring managers should also look at company names and verify they’re correct by going to the past employers’ websites. Since a resume is an important first impression a candidate makes on your company, ideally, candidates would have taken the time to ensure what they’re turning in is as accurate and professional as possible.

3. Time Spent at Past Jobs Is Consistently Short

Job-hopping is increasingly common today, and it’s not always bad. When a talented candidate gets recruited for a better position, with a higher salary and improved benefits, it’s difficult to criticize the worker for job-hopping. It’s so common that in 2023, “Forbes” reported more than 22% of workers ages 20 and older spent a year or less at their jobs the previous year.

However, a resume full of only short-term positions still makes our list of red flags to watch for. Employee turnover is expensive, costing around one-third of an employee’s annual salary . While lots of short-term jobs could mean a candidate has been consistently recruited, you should also investigate the reason for the job-hopping if you decide to move the candidate along the hiring process – especially if the candidate sought you out and wasn’t recruited by your company.

4. Lack of Data & Specific Achievements

As mentioned earlier, AI tools make it ridiculously easy for candidates to generate a resume in mere seconds. The thing that differentiates valuable candidates from those not as worthy of moving along the hiring process is specific, quantifiable achievement. Think: “Was responsible for a budget of $250K/year”, “Managed 5 Direct Reports and led a larger team of 25 employees”, or “Increased revenue by 70% year-over-year”.

Resumes should have highlights on the candidate’s “Made, Saved, and Achieved”. It may be challenging to come up with specific numbers, but candidates should be able to understand their impact at past positions and clearly state that on their resumes. If a resume simply lists out daily job duties, rather than specific and/or data-driven accomplishments, it will be more difficult for you as a hiring manager to accurately understand the value they could bring to your company.

5. Unexplained Employment Gaps

Post-COVID-19, employment gaps have become more commonplace on resumes . Many people were laid off during a difficult economic situation and had trouble finding work for a while. Others left work voluntarily for a time to care for children and/or aging parents. The mental health impacts took a toll, too, motivating some workers to take a break from the workforce to cope with pandemic-caused anxiety, depression and other issues.

If there are employment gaps on a resume post-COVID, look for clues throughout a resume for why. Maybe the candidate used time off to develop their expertise by getting a certificate or degree. Or, there might be some indication in a selected achievements section about what the cause of a professional employment gap was. If the candidate’s resume seems otherwise strong, you can ask about the employment gap during the interview phase.

Find Better Candidates With AccruePartners

If you want to improve your hiring process, AccruePartners can help. Our expert recruiting firm can fully vet and evaluate candidates, verify experience, and present you with the best potential fits for the role. Contact us to get started.

Introduction to BPCC

Wed, 01 Nov 2023 08:28:39 GMT

Welcome to the first-ever AccruePartners' podcast!

Building People, Companies & Careers podcast will be a space for our candidates, clients, and internal team to discuss and share their career stories, advice, and personal insights while navigating in and beyond the Charlotte, North Carolina job scene. Thank you so much for listening!

How Experienced Workers Can Extend the Life of Their Career Through Project Work

Mon, 16 Oct 2023 12:11:00 GMT

The age of retirement is nothing but a number to many workers today. In what the Society for Human Resource Management calls the “Great Unretirement,” the number of people ages 65 and older who are working or looking for work has increased 144% in the past 20 years. Financial issues like high cost of living, healthcare costs and lack of retirement savings are contributing to older professionals staying in or returning to the workforce. For many older people, work also offers a sense of personal fulfillment that discourages them from retiring.

While a full-time, 40-hour-a-week job can be demanding for older workers who don’t need all the hours or income, project work offers an attractive alternative that can keep older people working, in a more flexible set-up. For older workers who want to continue working but not necessarily in a permanent full-time position, the following are some reasons to consider project work.

1. Ability to Advise & Consult on What Interests You

With all the experience older workers have accumulated throughout the years, they’re in a prime position to take on project solutions consulting and advisory roles. Businesses that have short-term project needs are interested in completing projects quickly and successfully. The experience older workers offer means projects can be managed faster compared to companies that hire up-and-comers.

In a consultant or project solutions role, older workers can be selective in what they want to work on and pursue their passions. In their roles, older workers can draw on their expertise to adapt and manage tasks more effectively. Older workers also provide advantages like more extensive business networks and insights from lots of years at potentially diverse companies. This makes older workers in high demand for firms that want to maximize their project success.

2. Short-Term Commitment

Most contract project commitments are relatively short-term and range from a few months to a year. This gives older workers more flexibility, in that they can reassess what they want out of work once the contract is over.

Project work can be great for older workers who:

Aren’t sure if they really want to commit to retirement yet
Are curious if another type of field or job may fulfill them before they retire
Need income but don’t necessarily want to commit to a full-time, permanent role

Project work enables older workers to stay in the workforce, while giving them more control over the terms they do so in. It also helps older workers gain a better understanding of what exactly they want out of work, without having to go through a permanent hiring process.

3. More Insights Into Workplaces & Industries

Speaking of a better understanding of work, project work helps older workers discover new things about the working world, from different types of industries, to various types of job duties and responsibilities. Unfortunately, a 2023 survey by AARP found 64% of adults ages 40 and older believe workers face age discrimination in today’s professional landscape, while 41% have experienced some type of ageism at work in the past 3 years.

Project work gives older workers a way to try out new jobs and tasks in in-demand positions. Since project work needs are often caused by a lack of workforce support, older workers may find it easier to secure this type of work compared to starting a new full-time position. Older workers can use their unique experience and skill set to improve project outcomes, while gaining more experience in a new role.

Project work may inspire older workers to pursue a full-time permanent position in a similar industry or role after the project’s completion. With the experience project work provides, this can help older workers improve their standing among other candidates.

4. Leadership & Mentorship Opportunities

Older workers have a particular set of skills and experiences to draw from that can positively influence those they work with. In project work, older workers can apply their vast knowledge to the project, which enables them to contribute ideas, collaborate with others and provide guidance on various project variables.

Project work gives older workers the opportunity to be a leader for various parts of the project and a mentor to others who are working alongside them. Mentorship can create more meaning in one’s life, as older workers have the opportunity to contribute to positive change in the world by advising others.

or older workers who didn’t have a leadership or mentorship role in their previous positions, project work can provide these meaningful opportunities.

5. Continued Income With New Career Possibilities

Of course, project work also provides older workers with income that can help them pay their bills, cover caretaking costs and save for permanent retirement someday. For older workers who want to continue growing their careers but who feel stuck in their full-time role with no opportunity for advancement, project work gives older workers a pathway to grow their careers.

Project work provides benefits like:

Learning new technology
Working with diverse types of people
Gaining new industry/job experience
Strengthening existing skills and putting new skills into practice

All these benefits can be integrated into a resume and cover letter, should an older worker want to continue working once a project is completed. Project work could lead to outcomes such as being offered a full-time position with the project’s company, securing a new full-time position at a different company, or opening one’s own business as an entrepreneur.

For older workers who need time to decide their next professional move, project work provides valuable experience, income and time to help make a more informed decision.

Interested in Project Work? Contact AccruePartners

The AccruePartners recruiting firm specializes in project solution workforce candidates for diverse companies. If you have experience and want to stay in or re-enter the workforce, we can help. Contact us to sign up as a candidate with our firm.

Why AccruePartners Should Be Your Project Solutions Provider of Choice

Mon, 16 Oct 2023 12:11:00 GMT

When you have specialty projects, you may need to hire qualified professionals quickly so you can get your project completed successfully. The wrong hire or delayed timelines could majorly impact your business and create a ripple effect of negative consequences. When you need expert hires, and fast, AccruePartners can help with recruiting and hiring for project solutions .

The recruiting team at AccruePartners has a reliable pipeline of project solution talent ready to work for your business. Whether you have short-term needs or require assistance to fill a large-scale program team, the following are reasons to hire AccruePartners for project solutions.

Decades of Experience

The AccruePartners team has more than 20 years of experience in the recruiting firm world, building strong relationships with top candidates and helping companies fill in-demand roles. Our project solutions department is one of our key areas of focus. We always have a pulse on how to match the right talent with the right opportunities.

When you partner with us, you gain immediate access to a talent pipeline ready to help your business succeed. We know how to match specific skill sets with specific projects, so you can count on the right project solution when you need it.

Our expertise and prominence in the recruiting industry is demonstrated by our vast amount of awards and recognition . AccruePartners has been recognized in ClearlyRated’s Best of Staffing® Awards, Inc. ‘s 5000 Fastest-Growing Companies and ASA Staffing VOICE Awards, among many other accolades. Our proprietary process sets us apart from other recruiting firms, and clients always know they’re in great hands.

Strong Candidate Relationships

As a premiere recruiting firm for diverse hiring needs, AccruePartners continually builds exceptional relationships with top talent for the industries we serve. We learn about our candidates’:

Experience
Skill set
Strengths
Preferred types of work
Preferred types of employer
Timeline expectations

By getting to know our candidates on a deep level, we’re more successful in pairing the right candidates with different projects. We serve as an advocate for the companies we partner with to positively present them to top candidates.

At AccruePartners, we also use the best in cutting-edge candidate technology to streamline the hiring process and keep candidates engaged. Unlike other firms that experience frequent candidate drop-off due to poor recruiting and hiring processes, we’ve evolved and refined our methods over decades to increase hiring rates and ensure candidates are successful matches for the companies we work with.

Those who hire AccruePartners know they have a true partner for their candidate sourcing and hiring needs. We’re here to support your business. Our extensive candidate pipeline means we can quickly access the best candidates, so you don’t miss a beat in your business operations.

Diverse Areas of Expertise

AccruePartners specializes in diverse knowledge worker fields that can benefit all types of businesses. Some of the areas we’ve built strong talent connections in, and the positions we hire, include:

Accounting and finance : CPA, CFO, accounting manager, payroll manager, controller, tax manager, financial analyst, accounts payable/accounts receivable manager, senior accountant, staff accountant, billing/collections specialist, medical billing specialist, payroll specialist and financial systems analyst roles
Information technology : CTO, CIO, infrastructure and application development, IT manager, enterprise architect, IT security, application developer (.NET, Java, etc.), front-end developer, mobile developer (iOS and Android), user interface and user experience (UI/UX), systems/network engineer, database administrator, IT support, business intelligence and data warehouse, data scientist and DevOps engineer roles
Marketing, digital and creative : digital marketing analyst, SEO/SEM specialist, inbound marketing specialist, graphic designer, web designer, web content strategist, marketing automation specialist, marketing assistant/coordinator, marketing director, VP of marketing and UX/UI designer roles
Human resources : HR business partner, HR manager, director, VP HR, director, specialist and benefits analyst, specialist and HRIS analyst, talent acquisition/recruiter, payroll manager, strategic HR generalist, payroll coordinator, compensation analyst/specialist and HR coordinator roles
Corporate support : executive admin, administrative assistant, corporate paralegal, customer service representative, technical writer, project coordinator, customer service manager/director, office manager, receptionist, sales assistant and order analyst roles

If your company is in need of functional experience in these areas, AccruePartners provides immediate help with filling these positions.

Contact AccruePartners for Project Solution Needs

If you’re launching a key project that requires in-demand skill sets, AccruePartners can help. Whether you’re losing a key employee for extended leave, you’re launching an initiative that needs extra help, or you’re simply unable to meet your workforce demands, we can help make your future projects successful.

For critical business needs that require top talent now, you can count on AccruePartners to find the talent you’re looking for. Contact us for a free consultation .

Post-Interview Etiquette: 3 Dos and 3 Don’ts

Fri, 22 Sep 2023 12:49:00 GMT

First impressions matter in a job search, but how you leave an interview can also make or break your success. If you’ve made it through the interview stage, you’ve placed yourself in a prime position to be considered for the job. The steps you take afterward could influence whether you’re offered the position.

Post-interview, follow these dos and avoid the don’ts so you make a positive impression on your potential employer.

Do: Send a Thank You Note

This doesn’t have to be a card you drop in the mail. A simple email to the person you spoke with and a note to the hiring manager can go a long way. Email correspondence can be more effective, as well, since you can send a message within 24 hours without having to rely on the paper mail system.

Here’s a sample template for what to send to the interviewer.

Dear [name],

Thank you for taking the time to interview me for the [job title] position today.It was a pleasure to meet you in person and learn more about [name of company].

As discussed in the interview, I’m confident I’d excel for you because my expertise matches the role. In particular, [use this section to list specific skills related to the job or add details on why the role interests you so much].

I appreciate meeting you and look forward to hearing from you soon.

Sincerely,

[Your name]

Keep the note succinct, but make it personal to stand out to the interviewer. Write sincerely, and include a call to action saying that you look forward to chatting soon to prompt the interviewer to contact you.

You can adapt the above template for a hiring manager or recruiter who helped connect you to the position. If you met other people during the interview who made a significant impression, you could send similar notes to reinforce the connection you made.

Don’t: Send the Same Thank You Note to Everyone

Team members talk. Savvy communicators will also see through a stock note you pulled off a website. Make each message you send unique, and include personal details that show you paid attention and are invested in the connection.

Do: Send a Request to Connect on LinkedIn

Before the interview ends, ask the person you’re interviewing for their permission to send them a LinkedIn request. This can benefit you in a few ways.

Sending a request helps you continue a professional relationship post-interview.
The interviewer may view your LinkedIn profile and learn more about you as a candidate, which could influence their hiring decision.
If you aren’t offered that position, you can still grow your network and stay connected should other opportunities arise.

If you forgot to ask permission during the interview, consider adding the interviewer and hiring manager on LinkedIn. In your thank you note, mention that you’ll be send them a request to connect on LinkedIn. When you send the request to connect, add a short personal note that again thanks the person for taking the time to interview you and consider you for the position.

Don’t: Spam Everyone You Meet With Impersonal LinkedIn Requests

Unless you had a significant discussion with someone, don’t add everyone who works at your potential new employer on LinkedIn. This could be disingenuous and/or annoying. It’s best to ask permission first in person or give the possible new connection a heads-up of your request in a thank-you note.

Do: Follow Up Appropriately

During the interview, ask what next steps you should expect. Follow any directions, such as meeting a request to send work samples. You should also find out when you should next hear from the interviewer.

If you are still waiting to hear back from the interviewer when they said you would, it’s appropriate to be proactive and reach out. It’s possible the employer team became unexpectedly busy, and other things took priority over the hiring process. Sending a polite email to check in is appropriate and keeps you top of mind for the interviewer.

Don’t: Disrespect Timelines

Not following basic directions could eliminate your chances of being considered.If the interviewer says it will take a week to hear back, wait to ask about the interview for an update until then. It’s still appropriate to send a thank you note, but respect the interviewer’s timeline and avoid asking questions about hiring decisions too early.

Get Expert Interview Coaching from the AccruePartners Team

If you’re a professional looking for a job in accounting and finance , information technology , digital marketing and creative , human resources , financial services , or corporate support , connect with the recruiting team at AccruePartners . We help set our candidates up for success by communicating employer needs and coaching candidates on how to stand out in an interview. We can help you grow your career and find your dream position .

How to Prepare for an Economic Rebound & Hold on to Talent

Fri, 22 Sep 2023 12:47:00 GMT

When economic times are tough, research shows people are more likely to view their jobs favorably as a way to stay financially stable. But when economies soar, and businesses grow, more job opportunities and higher salary offerings put your top talent at risk of leaving.

According to the Congressional Budget Office , the second half of 2023 is expected to increase in economic output amid falling inflation. Employers should pay attention, as competing firms may poach talent, while more attractive job opportunities could also lure top employees away.

As the U.S. gears up for an economic rebound in the next two quarters, consider these ways to retain your top talent.

1. Pay Employees Competitive Wages

Better pay and benefits are the top things employees want in their next job, according to Gallup research . As an economy rebounds, firms should evaluate employee salaries, especially top employees, and ensure they’re being paid a competitive wage.

You may risk losing your talent if your business can relate to the following red flags.

You don’t offer annual raises that keep pace with inflation.
You haven’t seriously considered offering your best talent a performance-based raise.
You’ve delayed salary increase requests from top talent.

Sites like Payscale and Salary.com show average salaries for various positions in different locations. You can also look at job listings for similar positions at your competitors to see what offerings your talent might have access to.

2. Ask Employees What They Want

In addition to salary, other factors can keep employees happy at their jobs. These could be flexible work schedules, remote working opportunities, more autonomy, the ability to choose job duties that speak to their strengths, mental health benefits and more. Each type of workforce will be different, so the best way to learn what matters to your employees is to ask them.

Send out an anonymous employee survey that asks employees about their current engagement at work and what could be done to improve it. Ask questions like:

What benefits matter to you?
How excited are you to come to work each day? If the answer ranks low, what can be done to improve that?
What can our company do to make you interested in working for us long-term?

Managers should also have regular one-on-one check-ins or “ stay interviews ” with those they manage, at least every month but weekly, if possible. These meetings can be used to discuss professional development goals , serve as check-ins for how the employee feels about their work and role, and help prevent employee burnout .. When employees feel heard and see that their feedback is being implemented, that can be what they need to stay loyal to your company.

3. Invest in Your Employees

There are other ways to invest in your employees besides paying them more. Learning and development opportunities are highly sought out today, as workers want to grow their skill sets in evolving industries and advance their careers through continued learning.

Acceleration programs that serve to teach current employees new skills and promote them within a company can help you retain top talent. You can also:

Offer tuition reimbursement for job-related education
Create a lunch-and-learn program that invites employees to teach sessions
Build a cross-departmental program where employees can shadow others around the company
Provide team education opportunities through online university programs

A smarter workforce benefits your company. According to research from McKinsey & Company , critical differentiators for “future-ready” companies that will separate them from competitors include “accelerate organizational learning” and “treat talent as scarcer than capital.” Learning and development opportunities at your business show that you care about their professional growth when they stay at your company.

4. Evolve Your Workforce

As the economy recovers, your business may have more options for expansion, introducing new products/services, and other forms of business evolution. Business growth is another way to motivate employees to stay, but only with the right strategy.

If you plan on adding new roles to your workforce, check in with your current employees about how they see themselves growing with your company. According to Gallup research , workers who use their strengths in their jobs are 6x more likely to be engaged. They’re also more likely to perform better and stay with a company.

During times of expansion, use employee career development plans to identify roles your current employees are interested in and to adjust your hiring objectives accordingly. Current workers are interested in trying new positions at your company, which can help you strengthen your workforce while allowing workers to do the tasks they enjoy and utilize their strengths.

Open the Lines of Communication to Strengthen Relationships

When employees are uncertain about the future of a workplace, that makes them more likely to consider other opportunities, including as passive candidates. In 2023, LinkedIn News reported most workers today crave clear communication, empathy and stability. As economies fluctuate, employers can keep employees informed on where the company is headed and how it plans to navigate changing conditions.

Talk with employees. Ask for their feedback. Listen to what they want, and work on implementing practices that deliver. Fair wages, competitive benefits and learning and development opportunities can all influence your retention efforts. They could be the difference between talent staying or heading to work at a competitor.

Want to learn more workforce insights? Visit our blog . If you’re in need of staffing solutions, contact the AccruePartners recruiting team for a free consultation .

How to Transition Full-Time Roles to Contract Roles

Mon, 21 Aug 2023 13:15:00 GMT

Contract work has become desirable for more professionals, allowing workers to “test-drive” companies before they consider full-time employment. As we’ve covered extensively, contract workers also benefit companies for a variety of reasons, including:

In uncertain job markets, contract workers can provide your business with more flexibility in hiring. We see many companies transitioning from formerly full-time roles to contract roles to attract professionals who desire this type of position.

According to a 2023 report from Statista, contract staffing is becoming more popular, increasing to 14.1 million professionals in contract roles in 2021, compared to 13.6 million in 2020 and 9.3 million in 2009. If you’re considering reorganizing your workforce, here’s how to evolve full-time employee roles into contract positions for your business.

1. Understand Labor Laws

As the U.S. Chamber of Commerce points out, misclassifying workers can get your business into legal trouble. Contract workers differ from independent contractors. While independent contractors essentially own their businesses as solopreneurs or freelancers, contract employees are classified as employees of a business, who work on a contract basis.

The U.S. Chamber of Commerce defines contract workers as those who:

Are at-will workers or are under a contract as employees
Are paid hourly wages or a salary
Can work on part-time, full-time, or seasonal schedules
May receive business benefits
Work where and when the company wants
Receive necessary work equipment and tools from the business
Receive direct supervision while they’re working
Typically work fewer than 1,000 hours or less than 1 year for a company

Contract employees complete timesheets or have them verified by the employer. The employer (or the employee’s staffing agency ) pays the employee, files payroll taxes, and sends a W-2 form.

Your state may have specific labor laws regarding contract worker classification. Research your state labor office or talk with an attorney about how you can legally transition from a full-time role to a contract role.

One key area to be aware of is that you may face legal risks if you let go of a full-time employee, then rehire them as a contract employee. It’s less risky to transition open positions from full-time to temporary than to hire from scratch.

2. Determine the Scope of Work

Before you transition from a full-time role to a contract role, analyze your business needs to confirm it makes sense. While you may be used to having 24/7 access to a full-time employee via email and text, contract workers may be more likely to work on set schedules. Deadlines for projects may also differ since contract workers have outlined expectations of what they’ll complete once they’re hired.

That’s why contract workers are great solutions for time-based projects with clear expectations. For example:

An accounting firm may hire contract workers to help during the busy tax season.
A company might hire corporate support contract workers when it opens a new office in a new state.
A firm that’s undergoing data migration may hire contract information technology (IT) staff to help with the transition.
Your human resources (HR) team is overwhelmed and needs help completing neglected projects.
Your company is launching a new product in Q4 and needs extra help with social media marketing projects for the launch.
A financial services company just purchased a competitor and needs
contract workers
to ramp up operations in the short term.

For full-time roles that tend to work on time-sensitive projects, contract workers may be a great fit since it’s easy to assign duties with clear expectations. Consider whether it makes sense to break down full-time job duties into multiple contract roles or if you can move some job duties from several former full-time roles into new contract roles.

You’ll also want to account for how to retain the talent former full-time employees brought you if you’re eliminating full-time roles. For example, strategy- and leadership-based roles may not get the same results in contract positions versus full-time permanent employee positions. If you expect to gain strategy and innovation from contract workers, you’ll need to clearly define those expectations in the scope of work.

3. Recalculate Salary Expectations

Since one of the advantages to contract workers over full-time workers is that you’re not obligated to offer full benefits, you can save a lot of money with a contract workforce. However, it’s also important to know that contract workers may have higher salary expectations, especially if they have to pay for benefits like health insurance and paid time off themselves.

Indeed has a payment calculator that helps employers determine how much to pay contractors. You can use this as a starting-off point to adjust a full-time salary into compensation for a contract worker, especially if offerings like benefits have changed for the role.

4. Target Contract Workers

Once you’ve used the scope of work to complete a job description, timeline expectations, and salary offerings, you can target professionals looking for contract work.

One way to effectively tap into the contract worker pipeline is to partner with a recruiting firm that specializes in contractors and contract-to-hire workers. You can gain access to contract workers who specialize in your field and hire them faster than posting a job and waiting for applicants.

If you do post Contract work opportunities, make sure to include information these professionals want to know. This includes:

Length of contract
Exact duties expected
Salary or salary range
Any benefits that are offered

You can also include details on what a role could look like once the contract ends. For example, maybe you’ve hired many contract workers into full-time positions once their contract ends. This is something you could highlight in a job description to motivate people to apply.

Need Help Transitioning FTE to Contract Roles? Want to Recruit Contract Employees?

If you’re looking for guidance on changing full-time roles to contract roles, AccruePartners can help. We specialize in recruiting contract and contract-to-hire professionals, as well as full-time workers. Contact us at (704) 632-9955 for a free consultation with our team, or get in touch online .

How to Determine If a Company’s Culture Is the Right Fit

Mon, 21 Aug 2023 13:01:00 GMT

When you’re applying for jobs and considering job offers, you probably want to make sure the company you’re going to work for fits your values and standards. Company culture refers to the shared attitudes and set of workplace values among a workforce. It can include:

The vision, priorities, and beliefs that drive employee actions
What characterizes a workforce’s atmosphere and aesthetics, including everything from office layout to dress code
How a company approaches teamwork, collaboration, diversity, equity, and inclusion

Why does your company culture matter? According to research from Indeed , when an employee responds positively to company culture, that leads to:

Increased employee engagement
Higher retention
Better productivity
Healthier team environment

In a full-time position, you’ll likely spend at least 40 hours a week working for your employer and collaborating with your coworkers. Before you say yes to a new job, here’s how to determine whether or not a company’s culture will fit you.

1. Thoroughly Read the Job Description

Clues to the company’s culture will be right in the job description. Some ways you can learn about company culture include:

Language: Is the job description conversational and friendly, or is it more formal and technical? That might relate to the work atmosphere, as well.
Vision and purpose : The job description might state what the purpose of the company and/or role are. Carefully read to see how the role will impact the greater organization and, potentially, the world.
Benefits : Look at what benefits are offered to see how a company treats its employees. You might be interested in paid health benefits, flexible scheduling paid parental leave, and other types of benefits that support work-life balance for all employees.
Company description : Some job descriptions will include statements explicitly about company culture. Read the entire job description throughout, since company culture insights might be included beyond the role duties.

2. Study the Company’s Website

A company’s website is often the most significant way an employer presents themselves to the public. Examine:

The company “About” page : This is where you can learn about the company’s history, its mission, and its values. Analyze what the company stands for and why it was founded. Read or watch a video about what drives the company today.
Visuals and copy : Does the company “speak” in a way that you relate to? Do the visuals show diversity? Is the website professionally designed and user-friendly?
Product or service offering : What the company sells often influences the company’s culture. For example, a company that sells health and wellness products may also support employee health and wellness, by offering gym membership reimbursement or on-site yoga classes. If your values don’t align with what the company sells, they’re probably not going to be a culture fit, either.

3. Research the Company Online

Both branded and non-branded websites can offer additional insights into a company’s culture. Look at sites like:

Social media : Social media sites are another place where you can see a company’s “voice,” visuals, point-of-view, and customer service in action. Sites like Facebook, Twitter, Instagram, and LinkedIn may also feature examples of company culture, like photos of team-building events, volunteer outings, and philanthropic efforts. You can also see how customers are interacting with the company and how the company responds to consumers, all of which can reflect the company culture.
Company review sites : Company review sites like Glassdoor allow current and former employees to anonymously review an employer. Visit these sites to get honest insights into what working for a company is like.
LinkedIn : LinkedIn is another great place to get valuable feedback on an employer. Search the employer on LinkedIn, and the site will show you which of your LinkedIn connections work there. You can also expand results to connections of connections. From there, you can reach out directly to your connections to ask them what they think of the company, or if they’re willing to introduce you via LinkedIn to the connections they know who work there.

4. Pay Attention During an Interview

If you proceed to the interview stage with an employer, now’s a great time to directly inquire about company culture. Take actions like the following.

Ask the interviewer, “How would you describe your company’s culture”? This allows the employer to directly tell you how they’d describe it. Ask as many follow-ups or specific questions as you want relating to the company culture.
Request an office tour. If you’re interviewing in person, ask for a tour of the office. You can get a feel for the layout, how noisy and organized it is, any office perks (like a kitchen), and other characteristics that show you what it’d be like to work in the office.
Ask to meet with your potential supervisor. If the person interviewing you is someone different from the person who would manage you, ask if you can meet with your potential manager. Managers impact up to 70% of employee variance, Gallup research finds. A quick chat with the person you’d be reporting to can give you better clarity on both the role and the culture.
Ask about benefits, perks, and team-building events. These are all directly tied to company culture. Use the interview to gain any clarification you need in these areas.

Consider Your Values Before Saying “Yes”

Company culture can greatly impact your job satisfaction. If you take a job at an employer whose company culture ends up being toxic or doesn’t align with what you value, that could force you into job-hopping too quickly, affecting your next job search.

Before you apply for jobs, write out at least 10 things you want out of a future employer. Use these qualities to guide you as you research companies, consider who you apply to, and weigh job offers. It’s better to ask outright questions about company culture, rather than say “yes” to an offer at a place that doesn’t fit your needs.

For more job and career advice, visit the AccruePartners blog . If you’re looking for a job, contact us to get help from our recruiting team.

18-Month Labor Outlook: What Hiring Managers Should Expect

Wed, 19 Jul 2023 13:33:00 GMT

At AccruePartners, we’re always keeping an eye on the pulse of labor markets in industries we specialize in for our clients. These include accounting, finance, information technology, marketing, digital, creative, human resources, corporate support and financial services.

Going forward through 2024, this report presents our predictions and outlook for the U.S. labor market in these areas.

Hiring Holds Steady

After strong and fast hiring momentum post-COVID-19 from 2021 to 2022, Hiring Lab’s economic research showed a 9.9% year-over-year decline in job openings and job postings in January 2023. While the U.S. Bureau of Labor Statistics (BLS) predicts overall employment will grow by 8.3 million jobs from 2021 to 2031, hiring may slow down in the next 18 months due to looming recession speculations.

However, as Slate reports, the U.S. economy has remained strong through the first half of 2023, despite economist predictions of a recession. The BLS reports a steady increase in total nonfarm employment from March 2023 through May 2023, increasing by 339,000 jobs in May 2023 alone. The U.S. unemployment rate has stayed steady since January 2022, hovering at around 3.7% as of May 2023.

Low unemployment and job gains in professional and business services point to continuously competitive talent landscapes for companies with open positions. Top talent will continue to be in demand, so many companies will look to recruit passive talent to fill open roles successfully.

Which Industries Will Have Talent Shortages?

Among the industries AccruePartners works with, some business sectors and positions are more likely to face talent shortages. Using BLS data and projections, we anticipate the next 18 months will see continued competitiveness for sourcing and hiring talent in the following areas.

Information Technology (IT)

Information technology (IT) jobs are in high demand across all roles. According to the BLS , employment in computer and IT jobs is projected to grow 15% overall between 2021 and 2031, which is much faster than average compared to all positions.

According to TechTarget , IT professional shortage causes include the fast growth of technology-focused companies and increased frequency of mobility for in-demand IT pros. The BLS reports that retiring workers are also increasing demand for IT talent, especially in roles like the following.

Data scientist and information security analyst jobs are two of the most in-demand positions in the U.S. The BLS projects data scientist jobs will increase by 35.8% and information security analyst jobs will increase by 34.7% between 2021 and 2031. There’s a projected annual 13,500 data scientist openings and 19,500 information security analyst openings.
Other growing positions in IT include:
Web developer : 23% growth rate, 21,800 annual openings
Computer and information research scientist : 21% growth rate, 3,300 annual openings
Database administrator and architect : 9% growth rate, 11,500 annual openings

Accounting, Finance & Financial Services

Retirement and fewer people entering financial fields will likely lead to increased competition for talent in accounting and related fields. According to the Society for Human Resources Management (SHRM), the number of accountants and auditors in the U.S. declined by 17% from 2019 to 2023 , driven by the retirement of Baby Boomers in these positions.

Over recent years, there has also been a decline in the number of professionals sitting for the Certified Public Accountant (CPA) exam, leading to talent shortages in accounting and increased competition for roles like the following.

Logistician and financial examiner jobs are the fastest-growing positions in the accounting, finance and financial services industries. The BLS projects logistician jobs will increase by 28% and financial examiner jobs will increase by 21% between 2021 and 2031. There’s a projected annual 24,800 logistician openings and 6,800 financial examiner openings.
Other growing positions in finance, accounting and financial services include:
Personal financial advisor : 15% growth rate, 30,500 annual openings
Financial analyst : 9% growth rate, 32,000 annual openings
Compensation, benefits and job analysis specialist : 7% growth rate, 9,300 annual openings

Digital, Marketing & Creative

A recent study by the World Federation of Advertisers and global media advisors MediaSense found 74% of U.S. advertisers, media companies, ad tech companies and agencies believe there’s currently a talent crisis for digital marketing professionals. More than half (54%) of global agencies think the talent shortage has reached “worst-ever crisis” levels.

The top factors attributed to the talent shortages include poor training and talent management, a lack of purpose and poor employer behavior. Marketers with digital skills are also being heavily recruited by tech companies, which may contribute to shortages in areas like the following.

Digital designer and market research analyst jobs are two of the fastest-growing positions in marketing, digital and creative industries. The BLS projects digital designer jobs will increase by 23% and market research analyst jobs will increase by 19% between 2021 and 2031. There’s a projected annual 21,800 digital designer openings and 99,800 market research analyst openings.
Other growing positions in digital, marketing and creative services include:
Film and video editor and camera operator : 12% growth rate, 9,400 annual openings
Photographer : 9% growth rate, 12,700 annual openings
Public relations specialist : 8% growth rate, 27,400 annual openings

Human Resources

With talent competition increasing among diverse industries, so does the need for HR professionals who can source and successfully hire said talent. The SHRM recently reported the number of HR job openings has increased by 89%, but the number of job applications has decreased by 13%.

Companies can successfully recruit HR talent by looking at HR pros who work outside of their industries, but who have the skills needed to succeed. The following HR positions are expected to be in especially high demand over the next 18 months.

Both human resources specialist and human resources manager jobs are increasing at high rates. The BLS projects human resources specialist jobs will increase by 8%, and human resources managers jobs will increase by 7% between 2021 and 2031. There’s a projected annual 81,900 human resources specialist openings and 16,300 human resources manager openings.
Training and development specialist job openings are also increasing each year. The BLS projects training and development specialist jobs will increase by 8% between 2021 and 2031. There’s a projected annual 36,500 training and development specialist openings.

Positions That May Decline in the Next 18 Months

We’re seeing job loss in a few areas, which means the candidate pool is likely to increase in these areas over the next 18 months. Companies that are eliminating positions can work on upskilling or retraining employees who currently work in lower-demand positions, many of which are being transformed by automation and technology. These include:

Commercial banking : The BLS reported a job loss of 6,000 commercial banking positions in May 2023.
Secretary and administrative assistant : The BLS projects secretary and administrative jobs will decrease by 8% between 2021 and 2031. There’s still a projected annual 354,000 secretary and administrative assistant openings.

Labor Markets Currently Steady, But Could Become More Volatile

U.S. recession concerns began to emerge in April 2022, but more than one year later, economic and unemployment numbers are still holding steady. Going forward through the end of 2024, even if a recession does occur, we still project tight and competitive labor markets in IT, finance, accounting, human resources, marketing, digital and creative industries.

You can protect your workforce now by making better hires, securing top talent who are passionate about your company and who want to bring you results long-term. For effective recruitment and hiring services in in-demand industries like the ones mentioned in this report, contact AccruePartners for a free consultation.

What Does Hiring Look Like Over the Next 18 Months?

Wed, 19 Jul 2023 13:09:00 GMT

The job market continues to be wide open for candidates with in-demand skills and expertise, brightening the outlook for actively searching candidates. According to the U.S. Bureau of Labor Statistics (BLS), the U.S. economy is projected to add 8.3 million jobs by 2031. Jobs in information technology, business and finance are all expected to see notable gains in the next 18 months.

The economy has steadily added jobs since May 2020, with 339,000 new jobs in May 2023 alone. The job growth outpaced analyst expectations , with 149,000 more jobs added than expected.

For candidates who are currently employed in IT, Accounting & Finance, HR, Marketing, and Corporate Support fields or who move into these industries, the following is a look at what to expect from hiring in the next 18 months.As the U.S. gears up for an economic rebound in the next two quarters, consider these ways to retain your top talent.

Information Technology Jobs

Information technology (IT) jobs continue to see outpaced growth compared to all industries. The BLS projects about 418,500 new IT job openings each year in in-demand roles such as computer and information research scientist , computer network architect , computer programmer , web developer and database administrator .

Two IT-related roles landed in the top 10 fastest-growing occupations in the U.S.: data scientist roles are projected to increase by 35.8% by 2031, while information security analyst jobs are projected to increase by 34.7% in the same time period.

Across the board, IT-related roles will continue to be in high demand over the next 18 months. The June 2023 CompTIA Tech Jobs Report found many tech job postings in professional, scientific and technical services, administrative and support, finance and insurance, manufacturing and information industries. More than 50% of postings that month were for remote/hybrid positions, further expanding the field for IT applicants in the next year and a half.

Accounting, Finance & Financial Services Jobs

Employment for business and financial occupations should hold steady over the next 18 months, with new employment projected to grow 7%, according to the BLS. Business occupations saw one of the highest gains as of June 2023, with no signs of stopping.

There’s an expected annual job growth rate of 980,200 openings in business and finance roles , the BLS reports, with notable gains in positions including:

Accountants and auditors (growth rate: 6%)
Compensation, benefits and job analysis specialists (growth rate: 7%)
Financial analysts (growth rate: 9%)
Financial examiners (growth rate: 21%)
Fundraisers (growth rate: 11%)
Loan officers (growth rate: 4%)
Logisticians (growth rate: 28%)
Management analysts (growth rate: 11%)
Personal financial advisors (growth rate: 15%)
Project management specialists (growth rate: 7%)
Property appraisers and assessors (growth rate: 4%)

While most financial activity positions have held steady and are expected to continue over the next 18 months, the BLS reports a job loss of 6,000 positions in commercial banking in May 2023. Professionals who work in that sector can consider how they can translate their skills into more in-demand industries in the next year-and-a-half. Areas to consider include accounting, tax preparation, bookkeeping and payroll services, which increased roles by 11,000 jobs in May 2023.

Marketing, Digital & Creative

An increase in marketing, digital and creative roles is related to the growth in business occupations. The BLS reports that the job outlook for marketing , advertising and promotions managers is projected to grow 10% by 2031, which is much faster than average. There’s a projected growth of 35,300 openings each year in these roles, positively affecting projections for the next 18 months.

Other positions related to marketing, digital and creative are similarly in high demand. These include:

Market research analyst : growth rate of 19% (much faster than average), with 99,800 annual openings projected
Digital designer : growth rate of 23% (much faster than average), with 21,800 annual openings projected
Film and video editors and camera operator s : growth rate of 12% (much faster than average), with 9,400 annual openings projected
Photographer : growth rate of 9% (faster than average), with 12,700 annual openings projected
Public relations specialist : growth rate of 8% (faster than average), with 27,400 annual openings projected
Technical writer : growth rate of 6% (as fast as average), with 5,400 annual openings projected
Creative writer : growth rate of 4% (as fast as average), with 15,200 annual openings projected

Overall, employment in media and communication occupations is projected to grow 6% by 2031, with 115,800 openings yearly.

Human Resources

Professional and business services jobs are among the most in-demand roles in the U.S., with 64,000 new jobs added in May 2023 alone . That’s an increase of 17,000 additional jobs compared to May 2022 numbers.

Employment in these areas has risen sharply since 2020 and is projected to continue in the next 18 months. Related to human resources (HR) and corporate support, employment services jobs added 9,000 new roles to previous jobs available in May 2023.

Overall, human resource manager and specialist roles outperform average job growth in other roles. According to the BLS, the human resources specialist job outlook is projected to grow by 8% by 2031, while the job outlook for human resources managers is similarly projected to grow by 7%. The job outlook for training and development specialists is also projected to grow 8% during the same time period, which is faster than average. Professionals in these areas should expect to be in high demand over the next year-and-a-half.

Corporate Support

The BLS doesn’t track “corporate support” roles, but it does report that the 3.4 million administrative assistant jobs in 2021 are projected to decline by 8% by 2031. While the overall corporate support job outlook is expected to decline over the next 18 months, there are a projected annual 354,000 openings for secretaries and administrative assistants to replace existing workers.

Overall, office and administrative support occupations are projected to decline by 4% by 2031, though there are a projected 2.2 million openings each year for replacement needs. Two corporate support positions that won’t see a decline in positions over the next 18 months are information clerks and receptionists , which should be in similar demand as they were in the previous 18 months.

Corporate support professionals can elevate themselves in the job market by mastering in-demand technology to make corporate support services more efficient for their employers. Because many of these workers are either retiring or switching industries, there are still open positions available in these types of roles for qualified professionals.

Find Your Next Job with AccruePartners

If you’re actively searching for your next role, the future looks bright for job markets. AccruePartners has hundreds of open IT, finance, marketing, digital, creative, human resources and corporate support positions. Search our job bank to see open positions.

To connect with an AccruePartners recruiter, contact us .

How Companies Can Use ChatGPT to Elevate Job Descriptions

Thu, 15 Jun 2023 13:38:00 GMT

In January 2023, ChatGPT became the fastest-growing consumer application in history, with 100 million monthly active users. According to Similarweb , the application received 1.8 billion total visits in April 2023. It’s been used for everything from getting answers to diverse questions, to gaining inspiration for college coursework assignments.

ChatGPT is a natural language processing tool that uses artificial intelligence (AI) to produce content and converse with users through chatbot functionality. Users can ask questions, get advice, receive instructions and even create copy based on the instructions provided to the chatbot tool. ChatGPT uses machine learning technology to evolve content to be more accurate and effective, which means each day, the tool is becoming “smarter”.

One area with interesting potential for ChatGPT is recruiting and hiring. Human resources teams are exploring how to use ChatGPT for functions ranging from generating interesting interview questions, to creating frameworks for training and handbooks.

You can also use ChatGPT when writing and revising job descriptions. Below we will share tips on how to use ChatGPT for job descriptions and how the tool can help your company improve its recruiting efforts.

How Can ChatGPT Be Used for Job Descriptions?

To use ChatGPT, visit chat.openai.com . Once you’ve signed up, you can then “Send a message” to the chatbot, which can be as generic as “UX designer job description”. Immediately, ChatGPT will begin typing a response to the message and will deliver a full answer within seconds.

Using the “UX designer job description” as an example, in May 2023, ChatGPT provided a response that included:

Position Overview : a three-sentence paragraph that explains what the UX (User Experience) designer is responsible for, what roles they’ll work with and how their expertise applies to the role.
Key Responsibilities : five key responsibilities with three bullets each detailing typical daily tasks in the role.
Qualifications and Skills : including formal education, software/technology knowledge and soft skills required for the position.

The response is keyword-driven and specific. The ChatGPT UX designer job description includes keywords such as “user research”, “information architecture”, “interaction design”, “usability testing”, “wireframes, prototypes and interactive mockups”, “HTML”, “CSS” and others.

For many job seekers (and recruiters), it would be difficult to discern the job description was written by technology. Recruiters and hirers can use ChatGPT content to streamline their hiring processes.

You can also use ChatGPT to conduct further actions with the job description it’s created. For example, you can first ask ChatGPT to create your desired job description. Then, you can message the chatbot to write a description of that job description that you can use to post on various channels.

For example, you could ask ChatGPT to “write a summary to post on social media”. ChatGPT will then summarize the job description (and probably add some emojis) for a post you can share on sites like Facebook.

Tips for Using ChatGPT for Job Descriptions

The ChatGPT AI tool can be helpful when your business has open positions, or you’re creating a new job description from scratch. Keep in mind the following tips for creating job descriptions with ChatGPT.

1. Be Descriptive

In addition to typing in the job title and the words “job description” to get accurate content from ChatGPT, add other helpful keywords to your message. This will:

Ensure the job description contains the keywords that matter to you.
Enable the chatbot to deliver a more accurate description as it gathers data based on that search.

For example, if you’re looking for a chief marketing officer job description, you could add “at least 10 years of experience” to “chief marketing officer job description”. If you want a financial services manager to have experience with fintech tools, you can add those keywords to the query.

You can even copy and paste an existing job description with the words “improve this job description” into a message, and ChatGPT will revise the existing job description for one that should be more readable and engaging. The more context and information you provide the chatbot, the more robust results you’ll get from your query.

2. Edit the Job Description

ChatGPT developers are up-front about the tool’s limitations. For example, at the bottom of a “marketing manager job description” request, the tool states:

Note: This job description is a general outline of responsibilities and qualifications typically associated with the role of a Marketing Manager. Actual job duties may vary depending on the organization’s size, industry and specific requirements.

The bottom of the chatbot also presents the following warning: “ChatGPT may produce inaccurate information about people, places or facts.”

Never post a ChatGPT job description without editing it first. The tool’s far from perfect. Your team’s human touch may identify keywords that are missing or keywords that don’t apply to the role.

You can use ChatGPT results as a starting point for an upcoming job description. Have related team members and hiring managers add edits and suggestions, so you can eliminate inaccuracies and improve the chatbot’s suggestion.

3. Add a Personal Touch

While it may be true that candidates, too, are using AI to help create job application content, job seekers may still be savvy enough to tell when a company is posting their own job description versus one that technology created. Today’s candidates are increasingly concerned with finding jobs at employers whose values align with their own . Employers could lose out on top candidates when job descriptions lack personality.

Enlist your top copywriter to give AI-created job descriptions a personal touch. If a candidate is seeing the same type of job description repeated among various companies, one that both states the skills required and reveals something about the employer’s values will stand out.

Again, edit the job description to ensure it’s both accurate and reflective of what makes your company unique. AI is a great starting point for a job description, but it’s up to you to make sure it conveys what type of candidate will best fit the role.

ChatGPT Can Help, But Shouldn’t Replace, Job Description Writing

ChatGPT can help your business improve job descriptions by giving you a better understanding of common keywords used in the industry and by providing you with a template for an effective job description. You can use it to get an accurate outline you fill in yourself, or source a full job description that you edit and add a personal touch to.

Need help with recruiting? Contact the AccruePartners talent acquisition team for a free consultation on how we can help you. Call (704) 632-9955 or contact us online .

How to Protect Yourself from Career Burnout

Thu, 15 Jun 2023 13:25:00 GMT

Employee burnout is on the rise in the U.S. According to the 2022-2023 Aflac WorkForces Report , 59% of American workers are experiencing moderate burnout levels. That’s an increase from 52% in 2021.

What does career burnout look like? According to the Mayo Clinic , it’s work-related stress that can manifest into physical and/or emotional exhaustion. It’s also associated with a loss of personal identity and a sense of reduced accomplishment. Some symptoms include:

Using food, drugs or alcohol to cope with stress.
An increased feeling of cynicism at work
Lack of motivation at work
Negative emotions at work, including anger, sadness or impatience.
Trouble concentrating
Lack of energy to be consistently productive

Burned-out employees could also feel physical symptoms, such as headaches or stomach problems. According to the American Psychological Association , most people will experience work-related stress at least monthly, with 79% of employees citing negative impacts including physical fatigue, emotional exhaustion and cognitive weariness.

Work shouldn’t harm your physical, mental or emotional health. Here are some tips on protecting yourself from career burnout.

1. Set Boundaries

Licensed therapist Nedra Glover Tawwab wrote an excellent book called “Set Boundaries, Find Peace,” in which she explains the importance of creating clear guidelines to protect your safety and comfort in relationships. Boundaries apply at work, too, and they can help prevent you from becoming a victim of being used or abused by an employer.

To set effective boundaries, Tawwab advises to:

Honestly assess what workload you are capable of managing.
Communicate when you’re feeling overextended, ideally to your manager/supervisor.
Feel confident saying “No” to requests you don’t have the time or energy to fulfill.

Some examples of setting boundaries at work might look like:

Saying “No” when you’re asked to take on tasks that will stretch you beyond your limits.
Requesting a conversation with your manager when you identify an unreasonable amount of work.
Asking for help when you need it.

Beyond what’s required of your job description, you shouldn’t feel the need to take on extra tasks when you don’t have the capabilities to do so. Boundaries rely on clear communication in order to be effective. Having conversations regarding boundaries can be challenging, but they give you the opportunity to practice your communication skills and establish guidelines that help you protect your energy.

2. Safeguard Your Time

Time is one of the most precious assets we have. You can’t replace it, and there are only so many hours in the week for you to fulfill your professional and personal goals. Some ways to protect your time include:

If your company offers time off, take advantage of that to help maintain a work-life balance. Don’t let your vacation days go to waste or continually roll over.
If you request time off, you’re entitled to take it when it’s granted. (If your employer asks you to come in when you have time off scheduled, feel comfortable saying “No”).
When you need to focus on work, feel empowered to block time off in your calendar. (If you’re invited to attend something during a time you’ve blocked off- talk with your manager about how they can accommodate you).

When you have time off work, be OK with unplugging. A vacation isn’t a vacation when you’re responding to work emails or calls. When you’re taking time off, make it clear you won’t be accessible during that time.

3. Communicate With Your Manager

According to Gallup research, managers are the single most important factor impacting employee engagement, affecting 70% of variance in team engagement. Frequently communicating with your manager can help you prevent burnout.

Gallup recommends frequent one-on-one meetings between a manager and each person they manage. If you’re not already meeting with your manager one-on-one, ask to schedule a half-hour meeting with them at least every 2 weeks to discuss:

How you’re feeling about your current workload.
Any roadblocks you’re facing and things you need to address with them.
Whether or not your strengths are being utilized at work, and suggestions for ways you can more regularly use your strengths at work.

These conversations will help your manager provide you with the support you need to succeed. They can also help you develop your role, so you’re doing work you enjoy and begin to excel at.

If you feel like your manager isn’t giving you the support you need, consider talking with human resources or another leader at work to discuss your concerns. Other people that your supervisor manages may be facing the same problems. Voicing them can help improve things at work.

4. Take Care of Yourself

“Self-care” has been a hot topic in recent years for a good reason. If you’re not eating nutritiously, not exercising, or getting enough sleep, it can negatively impact your energy levels and exacerbate problems at work.

Make sure to schedule time for daily exercise. The Centers for Disease Control and Prevention recommends at least 150 minutes of moderate-intensity exercise per week, as well as two days of strength training for all muscle groups.

Take care of your mental health with activities like journaling, meditation or pursuing hobbies like playing a musical instrument or reading. Eat foods that provide you with vitamins and minerals that help you reach optimal daily nutrient levels. Avoid drugs and alcohol, which could cause physical health issues that affect your work performance.

If you’re stressed to the point where you’re neglecting your health or using substances to cope, talk with your manager about your workload or the tasks you’re doing. Explain that you’re having difficulty maintaining work-life balance because of your job and see what support they can offer.

Healthy habits in your non-work life can help you better manage work stress and prevent burnout. If work is affecting your ability to practice healthy habits (for example, you rush through your lunch break every day and feel sick after), identify the causes and work on addressing them.

Career Burnout Impacts Your Whole Life

Sometimes, career burnout remains an issue, even when you’ve communicated with your manager and have taken the steps to better control your workload. In that case, it may be time to look for a job at a new employer that’s committed to supporting employee work-life balance.

If you’re open to new opportunities, connect with the recruiting team at AccruePartners. Based on what you’re looking for and how you want to use your strengths at work, we’ll pair you with the best job opportunities available!

Connect with us online , or call (704) 632-9955 to talk with our recruiting team.

Why Employers Should Consider a Skills-First Hiring Approach

Thu, 11 May 2023 08:40:00 GMT

One way businesses can access a wider pool of talent is to shift from an experience-based hiring strategy to a skills-first hiring approach.

What’s the difference? When employers require candidates to have specific job experience, education and job titles before they’re considered, that narrows who’s available to hire. When employers hire based on skills, rather than titles (say, manager, or B.S. in information technology), they can open up roles to more talented and qualified workers who are eager to advance their careers.

For any company that’s hiring for open positions, here’s how a skills-first hiring strategy can lead to better talent and a competitive edge.

Skills-Based Hiring Is Becoming a Bigger Priority

As more companies compete for talent, they’re also shifting toward skills-based hiring. LinkedIn’s 2023 The Future of Recruiting report declared, “Skills-first hiring will become the gold standard.” The report bases that on data like:

Recruiters are 25% more likely to search by skills than they were 3 years ago.
Recruiters are 50% more likely to search by skills than by years of experience.
75% of recruiters predict their company will prioritize skills-first hiring in the next 18 months.
94% of recruiters agree that understanding skills employees do and don’t have is necessary to make informed talent decisions.

Skills-first hiring has also driven the creation of national talent initiatives, such as the “ Tear the Paper Ceiling” campaign by nonprofit Opportunity@Work and the Ad Council. This campaign encourages employers to change hiring practices and adopt a skills-first approach.

The campaign cites the 70 million workers in the U.S. who are workers “skilled through alternative routes” rather than a bachelor’s degree, also known as STARs. STARs may have developed skills in the military, through workforce training, through online certificate programs or bootcamps, or through on-the-job learning. STARs may not have the exact formal college degree a role may have required, but they have the knowledge and skills they need to do the job well.

An additional benefit of looking at STARs and using a skills-based hiring approach means companies can also enhance their diversity, equity and inclusion (DE&I) efforts . As skills-first hiring expands the talent pool, that means the diversity of talent also expands.

Need Help Hiring Talent? Work with AccruePartners

Skills-based hiring strategies are becoming more prevalent across most industries in the U.S. today. They give companies more access to talented candidates, without restricting roles to certain degrees or titles that could lead to less-effective hires.

At AccruePartners, our recruiting and hiring firm provides employers in diverse industries with the means to access top talent. We can help you widen your talent pool by using a skills-first approach to hiring.

From more inclusive job descriptions, to casting a wider talent net, we can help you find top candidates who can excel at your company. Contact AccruePartners for a free consultation.

Top 5 Soft Skills Employers Are Looking For

Thu, 11 May 2023 08:33:00 GMT

When you’re interviewing for jobs, it’s not just your education, certificates and technical skills that can land you the position. For many employers, soft skills can make or break performance and can heavily influence the hiring process.

Sometimes called “transferable skills,” soft skills represent expertise in areas that apply to diverse industries. While hard skills are specific to a single type of job or role, soft skills can be used in most job environments, even industries that vary widely.

Whether you’re looking for work in accounting and finance , information technology or marketing and digital , the following soft skills are in-demand across industries today.

1. Interpersonal Skills

Interpersonal skills, also known as relationship-building skills, are what enable professionals to connect with and build meaningful relationships with coworkers, clients and customers. According to a 2022 TopResume survey of 330 U.S. hiring managers, human resources professionals and recruiters, the third-most in-demand characteristic for prospective employees was personality, cited by 55% of respondents. It only ranked behind skills and experience, and was considered even more important than education.

Some ways you can showcase your interpersonal skills include:

Be polite and respectful when interacting with hirers and interviewers.
Show confidence and enthusiasm during interviews and employer conversations.
Build connections through employer communications, by referencing why you’re interested in a company or how you relate to its workers.
Send a thank you note to follow up after an interview.

You can also demonstrate interpersonal skills by building a strong professional network. Invite your professional contacts to your LinkedIn network to increase your connections there.

2. Communication Skills

Communication skills landed at the top of Indeed ’s 2023 round-up of top skills employers look for in candidates. Most jobs require some form of communication, from writing emails, to sending clear chat messages, to posting updates on online collaboration platforms, to speaking with clients and coworkers.

When you’re searching for jobs, you can showcase your communication skills by:

Proofreading any written correspondence to eliminate spelling and grammar errors
Answering questions in interviews clearly and confidently
Asking thoughtful questions and getting clarification when needed

Interviews can be a nerve-wracking process for many people. You can build your communication skills by enrolling in public speaking programs like Toastmasters International . If you want to improve your writing skills, consider taking a copywriting course online.

3. Management Skills

In 2023, LinkedIn released its Most In-Demand Skills List based on data from the professional social networking site. Management skills ranked number one, as companies look to hire individuals who can effectively lead understaffed teams amid challenging labor markets.

According to Gallup research , managers are the most influential factor affecting team engagement and performance, accounting for 70% of variance. For job candidates who don’t yet have experience managing people or teams, there’s still potential to add management skills to a resume or highlight them in a job interview.

For example, candidates can think about projects they’ve taken the lead on and how they used management skills to see them to completion. For collaborative tasks, candidates can think about what parts they specifically managed and how that work can apply to other positions.

If you need to develop your management skills, ask your supervisor for opportunities to take on leadership roles on projects. You can also look into classes that teach management skills to enhance your expertise. That helps show prospective employers you’re ready to take on management responsibilities when needed.

4. Digital Literacy

Digital literacy is an all-encompassing soft skill that shows a candidate is able to learn and effectively use digital tools that their role requires of them. Author and “Forbes” contributor Bernard Marr ranked it as the top in-demand skill employers will look for in the next 10 years, echoing the Center for Strategic & International Studies’ statement that digital literacy has become “indispensable” for every global citizen.

A February 2023 study by the National Skills Coalition of data from 43 million online job postings found 92% of jobs require digital literacy skills. You can highlight digital literacy by:

Including a technical skills section on your resume and LinkedIn profile that lists specific technology tools you’ve used
Highlighting which tools/technologies you used in various positions to execute specific job functions
Listing digital courses and trainings you’ve completed

For many positions, it doesn’t matter if you have the exact knowledge of using a specific tool. It’s more important that you’re comfortable training on technology and you’re willing to use it in daily tasks, especially for knowledge worker industries like corporate support and financial services .

5. Time Management

As more roles have become hybrid or fully remote, employers have placed a greater emphasis on time management skills so they can have confidence in workers’ abilities to meet deadlines and complete excellent work in different kinds of work environments. Time management ranks among the top soft skills in a recent report by CNBC , which cited it in 3.6 million job postings.

For job seekers, it’s helpful to think about how you’ve managed your time in high-pressure situations. Think about examples like:

How you determine priorities when working on multiple projects at once
Ways you schedule your workdays, both in-office and remotely, if applicable
Techniques you use to ensure you meet project deadlines and turn in high-quality work
Strategies you use to minimize distractions at work

Be prepared to talk about your time management techniques, especially when you’re applying for remote or hybrid positions. Consider how you stay organized, how you plan your work, how you manage delegating tasks or pushing back on tasks when you’re overloaded, and how you solve problems in pressure-filled environments.

Get Job Search Assistance from AccruePartners

At AccruePartners, we work with candidates to pair them with relevant job opportunities in the fields that use their skill sets. Our candidate team can help set you up for success in your job search.

Talk to us about what kinds of positions you’re looking for. We can help you highlight in-demand skills in your job search that help you get noticed by high-quality employers.

To join our candidate pool and find relevant job opportunities, contact AccruePartners .

The 10 Best Interview Questions Candidates Should Ask

Thu, 11 May 2023 07:27:00 GMT

All job seekers are familiar with one of the last questions an interviewer asks during an interview: “Do you have any questions for me?”

Every minute of face time with an interviewer gives a candidate the opportunity to make a stronger impression with an employer. If you have an interview coming up, expect to receive the chance to ask the interviewer a question or a few yourself.

The right questions can help strengthen your position as a candidate. Consider these.

1. How Would You Describe Your Company Culture?

This question shows your interest in ensuring you fit in with the employer’s company culture. Company culture matters, because as Gallup research points out, the right culture helps a business attract better candidates, retain top talent and increase engagement and productivity.

Based on the interviewer’s response, candidates can provide examples of how they’d fit in with the company culture or aspects to the company culture that resonate with them.

2. What Are Your Diversity, Equity and Inclusion Initiatives?

Diversity, equity and inclusion (DE&I) are hot topics in professional settings today. Research firms like McKinsey & Company have shown that strong DE&I strategies can translate to better business results, as DE&I drives innovation and makes employees feel more like a valuable part of the team.

Asking this question demonstrates that DE&I principles matter to you and that you’re interested in supporting them at your employer.

3. How Do You Support Work-Life Balance?

It’s no secret to employers: work-life balance is one of the most sought-out characteristics for candidate workplaces today. According to Employee Benefit News , in 2023, 63% of people would choose a better work-life balance over pay.

A question about work-life balance shows employers it’s important to the candidate, which also shows employers a candidate knows their self-worth. The answer can help guide candidates as they determine whether or not the employer is a good fit for them, as well.

4. What Are 3 Traits You’d Use to Describe a Top Performer?

This question is valuable to ask in an interview for a variety of reasons. It gives you the opportunity to show you’re interested in succeeding for the company and want to become a top performer yourself. It also shows the candidate’s interest in the company’s success, as you give the interviewer the opportunity to show off what makes their best employees so great.

After the interviewer names various top performer traits, you can reiterate how you fit those traits. You can provide a specific example of how you’ve demonstrated a trait, or agree that you possess similar characteristics that can benefit the company.

5. How Would You Describe Career Development at Your Company?

Especially since the fallout of the Great Resignation in the U.S. in recent years, companies have become more concerned with retention. According to a November 2022 report by CIO Dive , retention is a top issue for today’s human resources professionals, even overtaking talent acquisition due to rising turnover costs.

When you ask about career development opportunities , you show that you’re interested in growing professionally with a company long-term. Career development requires growing and learning on the job, which are also attractive characteristics to employers today.

6. What Learning and Development Opportunities Do You Offer?

Speaking of learning on the job, learning and development help strengthen employee skill sets, which can lead to increased company success. As the University of Pennsylvania points out, learning and development can help improve retention, increase employee engagement and help businesses stay competitive as many skills change or become obsolete.

Asking about learning and development opportunities shows you’re eager to learn skills that will help an employer succeed. It also shows you’re curious and driven, which many companies view as desirable traits in employees.

7. Why Do You Enjoy Working for This Company?

Interviewers don’t often get asked about themselves personally. This question gives the interviewer a chance to share their own story, which can help deepen the connection between them and the person who’s being interviewed.

The answer to this question can also reveal valuable information to the candidate. The candidate can get to know a bit more about the interviewer’s personality, which could reflect on the company culture. The candidate can learn a real-life anecdote that illustrates what working for the company is like. The answer could either make the employer more relatable, or reveal to the candidate that their values don’t match the company’s.

8. What Are Some Examples of Projects Someone in This Position Has Worked on or Would Complete?

This job-specific question goes beyond the basic job description to give the candidate a clearer view of the role. It also gives the candidate the opportunity to respond with relatable examples of work they’ve done that’s similar.

This question relates to, “How would you describe the typical week on the job in this position?” It gives the interviewer the opportunity to present more details about the role, so both the interviewer and the candidate can determine if the applicant makes sense for the position.

9. Is It Possible to Connect with the Person Who Manages This Position?

The person hiring a candidate may not be the person who manages the role. Managers are the single most important factor influencing employee engagement, according to Gallup research . For candidates, meeting a potential manager can influence them when deciding on a company to work for.

It may not be possible to meet and talk with a manager at the job interview, especially if the hirer hasn’t prepared for that in advance. Candidates who are scheduled for a job interview can put in an advanced request to meet their would-be manager at the interview, or at least ask to be able to connect with them afterward via email, LinkedIn and/or a video call. This question shows an interviewer you value the relationship you’d have with your manager and sets it up for success in advance.

10. What Next Steps Can I Expect?

This final question in an interview helps candidates gain a clear expectation of next steps in the hiring process. This is helpful, so you don’t inadvertently pester a hirer, but you can also proactively follow up if the expectations don’t follow through.

Asking about next steps shows that the candidate is interested in continuing the hiring process with the employer. It establishes a commitment that the employer will follow up with the candidate, whether they’re hired or not. It gives candidates the opportunity to continue a relationship with the employer, which can benefit the candidate long-term, even if they’re not immediately hired.

Questions Show You’re Interested

In a job search, it’s just as important for an employer to fit your needs as it is for you to fit theirs. Asking thoughtful questions like the ones listed here can help give you a better understanding of the company, so you can confirm the employer aligns with your career goals.

At the end of an interview, you can also ask if it’s OK to follow up with additional questions if they come up. This is another way to demonstrate your continued interest in an employer and keep the conversation going post-interview.

If you’re a job seeker or a professional who’s open to new opportunities, check out our career bank or connect with our recruiting team . We’ll help you find relevant opportunities where you want to work.

How to Spring Clean Your LinkedIn Profile

Tue, 18 Apr 2023 09:07:00 GMT

This May 2023, the professional social networking site LinkedIn turns 20 years old. Currently, the site boasts more than 900 million members in more than 200 countries and territories.

LinkedIn was created so current and past co-workers can connect, professionals can keep up with industry news, and job seekers and passive candidates can get relevant work opportunities. For professionals, establishing and maintaining a strong profile on the site can help you grow your network and increase employment opportunities.

If it’s been a while since you evaluated and updated your LinkedIn profile, here’s a reminder about the importance of the professional social site.

LinkedIn is a powerful job lead site. Every minute, eight people are hired by using the LinkedIn platform . Of hirers on LinkedIn, 44% use LinkedIn skills data to fill their roles.
Most business influencers have LinkedIn profiles. Four out of five LinkedIn members drive business decisions.
LinkedIn continues to grow. In the Q4 FY22 Earnings report for LinkedIn , the site saw record engagement among its members. Revenue also increased 26% year-over-year. LinkedIn membership in the U.S. has steadily grown since 2012, with Pew Research Center reporting that 28% of all U.S. adults used LinkedIn in 2021.

In the spirit of the Spring cleaning season, we recommend that you revisit your LinkedIn profile to ensure it’s optimized for your career journey. Whether you’re actively looking for a job or open to better opportunities, please take the following actions with your profile to improve its visibility on the network.

1. Edit Your Headline & About Statement

Your headline is what shows up when people search for profiles like yours. Your About statement summarizes your career journey and indicates your current professional state and goals.

It’s helpful to think of LinkedIn as a search engine. A hiring manager is more likely to search for “Senior Engineer” than “Rock Star Ninja Computer Magic Producer.” It’s best to make your headline straightforward and keyword-friendly so your profile appears higher in LinkedIn search results.

Also, look at your About statement and update it to reflect the full breadth of your experience, and make sure to incorporate your current career goals into space.

Pro tip: Look at job descriptions for your ideal positions. Draw inspiration from the language in those job descriptions, and integrate similar copy and skills in your headline and About statement.

2. Update Your Experience

Next, when updating your job Experience section, consider the following:

Have you added your most recent role and duties? Make sure your current position is represented on your profile.
Do you have work examples and/or certificates you can add to various positions? You can upload website links or add documents and presentations to multiple roles. You can also add certifications you’ve obtained that relate to a role. These documents help prove your experience and show off your work.
Are there skills you can add for various positions? LinkedIn recommends adding your top five skills used in each role. You’re limited to 50 skills maximum total, which your LinkedIn contacts can endorse.

As you edit and write for your work history, remember that LinkedIn is essentially a search engine for hiring managers. Look at job descriptions for opportunities you’re interested in, and feature similar keywords in your LinkedIn positions.

3. Strengthen Your Endorsements & Recommendations

Another way to add social proof to your LinkedIn profile is to get more skills endorsements and recommendations. As mentioned, you can add skills you’ve used in each role, which your connections can endorse. Your connections can also choose new skills to endorse you for, which you can then add to your profile.

As you refresh your LinkedIn profile, you may want to edit your skills since you’re limited to 50. For example, if skills you’ve developed relate to future job roles you want, it is a good idea to remove less relevant skills to make room for more relevant skills.

LinkedIn also allows you to review your skills and click on which positions you apply to. Doing this can add more context to the roles in your LinkedIn profile.

Recommendations can also make you stand out as a candidate on LinkedIn. To get more high-quality LinkedIn recommendations:

Reach out to people you’d like a recommendation from, whom you’re willing to recommend yourself. Ask them if they’d be willing to swap recommendations with you.
Remind the person you’re asking about your professional relationship. Offer to provide suggestions for points to cover in the recommendation if that’s helpful.

You can apply similar tactics to increase your skills and endorsements. Reach out to people you’re interested in endorsing, and ask if they’d be willing to do a skills endorsement swap.

LinkedIn Can Help You Grow Your Career

Wherever you are in your career, LinkedIn can help you achieve your dreams. When you optimize your profile with keywords that relate to your career goals, you can position yourself more effectively to get noticed by hirers.

Are you searching for a job in industries like finance and accounting , technology , human resources , digital, marketing, creative , financial services or corporate support ? Contact AccruePartners to connect with our recruiting team. We partner with exceptional employers that are looking for talent like yours.

How to Combat Quiet Quitting & Employee Dissatisfaction by Using Stay Interviews

Tue, 18 Apr 2023 08:55:00 GMT

Companies need help to cultivate and sustain an engaged workforce. According to Gallup research , only 32% of the American workforce in 2022 was considered “engaged employees,” meaning those workers were committed to and enthusiastic about their current jobs.

Even more discouraging, 18% of employees were actively disengaged. Plus, a sample of more than 15,000 U.S. employees found that at least 50% of the U.S. workforce consists of “quiet quitters,” categorizing workers as those who do the bare minimum required of them.

Poor or disconnected management is often to blame for employee dissatisfaction. But some tactics are easily implemented to address and improve this issue:

Improve manager engagement.
Encourage managers to talk frequently with employees about their goals, strengths, and life situation. The ideal minimum requirement is at least one meaningful conversation of at least 15 minutes per week with each team member.
Create accountability plans with team members to check progress and reinforce their meaningful organizational contributions.

In addition to these recommendations, managers can include stay interviews as a proactive strategy to improve manager-employee communication, improve job satisfaction, and combat quiet quitting. The following are some ways stay interviews benefit employers and employees.

1. Stay Interviews Build Trust

Stay interviews help create more trust between managers and team members and show employees that their employer cares about their satisfaction in their role and overall well-being. They help employers learn what employee value about their work and their ideas for organizational improvement. Stay interviews also allow employees to share their career aspirations within the company.

Trust matters because, as the Society for Human Resource Management points out, 23% of employees would offer more solutions and ideas if they trusted their leaders. One-third of workers would stay longer with an employer if leaders kept their promises.

When an employee sees that their employer listens to feedback provided during stay interviews and works on implementing solutions, that helps build a strong culture of trust and commitment to their workplace.

2. Stay Interviews Help Improve the Workplace

Speaking of feedback, you can use stay interviews to gain valuable insights from employees that help you improve your operations for current and future employees. Managers should ask employees for their opinions about improving processes and the organizations and encourage them to speak honestly and openly, without fear of repercussions for voicing their feedback. You might hear many employees’ opinions, but that wouldn’t be voiced otherwise.

Research from Sideways6 finds that 82% of employees have ideas about how companies can improve, but 34% don’t believe their company listens to their suggestions. Stay interviews can help you listen to employees and get valuable ideas for ways to improve.

3. Stay Interviews Reveal the Human Side of the Company

Today’s workers want to be seen as more than an employee. They want to be seen as real people with fears, needs, strengths and interests that can all impact who they are as workers.

According to a March 2023 report by Gartner , 82% of employees say it’s essential for their employer to view them as a person, not just an employee. But only 45% of employees believe their organization meets this need.

Stay interviews, in addition to frequent check-ins, help facilitate thoughtful conversations between managers and employees. Stay interviews allow employees to freely share their thoughts, which can help them feel like they’re viewed as a human, not just a worker.

A human-centered workplace facilitates personal growth for employees, helps employees establish deeper connections at work and in their personal lives, and creates a shared purpose among your workforce. All of this can lead to improved retention and higher employee engagement rates.

4. Stay Interviews Help You Create Employee Forecasts

Data from stay interviews can power up your HR and hiring efforts. You may see trending topics that employees are voicing, which can be addressed in the current workplace and accommodated when hiring new workers. You can also gain insights that help you create more effective hiring practices, onboarding methods and training opportunities.

In stay interviews, you can also learn what excites employees about their jobs and you as an employer. You can highlight these details in recruitment materials, on social media and during preliminary interviews with candidates.

4 Ways AI Is Changing the Future of Work

Fri, 24 Mar 2023 09:39:00 GMT

As the artificial intelligence (AI) tool ChatGPT set the record for the fastest-growing consumer application in history in January 2023, more consumers, professionals and business owners have shown interest in the tool. AI’s roots date back to the 1950s, but it continues to grow more influential as more data is created and accessed to improve AI’s functionality daily.

For both employers and professionals who want to have long and successful careers, there are lots of questions about how AI will shape future workplaces. Here are four ways AI may impact jobs and workplaces in the future.

1. Technology Expertise Continues to Be In-Demand

It’s no secret that technology-driven AI is driving demand for technology-focused skills. According to the U.S. Bureau of Labor Statistics (BLS) Occupational Outlook Handbook, the employment outlook for information technology and computer-related professions is highly promising, with a projected 15% increase between 2021 and 2031.

The demand for technology-focused skills is growing at a much faster pace than the average rate for all professions, making the technology sector a promising field for career-starters and professionals looking to switch careers.

To acquire in-demand job skills, pursuing formal education in technology or taking online courses through platforms like Coursera and edX is a wise choice. If you want to strengthen your AI expertise, subjects such as machine learning, natural language processing (NLP), data science, and deep learning are worth exploring. In a world where AI is trending, even roles that are not AI-specific may require these skills, making them a top priority.

2. AI Will Decrease Demand in Various Areas

A recent MIT Work of the Future study found that AI will eliminate the demand for a couple of key areas. These include:

Routine data processing, such as inputting store transactions
Predictable physical work, such as assembly line production

While AI will likely to continue to eliminate positions and job duties focused on these areas, the advantage is that workers whose time used to be taken up doing this work can move on to other responsibilities. For example, a store manager who used to spend hours on transactions can dedicate that time instead to improving operations.

For people whose work has involved routine tasks, it’s helpful to think about how to pivot now. That might be by training to learn new skills that can apply to the same job or by seeking out different types of work altogether.

3. AI Will Become an Integral Part of Business Strategy

For most business leaders, AI concerns land high on the list of priorities. A recent “CIO vision 2025: Bridging the gap between BI and AI” report by MIT Technology Review Insights found:

68% of chief information officers (CIOs) say unifying their data platform for AI and analytics is crucial.
94% of CIOs say they’re already using AI in their lines of business, and more than half expect widespread AI adoption by 2025.
78% of CIOs say scaling AI and machine learning use cases to create business value is their top enterprise data strategy over the next 3 years.

That means most enterprise companies should assume their competitors are exploring AI capabilities and are integrating AI into their business strategy. The next few years are expected to be critical for AI adoption in knowledge worker industries.

4. AI Complements Knowledge Worker Roles

Microsoft and Forrester Consulting released a report on how AI will impact knowledge worker industries like accounting, finance, digital, creative, human resources and corporate support. The main findings were:

AI’s facilitation of the free flow of information helps knowledge workers complete tasks more efficiently.
AI helps knowledge workers find relevant expertise more easily to make decisions faster and more confidently.
AI insights can accelerate productivity by discovering functionality and completing various tasks.

To illustrate how AI can make knowledge more efficient, 50% of knowledge workers reported workflow interruptions due to an inability to access or find the needed data. Since AI can speed up the precision of data quality and access to data, it can help workers avoid costly workflow interruptions.

Organizations can identify common workflow pain points knowledge workers face and use AI tools to address those. According to the MIT study , here’s a look at how many departments used AI for wide- scale or critical functions in 2022 and what percentage expect to by 2025.

Marketing and advertising : 25% in 2022, projected 64% by 2025
Finance : 54% in 2022, projected 64% by 2025
Product development : 34% in 2022, projected 67% by 2025
IT : 67% in 2022, projected 71% by 2025
HR : 33% in 2022, projected 66% by 2025

The top ways CIOs benefitted from AI in 2022 were: 1) better security and risk management (31%); 2) faster product development/time to market (20%); and 3) improved efficiency (14%). By 2025, expected benefits shift dramatically to business revenue and results, with the expected benefits being: 1) increased revenue (30%); improved efficiency (26%); and 3) reduced costs (16%).

AI: The Future Is Now

Artificial intelligence undoubtedly affects diverse industries, making many roles more efficient and productive while rendering specific skills obsolete. Each industry will be affected by AI differently. Still, there’s one thing most professionals and employers have in common: AI will affect their jobs or companies, and it’s important to adapt.

Continued education and an eye on how AI impacts your desired industry and job can help you stay prepared. Professionals can communicate with their employers about skills development to improve their work and remain valuable assets

Are you looking for work? Connect with the AccruePartners recruiting team for relevant job opportunities.

The Pros and Cons of using AI to Write Your Resume and Cover Letter

Fri, 24 Mar 2023 09:25:00 GMT

Since the artificial intelligence (AI) tool ChatGPT launched in November 2022, traditional communication methods have seen a significant shake-up. Users can access ChatGPT to write everything from essays and short stories to stand-up comedy jokes and rhyming poems.

While the tool’s not perfect, it’s brought up questions about the originality of the work. That includes resumes and cover letters.

According to a February 2023 survey by Resume Builder , 7 in 10 job seekers who used ChatGPT to write application materials reported a higher company response rate. More than three-quarters (78%) got an interview using application materials written by ChatGPT

Does using AI to complete resume and cover letter work make sense? Consider the pros and cons of using AI to write a resume and/or cover letter.

Pro: AI Draws from Experience

There’s a reason why ChatGPT set a record for the fastest-growing consumer application user base , achieving 100 million monthly active users in January 2023. The tool is highly sophisticated, using natural language processing and drawing from endless internet data and sources to create a robust knowledge base.

As an AI tool, its effectiveness becomes stronger the more data it accumulates and the search queries it processes. Type in “write a marketing manager resume” into the tool, and you’ll get a complete resume in less than 1 minute.

There’s no way to access that much data-driven content so quickly as an individual. Even if you don’t use the final product from AI to send in, it’s a great way to gain inspiration, which brings us to the next pro.

Pro: Get a Starting Point

If you feel overwhelmed or need help with where to begin with a resume or cover letter, you can use AI as a jumping-off point. AI can be extremely helpful for people who are:

Brand-new to the professional world, such as college graduates or intern applicants
People who are jumping back into the candidate pool after a long time away
Job seekers who are switching careers or industries

For example, a request for “ software engineer cover letter” in ChatGPT will result in a full written cover letter that can be used as a template you can personalize. The result includes an introduction, how to list technical and soft skills, and how to conclude a cover letter with a desire to work for a company.

AI tools like Rezi are explicitly designed with job applications in mind to help with resume and cover letter creation. With Rezi, users input specific fields from their resumes, and the tool quickly generates a cover letter using that content.

If you’ve ever felt the pain of formatting issues when putting together your resume or cover letter, AI can save you time, at least in the initial stages.

Con: Recruiters May Be Able to Notice the AI

While AI can save precious time and energy when you’re building documents like a resume and cover letter, recruiters are also becoming savvier when detecting AI help. If you don’t distinguish your materials from original content, you could be eliminated from positions you’re otherwise qualified for. Imagine seeing the same type of cover letter come in or plagiarized resumes arrive simultaneously.

One way to avoid this is by running your resume and cover letter content through a plagiarism checker, such as Copyscape before you send it through. Copyscape uses technology to check copies against existing web-published documents to detect plagiarism.

Like AI tools to write resumes and cover letters, plagiarism tools aren’t perfect. But using a copy-checker provides an excellent way to notice any duplicate copy before you send content.

Con: AI Isn’t Perfect

Even ChatGPT lays out its limitations . For example, the ChatGPT website states, “ChatGPT sometimes writes plausible-sounding but incorrect or nonsensical answers.” Keep that in mind when you use AI for resume and cover letter writing.

Other limitations include the model often being “excessively verbose” and overusing specific phrases. When you have limited real estate on resume and cover letter documents, you want to create clear and concise copy that gets to the point – especially if your desired position involves copywriting, editing and content marketing .

Also, it’s important to reinforce that AI isn’t human – it’s technology. For materials like a cover letter, where an employer may want to see personality or warmth shine through, you won’t achieve the same results from an AI-generated product as you would with a human touch.

Bottom Line: Always Customize What You Send

AI can be a great starting-off point to help you create a resume or cover letter. At the very least, it can inspire you to view these materials in a new way, drawing from abundant data that’s been provided by other users who have been in a similar position as you’re in.

While you can use AI materials as inspiration, it’s a good idea to:

Check AI-generated materials for spelling and grammar errors and inaccuracies
Edit and customize a resume and cover letter, so they’re from your own point-of-view
Run an AI-generated resume and cover letter through a plagiarism checker before you send them, even after you’ve edited them

Are you looking for a job? AccruePartners can help. Connect with our recruiting experts to find relevant opportunities.

Spring Clean Your Hiring Strategy

Thu, 09 Mar 2023 08:43:00 GMT

You’ve probably noticed that the turn of the new year has brought changes to the hiring market. Companies are starting to focus more on the key motivators of the candidate and candidates are turning to creative resources now more than ever to assist them in identifying their ideal next step. Below, we will cover: prioritizing candidate experience, hiring for soft skills, and the strategic recruiter.

PRIORITIZING CANDIDATE EXPERIENCE

Candidates expect a consumer-level experience while navigating the hiring process and it often can be the deciding factor between accepting and declining an offer. IBM recently published an article on The Far-Reaching Impact of Candidate Experience which outlined that, “people who are satisfied with their candidate experiences are 38% more likely to accept a job offer.”

Regardless of whether they get a job offer, applicants who are satisfied with their candidate experience are more than twice as likely to recommend the hiring organization to others, compared with those who were not satisfied (62% vs 28%).

87% of candidates say a great recruitment experience can change their mind about a company they once doubted. On the flip side, 83% of talent say a negative interview experience can change their mind about a role or company they once liked.

They key to ensuring that a candidate is fully engaged throughout the hiring process is to make them feel valued. For example, AccruePartners combines technology with personal touch points to check in regularly with candidates including: update calls, quality checks, and genuine feedback before and after interviews. There is also an emphasis on inviting candidates into the office to meet their recruiter and receive a tour of the office. It’s important for them to know who they are working with!

HIRING FOR SOFT SKILLS

We’re currently operating in a nation wide skills deficit that’s predicted to grow to 29 million skills by 2030 according to Deloitte , the majority being soft skills. Two-thirds of open roles between 2020 and 2030 will largely rely on communication and empathy. In order to combat the deficit, recruiters are focusing on identifying talent that can be adaptive and flexible to different company structures.

But haven’t companies always put an emphasis on hiring for personality/soft skills? The answer is yes; however, demand for such skills will grow across all industries by 26% nationwide. AccruePartners ensures that the correct candidates are vetted for clients from a 360-degree angle by connecting with hiring managers to gain a greater understanding of the department, manager, and team resulting in the identification of the best possible hire.

STRATEGIC RECRUITING

The role of the modern recruiter has become more valuable as of recent. Ultimately, professional staffing agencies are an extension of the companies they are servicing and are valuable to the mission of strategically building out a client’s team.

Contact our subject matter experts today to start your search!

4 Ways to Stand Out in the Talent Gap Crisis

Tue, 21 Feb 2023 09:49:00 GMT

As technology and the industries it powers rapidly evolve, the skills that are in-demand shift, as well. Current research shows that candidate talent isn’t keeping pace with the skills needed to maintain business momentum.

According to research by McKinsey & Company , 43% of companies report they currently have skill gaps. An additional 22% expect to have them in the next 2 years.

Skills could be improved in technology sectors. Korn Ferry reports by 2030, in tech alone, the U.S. could lose out on $162 billion worth of revenue per year due to talent shortages in technology. Globally, an estimated 85 million+ jobs are expected to go unfilled due to a human talent shortage.

To stay competitive in your industry and maintain your career momentum, consider taking these steps to stand out during the talent gap crisis.

1. Create a Career Development Plan

A career development plan is a roadmap that outlines where you want to take your career in the future. It includes:

Roles you want to achieve, on the timeline you want to achieve them by
Training and credentials that can help you move into advanced positions
Details on which responsibilities and education you can complete to continue to advance

It can be helpful to look at job descriptions of advanced positions in your field to see which responsibilities and requirements roles you aspire to include. You can add those to your career development plan, so you have a strategy for which skills to develop.

2. Talk with Your Manager

Share your career goals with your manager if you’re currently employed. There may be on-the-job training available to help you develop your skills. Some employers will also reimburse you for tuition and courses you take to strengthen job-related skills.

There may also be mentorship opportunities at your job, where you can learn from a higher-up and gain more resources on cultivating skills. By making your career goals known to your supervisor, you position yourself as more likely to get assistance to reach those achievements. You can also put yourself on a path for an internal promotion by taking the steps you need to grow and develop professionally.

3. Join Industry Groups

Most industries have national societies and local groups dedicated to supporting professionals who are members. These groups may offer educational courses, conferences, networking opportunities, publications and other resources.

In the industries AccruePartners specializes in, consider the following:

Accounting and finance: Financial Planning Association , National Association of Insurance and Financial Advisors , National Association of Personal Financial Advisors , Society of Financial Service Professionals
Information technology: American Society for Information Science (ASIS) International , Computing Technology Industry Association (CompTIA) , Internet Society
Marketing, digital and creative: American Marketing Association , Social Media Association , Association of International Product Marketing & Management
Human resources: Academy of Human Resource Development , Association for Talent Development , Society for Human Resource Management (SHRM) Executive Network
Corporate support: Association of Support Professionals

You can also join industry groups for free on LinkedIn , where you can connect with other professionals, start and join discussions, ask questions and get career resources. Stay up-to-date with industry news, so you can learn about which skills are emerging as in-demand in your industry.

4. Never Stop Learning

To continually advance in your career, you’ll need to continue learning new things to help you be more productive. The good news is there’s a wealth of educational resources available for free online. You can access on-demand training and pursue industry certifications and credentials that you can add to your resume and LinkedIn profile.

Sites like Coursera , edX and Udemy offer expert training in a wide variety of subjects. Some courses are derived from actual college courses and taught by university professors. Many are free to take, and some offer the option to gain a credential by paying a fee.

Joining courses like these also may provide networking opportunities when they offer message board capabilities within the program. If you’ve thought about changing roles or industries altogether, free online courses offer a convenient way to test whether or not you’d be a fit for switching careers.

Looking for a New Job or Career? AccruePartners Can Help

AccruePartners can help you move closer to your goals wherever you are on your career journey. As a top recruiting firm in accounting, finance, technology, human resources, marketing, digital, creative and corporate support industries, we match talent with relevant job opportunities.

Search our job bank for open positions . Contact us if you’d like to connect with a recruiter.

How a Good Pre-Boarding Program Can Impact Your Organization

Mon, 20 Feb 2023 09:59:00 GMT

Every moment your company has to interact with a candidate is critical. Even when you’ve gone through the recruitment and job interview phase all the way to offering someone a job, there’s a period of time that could impact their job satisfaction with your organization. It could even affect their motivation to show up to work in the first place.

The period of time between a candidate accepting a job and starting their first day is known as “pre-boarding”. Why does pre-boarding matter? According to CNBC , 22% of job seekers have accepted a job offer but didn’t come in for their first day of work.

Even for candidates who come into work after accepting the offer, a bad pre-boarding experience could create ripple effects that impact their time at your organization. Here’s why pre-boarding matters and how to create a pre-boarding program that engages candidates.

What Does Pre-Boarding Entail?

Pre-boarding lasts however long it takes before an employee who’s accepted a job offer starts work. In many cases, it may last around 2 weeks, as many employees will request at least that amount of time to give notice to their current employers. In some cases, pre-boarding with your organization may be shorter or take longer, depending on the employee’s start date.

Pre-boarding includes:

Any communication between your company and the employee
Resources about your organization that can help the employee learn more and get comfortable
Being available to answer any questions the new hire has
An outline of what the new hire can expect from their first day/week on the job

Some companies move onboarding tasks that can be completed online to the pre-boarding phase. These might include:

Filling out benefits paperwork and payroll information
Watching corporate videos or reading a corporate handbook
Setting up a new hire with a company email address

Introducing the company in-depth and providing training during the onboarding process can still happen in person or virtually when the employee officially starts work. But you can get the ball rolling by creating a pre-boarding program that prepares employees to integrate into the company.

You can also create a list of frequently asked questions by new hires. Proactively offering answers to what might be on a new hire’s mind can help put them at ease.

Why Does Pre-Boarding Matter?

During the pre-boarding period, it’s possible that your soon-to-be employee is using your offer as leverage to negotiate a better salary with their current employer. Or, they’re fielding other offers from other employers. That’s why, however long the pre-boarding process lasts, you’ll want to ensure you’re staying in contact with the new hire and are keeping them engaged through two-way communication, so they genuinely commit to your company.

Pre-boarding can provide benefits including:

Building rapport: Pre-boarding interactions help build a stronger relationship with the candidate. You can learn more about their needs and desires from the job, and they can learn more about your company, its culture, and their future coworkers. Plus, your current employees can benefit from learning more about the new hire so they feel confident about how they’ll contribute once they begin work.
Retention: First impressions matter. The pre-boarding process can help solidify a partnership that shows your company cares about the new hire, which in turn makes them more likely to stay at your company.
Referrals: Even before the new hire begins work, they might start praising you to their contacts due to an exemplary pre-boarding process. This could result in better sentiment for your business and more referrals to your company in terms of workers and customers.
Increased productivity: Orienting a new employee during pre-boarding could result in the new hire being able to jump into work more quickly. They can start to form relationships with coworkers before they start, so they’ll feel more comfortable diving in once they begin.

And, of course, pre-boarding helps you stay connected to your new hire, so they don’t drop off before day one of their work. Even when there are a couple of weeks or longer before they start, you show you’re still invested in their success with your organization.

Tips for Pre-Boarding Programs

In addition to virtual onboarding tasks, you can make employees feel included during pre-boarding in other ways. Some ideas:

Send a welcome gift basket with company swag in it. Or, make it available for pickup at the office, so the new hire can stop in again and connect with people there.
Once a new hire’s email is set up, send a welcome email that announces the employee to the company.
Ask the new hire to complete a fun questionnaire introducing them, their work and skillset, and personal interests. You can turn this information into a graphic you can use when you introduce them to the company and in content marketing, like a company blog or social media post.
Pair the new hire with a current employee who will be available to assist when they start, as well as who will connect with them during pre-boarding to answer questions. It’s helpful if this is someone who isn’t their manager but who works in their department.
Have the new hire’s coworkers film a welcome video sharing insights about each one.
Create a resource document that includes common FAQs for new hires regarding what they can expect on the first day/week/month.

An Effective Pre-Boarding Program Can Help You Improve Retention

Retaining employees requires keeping them engaged and cultivating strong relationships. The pre-boarding period is a critical time when you can:

Show a new hire you’re invested in them
Teach a new hire more about your company and its culture
Make the new hire excited to work for you

We recommend pre-boarding for organizations in all the industries we work with, including Accounting and Finance , Information Technology , Human Resources , Financial Services , Corporate Support , and Marketing, Digital and Creative . When you partner with AccruePartners as your recruiting firm , we can assist with recommendations for the pre-boarding process.

5 Steps to Take After Being Laid Off

Fri, 13 Jan 2023 10:16:00 GMT

While the job market continues to favor employees , due to millions of open jobs and low numbers of unemployed workers, no industry is immune to fluctuating job needs. The start of 2023 has seen major layoffs from the world’s top companies, including Amazon, Salesforce , Meta , and Cisco .

If you’re part of a layoff, don’t panic. It may be comforting to know, according to Zippia research , around 40% of Americans will be fired/laid off from a job during their lifetime.

Being laid off may come as a shock or an unwelcome experience. What seems negative now may turn out to be the best thing to happen to you professionally. Some of the most successful business figures, including Walt Disney, Steve Jobs, and Oprah Winfrey, were let go from jobs before finding massive success.

If you’ve been laid off from a job, take a deep breath. Then, take these steps to position yourself for success to find your next great opportunity.

1. Create a Strategy

Now’s the time to evaluate what you want out of work and what kind(s) of jobs can fulfill you. With millions of open jobs available, it’s helpful to narrow down:

The top 3 types of jobs you’re open to
The compensation range that meets your lifestyle needs
Locations you’re open to working in

Knowing these characteristics can help you be more efficient in your job search. If you work with a recruiter , they’ll want to know these details, as well. Take time to reflect on what you want out of your next step.

2. Update Your Credentials

Once you’ve narrowed down what type(s) of positions you’re open to, you’ll want to ensure you have a resume that’s customized for each position. The position will inform what your headline, summary, selected achievements, and key skills will look like when you tailor a resume to a job you’re applying for. It may also influence which former work positions you lead with, as well as which accomplishments you feature first for each position.

Try to make accomplishments as quantifiable as possible. Lead with numbers. When you’re competing against other applicants to get noticed, you’ll want people who are scanning a resume to immediately see the quantifiable impact you’ve made in your prior positions.

Use your resume to update your LinkedIn profile, as well. You can add specific work examples to your positions on LinkedIn so that it works as a digital portfolio that demonstrates your expertise and experience.

3. Reach Out to Your Network

Get in touch with those in your professional and personal networks to let them know you’re looking for a new job. Your professional and personal contacts can:

Alert you to relevant job openings
Put you in touch with their contacts
Recommend you for a position

You can turn your LinkedIn profile to the “Open to Work” setting, which overlays your profile photo with that phrase to alert LinkedIn users you’re available to hire. It may be helpful to post a LinkedIn update about what you’re looking for, as well, so more people in your professional online network know that you’re active in a job search.

If you’ve had professional mentors or trusted colleagues, you may want to send them a personalized note about your situation. Express your appreciation to them for keeping you in mind for relevant positions. Offer to help them however you can, as well.

4. Make Your Job Search a Full-Time Job

Every day, you can take meaningful action that positions you for a fulfilling new job. It can be helpful to create a routine that involves steps that can move you closer to job interviews and securing a new position. A sample daily routine, while you’re on the job search, might look like this:

Send a personalized note to 10 new contacts a day to update them on your job status and ask them for assistance
Post a meaningful update on LinkedIn, which might look like sharing an industry-related article or asking a thoughtful question, so you stay at top of mind in your network
Apply for at least one relevant position a day
Ask a former coworker, manager, or employee if they’d be willing to write a recommendation for you on LinkedIn, and offer to do the same

Also, you can use part of your time to upskill your expertise. You might enroll in a free course on a site like edX , for example, or watch an industry webinar. Look at the job requirements for positions you’re interested in to inform what you choose to study. If you complete courses or earn credentials, you can add those to your resume and LinkedIn profile.

5. Track Your Progress

Create a spreadsheet or some other form of documentation where you can track your job search progress. This helps you stay organized and up-to-date. Each day, you can track:

People you’ve talked to/reached out to and what the communication entailed
Jobs you’ve applied for and progress you’ve made
Things you need to follow up on, like a conversation about a specific topic

You can also use your job search organizer to list action items and goals. Look at these each day to stay accountable and maintain momentum in your search.

Try to Approach a Layoff from a Positive Point-of-View

When a layoff happens, it can be a jarring, unpleasant experience. You can get through it, though, and potentially find a much better opportunity on the other side. Each action you take helps you make progress in a job search. It’s better to move forward than be stagnant, especially when other people who have been laid off are searching for jobs.

That said, give yourself grace during this time. If you’re mentally exhausted, take advantage of the time off. Let yourself face the experience, and rest if you need to.

If you have the means, treat yourself to self-care, whether it’s getting a massage or going on a staycation for a change of scenery. Take breaks during your job search days so you can recharge and find positivity in the situation.

You can also set yourself up for success by connecting with the recruitment team at AccruePartners. We work with exceptional clients in diverse industries who need talent like yours. Sign up for our free recruiting services .

7 Things HR Leaders Will Prioritize in 2023

Wed, 11 Jan 2023 10:45:00 GMT

Employers across the country continue to navigate changes brought on by the pandemic, including how it impacted how people view work and what they want out of a job. As we enter the new year, here are seven areas human resources leaders are focusing on to create strong, thriving workforces at their companies.

1. Retention

Turnover has always been a top HR concern, but it’s become even more prominent in the past couple of years. In 2022, PwC reported one in five workers around the globe planned to quit their jobs.

HR leaders are focused on mitigating the impacts of turnover costs, both financially and in terms of how turnover affects company culture and sentiment. To decrease recruiting and hiring costs, HR leaders must devise ways to keep top talent at their companies, by finding out what employees want out of work and delivering it.

2. Engagement

In 2022, employee engagement in the U.S. continued to decline, leading to trends like the “great resignation” that persisted throughout the past year. Gallup reported employee engagement , a measurement of how loyal to and enthusiastic about a company an employee is, continued to decline from previous years. In 2020, 36% of employees were engaged at work. In 2021, the number declined to 34%. In 2022, it fell to 32%.

3. Mental Health

Since the pandemic, mental health initiatives in the workplace have become more prominent. According to an October 2022 report by McKinsey & Company , employees who face mental health or well-being challenges report more negative experiences at work. Workers with mental health challenges are 4x more likely to say they intend to leave their job. They’re also 2x more likely to report low engagement at work.

Expect HR leaders in 2023 to prioritize how to support employees’ mental health. Some tactics include expanding health insurance coverage to include mental health support like counseling, providing employees with unlimited time off so they can take mental health days, and offering employees mental health education and resources.

4. Career Development

To improve retention and employee engagement, more HR leaders will focus on offering career development to employees. Research from UC Berkeley shows career development strengthens a workforce’s skillset, improves employee career satisfaction, can boost employees’ self-confidence, and provides a cost-effective way to increase employee talent, motivation, productivity, and retention.

Career development initiatives can also be used as a recruiting tool. From hiring on, managers can work with employees to identify their strengths and career goals, then develop plans that help workers attain the skills and experience they need to advance their careers at that company.

5. Change Management

A Gartner survey of more than 800 HR leaders across 60 countries found one of the top prioritizations in 2023 is organizational design and change management. More than half (53%) of HR leaders are prioritizing this in 2023, with 45% of HR leaders saying employees are fatigued from change resulting from disruptions including digital transformations and economic uncertainty.

HR leaders are working on strategies to make change easier for their workforce. Gartner reports using an open-source change strategy, which involves employees in co-creating change decisions and owning implementation planning, results in a 14x higher rate of change success. Open-source change strategies also decrease change fatigue by 29% and increase employee intent to stay by 19%.

6. Company Culture

A 2022 Gallup survey of more than 140,000 U.S. employees points a clear sign to where knowledge worker industries are heading: to remote workforces, either hybrid or fully online. Exclusively remote work increased from 8% of workers in 2019 to 39% of workers in February 2022. Hybrid workforces increased from 32% in 2019 to 42% in 2022. More than 90% of workers prefer either a hybrid (59%) or fully remote (32%) work environment.

Distributed workforces have caused HR leaders to consider how to support a strong company culture when workers aren’t in a physical office location together. This has led to the adoption of technology that fosters strong collaboration, the emergence of virtual team gatherings and social events, and the creation of on-site meetings and summits to bring workers together physically. In 2023 and beyond, expect HR leaders to continue to strategize how to facilitate team-building in hybrid, remote, and asynchronous work environments.

7. Diversity, Equity & Inclusion

In 2022, the Society for Human Resource Management (SHRM) presented a roundup of the biggest HR trends. A focus on diversity, equity, and inclusion (DE&I) initiatives landed among HR leader prioritizations. Going beyond hiring a diverse workforce, more companies are positioning themselves as making DE&I a core value, which can attract more diverse candidates and widen the talent pool.

According to a 2022 report by “Human Resource Executive,” nearly one-third of employees think their employer lacks a sufficient commitment to DE&I. There’s a correlation between those concerns and an employee’s willingness to quit. Younger workers are particularly interested in DE&I efforts, with 60% of millennials expecting employers to demonstrate commitment to DE&I. From recruiting through to daily operations, HR leaders will look for ways to show their DE&I commitment and support DE&I at their companies.

Get Help with Recruitment & Hiring

If you’re an HR leader, or your company has hiring needs, AccruePartners can help with recruitment and hiring. We match qualified candidates with job opportunities that can benefit from their skill sets. We can help streamline your hiring process so you can focus on other HR priorities. Contact us for information.

Resignation Etiquette for a Post-Pandemic World

Wed, 11 Jan 2023 10:35:00 GMT

When quit rates are high and job openings abound, many workers feel in control of their professional trajectories. In January 2023, CBS News reported quit rates retained historically high levels as of November 2022, when 4.2 million people quit their jobs, an increase from 4 million in October.

That’s coupled with a consistently high number of job openings, with about 4 million more jobs available than there were unemployed people looking for work.

Workers may feel like they’re in power, but it’s not a good idea to burn professional bridges. Here’s why workers should still leave a job on professional terms, and how to quit respectfully when it’s the right time to do so.

Why Resignation Etiquette Still Matters

Despite record-high numbers of quitting, many workers who have left old jobs for something new have regretted their decisions. As we reported in How to Avoid the Great Regret When Changing Jobs :

Around 20% of employees who quit during the past 2 years regret it .
72% of workers have experienced “Shift Shock,” which is a feeling of surprise or regret once a new job starts, due to a different reality versus prior expectations.

Many workers who feel regret upon starting a new job approach their old employers in hopes of working there once again. BambooHR reports 15% of employees have “boomeranged” back to a former employer, resulting in a boomerang employee trend that’s accompanying the Great Reassessment .

In addition to potentially wanting to go back to a former job, there are other reasons why it’s a good idea to leave an old role on a professional note. These include:

New potential employers may request references or may want to contact your old employer. Leaving on respectful terms can help ensure you have a professional recommendation that can help you in a future job search.
Employers you had a good relationship with may be willing to write you a recommendation letter or LinkedIn recommendation. LinkedIn recommendations can bolster your profile on the professional social network and help you stand out among candidates.
Business worlds may be smaller than you think. You never know whom an old employer is connected to. Your reputation in your industry could suffer if you don’t quit respectfully.

Yes, it can be tempting to quit without notice or to avoid a face-to-face conversation when you’re no longer invested in your job. But a simple respectful conversation and giving two weeks’ notice can be a difference-maker that affects the rest of your career trajectory, which could be decades’ worth of work depending on where you are in your career.

Best Practices for Quitting a Job

When you’ve concluded that quitting your job is the best decision for you, you can protect your professional relationships with your former employer and coworkers. Take these steps.

Request an in-person conversation . Ask to meet your manager in person. If that’s not possible because you live in different states or countries, ask to schedule a face-to-face video conference meeting.
Be open to next steps. Offer to make the transition as smooth as possible. Generally, two weeks’ notice is acceptable when you’re moving on from a job but look at your employment contract or collective bargaining agreement in case the notice length differs. If you’re able to stay a bit longer to help train your replacement or work while your old employer fills your position, that’s even more meaningful.
Tie up loose ends . Ask your manager what they’d like from you to formalize your resignation. They might request a written letter that describes your intent to leave to have on file with human resources. Also, ask what duties your manager wants you to focus on during your final weeks. They might want you to work on a particular project, or work on training your replacement before you leave.
Focus on the positives . Express gratitude for any positive aspects of the job. If you feel comfortable, ask your boss if they’d be willing to write you a recommendation on LinkedIn or be a reference. Offer to do the same, if you feel comfortable.

Even when you’re quitting, you may still want to keep in touch with your old boss, especially by connecting on LinkedIn. You could also continue a mentor/mentee relationship with them or go to them to get career advice in the future. Or, you may find yourself looking for a job in the future and benefit from their reference or recommendation.

Quit Respectfully to Protect Your Professional Reputation

Quitting loudly, abruptly and with a flourish looks appealing when you’re watching it play out on a screen. But in real life, it could come back to haunt you professionally.

Put yourself in your manager’s shoes. How would you want someone to resign if you were the boss?

When it comes to quitting, “treat others how you’d like to be treated” is a good way to approach leaving a job. Your former employer(s) could have a lot of influence over where your career goes from here.

If you’re looking for your next career move, connect with the recruiting team at AccruePartners . We can help you find relevant positions that match your passion and skill set.

Emerging Workplace Trends for 2023

Fri, 23 Dec 2022 11:20:00 GMT

If you want to attract, hire and retain top talent, it’s important to know what today’s workers want and what competitors are offering so you don’t miss out. As we look ahead, here are the top modern workplace trends and expectations of the workplace in 2023 we’re seeing in knowledge worker industries.

1. More Companies Go Hybrid

Labor experts predict organizations will continue to operate remotely as much as possible in 2023 and beyond. As of June 2022, Gallup reports only 2 in 10 remote-capable employees are currently working fully on-site. Half are working hybrid, while 3 in 10 are exclusively working remotely.

Knowledge worker employees are increasingly interested in hybrid or remote positions. According to Indeed & Glassdoor’s Hiring and Workplace Trends Report 2023 :

Nearly 10% of online job searches in September 2022 in the U.S. mentioned “remote work,” which was nearly 6x higher compared to September 2019
In the U.S., 8.6% of job postings mentioned remote work in September 2022, compared to 2.9% in September 2019

In June 2022, McKinsey & Company reported when people have the chance to work flexibly, 87% do so. The pandemic ushered in what remote workforces can look like, and they’ve since become one of the dominant future workplace trends of organizations with remote capabilities.

More companies are adopting a hybrid approach these days, rather than fully remote. Gallup reports by the end of 2022, 55% of remote-capable workers are expected to work in a hybrid setting, while fully remote work arrangements are expected to decrease to 2 in 10 employees by the end of the year.

More than 90% of 70 million employees don’t want to come back to the office full-time, so more offices are giving employees the opportunity to choose when they come into the office. Hybrid arrangements may range from employees coming into the office on specific days of the week, to employees creating unique work schedules with their managers’ approval that state which duties need to be completed in the office versus which tasks can be done at home.

2. Employees Still Have Control But Economic Woes May Waiver Their Power.

The U.S. unemployment rate has remained relatively unchanged throughout most of 2022, staying around 3.7% in November 2022, similar to the previous year’s rate. Quit rates also remained steady throughout the year, reaching about 2.6% of the total workforce for October 2022, after hitting a record high of 3% in September 2021 .

Low unemployment and high quit rates have led to a continued tight labor market, with employees being more selective in which employers they sign with and stick with. This will cause employers in 2023 to broaden their talent pool by making job descriptions more flexible and more inclusive. What may have been rigid requirements in the past, such as years of experience or a specific educational degree, can no longer be so stringent in order to attract top talent.

On the flip side tech leaders like Google are making bold moves with announcements such as…

“I believe flexibility is here to stay, even though it might not look exactly as it does today. We believe deeply in the value of coming together in person but want to give employees the flexibility they need. We expect our hybrid work model to evolve.” —John Casey, VP of global benefits and future of work at Google

Employers are also placing a higher priority on diversity, equity and inclusion and are defining and promoting their values when recruiting candidates. A June 2022 survey by Qualtrics found 54% of U.S. employees would take a pay cut to work at a company with better values, and 56% wouldn’t consider a job at a company that has values they disagree with. Employers today must understand what employees are looking for and showcase that when recruiting.

3. Companies Focus on Work-Life Balance

Future workforce development relies on supporting work-life balance for employees. Mercer’s 2022 Inside Employees’ Minds study found 36% of employees are open to leaving their company, with a top three factor being burnout due to a demanding workload. According to FlexJobs’ 2022 Career Pulse Survey , 63% of respondents would choose better work-life balance over higher pay.

This is causing organizations to evaluate how they can support and improve the work-life balance of their employees. Tactics include offering flexible work schedules where employees work the hours they want, offering unlimited sick and personal time , and expanding parental leave .

4. Inflation Leads to Higher Wage Demands

Inflation was 7.7% higher year-over-year in October 2022, impacting both employers and employees. Salary and benefits remain a top concern for workers. In 2022, Gallup reported 64% of U.S. employees cite “a significant increase in income or benefits” as “very important” when considering taking a job.

Hiring managers in 2023 must be aware that selective candidates are influenced by salary . For companies that can’t compete with as high of a salary, benefits like health insurance and 401(k) matches can help organizations stand out.

5. Employers Shorten Hiring Processes

With more competition for top candidates, expect organizations to move quickly to hire talent in 2023. A July 2022 research report published by “Harvard Business Review” found longer hiring processes and pickier hiring managers don’t choose better performers. Rather, the result is leaving a higher number of roles empty for a longer period of time.

Employers are looking to future workforce technology and are partnering with hiring firms to streamline hiring. An October 2022 survey by the Harris Poll found nearly 80% of companies believe automation can help their business in a tight labor market. An August 2022 report by Bullhorn found recruiting firms that use automation have a 64% higher fill rate, provide 33% more qualified applicants per recruiter and were 55% more likely to report major revenue accomplishments.

Organizations are increasingly using virtual portals for candidates that provide transparency into timelines and expectations for what the process entails. Employee surveys also provide data on what makes some hires more successful than others, which can help improve hiring success overall.

Stand Out in the Workforce by Partnering with AccruePartners

If you have hiring needs in 2023, contact AccruePartners for help with recruitment and hiring. We’ve built strong candidate relationships in areas like information technology , finance and accounting , marketing, digital, creative , human resources and corporate support . We use the top hiring technology to keep talent engaged and make hiring processes more efficient.

We know what candidates in your industry are looking for. We can help you find top talent for your open permanent, contract and contract-to-hire positions. Contact us f or a free consultation.

Key Skills Employers Will Be Looking For in 2023

Fri, 23 Dec 2022 11:00:00 GMT

If you’re trying to find a job in 2023, you can stand out as a candidate by understanding what types of skills employers in your industry are looking for and make sure to highlight those on a resume and on your LinkedIn profile. Across industries and in diverse types of businesses, the following are some of the top job skills in high demand in 2023 for knowledge workers.

1. Data Literacy

The explosion of data available to businesses can help organizations make better strategic decisions. IDC predicts the “Global DataSphere” is expected to more than double in size from 2022 to 2026, making the search for data literacy one of the top 2023 recruitment trends. Professionals who have the ability to understand, analyze and communicate with data are in-demand across industries. According to Qlik’s Data Literacy project , large enterprises with strong corporate data literacy have shown up to a 5% increased enterprise value.

Data analysis skills can be applied to everything from finance to marketing. Whatever field you’re in, if you have expertise working with data analysis tools, that can help you stand out in your field.

2. Product Management

Product management facilitates every step of a product’s lifecycle, from product design, to positioning, to release. According to Glassdoor’s Best Jobs for 2022 report , product management ranked as one of the most common skills in job descriptions today, cited in roles like Product Manager, Business Development Manager and Marketing Manager.

Successful product management is one of the top job skills employers look for because it requires business acumen, market research and analysis, pricing and revenue modeling, product development and design knowledge. It also often involves leading others and highlights the importance of teamwork in the workplace in 2023.

3. Strategic Team Planning

In July 2022, Gartner reported 76% of corporate strategy leaders said significant adjustments to strategic plans were happening more frequently. That mirrors FutureLearn’s The Future of Learning Report 2022’s report , which states “strategic team planning” is one of the key skills employers are looking for today, cited by 31% of employers when asked about skills gaps.

Employers are looking for strategy-minded professionals who are able to clearly create and communicate action plans that define strategy growth, evolution and measurement. Skills like cost management, budgeting and communication also affect strategy adoption and execution.

4. Operational Reporting

Operational reporting is the ability to create visual displays that show how a company’s actions are impacting specific results. It’s used in all types of business areas to communicate business results to key stakeholders. According to the Pearson Skills Outlook 2022 – Power Skills , it’s one of the top 10 most in-demand skills employers look for today.

To create effective reports, professionals must be able to gather the right data and communicate it meaningfully. Using operational reporting, professionals can make more informed decisions, identify time- and money-saving opportunities, and use data to create long-term strategies.

5. User Experience

The user experience encompasses all touchpoints a customer has with a company. Forbes named user experience design as one of the most in-demand jobs in 2023, with lower barriers to entry as design platforms evolve and become easier to use, with less training required.

While user experience typically relates to designers, it also impacts other roles and functions who must think with the user in mind. User experience relates to researching, designing and marketing products. It also affects anyone who interacts with customers, such as those working in client services and customer support. User experience success requires skills like research, critical thinking and empathy so professionals can better understand their customers.

6. Project Management

Like product management, project management is another in-demand skill across industries and organizations. Agile project management dominates project management methods today, with Skillbook Academy reporting that 71% of companies use agile methods. Agile project management focuses on team collaboration and applies an iterative approach to project completion. It requires gathering and implementing team and client feedback, while keeping a close eye on product cycles and deadlines.

Professionals who are versed in agile project management and who have experience working with collaboration software show they’re responsive to change and know how to stay committed to customer satisfaction. Skills like communication, problem-solving and critical thinking all play a role in project management.

Looking for a Job? Connect with a Recruiter from AccruePartners

If you’re open to a new job, or you’re actively looking for work, AccruePartners can help you find great opportunities that match your interests and skills. We specialize in jobs in finance, accounting , information technology , human resources , marketing, digital, creative and marketing, digital, creative . Find jobs now .

Will Remote Workers Be the First to Go

Mon, 28 Nov 2022 11:28:00 GMT

Businesses are adjusting to post-pandemic operations, trying to grow and remain profitable but balancing an increasingly challenging workforce development and management scenario. Labor shortages, skills gaps, the Great Resignation, and changing employee expectations make for a very tight labor market. Add to that, the advantages, and disadvantages of hiring remote workers.

Remote Workers Worried Despite Trends and Predictions

Remote job market trends and projections predict that work from home is going to be big in 2023 . But talent acquisition sources report that workers are worried about remote jobs getting cut. With economists predicting a recession in 2023, many employers are planning adjustments.

That has remote workers thinking they will be the first to lose their jobs if there are reductions in force. A recent Goodhire survey of 3,500 Americans shows that almost half of workers say they would accept a pay cut to keep working from home. But many more are worried about remote jobs.

Workers More Willing to Return to In-Office Work but Still Conflicted

The survey showed some surprising results about how workers feel about remote and on-site work. About half would take a pay cut or give up a benefit to remain working remotely, almost the same amount would not accept a pay cut for remote work. Compared to in 2021 when 61 percent would take a pay cut to continue working remotely. More than three quarters feel that remote workers should be paid less than those who work on-site full time.

Additionally, 84 percent of workers are worried about missing out on raises and promotions if they work remotely, even if pay cuts for remote working don’t happen. More than half of workers believe employers who don’t offer remote work will have a hard time finding applicants and have to offer higher salaries for in-office work. A majority felt that remote workers are more at risk of being cut during a recession than on-site workers.

More Managers Say Remote Workers Will Be Cut First

Companies that hire remote workers could be less and less desirable as employers as the recession looms nearer and workers become more worried. LA Times reports that in another recent survey by business presentation software maker Beautiful.ai, 60% of managers said remote workers would probably be cut first. Workplace proximity bias is most likely behind this management sentiment.

Experts explain this bias as being stronger more recently as more people return to the office as pandemic-forced remote work eases up. Talent acquisition experts like those at outplacement firm Challenger, Gray & Christmas report that workplace proximity bias will be stronger if top executives prefer having people on-site. Front line managers and department heads will most likely follow top management’s preferences.

Remote workers aren’t a protected class and aren’t protected from employment discrimination. They also don’t fall under protections of the WARN Act that requires employers to give 60-days’ notice of mass layoff or plant closing because they fall into a legal gray area that hasn’t been clarified in the courts of the Department of Labor. This is more cause for concern for those who work from home.

More Open to Return to Office in 2022 than in 2021

Survey results in 2021 and 2022 show a slight shift in worker sentiment regarding remote working. In 2021, without the looming shadow of recession, workers felt more strongly about remote work. In 2022, they still like remote work but are more open to on-site and hybrid work. They feel remote work may not be as stable or good for their careers as it was earlier in the pandemic.

Even as companies bring workers back to the office, layoffs are increasing, further cause for workers to worry about their positions. Challenger, Gray & Christmas reported a 68 percent increase in job cuts in September 2022 over 2021. While remote work may seem more vulnerable going into a recession, many still value it for the work-life balance and cost savings it affords workers.

Employers may still benefit from expanding remote job opportunities. While there are no accurate studies for the best ways to survive remote job layoffs yet, the coming recession appears to have made workers both more worried about remote work and more willing to work on-site.

The Experts at AccruePartners Can Help

The recruiting team at AccruePartners are experts in making the right talent match for all types of career opportunities. Whether the opportunity is in-office, hybrid, or fully remote, our recruiters thoroughly prepare candidates for each step of the hiring process while supporting hiring managers to make sure the right career match is made and they are positioned for success.

Tips for Negotiating a Higher Salary & Better Compensation Package

Wed, 23 Nov 2022 11:41:00 GMT

According to Monster contributor Dawn Papandrea, many people feel uncomfortable asking for more money when offered a job. But unless the offer is spectacular, candidates with top notch resumes and in-demand skills should prepare to negotiate for better salary and benefits than offered. Carefully consider all offers and use the following tips to negotiate when you have landed that job.

Go in with a Positive Attitude and Communications

According to Harvard Law School , an important thing to remember in any negotiation is to stay positive. In salary negotiation, when you are asking for more resources from a potential employer, it’s imperative to keep your attitude and words positive, rather than forceful, demanding, or negative. Keep a positive attitude and use positive language when talking to recruiters and hiring managers.

Know Industry Salaries

Make sure you research industry salaries so you can negotiate confidently and realistically. Look at salaries for your position, experience, and geographic location. Look at the most in-demand jobs and skills, and if the job you landed is one of those, you know you are in a good position to ask for a better offer.

Another major consideration is using the most current salary data from reputable sources. Experts like Monster’s negotiation expert Paul Barada caution that salary surveys can be off by 25 to 35 percent, over not under. He recommends using median salary numbers as most reliable, where half made more and half made less.

Ask and Tell

Career services professional Jennifer Herrity suggests that when you have an attractive offer but want a better salary and benefits, be sure that you don’t just say you want more money. Doing your research on market salaries is half the work. You need to explain why you are asking for more than what is being offered. You should emphasize your strengths and the benefit you bring to the employer, as well as your career accomplishments.

Discuss your skills and experience in terms of how they will benefit your new employer’s bottom line. Certifications and specialized skills and projects that align with your new role will help convince the employer of your value. There is more to negotiating than just saying you want more than what is being offered.

Be Transparent

Negotiate with your strengths, not with bluffing or outright lies about other opportunities or previous salaries. When you discuss your strengths and the value you bring to the table, you will be more convincing and appreciated than if you act arrogantly or falsely. Remember, employers want honest, ethical, hardworking employees with integrity, so demonstrate those traits from the start. Herrity recommends being flexible with salary and benefits requests, remaining calm during negotiations, and asking more questions to keep the conversation upbeat and professional.

Practice Negotiating

Just as you would practice before an important interview, Herrity advises you should prepare and practice your negotiating conversation. Ask a friend or another trusted person to act as the hiring manager and work on your negotiating skills. Have notes and if possible, record your practice sessions to review for flaws or successful delivery.

Practicing how to discuss your salary expectations will make you more confident and comfortable with your request. It will make you more familiar with how to present your strengths and accomplishments and discuss them with employers. If you have the resources, working with a career coach or career advisor is ideal preparation for both interviewing and salary negotiation.

Don’t Focus Only on Salary

Daniel Bortz, writing for Society for Human Resource Management, reminds job seekers to think beyond just salary . He says if the employer won’t raise the salary offered, ask for a signing bonus and flexible work options if that is attractive to you. Additionally, he reminds people to ask about things like more paid time off, student loan repayment, and professional training.

Harvard Business School business administration professor Deepak Malhotra reminds job seekers that a no in salary negotiations may just mean no today. He says circumstances may change when you have been in the position and been productive and achieved results for the employer. And he reminds candidates that more money and better benefits now are not as important as getting the best job and work environment.

The Bottom Line

It is important to know your worth and set career goals. Our team of expert recruiters will work with you to ensure your compensation needs are met. Contact the recruiters at AccruePartners today to start your next career journey.

Skills to Leave Off Job Descriptions

Wed, 02 Nov 2022 12:50:00 GMT

In a competitive landscape for talent, we’ve observed some of the biggest mistakes in recruiting begin with published job descriptions.

Job descriptions are often the first impression an employer makes with a candidate. A poorly written description could turn talented candidates off, which could have ripple effects for business success in terms of talent, retention, and referrals.

While the industries we work with ( accounting and finance , information technology , marketing, digital, creative , human resources and corporate support ) may indeed require specific technical skills to apply for positions, here are some requirements to eliminate from job descriptions so you can widen the talent pool of those who apply.

1. Years of Experience

Though not technically a skill, this job requirement could cause otherwise qualified candidates to avoid applying if they’re even a year short of what you’re requiring. For jobs in IT industries, for example, mastery of specific software matters more than actual years worked. A talented two year professional may be just as qualified in a technical skill as someone who has a couple more years of experience on them.

2. Communication

Communication means different things to different people. An introvert who prefers communicating via writing may view a job description that requires “communication skills” as a position that’s best suited for someone who loves to talk. With this skill, it’s better to be specific about what communication the position requires. For example, you might list “writing reports” or “leading team meetings” as a skill requirement rather than communication.

3. Collaboration Software

Every company uses its own set of project management tools and communication software. Just because someone has primarily used Zoom in their last position, doesn’t mean they wouldn’t be able to master Microsoft Teams for your company. For collaboration tools like task management tools (Workfront, Asana), email clients (Microsoft Outlook, Google Suite) and online communication (Slack, Discord), assume not every candidate will be familiar with everything you use. That’s OK – you can train them and get them up to speed.

4. Teamwork

Unless the role is completely autonomous, it’s assumed a worker will have to respectfully work with coworkers and collaborate on finding solutions to problems. Employees know they may have to work with people in similar roles, report to a manager and attend group meetings. It’s better to discuss the culture and personality of the team, which employees the professional will typically be working with and what kind of work they’ll be doing.

5. Diversity

For companies that are focused on improving their diversity, equity and inclusion efforts, bad job descriptions could also negatively impact the talent landscape. You may have heard the much-debated “women only apply to a job if they meet 100% of requirements” stat, popularized by the Harvard Business Review and former Facebook executive Sheryl Sandberg . While the validity of that stat is oft-debated, LinkedIn research did confirm :

Women are 16% less likely than men to apply to a job after viewing it.
Women apply to 20% fewer jobs than men.

That’s only one example of inequity in job applications today. One reason applicants may self-eliminate before applying could be unclear skill requirements in the job description.

Specific Skills to Remove Based on Industry

You can increase the number of applicants for your open jobs when you focus on essential skills that are related to the work the position requires. Or, better yet, eliminate skills that make your job description too long, and just focus on the actual work.

Here are some examples of redundant and generic skills you can eliminate from job descriptions. These skills are baked into these industries, so it’s better to list specific work duties so candidates understand they’re a fit for the role. If you list them, a candidate may be confused, may be turned off by the length of the requirement or may not want to apply.

1. Accounting and Finance Skills to Replace or Remove

Specific accounting software that employees can be trained on
Math and calculating
Communication
Organization

2. Human Resources Skills to Replace or Remove

Specific human resources software that employees can be trained on
Communication
Collaboration
Problem-solving
Organization
Time management

3.Information Technology Skills to Replace or Remove

Specific internal technology that employees can be trained on
Computer skills – any qualified candidate would already have these skills
Analytical skills
Problem-solving
Multitasking skills
Communication

4. Digital, Creative and Marketing Skills to Replace or Remove

Specific marketing technology that employees can be trained on
Creativity
Teamwork
Decision-making
Problem-solving
Analytical skills

5. Corporate Support Skills to Replace or Remove

Specific corporate technology that employees can be trained on
Communication
Problem-solving
Administrative skills
Organization skills
Interpersonal skills

Be Specific and Be Concise

An effective job description will illustrate what a day in the life of an employee will look like. That helps a candidate realistically consider whether they’ll be able to succeed in that role, based on their experience and skills.

It’s important to eliminate obvious skills since they can weigh down a job description and cause candidates to tune out. Worse, they could confuse candidates and cause otherwise talented workers not to apply to a job they’d be qualified for.

Stick to must-have skills and requirements so that you both ensure you’re getting qualified candidates, as well as not excluding any, especially those who are underrepresented in your industry. Inclusive job descriptions based on essential requirements can help you attract better talent.

Need to hire qualified talent for your workforce? Contact the AccruePartners recruiting team for a free consultation.

3 Dos and Dont’s for Social Media

Fri, 14 Oct 2022 13:04:00 GMT

If you’re in the majority of Americans, you probably use some form of social media in your every day life. According to Pew Research Center , in 2021, 69% of adults used Facebook, 40% used Instagram and 23% used Twitter A Harris Poll survey of 1,005 U.S. hiring decision-makers found :

70% believe hiring decision-makers should evaluate all applicants’ social media profiles
67% admitted to using social media to research potential job candidates
55% found social media content that caused them not to hire a candidate

Avoiding social media altogether doesn’t work for many candidates and, in some cases, it could hurt a candidate’s chance of being hired. The poll found 21% of hiring decision-makers aren’t likely to consider a candidate who has no online presence.

A positive social media presence can help you get noticed by recruiters, help you get job opportunities as a passive candidate and help you get the job when you’re applying. Here are some social media do’s and don’ts to consider.

1. Do Create & Optimize a LinkedIn Profile

Don’t Avoid Social Media Altogether

Even if you’re anti-social media for personal reasons, you should have a profile on LinkedIn for professional branding. LinkedIn is the world’s largest social networking site for professionals. As we mentioned, since one in five hiring managers aren’t likely to consider you if you don’t have a social media presence, the least you coould do is network through a basic LinkedIn profile.

According to Zippia, 87% of recruiters say LinkedIn is the most effective platform for vetting candidates. Optimize your profile with keywords that relate to your work experience that recruiters might be searching for online. Highlight key accomplishments and involvement with relevant industry associations. Ask trusted colleagues to write you a LinkedIn recommendation and endorse your skills.

If you join LinkedIn Groups related to your work and industry, make sure your posts are professional and feature content you’d be OK with hiring managers seeing. Add a photo to your profile and use your resume to fill in sections like work experience to balance out your profile.

2. Do Conduct a Social Media Audit

Don’t Assume Your Social Media Past Won’t Hurt You

If you’re actively looking for jobs, you’ll want to clean up your online reputation. For any social media profiles you’ve set to public, go back through your posts to check out the content. It’s a good idea to delete any content that could be polarizing or offensive. This could include content related to politics, religion, sex and drug/alcohol use.

Also, consider the tone of your posts. If you’ve posted content from an angry point-of-view, it might be best to delete or set to private.

The content you’re tagged in can also impact how hirers hiring managers view you on social media. You may want to untag yourself from inappropriate posts. If there are offensive comments on your page, you may want to delete those, too, since they may reflect on you.

3. Do Consider How Public You Want Your Content to Be

Don’t Share Content You Wouldn’t Want Recruiters to See Publicly

During a job search, it may be safer to turn your profiles on sites like Facebook and Instagram to private, especially if they share personal information you may not be comfortable with employers seeing. Carefully consider profiles you connect with on social sites. If the profile isn’t someone you’re familiar with, you may not want to give them access to your social media content.

With LinkedIn, having your professional information public may benefit you, especially if it can lead to a better job opportunity when you’re a passive candidate. Just make sure you take a professional approach to any content you post on LinkedIn and how you interact with others on the site, since your interactions may be visible to recruiters and hirers.

Be careful when adding people on LinkedIn. It’s a best practice for any social media site to only connect with people you have some sort of real connection to. That’s because, if you follow or add people who don’t know you, they could mark your request to connect as spam. That could result in consequences such as being banned from the site.

Social Media Can Impact Your Job Search

Like it or not, how you present yourself online could impact your candidacy in the eyes of hirers and recruiters. Your online presence does reflect on your potential as a human candidate.

With social media and a job search, the best policy is “better safe than sorry”. Every interaction you have, every like you make and every comment you leave could influence how people view you.

When you’re actively applying for jobs, it may be safest to turn personal profiles to private and work on optimizing your LinkedIn profile.

The recruiting teams at AccruePartners help our candidates put their best foot forward in the job market with the latest in best practices and market intel. If you’re interested in finding a new position, connect with the recruitment specialists at AccruePartners .

View hundreds of our open positions here .

3 Reasons Why You Should Consider an Acceleration Program for Your Employees

Tue, 13 Sep 2022 13:20:00 GMT

Working in a post-pandemic world now requires a level of adaptability that not only enables companies to maintain their current operations but also fosters growth and productivity among their workers. Furthermore, companies struggling to retain workers during the Great Resignation have found it necessary to give their current hiring approach and employee retention practices an overhaul that’s more attractive to today’s job seekers.

Indeed, companies are now tasked with creating a work environment that offers career opportunities for employee advancement. Employees who want to build their skill set or gain educational credits are looking to employers to provide programs that encourage and lead them toward their greatest potential. Furthermore, employee benefit programs have become a stronghold that’s leading top talent away from organizations that haven’t stepped up to meet the demands of today’s workforce.

The key questions for employers have become: What type of acceleration program is right for my organization and what benefits can the company expect from implementing an acceleration program?

Acceleration and High Potential Programs Build Confidence and Morale

Building a company with employees who can advance from one role to another is not only a smart investment for the company’s well-being but also provides emotional and mental health benefits for employees. New recruits may come to the field with little experience and they may feel that the key to their success lies in the coach’s pocket. Employers look for candidates with enthusiasm and an entrepreneurial spirit, but once they’ve landed across the 90-day threshold, what perks does the company offer to keep top talent seeking higher goals?

While money may be the most obvious choice for retaining top talent, your organization will fare better by offering additional accelerator and high-potential programs that allow employees to advance into higher positions that showcase an earned level of achievement or in general to be recognized for their future potential. Programs designed to upskill employees with educational resources are not only popular for self-service learning, but also effective tools for teaching/training employees what they need to know in order to transition to an advanced role. And hiring employees from within builds confidence and equity in organizations that are constantly expanding.

An example of a working accelerator and high potential program is exemplified in The Charles Schwab Corporation , a leading provider of financial services that have incorporated a digital accelerator program that includes recruiting top talent from relevant backgrounds to candidates working from start-ups. The Charles Schwab Corporation focuses on transforming its customers’ lives through investments. And they’re taking the time to invest in a workforce that helps others achieve their dreams.

Acceleration and High Potential Programs Build Employee Equity

Organizations looking to add acceleration programs to their list of employee benefits can learn about their employee needs by holding one-on-one meetings where employees are encouraged to discuss professional interests and goals. Companies benefit by also getting to know the work/life balance that many of their employees are dealing with as well.

The insurance company, John Hancock offers an online self-service learning center with a variety of courses designed for employees’ personal or professional development and employees have the freedom to select any class that interests them. The company also makes the program easily accessible by giving employees paid time off each month to pursue the classes. The success of the program has been measured by the number of hours employees spend developing their skill sets for one month. The accelerator program reported that employees spent 12,000 hours developing their skill sets during one 31-day period.

Acceleration and High Potential Programs Build A Strong Work Culture

Consider an organization’s greatest asset and you’ll quickly realize the need to build a work culture that keeps employees satisfied and proud of their decision to work for you. If employee turnover has spiked, you must consider what the company could do better. Employees who leave often move on to workplaces that better serve them in multiple ways, not just salary-wise.

Employee acceleration and high potential programs can build a strong work culture within your organization when you are providing the tools necessary for employees to improve their skills and believe that they have some control over their career advancement. In addition, industries such as financial services can benefit by advancing employees into leadership roles where the employee is capable of training new recruits. As a newly appointed manager leading a sales team, the former sales representative can share their career story thus motivating new recruits.

Adding an acceleration and high-potential program for your employees can provide them with the tools they need to be successful within their current and future roles while establishing a strong commitment to your organization.

AccruePartners works with companies to help them build a solid employee-focused company culture that sets them up for long-term growth and continued success. Contact our team today to learn how we can help strengthen your organization.

What You Should Exclude on Your Resume to be a Stand Out

Mon, 12 Sep 2022 13:31:00 GMT

Whether you are new to the job market or you have been looking for some time – you are most likely competing with hundreds of other applicants for each position. Employers are often stretched with limited time to review each application. Making the best impression possible will help you make the cut.

If you are applying online, your profile is typically saved in the company’s applicant tracking system (ATS). Most often, hiring managers, HR, or talent acquisition will first search the ATS for resumes that match the most keywords from the position’s requirements. Now, your resume is on the short list of profiles to review. With an average six-second attention span for each resume in the second round, you want to be sure you don’t include anything that will detract from your qualifications. What should you leave out?

Consider the following resume tips and advice to help ensure your resume avoids the “NO” pile.

Remove the Job Objective Statement

Replace the traditional job objective statement with a career summary or career statements custom to the position you are applying for. This helps the hiring team understand quickly how you can make an impact. Update your resume and start with a short paragraph that highlights why you are the best candidate for the position you’re applying for. Summarize your relevant accomplishments and qualifications in the career summary section and go bold. This is your opportunity to shine!

You Don’t Need a Headshot

Unless you are applying for a position in arts & entertainment that specifically requires a headshot, it’s no longer necessary and could deter the resume reader from moving you forward. Including an image file within your resume document may cause an error in the upload of your resume to the ATS. If the document makes it through the ATS upload with your headshot, you risk the chance unconscious bias could remove you from consideration. Land an interview knowing you were chosen for your experience and skill set.

Avoid Grammatical and Spelling Errors

As tempting as it may be to apply quickly to a position when it opens using the same resume for each opening, slowing down will help improve your changes. Tailor your resume for each position and make time to proofread. If possible, asking someone to proofread for you will reduce any spelling or grammar mistakes. Printing out the resume and reviewing the hard copy can help as well. Spelling and grammar software tools are useful but may not catch spelling errors such as “manger” for “manager”.

At any rate, you’ll want to foolproof your resume by avoiding any grammatical or spelling errors that might slip through the editing process. Putting your best foot forward with a proofed resume reiterates your eye for detail. Make sure your resume reflects your most polished and professional image with an error-free presentation.

Remove Irrelevant Hobbies and Activities

Applying for a position with an outdoor products company and kayaking is your favorite hobby? Applying for a position with a museum and volunteered with the museum’s foundation? Including your personal interest or community volunteering activity on your resume makes sense. These details are indicative of your commitment. However, listing hobbies or interests unrelated to the company or position you are applying for could distract from your professional experience. If your hobbies and personal activities are relevant, keep this section brief and toward the end of your resume.

How Recruiters Know Candidates Are Lying in an Interview

Mon, 29 Aug 2022 05:28:00 GMT

You can say just about whatever you want in a job interview. Someone says they’re a great teammate, but they frequently gossip at the water cooler. A candidate insists they put in a lot of effort at work, yet they frequently took 2-hour lunches. Or they can say that they’re looking for a company they can grow with, but really they’ll be on the way out the next time a great opportunity arises.

If you make it to the interview stage, honesty remains the best policy – just like it’s the best policy when you apply for a job, edit your resume and write your cover letter. If you’re tempted to lie, this is how candidates raise suspicion and hurt their chances of landing the job.

1. Your Interview Content Doesn’t Match Your Resume

It should be easy for candidates to know exactly what’s on their resume and what details led up to the bullet points that are listed there. If you contradict what’s on your resume or you lose confidence when talking about what’s there, that’s a sign you may be lying.

For example:

You say you worked in a position for 3 years when your resume lists barely 2 years.
You misstate the title you had in a position compared to what you wrote on the resume — calling yourself a director rather than a manager, for example.
You list specific transferable skills, but you can’t give concrete examples of how you used them at work.

It’s true that it can be difficult to remember the exact months and years you worked at your third-to-last position in a 20-year career. But you should still give your resume a once-over before your interview so you’re confident with what you’ve stated on paper when it comes to interview time.

If there is something that you’re unsure of during the interview (for example, your mind is going blank at your exact title in a particular job) be honest. It’s better to be honest and say, “I’m sorry, my mind is going blank – it may have been Executive Assistant or Executive Administrator when I had that position back in 2007.” The recruiter will be more likely to believe you than if you say the wrong thing and you’re obviously unsure about it.

2. You Get Defensive

There’s rarely a perfect job. If your last one was, you probably wouldn’t be interviewing for a new one.

According to serial entrepreneur Rob Moore on “Inc.”, three of the biggest signs someone is lying to him during an interview are:

Blaming others, including colleagues and previous employers
Making a weakness out to be a strength
Changing the subject rather than answering the question

In other words: getting defensive. If an interviewer asks you why you left your last job and you focus on all the bad things about the employer, that’s a red flag that maybe you were the problem.

Instead, focus the attention on you. “The job didn’t let me pursue my passion,” for example, or, “I felt like I could contribute more in a different setting.”

If you have a weakness – say, you have 1 year less experience than the role you’re interviewing for requires – don’t avoid acknowledging the weakness if the interviewer asks you about it. If you have a weakness, it’s more impressive to be honest about it and show you have a positive attitude that can benefit the employer going forward.

Don’t rush past questions, either. Interviewers and recruiters will come back to the question anyway, so it’s best to address it head-on. Be respectful of what the interviewer is asking you. You can show you’re eager to learn and do what it takes to succeed, rather than trying to overcompensate.

3. You Use Buzzwords & Canned Answers

Recruiters interview potentially dozens of people a week. They’re also up-to-date on the latest interview trends, tips, and how-tos in the active job market.

When you’re authentic, you’ll come across as more honest. You won’t get past the interview stage simply by memorizing interview YouTube videos. Also, if you use buzzwords that don’t fit the context of what you’re saying, that’s a sign you’re not honestly answering a question.

Most recruiters expect people to lie at some point during interviews. A 2020 survey of 400 job applicants found 78% of candidates admitted they lied or misrepresented themselves during an interview .

Recruiters train to recognize canned, rehearsed responses so they can weed out bad candidates from the running. Answer in your own voice and from an honest place to avoid being cut.

Be YOU During an Interview

Interviews can be tough. Recruiters know this and are understanding of it.

A recruiter’s job is to set qualified candidates up for success. It will serve you better if you’re honest with everything you say.

If that means you need to take a beat to thoughtfully and confidently answer a question, do so. Otherwise, lying through an interview will make your job search longer and more difficult.

Looking for a job? Open to new opportunities? Connect with the recruitment team at AccruePartners.

How to Navigate the Great Resistance and Attract Top Talent

Wed, 24 Aug 2022 05:42:00 GMT

Replacing lost talent following the Great Resignation continues to pose hiring difficulties for companies struggling to overcome the Great Resistance, the desire among workers to work from home versus the office setting. Companies seeking top talent are competing for workers in a post-pandemic world that now offers employees more choices. It’s a win for candidates shopping the job market, but how can employers navigate the employment cycle and attract applicants enthusiastic about re-entering the office setting?

Here are tips for navigating the Great Resistance and attracting top talent:

Implement Strategies for a Quality Hiring Process

From the moment a company’s job posting appears online, potential candidates may receive email notifications that you’re hiring. Create winning job descriptions that list the position’s requirements in an easy-to-understand format and language. Balance formality with a tone that’s personable and inviting. People want to feel good about their decision to pursue your opening and you’ll attract more top candidates with ads that resonate with a welcoming and authentic culture. If you’re not getting a substantial number of applicants based on your expectations, consider reassessing your job ads.

Next, be mindful of the requirements for the role and consider what skills can be taught after employment versus the skills and/or education needed to satisfy the requirements of the position. IT companies have different prerequisites that necessitate formal training in their respective fields, whereas some roles in financial services may include on-the-job training that grooms candidates to the sales force. Develop a strategy that helps attract suitable applicants by including information in your job listing that highlights what the applicant can expect on the job.

Before the interview, prepare an outline of questions pertinent to the role and decide what answers could eliminate the candidate from moving forward in the application process. Establish a congenial environment for the candidate and remain open during the interview. You can expect applicants to be more forthcoming in their responses and they’ll feel more comfortable putting their best foot forward.

Highlight Your Company’s Strengths

Attracting top talent starts with convincing candidates that they would be better off working for your company. Make a list of your company’s benefits. How does your company measure up compared to your competitors? What is your company doing well that stands out? In the age of the Great Resistance, people have more employment options than ever before. Now more than ever, companies are finding that it’s just as important to win over recruits during the interview as it is to identify which candidates are most suited for the job description. Indeed, the employment process has shifted and job seekers have an advantage.

Consider this list of amenities that your company might offer:

Health insurance paid in full for employees or shared premiums
Employee Counseling/Mental Health Resources
Dental Insurance
Life insurance
Vision insurance
Disability insurance
Health savings accounts
Wellness Programs
Daycare Funds
Retirement Plans
Stock Options
Paid time off
Vacation and Sick Leave
Paid Holidays
Extra Personal Days
Remote Work
Partial Remote Work
Company-provided vehicle
Expense Accounts
Company provided office equipment for remote workers

Communicate What Workers Need and Want

Employees want more work/life balance. Consider the needs of your candidates juggling multiple responsibilities as parents and career seekers. While earning an income is a must for most people, finding time to enjoy personal fulfillment with families and extracurricular activities/hobbies outside the workplace is a prerequisite that job seekers are no longer willing to compromise.

It has been said that private-sector accountants typically work 50+ hours per week. Factor in parenting or other responsibilities and you’ve got a work/life balance dilemma. Enter the Great Resignation. Furthermore, Human Resources has the task of designing and implementing programs that counter employee dissatisfaction and instead motivate and inspire their workforce. And if offering a hybrid office environment is necessary to attract top talent, put a work schedule in place that allows workers to work remotely a couple of days per week.

Reassess Your Company’s Job Position

When conducting interviews virtually or in person, make sure you’re using the meeting to discover your candidate’s work/life needs. Candidates will likely have questions even though a company’s job ads are usually thorough in their respective descriptions and expectations. Furthermore, reassess your company’s job position and decide what attributes the ideal candidate must have. How important is a degree versus ambition or a proven track record of accomplishments? LinkedIn is a valuable resource for tapping into prospective candidates.

The Great Resistance doesn’t seem to be slowing down and it’s already projected that we’ll see more of this in the coming year. With the job market hot and record unemployment rates, hiring quality workers will continue to frustrate employers. At the end of the work day, companies that demonstrate flexibility and ingenuity will be the winners of today’s top talent.

How to Avoid the Great Regret When Changing Jobs

Thu, 07 Jul 2022 06:06:00 GMT

Leaving one commitment to start something new can be challenging in any area of your life. When it comes to your job, where you might spend 40 hours or more of your time each week working, a bad job change can majorly impact your happiness and health.

The Great Resignation opened up lots of opportunities for professionals today. Many businesses have positions to fill, as quit levels have reached record highs. According to the U.S. Bureau of Labor Statistics, in 2021, an average of nearly 4 million people a month quit their jobs . That’s the highest average on record, increasing from 2019’s average of 3.5 million quits a month.

2022 numbers are even higher, with resignations reaching 4.4 million in March 2022. But not all people who quit their jobs embrace the new opportunity. A March 2022 Harris Poll survey for “USA TODAY” found around 20% of employees who quit during the past 2 years regret it . Only 26% of job switchers plan to stay at their jobs.

For younger employees, the rate of regret is even higher. A 2022 survey of 2,500 respondents found that 72% have experienced “Shift Shock,” a feeling of regret or surprise that a position differs greatly from expectations once a new job starts. The Muse reports Gen Z and Millennial candidates are driving the Shift Shock trend.

As a working professional, you might have seen or will be offered new opportunities during this period of the Great Reassessment . To avoid making a move that leads to unhappiness and regret, follow these best practices.

Take Your Time

First, be aware of the risk of FOMO, which describes the “fear of missing out”. FOMO has strong ties to social media when we see others doing things that seem positive. Anyone who’s on the professional networking site LinkedIn will see updates of their contacts when they announce new jobs or enter new industries during this Great Reshuffle.

Avoid job-hopping just because your contacts are doing it. If you see people quitting your current employer, that could also trigger FOMO.

Know that any company that’s interested in your talent will be willing to work with you as you navigate the new job consideration process. Rushing into a job search or quickly accepting a new job offer can cause more problems in your life.

Your job is a big commitment. . As you go through the job search process, take as much time as you need to research the company, learn about the culture and understand the role and responsibilities. Don’t commit to something you’re not completely confident in and excited about.

If you’re working with a recruiter , be honest about how much time you really need to consider a position. Communicate clearly about what you need to make the right career move so that the recruiter can be your advocate and protect you from missing out on a position in the meantime.

Do Your Research

Most companies that want to hire someone will present themselves in the best light. That’s what can cause Shift Shock. What you understand about a job during the recruitment phase may be completely different than the actual day-to-day operations.

When you’re considering a position, learn as much about the company and job as you can. Here are some tips.

Read the company’s website . Pay attention to the company overview, founding, and about us pages. Try to get an idea of the company culture, mission, and values to see if they align with yours.
Look up the company on social media and review sites. See how the company presents itself in content, what type of customer service it provides, and what customers are saying about the business.
Search for news about the business. Type in the business name into a search engine to see what news pops up about the company. You can also search for company leaders’ names to research their reputations online.
Talk to those in your network. Search for the company on LinkedIn to find people you’re connected to who also have connections to the company. You can ask those people for their honest evaluations of the business and, potentially, the role you’re considering.
Ask company representatives lots of questions. During an interview, you can also ask the interviewer how they’d describe their company culture. If you’re interviewing multiple people, you can ask each one what they enjoy about working for the company or in their role. Ask the work style the role requires. For example, if you’re an introvert who prefers to work autonomously, ask about the number of meetings you’ll be required to be in. Be honest about your preferred work style so you can ensure you’re a fit for the role and the role fits you.

If you’re early in the job-seeking phase and you’re considering a complete career change, you can do research first to see if the career is something you’d truly be interested in pursuing. In addition to online research about a new career path, you can reach out to employers in the industry to request a job shadow opportunity . This can help you better understand what a specific career or role might require, so you can feel more confident pursuing that career path.

Map Out Your Career Goals

Think long-term about what you want out of a career. Do you want to make meaningful contributions? Increase your paycheck to a certain number? Lead big teams?

There may be ways to achieve these goals with your current employer, but your current company may not be aware of what your objectives are. If you don’t yet have a career development plan , ask your manager about creating one. These plans provide professionals with a roadmap, so they know what they need to accomplish in order to progress in their careers.

A long-term view of what you want out of a career can help you avoid making hasty decisions. It also helps you focus on what you want out of a job. If you decide to actively interview or get contacted by recruiters for opportunities, you can use your career development plan to explain what you’re looking for and save time if the opportunity isn’t the right fit.

You have tremendous power in how you shape your career. To get there, you need to clearly communicate what your objectives are and the steps needed to reach them…

You might need training in a certain subject or experience in a particular role. With a career development plan, you can help your current employer or potential employers understand how they can help you succeed.

What If It’s Too Late?

If you’re in a new position and are feeling regret, don’t despair. As we cover in our whitepaper, boomerang employees are increasingly common during this time of the Great Regret. A boomerang employee is one who leaves one employer and then returns later on. Many companies are open to re-hiring employees who have quit since they require less training and already have deep knowledge of company operations.

When you quit a job, make sure to resign on good terms. Offer at least two weeks’ notice to help with the transition. Stay in friendly professional contact with your former boss and employees.

Keep up with company news to stay abreast of new developments.

If you regret moving into a new position, reach back out to your former employer if you want to return. Be honest about why you left. It might have been because you really thought you had a great opportunity to grow your career, but things happen. Many employers will be understanding. They may even welcome you back with open arms.

If you know you’re ready to move on from your current position and want help finding great opportunities, contact AccruePartners to connect with our recruiter team.

Mid-Year Salary Check-In: How the Great Reassessment Has Changed Salary Expectations

Thu, 07 Jul 2022 05:57:00 GMT

As employees re-evaluate what they want out of work during this time of the Great Reassessment , one major area they’re looking at is salary. In June 2022, the U.S. Chamber of Commerce reported there are significant labor shortages in industries including financial activities and professional and business services. Employees are in an advantageous position to demand higher salaries if companies want to secure top talent.

Other factors, like inflation, have also contributed to higher salary demands. Let’s look at the state of salary expectations for some of the industries AccruePartners specializes in. Whether you’re an employer or a candidate, these figures can help you make informed decisions in the hiring and application process.

Overall Salary Trends in 2022

One trend that impacts all salaries is the increase in minimum wage pay. The U.S. Department of Labor reports around half of U.S. states has a minimum wage that’s higher than the federal minimum wage . An SSRN study updated in 2022 found when hourly wages increase for companies, other employers in the same areas tend to increase wages, as well .

That tells us employers in one geographic area pay attention to local and state wage trends, as well as how competitors are paying employees. If your competitors are increasing wages, they may be better positioned to attract new talent and potentially poach yours.

An increase in starting wages can also cause a ripple effect of salary increases throughout a company. When employees see some roles are receiving pay increases, that may increase the demand for higher wages at all positions.

In November 2021, Kiplinger reported employer surveys found companies planned to increase wages an average of 3.3% in 2022, which is higher compared to 2021 increases. A December 2021 survey of 339 companies by Pearl Meyer found that 99% of companies planned to offer salary increases in 2022 .

Salary.com’s Annual U.S. National Salary Budget Survey shows that 41% of organizations planned to have a higher salary increase budget in 2022 than they did the previous year. That’s the first significant change in salary increases since survey data has been collected for the past 10 years. In 2020, only 10% of organizations planned a higher salary budget increase year-over-year.

In 2022, most companies are increasing wages, with many doing so at higher levels than in previous years. Salaries are influenced by a variety of factors, including geographic location and experience. But it’s safe to say this year, that job seekers can afford to demand a salary increase when they’re considering positions. Here’s how wages are broken down by industry.

Accounting & Finance

Financial occupations are in high demand, with the U.S. Bureau of Labor Statistics (BLS) projecting an 8% growth rate between 2020 to 2030. The median annual wage for financial occupations was $76,560 in May 2021. We’re already seeing massive gains in earning potential, taking a cue from some of the most notable financial institutions in the U.S.

For example, Banking Dive reports first-year investment banking and global capital markets analysts at Morgan Stanley recently saw their salaries increase from $85,000 a year to $100,000. Morgan Stanley also increased pay for second-year professionals from $90,000 to $105,000. JPMorgan Chase, Citi, Barclays, Deutsche Bank, Bank of America, and Wells Fargo have also recently implemented significant salary increases to keep up.

For non-banking financial services , salaries are also rising. According to the BDO 2022 Salary Increase Budget Survey Report, the 2022 salary increase budgets in non-banking financial services averaged 5.04%.

Information Technology

According to Kiplinger, salary increases in 2022 are the largest for high-tech companies, increasing an average of 3.1%. Computer and technology occupations are growing faster than the average for all occupations, with the BLS projecting a 13% increase in positions from 2020 to 2030.

In May 2021, the median annual wage for computer and IT jobs was $97,430. The 2022 Dice Tech Salary Report found the average tech salary in 2022 increased to more than $104,000, which is the highest average salary ever recorded by the report.

Salary increases took place in all of the top 23 tech hubs, with notable average year-over-year increases in Seattle, WA (11.2%), Atlanta, GA (13.9%), and Chicago, IL (12.6%).

Marketing, Digital & Creative

Salaries for marketers and creatives are increasing significantly in 2022, with MarketingProfs reporting an expected salary increase of 5.6% for these positions. Some notable national midpoint starting salaries for digital marketing roles include:

Digital strategist : $89,250
Digital project manager :$87,250
Digital marketing manager: $86,000

Earning potential increases for in-demand jobs. For example, the BLS reports the 2021 median pay for advertising promotions and marketing managers was $133,380. The job outlook for these positions is projected to grow 10% between 2020 and 2030.

Salaries Are Increasing Across the Board

It’s safe to say in all positions, in all industries, salaries have increased year-over-year in 2022. Considering factors like inflation and the number of unfilled jobs, to stay competitive, employers are expanding their salary increase budgets and are offering top talent higher salaries to attract and retain them.

From human resources to corporate support , companies are closely evaluating how their offerings are impacting their talent pool. For businesses to stay competitive, it’s important to look at what competitors are offering and how salary increases could help companies grow.

Whether you’re a job seeker or employer , AccruePartners can help you navigate salary increases and help you optimize your offering or how you present your talent. Contact us for more information.

In an Uncertain Market, Should You Hire Contract or Contract-to-Hire Employees

Mon, 13 Jun 2022 06:23:00 GMT

As we recently covered, a “perfect storm” of a coming recession is currently brewing. The elements include rising interest rates, inflation and a slowing housing market. Nothing’s for certain, but in volatile times, you may be wondering how to sustain a strong workforce while you protect your bottom line.

One available option is to hire contract or contract-to-hire employees . While full-time staff members require more resources to train, onboard and retain, contract and contract-to-hire workers can enable your business to be agile amid changing markets. Here’s what to consider.

What Are the Differences Between Contract and Contract-to-Hire Staff?

You can learn all about what defines a contract or contract-to-hire employee in our recent whitepaper. To break it down, these roles are defined as:

Contract staff: Contract employees are hired to work for an agreed-upon, short period of time, generally ranging from 3 months to 2 years. . These employees are hired to work on specific projects, support full-time staff who aren’t able to keep up with work demand and support delayed hiring for full-time positions that budgets are not solidified
Contract-to-hire staff: Contract-to-hire roles are created to bring on employees temporarily, with the intent to evaluate the worker at the end of their contract to determine if they’re worthy of being hired full-time. Think of contract-to-hire roles like professional auditions. You can analyze the employee to make sure their skills meet the role demands and confirm they’re a culture fit for your business.

First: What Is Contract Work?

You’ve likely heard of the term “independent contractor” the past couple years, as the freelancing industry has rapidly increased , especially post-COVID-19. Another type of contract work is that of a short-term, contract role, which may or may not be in a contract-to-hire capacity.

Contract roles typically last several months up to a year or more. The employee agrees to a timeline expecting to work in that positiondetermined by the employer. In a contract-to-hire role, there’s an expectation that once the initial timeline is completed with satisfactory or excpeitonal work the worker will be evaluated to be brought on in a direct hire, full-time position.

In 2020, there were around 13.6 million people working in contract positions and contract-to-hire roles, according to Statista. As employers adjust to recent issues like the Great Resignation (what we call the Great Reassessment ) and a looming recession , many are offering contract and contract-to-hire roles to diversify their employee offerings and attract talent to their companies .

How You Can Use Contract Work to Explore Your Professional Options

Changing jobs, and even careers, throughout a lifetime is common. In 2021, the U.S. Bureau of Labor Statistics reported on a longitudinal study that found late Baby Boomers held an average of 12.4 jobs from the ages of 18 to 54. Switching jobs is increasingly popular for younger generations, such as Gen Z and Millennials, whom Gallup calls “the job-hopping generation” .

If you’re disengaged at work , or you simply think you’d be more fulfilled in a different role or work environment, consider contract roles. These may be open to candidates who come from different industries because they may be created to:

Support full-time staff in busy times
Fill expertise gaps that match your skill set
Test out new talent before committing

Consider the most in-demand transferable skills today. If you possess any of the following skills, you may have something valuable to offer a company who has an open contract role in a different industry.

As contractors help you win new business or achieve company objectives, you can scale contract work by adding new positions or by creating permanent roles for stand-out contractors.

How to Decide Whether a Contract or a Contract-to-Hire Is Right for Your Company

Contract and contract-to-hire roles may be an ideal solution for your business in an uncertain market. They can help with unexpected workload fluctuations. They typically don’t require as much training and onboarding time as a full-time employee. You have a clear understanding of how long they’ll be with your company. Once the contract ends, you can regroup and pivot.

There are also some pitfalls to be aware of with contract and contract-to-hire employees. Since they’re not permanent staff, they may not provide the same level of dedication or effort as your full-time workers. In a contract role, these professionals may be on the hunt for their next position, so you’ll need to put in extra effort to retain their talent if you choose to do so.

In uncertain markets, diversifying your workforce with contract and contract-to-hire roles could benefit your company. If you’re interested in exploring these options, contact AccruePartners . We can help guide you through the hiring process to ensure your business has the exact support it needs to navigate any market conditions.

How to Use Contract Work to Test Other Industries & Company Cultures

Mon, 13 Jun 2022 06:16:00 GMT

Your talent as a professional isn’t limited to your industry. Many skills, known as “transferable skills,” are like the name implies: you can transfer them from job to job, even roles in widely different industries.

For example, say you have a really analytical mind. You frequently use critical thinking skills in your role as an information security analyst to detect cybercrime threats and recommend industry-leading solutions to your company. You love to analyze the details, uncover patterns and take a proactive approach to problem solving.

Those exact skills are desirable in a variety of other industries. As a marketer , you could research the best way to launch your product in a new country. In finance , you could analyze how a company’s outdated legacy systems put the company at risk. In a human resources role, you could evaluate a company’s organizational structure and use employee survey data to recommend better ways to reorganize it.

Your true passion in life may vary widely from what you’re actually doing at work every day. The good news is, you may be able to pursue a different industry using the skills you’ve cultivated professionally so far. Work in a contract role can help you test the waters.

These types of roles are also great if you want to explore new company cultures. When you know you need a change in your professional life, consider these types of positions.

First: What Is Contract Work?

How You Can Use Contract Work to Explore Your Professional Options

Support full-time staff in busy times
Fill expertise gaps that match your skill set
Test out new talent before committing

Adaptability
Analytical reasoning
Attention to detail
Communication
Computer skills
Creativity
Critical thinking
Leadership
Listening
Management
Problem solving
Project management
Relationship building
Teamwork
Writing

You can highlight skills like these on your resume and when you’re applying for contract work. Since companies may be desperate to hire help to support their full-time staff and prevent burnout, showing a willingness to learn and contribute however you can may position you well for contract work, even in a new industry.

You can also use contract work to test out new company cultures when your current employer’s values don’t align with yours. According to a recent Glassdoor Mission & Culture survey, 77% of adults would be influenced by a company’s culture before they applied for a position with the employer.

Company culture permeates your work, as it influences your relationships with coworkers, your workflow and how you feel about your professional life. A contract role that’s short-term gives you the opportunity to evaluate a company’s culture before you commit to a permanent role. If you enjoy the work environment, you can look into a permanent position with the employer.

Contract Work Enables You to Test-Drive Companies

In a full-time position, you’ll spend a lot of your time at work. Going through the process of applying for and accepting a full-time position also requires investment and dedication.

You can save yourself time and worry by pursuing a contract or contract-to-hire role first. That gives you the chance to evaluate a company and get to know it before signing on for a more dedicated position.

If you’re interested in moving industries or exploring new company cultures, AccruePartners can help position you for contract roles with our partner employers . We work with clients in a variety of industries that are looking for talent like yours right now. Contact us to connect with our recruitment team.

The Great Oh Sh$t!

Wed, 01 Jun 2022 06:32:00 GMT

Are we headed for another recession? Though America has largely rebounded from the COVID recession of 2020, global events and domestic inflation have raised the possibility of trouble ahead. What does that mean for employers and recruiters?

The “Perfect Storm” of a Coming Recession

First, it’s important to start with facts. Is a recession truly imminent, or is this merely the hand-wringing of doom-saying economists?

Earlier this year, we witnessed shocking drops in the U.S. stock market, with the Dow dropping nearly 500 points in a single day. Meanwhile, the U.S. economy has been snarled by inflation, rising interest rates, and continued disruption in the global supply chain.

There are also signs that the housing market — a major indicator of the wider economy — is beginning to slow. Mark Zandi, chief economist for Moody’s Analytics, said that after a period of skyrocketing demand and high prices, home values are headed for a correction.

“The housing market has peaked … everything points to a rolling over of the housing market,” Zandi told Fortune .

What’s more, COVID doesn’t appear to be over yet. If America experiences another resurgence of the virus, we could find ourselves facing a “perfect storm” that ushers in another period of economic recession, one that may last longer than the one brought on by the 2020 pandemic.

The Great Resignation and the Coming Recession

Much has already been written about the so-called “Great Resignation,” where millions of American workers quit their jobs in search of greener pastures. But as the Harvard Business Review points out, the average monthly quit rate has been rising steadily since 2009.

Regardless of the cause, one thing remains clear: American workers are leaving their jobs at unprecedented rates. As tempting as it may be to seek out new employment, economists caution that our unstable economy may soon make quitting a bad idea.

Last in, First Out?

Should a recession occur, many companies may follow conventional wisdom and issue widespread layoffs. Temporary workers and contract employees tend to be the most vulnerable to these kinds of shifts, but even regular employees aren’t immune.

During “lean” periods, companies often jettison their newest employees. “Last in, first out” has become something of a business mantra, meaning the most recent employee hired is the first one to be shown the door.

With a recession potentially on the horizon, this might make hiring managers reluctant to bring on new staff members, especially if they’ll soon be on the chopping block should cutbacks be necessary.

But now can actually be the best time for candidates to join your team. Why? Onboarding before the recession occurs can actually make your company more resilient.

Additionally, leaving these roles unfilled will only put additional strain on your other team members. When the recession inevitably lifts, they may feel so burnt out that they can’t wait to find another job opportunity. Don’t let the recession drive you to staff cuts as your first option.

Evolving Compensation Strategies

Still, the recent “Great Resignation” has a lot of companies scratching their heads about how to retain their senior employees. In many cases, employees and candidates have driven up salary caps, which puts pressure on companies to find new ways to retain a competitive advantage in the world of human resources.

The best companies are putting together an evolving set of employee benefits that go considerably beyond the usual health plan and paid vacation.

Many employees are attracted to companies that offer diverse benefits such as wellness programs, childcare options, and the flexibility to work from home on at least a limited basis. And with burnout such a critical issue, many companies are adding mental health benefits and programs to help their employees cope with stress.

Putting Purpose over Profits

Perhaps most importantly, many younger workers are looking not just to collect a paycheck but to change the world. Millennials and Gen Z want a career that gives them a broader sense of purpose and a chance to make an impact on their community and beyond.

Providing an ecosystem where workers contribute to the greater good might be a surefire insurance policy in the event of a recession. It’s easy for other companies to assemble an attractive job offer, so what can your company provide that no one else can? Ideally, it’s a sense of purpose and value, something that gives your workforce momentum even when the world slows down.

Making the Right Connections

Ultimately, employment is all about relationships. AccruePartners can help you make the right connections regardless of the larger economy. Visit our job listings page to search for new opportunities, or connect with our talent acquisition firm to find jobs that match your skillset.

4 Tips for Negotiating a Contract Position that Works for You

Wed, 25 May 2022 06:50:00 GMT

In 2022, most employers have been on the hunt for talent.

March 2022 saw a series high of job openings , at 11.5 million, as well as a series high of quits, at 4.5 million. Many companies are creating or recruiting for short-term, non-permanent contract positions to get the expertise they need and supplement their full-time workforce with project talent.

The current era of the Great Reassessment puts contractors in a great position to negotiate for open positions. When you’re in the market for contracting roles , use these tips to negotiate a position that meets your career objectives.

Define Your Expectations First, think about what you want out of a contract role. Consider factors like:

Your ideal timeframe for working in a single position or for a particular company
What your salary expectations are, both for positions that offer benefits like health insurance and for those that offer no benefits
What types of tasks and work environment you’re interested in

You may prefer a contract position that’s completely remote, or that primarily requires you to work autonomously to complete your work. Or, you may be open to working in an office, in a highly collaborative environment.

As a contractor, you have unique expertise and skills. There are businesses that need exactly what you offer for their specific projects, so create a clear picture of what you want out of a contract role to find the best fit.

Research Comparable Positions

When you’re negotiating things like salary and job duties, it’s helpful to have plenty of data to support what you want out of a potential employer. The good news is, that there are plenty of reputable resources that can help you understand what your contract position is worth, considering the type of work you’ll be doing and the experience you bring to the table.

First, you can look at job descriptions of similar contract positions on job search sites like Indeed or Monster. Look at positions that have similar titles to the role you’re applying for, so you can compare duties and salaries.

On LinkedIn, you can ask professionals in your industry in LinkedIn Groups about their knowledge about typical job duties and salaries in contract positions you’re interested in. You can also reach out to your LinkedIn contacts who may have experience and insights to share. Instead of asking for a specific salary, describe the job duties and ask what they think a reasonable range might be.

You can also find salary averages on sites like the Occupational Outlook Handbook , Glassdoor , Payscale , O*NET , Monster , and Salary.com . If a contract position doesn’t offer benefits, it’s reasonable to ask for a higher overall salary, since you’re responsible for covering those benefits. Factor in other perks like paid time off to calculate a salary you’d be comfortable with accepting.

Strengthen Your Position

In addition to doing research on comparable positions in your industry, reflect on what makes you stand out as a candidate. To justify whatever you ask for in a negotiation, make sure you’ve:

Added quantifiable achievements to your resume that demonstrate your contributions
Optimized your LinkedIn profile, including asking your trusted professional contacts to add relevant recommendations and skills endorsements to your profile
Gathered any work examples that show off your talent and added them to a portfolio, professional website, and LinkedIn profile

You might also want to contact recent former employers to give them a heads-up you’re applying for new contract positions. Some potential new employers may want to talk with your former bosses or company representatives. Having this conversation early on with former employers prepares them to be responsive and recommend you for new positions.

Practice Negotiating

Once you’re clear on what you want out of a contract position, be prepared to negotiate with the employer during the job interview . According to The Muse, 84% of employers expect candidates to negotiate their salaries . That’s why employers typically start with a lower offer.

However, as many candidates know, negotiating a salary is often easier said than done. Asking for more money can be difficult, especially when other aspects of the role appeal to you.

It’s helpful to remind yourself that your salary now can impact your potential in the future. If you accept less than what you’re worth, that could make it harder to grow your earnings over time.

Plus, asking for more money or for different job terms can make you positively stand out as a candidate. Negotiating your worth shows you’re confident in your capabilities and that you’ve done your research.

If negotiations intimidate you, ask a friend or mentor to practice a mock job offer with you. Practicing a negotiation with someone you trust can help you feel more prepared during the real discussion.

To have a successful negotiation, ask questions so that you fully understand what’s expected of the role. It can help to ask for the higher end of your expected salary range so that if an employer does negotiate, you’ll have some room to meet in the middle.

If the company can’t offer you something you want, like a higher salary, but you’re interested in the role, ask what the employer can offer. There might be more flexibility in time off or benefits, for example, which could still make accepting the contract position something that’s worthwhile.

Bonus Tip: Work with a Recruiter

If you’re interested in contract work, another way to position yourself successfully for a role you’re interested in is to connect with a recruiter. The benefits of working with a recruiter include:

You gain an ally who will advocate for you on your job search and contract position negotiations.
You can create clear job and salary expectations from the beginning, which can help make your contract job search much more efficient.
Your recruiter will learn everything about you that makes you a great candidate so that you’re positioned for success.

If you’d like an ally in AccruePartners for your contract job search, contact us . We’d love to pair you with contract opportunities that match your objectives.

The Pros and Cons of Hiring Contract Employees

Wed, 25 May 2022 06:41:00 GMT

In March 2022, the United States experienced a high number of job openings, with 11.5 million available jobs , according to the Bureau of Labor Statistics. Quits also reached a series high of 4.5 million, meaning there’s a lot of opportunity for job seekers and increased competition for employers that need talent.

Contract employees can be a positive solution for businesses that need talent now. Contract employees:

Work on a non-permanent, short-term basis ranging from around 3 months to 1 year
Provide support to full-time workforces, so permanent employees get the help they need and avoid burnout
The month of May be brought on full-time after their contract, depending on an employer’s needs and capabilities
Can save companies money and resources, due to less training and fewer benefits paid out

Statista reports there were 13.6 million contract employees in the U.S. in 2020, up from 9.6 in 2010.

Contract positions can help you meet your deadlines and project needs. The following are some pros and considerations when hiring contract employees.

Pro #1: Adjust Quickly to Workload Fluctuations

Have a big project? A looming deadline? An upcoming busy season? Contract employees can help you meet high workload demands when you need them. They can offer immediate, precise expertise, which means you don’t have to take the time to train someone internally to get what you need complete.

For example, if you’re expanding your business and you’re opening up a new office, an HR contractor can help you with hiring and onboarding. If your accountancy firm needs extra help around tax season, contractors can come in and support your full-time team.

Contract Employees can help with unexpected workload fluctuations, too. Since contract roles are intended to be short-term (unless they’re specifically designed to be contract-to-hire), there’s no need to worry about over-hiring since you can adapt a contract role to the exact needs and timeframe you have in mind. You can match a contractor’s skills and talents to the role, so they can get to work quickly with less training time required.

Pro #2: Maintain Staffing Flexibility

Contract roles give you more control over your workforce. With contract roles, you can focus on developing and strengthening your full-time, permanent employees and supplement their needs with contractors. Contract Employees enable your full-time staff to focus on using their strengths at work , which can increase productivity and boost morale.

Other benefits of a flexible staffing strategy include:

Decreased hiring and onboarding costs
Quick adaptability to fluctuating business cycles and revenue
Fewer legal liabilities brought forth by permanent employee-employer relationships

Contract staff can save you considerably since you can part ways and bring on replacement contract talent much more easily compared to the process involved with permanent hires.

If you have contract Employees who go above and beyond and you want to hire them full-time, you have options. In the meantime, they can support your permanent workforce, which can boost your retention efforts.

Pro #3: Evaluate Employees Before Committing

According to Northwestern University, the cost of a bad permanent hire is at least 30% of the employee’s annual salary. There are plenty of expenses that go into hiring and onboarding a permanent employee, starting with recruitment, to the time and resources that go into an interview process, to training a permanent full-time worker to bring them up to speed.

With contract Employees, you can evaluate whether or not their skill set fits a permanent position. You also get the opportunity to learn how the worker may contribute to your company culture. You can get feedback from your permanent Employees before offering a contractor a permanent role.

Your time and resources are valuable. You can protect them by test-driving employees in contract roles before offering them more long-term positions.

Contract Employee Considerations

Contract Employees offer lots of benefits , including fresh perspectives and the ability to create a pipeline of talent in your workforce. There are also some potential drawbacks to be aware of when you’re hiring contract Employees.

Retention: If you hire a contractor and they excel in their position, it’s on your company to retain them if you want them to work for you full-time. The contractor may prefer shorter-term assignments or may have plans to move on once their contract ends. That means you may need to offer them higher compensation or more competitive benefits to keep them on.
Dedication: Since there’s no guarantee a contract position will lead to something long-term, a contractor may not put in as much effort as a full-time employee would to impress you with their production. Employers must work to keep contractors engaged and help them like they’re an integral part of the team so that they produce exceptional work beyond what’s expected of them.
Teamwork: Because contractors are typically short-term employees, they may not be as motivated to integrate into your company culture or connect with your full-time staff. For companies that rely heavily on teamwork and brainstorming, it’s up to employers to motivate contractors to collaborate effectively with full-time staff.

Despite the potential risks, contractors offer a lot to companies that need flexible workforce solutions. You can assign contractors to the projects that will benefit from their talents and adjust your staffing strategies based on their performance.

If you’re interested in adding contractors to your workforce, contact AccruePartners for a free consultation on how our contract staffing solutions can help your business.

6 Reasons to Hire Contract Workers

Mon, 02 May 2022 07:04:00 GMT

Contract workers open up the talent pool of candidates for diverse industries. From accounting and finance, to HR and corporate support, contract workers can support projects you need help with when your bandwidth is low.

The following are six reasons to consider hiring contract workers.

1. Complete Projects More Quickly

Contract workers can be brought in whenever you have large projects but not enough people power to complete them in your desired timeframe. You have the ability to bring in a contractor to keep the company operating with business-critical tasks, while the search for the best qualified and subjective fit continues on.

Contract workers can:

Support your full-time workers and project leads
Focus on specific tasks to complete for the project
Fill in gaps wherever you need productivit

As new projects come up, you can access a talent bank of contract workers who are ready to come in and get to work. This can streamline the project completion process for your business.

Contract workers can also provide a morale boost for your full-time staff. You can avoid burnout, frustration and costly mistakes by using contract workers to supplement your team and support your project needs.

2. Shorten Hiring Processes

Hiring processes for permanent full-time employees can be drawn-out affairs. According to a 2020 report by Glassdoor, a study of 84,000 interview reviews found the average hiring process length in the U.S. is around 24 days. Permanent full-time employees under consideration may go through several rounds of interviews and may have to complete tests or practice projects before they’re hired.

Contract workers provide on-demand talent. They’re ready to get to work immediately and don’t need to put in two weeks’ notice with an employer, since they know exactly when their most recent contract will end.

Since they’re not permanent employees, hiring contract workers can also decrease the amount of interviews that are required to hire them. You can get to know the quality of work while they’re on the job. You can potentially hire them as a permanent full-time employee in the future if you want and skip a lengthy interview process, as well.

3. Achieve Flexibility

In changing markets and uncertain economies, contract workers are a flexible talent solution. A contract recruiting expert at Accrue says, “When you’re bringing on a contractor, everything is contingent. You’re not locked into a contractual timeline or obligated to retain the contract worker’s services once their contract is over. This allows you to keep the resource short or longer as needed. You set the parameters for how long the worker will be with you, which gives you more control over your workforce and budget.”

If your business is experiencing growth, you can bring on contract workers to immediately support that and potentially hire them on as full-time employees later on. If you’re experiencing workforce needs due to temporary issues like maternal leave, a contract worker helps you sustain operations in the meantime.

4. Save on Costs

Contract workers can help you save on various expenses. These might include:

Physical office space and equipment
Benefits, like health insurance and paid time off
Onboarding and training costs

Depending on the contract worker’s job responsibilities, they may be able to work remotely, with their own equipment, with minimal training. Compared to full-time employees who may require resources like these, contract workers can potentially save you considerably.

5. Gain New Perspectives

Temporary workers can add a wealth of knowledge to your workforce. They may have worked for many more employers compared to your full-time workers, which means they can expose your team to new methods, processes, technologies and ideas.

Contract workers can revitalize your workforce with new energy and talent. They may inspire your full-time employees to put in more effort at work. They can also drive innovation by providing valuable insights

6. Create a Talent Pipeline

Some short-term roles are contract-to-hire positions, meaning the candidate will be evaluated for a potential full-time position once the contract ends. According to the contract recruiters at Accrue, these positions provide benefits, including:

Hiring a contractor allows you to “try before you buy.” You can test out the employee to see if they’re a fit for the role. You have the ability to see their skill set at work, understand their experience and their use of technology, and ensure there’s a subjective fit between them and your organization before you commit to hiring them full-time.
You can learn if the employee aligns with your company’s culture.
If the contract employee isn’t a match for your company, it’s easier to move on compared to ending a relationship with a full-time employee.

Even temporary contract workers who leave your company may be a fit for full-time roles in the future. If your company doesn’t have the budget to hire additional permanent employees at the moment, you can still get to know contract workers and keep them in mind for future relevant opportunities.

Hire Contract Workers with AccruePartners

An AccruePartners contract recruiter says, “We recommend to our clients to always consider hiring contractors because it’s a strategic way to get talent in the door quickly. If your need is urgent, AccruePartners can identify talent and have them start as quickly as possible.”

We specialize in recruiting contract talent for industries including:

4 Ways to Position Yourself for Contracting Roles

Mon, 18 Apr 2022 07:15:00 GMT

Contract workers are in unique positions to support a variety of companies and their specific business needs. Contractors may work in a position for a few months up to a few years, working alongside permanent employees to contribute to big projects or meet interim business requirements.

Working in a contracting role can provide many benefits compared to working in a permanent role. As a contractor, you can:

See if the company and role fit your preferred work experience
Learn new skills
Gain valuable industry insights
Discover more about what you want from your career

Some professionals prefer contracting positions because they enable the employee to gain experience in a variety of roles and industries. This can set contractors up for success when they apply for full-time positions.

Other contractors prefer this type of work because it constantly provides new experiences and challenges. Contractors may also earn more money and may enjoy more flexibility in their work environment.

According to Statista, 13.6 million people worked in temporary or contract staffing roles in the U.S. in 2020. If you’d like to join them or you want to bolster your contracting role career, use these tips.

1. Edit Your Resume

Many companies, including more than 95% of Fortune 500 businesses, use an applicant tracking system (ATS) to screen resumes . An ATS is automated technology that scans a resume for keywords that match up to what an employer is looking for.

If you want to work in a contracting role, use keywords like “contractor,” “contracting” and “contract position” where they’re appropriate on your resume. Obviously, you’d add those keywords to previous contracting positions. But if you’re new to contracting, you can add related keywords to a summary statement so that an ATS will see you’re a potential fit for the role.

2. Update Your LinkedIn Profile

Similar to an ATS strategy for job seekers, ensure your online LinkedIn profile contains keywords related to contractors. Kinsta reports 87% of recruiters use LinkedIn to scan profiles for matching candidates. Make sure to optimize your LinkedIn:

Summary statement: Include details on your past work as a contractor or your desire to work in a contracting role.
Work experience : If you’ve worked in previous contractor roles, make sure to designate those with the term “contractor” or a similar keyword.
Profile headline : This is the most visible information other LinkedIn users can see. Consider adding “contractor” or a related keyword (“searching for a contracting role,” for example) to your headline.

You might also turn on the “Open to work” feature on your LinkedIn profile to let recruiters and hiring managers know you’re available for contracting work.

3. Create a Work Portfolio

You can show more details in a work portfolio compared to a resume, including the following elements.

Detailed career summary
Biography
Marketable skills
Highlighted career achievements
List of past clients
Work samples/project contributions
Awards and honors
Professional development, certificates and licenses
References and testimonials

You can use your resume as a guide to build your portfolio. You might have a single line or paragraph on a resume for sections like those listed above. In a portfolio, you can greatly expand on your experience. Include visuals from work samples to retain attention throughout the portfolio.

4. Connect with a Recruiter

Recruiters like AccruePartners may specialize in recruiting talent for contractor and contract-to-hire roles. When you work with a recruiter, the recruiter will get to know your unique talent and skillset. The recruiter will provide you with relevant contracting opportunities at no cost to you. You can potentially save time and find a better employer fit compared to doing the job search work yourself.

Be honest with the recruiter about what your job expectations are. Let them know:

The length of time you’d like to work in a position
What your salary expectations are
If you’re interested in a contract-to-hire position

Also, be very thorough when explaining your experience and skillset. Ask the recruiter for advice on how to edit your resume for the positions you’re applying for so you can set yourself up for success.

Not Sure About the Next Step in Your Career? Consider a Contract Role

Contract roles can help you grow your career. You get to network with new industry professionals. You can see how a company operates and learn about new technologies and work processes. You may discover a new passion or learn about the type of work you don’t want to do in the future.

If you’re new to contracting, contact AccurePartners . We’ll be your partner to help you achieve a position that’s a fit for you.

Why Performance Reviews Matter & How They’re Changing

Sun, 20 Mar 2022 07:22:00 GMT

Traditionally, many companies have used annual performance reviews as a time when managers can check in with those they’re managing. During these meetings, a manager might provide feedback on the employee’s performance, potentially offer a raise or promotion, or instate corrective actions to improve performance.

In 2021, the Society for Human Resource Management (SHRM) reported many well-known companies were ditching the annual review , including GE, Deloitte and Adobe. Annual reviews have been on a steady decline since 2016, as they often create negative employee sentiment , ranging from tears and anger, to increased competition among coworkers.

While companies may have good intentions with performance reviews, Gallup research shows only 14% of employees strongly agree that a performance review motivates them to improve their work quality . In one-third of cases, the feedback can actually worsen performance.

It may not be time to ditch performance reviews altogether. Instead, your business can take a different approach that delivers meaningful feedback more frequently, to engage employees and improve results for your company.

Why Annual Performance Reviews Fail

There are several reasons why an annual performance review may be ineffective or worsen the work quality of your employees. These include:

The annual performance review is the only feedback a manager gives. If your managers are only meeting with the employees they manage once a year, this can present problems. An annual review that features a collection of issues from over the past 12 months could overwhelm employees. Infrequent feedback makes it harder for employees to correct past issues, which results in wasted time and energy dedicated to the review.
Your managers aren’t trained to have effective performance review conversations. Managers who aren’t used to giving feedback or who have to present complex information (like salary or bonus details) may not communicate effectively. This could leave employees feeling confused or frustrated.
There’s no clear roadmap for improvement. When managers provide negative feedback with no clear insights for how to improve, employees may disengage from the work or look for another job altogether. Even positive feedback, when it’s not accompanied with career development opportunities, could turn off employees.

Managers account for up to 70% of variance in employee engagement . Since they’re the ones who typically deliver the performance review, it’s essential to train them before they present feedback to employees. The performance review reflects you as an employer and can significantly impact an employee’s loyalty and enthusiasm for working for your company.

How to Make Performance Reviews More Effective

One way to effectively engage employees is to provide frequent feedback. In January 2022, Gallup reported when employees strongly agree that they received “meaningful feedback” in the past week, they’re nearly 4x more likely to be engaged compared to other employees.

SHRM reports 85% of workers who have weekly check-ins with managers report higher levels of engagement. Gallup research echoes that, finding when managers provide weekly feedback instead of annual feedback, employees are:

2.7x more likely to be engaged at work
5.2x more likely to strongly agree they receive feedback that’s meaningful
3.2x more likely to strongly agree they’re motivated to do outstanding work

A May 2021 report found the average worker received performance feedback nearly 3 times per month . But more than one-third (33.4%) of full-time employees want to receive more feedback from supervisors.

Companies can use this knowledge to transform their performance review models. Traditional annual performance reviews might have been hour-long meetings between a manager and the employee, where everything from salary to work performance was discussed.

Today, managers might have monthly or more frequent one-on-ones with employees. During these check-ins, they can discuss work expectations and provide insights for how employees can be more successful and grow their careers with the company.

A career development plan can help. These roadmaps show:

What an employee needs to achieve in order to progress in their career with the company
Training, development and goals to complete
Benchmarks for how to measure progress

Career development plans provide transparency and give employees something specific to work towards. They can help guide manager conversations when they’re providing feedback to employees.

Performance reviews should also be an opportunity for employees to provide feedback to their managers. While past reviews may have been one-way conversations of a manager delivering employee-only feedback, a two-way conversation enables employees to express their thoughts and concerns, which can help your managers and company improve.

Another way to make performance reviews more effective is to set up clear expectations for each review meeting. Train managers on how to deliver and solicit feedback. You might use templates for each performance review meeting, so employees know what to expect and the meetings are more efficient.

In each subsequent performance review meeting, the manager and employee should check in on how they incorporated the past feedback into their work. Encourage an open-door policy, so employees can discuss performance whenever they want with their supervisor.

Provide Frequent Feedback for More Effective Performance

Your employees crave feedback . When they get it, that can increase employee engagement, result in better manager-employee relationships and help you address performance issues more swiftly.

Use goal-setting and career development plans to steer your employees’ performance toward better results for your company. When you use standardized performance review criteria (like a number-based system), you can measure and analyze performance data to continually evolve your process.

4 Tips to Position Yourself for an Internal Promotion

Tue, 15 Mar 2022 07:31:00 GMT

A promotion at work can mean many things. It could lead to higher pay, which enables you to achieve your financial goals and support yourself and your family. It could result in more responsibility and the ability to better use your strengths , which can make you more engaged and productive at work. A promotion could bolster your career journey, which could eventually lead to your dream position at your ideal company.

When you know you want to advance your position at your current company, there are steps you can take to position yourself for an internal promotion. Set yourself up for success with these tips.

1. Create a Career Development Plan

Ideally, as early as when you’re hired, you can create a career development plan with your supervisor that includes more advanced roles you want to obtain at your company. A career development plan outlines:

The roles and achievements you want to accomplish at your employer
The steps you need to take to get there, including trainings, skills development and education
How you’ll measure progress, so you and your supervisor can stay accountable

A career development plan is a clear roadmap for how you want to grow with your company. When you communicate to your manager what your goals are, that keeps you at top of mind when roles open up.

Working on the steps in your career development plan can also help you enhance your contributions at work as you develop your skills. When you produce better results, that helps you justify your ask for a promotion.

2. Take Initiative

If you want to get noticed and stay on leadership’s radar, adopt an entrepreneurial mindset and take initiative at work. What does this mean?

Ask questions. Be eager to learn.
Act on feedback.
Look at failure as an opportunity to grow.
Develop confidence in your abilities.
Seek out learning opportunities to strengthen your skills.
Contribute ideas. Anticipate problems and proactively provide solutions.
Offer to work on extra tasks when you have the bandwidth.
Assist teammates when your expertise can help.

Most promotions involve more leadership responsibilities, whether that’s through managing others or making more strategic decisions. Leadership requires a self-starter attitude.

If you’re lacking in confidence at work or you have weaknesses that could hinder your ability to advance, consider taking courses or working with a mentor to develop your skills. Which leads to…

3. Build Strong Relationships

The heart of a business is its workforce: its people. People will decide who gets promoted, so it’s important to create strong coworker relationships to stay at the forefront of promotion opportunities.

Network at work. Some ideas to consider include:

Add coworkers you have a solid relationship with as contacts on LinkedIn. Share valuable updates on the network that help you build trust and authority in your industry.
Go to coffee or lunch meetings with coworkers you want to get to know better. These can be people on your team, as well as employees outside your department.
Seek out a mentor at work. This is someone in your field who has experience you want to learn from and advice to share. Sometimes, your mentor becomes the person who refers you for a promotion – or the person to promote you themselves.

Increase your visibility at work by participating in social activities, too. These could be during work, like lunch-and-learns, or outside of work, like volunteer and social outings. As you grow your network, you can demonstrate your commitment to the company and its people.

4. Do Outstanding Work

Finally, an internal promotion will likely ultimately depend on the quality of work you produce and the return on investment you can bring your company. If there’s a specific position you want to obtain, read or ask for the job description of the position. Look at the qualifications and start working on anything you need to develop.

In your current position, strive to produce excellent work with every task you do. Focus on:

Avoiding errors
Meeting requirements
Being as efficient as possible
Communicating clearly

Ask yourself how you can go above and beyond in your tasks. For example, if you’re preparing a marketing report, can you add recommendations in addition to results? If you want to be an HR manager but you lack leadership experience, is there someone in your department you can mentor?

Schedule regular check-ins with your manager and ask for feedback on your performance. Communicate that you’re eager to take on more responsibility – which shows you’re a self-starter and you’re focused on your career development.

Be Engaged to Boost Your Promotion Chances

Taking simple steps like those above can help you stand out among coworkers when a promotion is available, or when you’re ready to move up at your company. If you want an internal promotion:

Create a career development plan with your manager.
Take initiative. Be a self-starter.
Be respectful of coworkers. Build strong relationships at work.
Focus on producing exceptional work and results for your employer.

Want more career tips like these? Tap into Our Talent blog .

How to Position Your Company to Attract Top Talent

Wed, 09 Feb 2022 08:40:00 GMT

Attracting and hiring top talent can be the difference-maker between company success or losing out on the best candidates to your competitors. Get noticed and attract talented professionals to your company with these tips.

1. Provide Value to Candidates

First, determine what makes your organization an ideal place to work for the candidates you’re trying to hire. As we detailed in a recent whitepaper , today’s candidates want:

Flexible work environment (remote or hybrid) and flexible schedule
Reliable and effective tools for digital collaboration
Learning and development opportunities
Inclusive work environments with positive workplace culture
Work-life balance support, with benefits including:
Health insurance
Retirement accounts and employer matching
Childcare and parental leave
Tuition reimbursement
Competitive pay that meets industry standards

As an employer, it may help to research what competitors are offering so you can match or exceed those benefits. Also, look at what your target candidates want from a workplace environment and company culture, so you can cultivate those values and develop a strong company mission.

Read reviews of your business on sites like Glassdoor to understand how current and past employees view your company. Survey employees internally to understand what you can improve upon and what may be holding you back from being a top place to work.

2. Improve Your Reputation

Analyze how the public perceives your company. You may want to regularly monitor:

Mentions of your company in the news, using a service like Google Alerts to stay on top of trending publications
Mentions of your top executives in the news
Reviews of your business on local review sites like Yelp and Better Business Bureau
Mentions of your company on social media sites like Twitter
What customers are saying on your brand social media pages, like Facebook

Work with your public relations department or professional, if you have one, to improve sentiment for your business. You may want to make efforts to contribute positively to the community, either by sponsoring work teams at volunteer events, or by making charitable contributions on behalf of the company.

If there are negative articles about your business or your leadership online, you can improve your business reputation with more positive press. Some ways to use content marketing for reputation management include:

Offer to be a guest writer for reputable, established blogs and websites. Ask for a link back to your company website.
Publish a press release announcing positive news or a development about your company.
If there is false information online about your company or employees, contact the webmaster where the information is published. Explain the issue and ask for the inaccurate publication or mention to be removed.

On review sites and social media, you can build better online relationships (and potentially get negative reviews removed) by acknowledging people’s posts and responding professionally. Ask a reviewer or poster to have a private conversation away from the public page so you can address their concerns. Sometimes, this type of customer service motivates reviewers or posters to remove their initial negative post about your business.

3. Implement Outreach Strategies

Once you’ve developed your organization as an attractive place to work and you’ve improved your reputation online and in your community, you can conduct outreach to find top candidates. You might use strategies like the following.

Work with a Recruiter

A recruiter who specializes in the industry you’re hiring for may already have established relationships with top talent. You can tap into their pipeline and task the recruiter with bringing relevant candidates to you. The recruiter should position your company in a positive light, so that candidates will want to apply and engage with your business.

Use Social Media

In addition to having a presence on popular social media sites like Facebook and Instagram, create a professional business profile on LinkedIn. LinkedIn is the world’s largest social networking site for professionals, with more than 800 million members. Create a company page that includes job postings. Train your staff on how to create their own LinkedIn profiles. When you have openings, they can share those with their personal networks, as well.

Engage Your Employees

Your current employees can be great referrals for your business. They know your company, your values and your benefits. They can communicate those to people in their networks. Promote open positions to your staff internally via email and/or on an employee communications board. You may consider offering a referral bonus for successful hires to motivate your employees to help with candidate outreach.

Need Help Attracting Talent?

If your business is looking for talent to join your organization, AccruePartners talent acquisition firm can help. We specialize in talent for accounting, finance, digital, information technology, creative, marketing, human resources and corporate support. Contact us for a free consultation.

4 Tips for Introverts to Land Their Dream Job

Wed, 09 Feb 2022 08:29:00 GMT

By nature, introverts don’t typically claim the spotlight in the workplace . Introvert characteristics lend themselves more to preferring alone time over social situations and enjoying quiet over bustling environments.

Despite the leadership stereotypes that may dominate portrayals in pop culture, introversion is actually a preferred leadership style. The 2019 MBTI® global sample found nearly 57% of people around the world prefer introversion in leaders . Introverts may be more likely to deeply analyze situations and act with restraint rather than impulse. They also may prefer writing over talking and have strong empathy skills.

If you’re an introvert, you have a lot to offer as a professional. And since around 25% to 40% of people are introverts , you’re definitely not alone. Here’s how you can use introverted characteristics to land your dream job.

1. Network Online

Networking online gives introverts the ability to make connections in a non-invasive way. Introverts can use written communication styles to introduce themselves on networks like LinkedIn or via email. You can start conversations online and establish your relationships before you meet in person.

When you’re looking for a job, you can use online networking to:

Email or message your contacts on LinkedIn to let them know you’re in the job market and tell them about the type of job you’re looking for
Connect with leaders you look up to and potential mentors to expand your network
Reach out to hiring managers or recruiters to explain what you offer

You can also use social networks like Twitter and Instagram to follow businesses and thought leaders you’re interested in connecting with. Converse at your own pace and use the networks to build deeper connections.

2. Highlight Your Strengths

Many typical introvert characteristics are also in-demand skills in the workplace. According to a 2021 report by Indeed, among the top 20 most in-demand skills were:

Analysis
People management
Creativity
Collaboration
Adaptability
Time management

Communication, active listening, teamwork, conflict resolution, strategy, problem-solving, critical thinking, empathy and relationship building are also strong transferable skills most companies value. You can highlight introvert-powered skills like these on a resume, on your LinkedIn profile and in a cover letter as you’re applying for jobs.

Many introverts work well alone and are adept at autonomously accomplishing tasks with minimal direction. Skills like these may impress employers, especially when job descriptions list qualifications like these. Read the job descriptions carefully for what you’re applying for, so you can match up your skills to what the job requires.

3. Explain Accomplishments

When you want to stand out among other job applicants, quantifiable achievements can help you grab a hirer’s attention. Some jobs have hundreds of applicants, so numbers-based accomplishments provide proof of the skills and value you offer. The following are some examples of how to quantify your performance.

Amount of money you saved a company
A specific financial value you added to a company
The number of people you managed
The number of projects you worked on
The percentage of growth you achieved
The value your company grew from when you started to when you left

Many introverts prefer writing to communicate over talking. You can use your resume, LinkedIn profile and cover letter to do the initial “talking” for you by explaining in detail the exact value you brought to previous positions.

4. Prepare for the Interview

As we explained in our guide to a successful job interview , a fear of public speaking is common, for introverts and extroverts alike. If you’re stressed about a job interview, you can prepare by practicing with someone you trust before the real thing.

Give your interview practice partner questions you expect to be asked during the interview, and ask the person you’re practicing with to write a few of their own, as well. Ask for feedback after the mock interview and practice again, if necessary.

Use your research skills to get to know the company before you meet with its representatives. Be prepared to ask a few questions at the end of the interview to reinforce your interest in the company.

Before your actual interview, give your confidence a boost by wearing professional clothes you’re comfortable in. Make sure you’re groomed and look your best.

Come prepared to the interview with any materials that were requested, such as a portfolio. Aim to arrive at the location at least 10 minutes early, so you don’t feel rushed. Sit up straight with your shoulders down and back to project confidence .

After the interview, send a thank you note that expresses your gratitude and what you hope the next step will be. Reiterate why you’re excited about the potential to work with the company.

Need Extra Help? Work with a Recruiter

Here’s a bonus tip for introverts: you can work with a recruiter , who can get to know you and advocate on your behalf. The benefit of creating a profile with a recruiter is that the recruiter can tell the company why you’re worth considering. They can help you get your foot in the door and move you along the hiring process.

AccruePartners is a talent acquisition firm specializing in industries like IT, human resources, digital and creative, corporate support, finance and accounting. You can browse open jobs here and connect with us if we can help you with your job search .

A Guide to A Successful Job Interview

Fri, 14 Jan 2022 09:05:00 GMT

Making it to the interview stage after applying for a job is a worthy accomplishment. The average corporate job opening invites between 4 to 6 people for an interview. That’s after reviewing an average of 250 resumes, according to Zippia.

Job interviews are an opportunity for employers to:

Go over the experience you’ve listed in your resume
Ask questions about how you’d handle certain work situations
Assess whether or not you’d be a cultural fit for the company

As a candidate, an interview also gives you time to see whether or not you’d want to work for the company. It’s your chance to interview the employer.

With resignation rates in the U.S. at an all-time high in August 2021 since the data was first collected in December 2000, committing only to a job you truly want can motivate you to stay there longer. That enables you to build a career with a company and saves you time from having to start the whole job search process over again if you leave.

To increase the likelihood you’ll be hired for a job you want, it’s essential to have a successful job interview . Use these tips to make a great impression in your job interview and boost your chance of getting hired.

1. Prepare, Prepare, Prepare

Companies want to know you’re enthusiastic about the role and their company. When employees are engaged at work , Gallup reports they’re more productive and produce higher-quality work. The interview is your first in-person chance to show you’ll be an engaged employee.

Take time to:

Research the company website, learn about leadership and read the company’s mission statement
Learn about the company through its social media channels, to get an idea of the company culture and personality
Get to know the company’s products or services and how your expertise or passions relate
Read the company’s blog and check out other marketing materials, like corporate videos

You want to give the impression that you want a job at the company for specific reasons – not that you just want any job. Mentioning tidbits of knowledge you’ve learned about the company in an interview confirms you’ve done your research.

Also, make sure you know the job description inside and out and are prepared to explain why you’re a fit for the role. Review your resume – which influenced the employer’s decision you’re worthy of the interview – so you can confidently talk about your experience and skills and how they relate to the job.

Another preparation step that may help is to practice a mock interview with a mentor or someone you trust. Public speaking is a common fear that can affect people in the interview seat. Practicing an interview can help you mitigate any jitters.

How do you prepare for virtual interviews?

If you’re doing your interview virtually through a video conferencing tool, there are some additional steps to take to prepare. You’ll still want to follow the advice above, but also be sure to:

Download the meeting software ahead of the meeting. Make sure it’s updated to the latest version.
Test the software before your interview so you ensure you can join the meeting on time and complete the interview successfully. You may want to practice using the software with someone else.
Set up optimal lighting so the interviewer can see you clearly. Place your equipment by natural light if possible. Or, turn on the lights or illuminate your face using a lamp or ring light if your interview’s at night. Some programs, like Zoom, also have a “touch up my appearance” feature you can turn on for the interview.
Clear clutter. Remove anything in the background, like posters, that might be distracting or in poor taste. Simpler is better for a virtual job interview environment.
Test your sound and video capabilities. Block out your interview time with anyone you live with – family, roommates – so there’s no one running in the background of your interview or making noise during it.

Just like you would for an in-person interview, dress the part (including what you wear on the bottom of your attire) and brush your hair so you appear professional. When you’re providing answers, looking directly into the camera gives the impression you’re making eye contact.

If you’re new to virtual interviews, a practice run can boost your confidence and make you feel more prepared, which could be a difference-maker during the interview.

2. Arrive with What You Need

Depending on the job, you may be asked to present supplemental materials in the interview, such as a work portfolio or a sample presentation. Double-check before your interview that you have any required materials with you. If you have paper materials, put them in a sturdy portfolio so they don’t bend. If you’re bringing a laptop, remember your charger.

You may want to bring a few extra copies of your resume in case there are additional interviewers you’re meeting with who don’t have them. That also shows initiative that you’re prepared for the interview.

It’s helpful to have a notebook or pad of paper and pen with you during the interview, as well. You can jot down notes, thoughts and questions during the interview.

You can also write out questions you’d like to ask the employer ahead of time and reference them in the interview. These might include:

How would you describe your company culture?
What do you enjoy about working here?
What are some examples of projects I’d be working on?
What learning and development opportunities are available?
How is performance measured?

You can also ask questions about the company, the team and next steps. Aim to ask at least a couple questions, to show the employer you’re engaged.

Dress for the job you want. Typically, even for entry-level jobs, it’s best practice to dress in business casual or formal attire to convey that you take the job interview seriously. Ask the HR coordinator at the company for attire tips if you need help.

3. End on a Good Note

It’s probably likely that there are other people being interviewed for the job you want. To stand out among the other candidates, you can try to stay at top of mind with these tips.

Send a follow-up note of thanks. Thank the people you interviewed with for their time. In your note, reiterate that you’d be grateful for the opportunity to work for their company. You might reference something you discussed during the interview to reinforce your connection.
Connect with the company on LinkedIn . You might also add the people you interviewed with as connections on LinkedIn. Even if you don’t get this job, they know your experience and might be able to refer you for another opportunity or contact you when something new arises. You might also follow the company on LinkedIn and interact with some posts there.
Follow directions. Adhere to any timeline you’ve been provided in the interview about next steps. If you were told you’d hear back at a certain time and the time passes, it’s appropriate to follow up with the right person to check in. Your time is valuable, so it helps to know if you’re still in the running or if you should move on.

In all your interactions with the company and employees beyond the interview, be respectful, even if you’re not chosen as the candidate. You never know all the people the interviewers are connected to, and you don’t want to damage any potential professional relationships.

If you don’t get the job, look at the positive side of being able to practice your interview skills. You’ve been able to learn more about a company and its culture, work and benefits. You can use that information to hone in on what you want from a job and apply that in your job search for the next position. In December 2021, there were a near-record number of job openings in the U.S. , so something better may be on the horizon.

Looking for a Job? Check Out AccruePartners

Accrue Partners is hiring now for positions in a variety of industries, including accounting, finance, information technology, creative, digital marketing, human resources and corporate support. View our job listings for opportunities. Connect with the AccruePartners talent acquisition firm if you’d like to be considered for open jobs that match your skill set.

Why It’s Not Really a Candidate’s Market

Fri, 14 Jan 2022 08:49:00 GMT

With the Great Resignation , the Great Reset, the Great Reassessment,and the Big Quit, a record number of people quitting their jobs this year , it might seem like candidates hold the power in the job market now. In actuality, while the pandemic upended much of how we used to work, it has also presented myriad opportunities for companies to transform how they present their value to the candidates they want to hire.

Instead of hiring just anyone to fill a void, the strongest companies have prioritized improving the candidate and employee experience. From re-evaluating hiring processes so that the talent they’re interested in stays engaged, to improving their benefits and company culture, many businesses have fine-tuned their offerings to remain competitive and attract the top talent.

The past couple years have forced companies to look inward, reassess who they are as a company and cultivate their values to ensure the candidates they do hire are a fit who will stay with the business long-term. We know how expensive turnover is. Many companies are still being selective in hiring so that their hires succeed and stay long-term. That means:

Finding candidates with the right skills to fill their needs
Ensuring candidates fit company values and mission
Confirming hires want to grow with a business long-term — which career development plans can help with

By honing in on a strong employee value proposition and effectively conveying that to candidates, employers can be in the driver’s seat as professionals contemplate what they want from an employer.

The following areas are where strong companies are looking at more closely as they work to attract and retain talented full-time employees.

Company Incentives

An October 2021 Expert Panel with the Forbes Human Resources Council named “flexible benefits” as the top thing job seekers want from employers in the Big Resignation Era. One important distinction in today’s hybrid workforce is that traditional office perks (free coffee or an on-site gym, for example) no longer suffice. Companies must get creative with benefits offered to remote and hybrid workers. You might offer flexible time off, or provide staff with the top equipment and technology to do their jobs effectively.

Benefits also include health insurance and other advantages. As we reported in a post on how to create a work environment candidates are looking for , a survey of 1,500 workers found the top non-insurance benefit, cited by 35% as the top benefit, was paid time off. Other incentives workers want include:

Paid family leave
Tuition assistance
Health and fitness lifestyle incentives
Financial planning resources

In addition to offering employees benefits, flexible work options continue to be a top desired offering for candidates today. As we saw in our report on how remote work boosts productivity , 58% of respondents in FlexJobs’ 2021 survey said they want to be full-time remote employees post-pandemic. More than a third (39%) want a hybrid work environment. A flexible work environment and schedule is a top benefit for today’s employees.

Culture & Mission

As an employer, you’ll hire more effective candidates when they’re aligned with the values, mission and culture of your company. As we detailed in our post on how to transform your hiring process , 65% of people would rather take a pay cut, and 26% of people would rather forgo a higher title , than work for an employer with a negative workplace environment, according to “Harvard Business Review”.

You can integrate company culture in the workplace in myriad ways. These include:

Weaving in values during meetings and events
Showcasing company values in marketing materials and even within company walls – for example, painting a logo in a boardroom
Providing employees with the opportunity to volunteer for and contribute to community organizations
Giving back to organizations in need in some way, whether it’s through a sales give-back program or by sponsoring an organization long-term
Facilitating team-building events that enable employees to feel included and meet coworkers across departments and titles

Businesses are also investing more in DEI initiatives and focusing on creating inclusive workforces , with diverse employees regarding ages, races, cultural backgrounds, abilities, genders and more. The more you can diversify your workforce, the more you can foster innovation , while attracting a wider pool of talent.

It All Starts with the Hiring Process

No matter how great your benefits are, you risk candidate drop-out with a poor hiring process. According to PwC, 49% of job seekers have turned down an offer because the hiring process was unsatisfactory.

Companies that want to remain competitive are also transforming their hiring processes, by:

Shortening the recruiting and time-to-hire processes
Using technology and automation to communicate regularly with candidates
Providing clear timelines and always-on support

While the reality is that today’s candidates may be talking with multiple companies during their job search, companies that respect and value a candidate’s time from the get-go can attract better talent.

From effective recruiting and job postings, to an easy and intuitive application process, every step of hiring shows candidates how well your company pays attention to detail and how you respect your workforce.

If you’d like to work with a talent acquisition partner to help you improve your hiring, convey your value to candidates and recruit better talent, AccruePartners can help. Contact us for a free consultation.

How Remote Work Has Impacted Employee Productivity

Thu, 16 Dec 2021 09:14:00 GMT

When the pandemic brought lockdowns and caused many businesses to move their operations online, there were questions about the effectiveness of remote work. Would employees be as productive as they were in the office? Would collaboration suffer? How could organizations stay on track with deadlines and objectives when workforces became distributed?

Even as some businesses have resumed in-person operations, remote work’s increasing popularity is here to stay. According to FlexJobs’ 10th Annual Survey in July/August 2021, 58% of respondents want to be full-time remote employees post-pandemic , while 39% want a hybrid work environment. That equates to 97% of workers who want some form of remote work.

Remote work has introduced some challenges to some employees, but it has also increased productivity for many businesses. Here’s a look at how remote work has impacted productivity, as well as pitfalls to consider.

Remote Work Can Boost Employee Productivity

One of the benefits of remote work is that it has made it easier for employees to have flexible schedules. Workers can begin their workday as early as they wake up, and work on through the night if that’s when they’re most energized.

In August 2020, CNN reported on a survey of nearly 800 employers that found 94% of employers said their workforce’s productivity was higher (27%) or the same (67%) than it was before the pandemic.

Another study by Chicago Booth tracked more than 30,000 workers in the U.S. from May 2020 to March 2021. The study found nearly 6 out of 10 workers reported they were more productive working from home than they expected to be, with 40% of workers saying they were more productive working remotely than they had been in the office.

Why have workers been so productive working remotely?

Flexible schedules
24/7 work capabilities
Less office distractions, like coworker chatter
Ability to create a personalized working environment, including physical surroundings and noise levels

Another potential boost to worker productivity with remote work? Enhanced work-life balance.

The Chicago Booth study found U.S. workers were commuting an average of 54 minutes a day before they started working remotely. That time saved gave employees more time to spend with family, on household duties, and on self-care. A May 2021 report based on research from AIGA and The Creative Group found 66% of creative employees said eliminating a commute has improved their work-life balance.

Work-life balance can increase productivity. Gartner’s “2020 Reimagine HR Employee Survey” found businesses that support work-life balance see a 21% increase in the amount of high performers.

Remote Work Productivity Pitfalls to Be Aware Of

While the majority of employees want to work remotely and the majority of organizations say productivity hasn’t suffered, remote work hasn’t benefited all organizations and employees. In September 2021, “Venture Beat” reported on a survey that found 22.5% of managers had said productivity had decreased at their company since workers started remote work in 2020.

A June 2020 report by ZDNet found Gen Z and younger workers, in particular, find it tougher to feel engaged and be productive in remote work environments. While Millennials and older workers may have welcomed remote work because they were already used to an office environment, Gen Z workers crave connection and workplace culture. Organizations that don’t facilitate this in a remote environment could see engagement decrease in younger workers.

To combat pitfalls and ensure workforces stay productive, businesses can:

Create social workplace bonding opportunities, both virtually and in-person. An organization could host a virtual coffee hour during the workday, for example, or bring remote workers together in person at off-site events.
Focus on project deadlines, not set office hours. Enable workers to work when they’re most productive, not at a set 8 a.m.-5 p.m. when that schedule isn’t necessary.
Be mindful of meetings. It’s easy to schedule video meetings throughout the day, but that can negatively impact employee productivity. You might consider a no-meeting Thursday and Friday to give employees the chance to go head-down into work. Or try to schedule meetings in the mornings, so employees have the rest of their time to focus on their tasks.
Set employees up for success with the right technology. Remote work environments demand the right technology to keep employees on track. Invest in project management applications to ensure total visibility into projects and enhance communication among distributed workforces.

While there have been some challenges in transitioning to remote work, most organizations that shifted quickly and put the right tools in place have seen improvements in remote work productivity.

Remote Work Can Help You Attract Better Talent

The majority of workers today want some form of remote work, either in hybrid workplaces or in fully remote roles. AccruePartners can help your company position its remote work offerings to acquire better talent . Contact us for a free consultation.

How to Tailor Your Resume to the Job You’re Applying For

Wed, 15 Dec 2021 09:33:00 GMT

When you’re submitting a resume for a job, there’s often a lot of competition – especially for online job postings.

According to a 2021 report by Zippia, online job postings receive an average of more than 250 resumes each ! And only 2% of those resumes land the candidate a job interview.

Employers spend an average of only 6 seconds to scan a resume and decide whether or not to put it in the discard pile or move it along to the interview stage. That’s why, when you’re submitting a resume, you want to tailor each version to the specific job you’re applying for. A one-size-fits-all resume may not cut it when there are a lot of applicants for a position.

Use these tips to tailor your resume for the role you’re applying for.

Start with a Strong Summary Statement

Any resume you submit should have your correct, professional contact info, including your name, phone number, email address and a link to your LinkedIn profile. The next section that can grab the hiring manager’s attention is your summary statement.

This is typically a paragraph near the top of the resume that summarizes:

The length of time you’ve had experience that pertains to the role you’re applying for and examples of what types of roles you’ve had: 27+ years of radio / TV broadcasting experience as Creative Director, multimedia strategist, advertising and content producer, TV show founder and on-air personality.
Soft and hard skills that apply to the job you’re submitting a resume for: Innovative enterprise agile coach leading business process and IT optimization efforts using lean Six Sigma, engineering best practices and IT service management.
How you visualize yourself as a professional in this specific industry and what characterizes you as a significant contributor: Effective people manager focused on improving business outcomes, employee engagement, collaboration and relationship building.

It’s a good idea to look carefully at the job description of what you’re applying for, think about what relevant experience you have pertaining to that job, then write a summary statement that relates to the role. Since a summary statement is typically at the top of a resume, this is your best opportunity to motivate a hirer to keep reading your resume.

Tailor Skills to the Role

You might also include a Core Competencies or Top Skills section on your resume. These may be bulleted, so a hirer (or applicant tracking system ) can scan through and identify skills that relate to the role you’re applying for.

You might have around 15 skills listed on your resume. Depending on your experience, you might have dozens more skills you could swap out if they’re a better fit for the role you’re applying for. Pay attention to this section and use the space to highlight the top skills you have that relate to the role you’re applying for.

Title

The title you list on your resume can also be a way to retain hirer attention. Typically, you’d list this under your name near the top of your resume.

Some people choose to list a title that reflects their highest position (“Senior Director”) or their current role and industry (“Financial Advisor”). If you have diverse job experience, look at what title you’ve had that relates most to the role.

For example, say you’ve been both a Social Media Specialist and a Public Relations Director. The role you’re applying for is Marketing Manager. Given your experience, you might list the title “Marketing Manager” under your name, since it’s relevant and relates directly to the new job you’re applying for.

Career Highlights

A Career Highlights section on a resume is typically another bulleted list section, where you list two to four career achievements that highlight your expertise related to the job you’re applying for. You might have a top three overall in your mind, but this is another section where you can personalize what you list based on the role.

For example, say you’re applying for an IT Executive position. One of your career achievements was when in your role as IT Manager, your company thwarted a cybersecurity attack to prevent $6M in sensitive assets from being stolen.

Since you’re applying for an Executive position where qualities like leadership and strategy matter, you might highlight how you led, inspired and managed your team through the attack.

Again, look at the job description for what you’re applying for. See what types of skills and qualifications are required. Think about how you can weave those into your Career Highlights section.

Other Sections

For the other sections of your resume, it might be more difficult to customize the content, but there are still some tweaks you can make to ensure your resume is the most relevant it can be to the job you’re applying for.

Work Experience

Your Work Experience section is typically a section that lists, chronologically starting with the most recent position, each job you’ve had. If your experience is diverse, you may want to feature the most relevant experience first instead of listing positions chronologically.

Gaps on resumes may be red flags to hirers, though. Keep in mind that if you shift around the order of the positions, you’ll still want to include your most recent experience somewhere or add an Additional Experience section where you can list your recent jobs.

As you detail your duties and achievements for each role, think about how you can put more emphasis on ones that relate to the job you’re applying for.

Education

Typically, degrees like bachelor’s, master’s and doctorate degrees take priority for what hirers are looking for. If a job description requires a degree, you’ll want to list that first.

You may have other credentials or certifications. With those, prioritize ones that are active, as well as ones that relate to the job you’re applying for.

Technical Skills

A Technical Skills section may look different from the Core Competencies section. For example, most people in knowledge worker positions today use various technology software and systems. For roles in areas like HR or corporate support, this section enables you to list the technology you use. For someone in IT, you might list certain technical skills in a Core Competencies section if those are required for the job you’re applying for.

In Technical Skills, you can list as many tools you’re familiar with as you’d like to show your breadth of knowledge. But pay attention to ones that are listed in the job description, and list those first.

Organizations / Awards / Volunteerism

Organizations, Awards and Volunteerism sections are also areas where you can list whatever experience or achievements you have. For Organizations and Awards, focus on listing ones that relate to the job you’re applying for. For Volunteerism, prioritize listing any volunteer work you’ve done with organizations in the local area of the job you’re applying for, since the hirer may be familiar with them.

If you don’t belong to relevant Organizations or Volunteerism groups, or you haven’t won Awards that pertain to your industry, it’s still helpful to add whatever experience and achievements you do have. That shows employers you’re well-rounded and involved with your industry and community.

Ready for Your Job Search?

Since resume submissions can be competitive, it may be helpful to work with a resume writer or get a second (or third) pair of eyes on your resume before you submit it. Write each resume through the lens of the hiring manager of the job you’re applying for. Think about how you can effectively communicate your experience and make it relevant for that particular job.

When you’re looking for work in areas like accounting and finance , IT , digital marketing , HR , financial services or corporate support , check out the Accrue Partners job bank. We help top companies source qualified talent. Begin your job search today.

Why Your Personal Brand Is Important When Looking for a New Job

Wed, 10 Nov 2021 10:23:00 GMT

You’ve probably heard it before: reputation is everything.

When you’re looking for a new job, it matters even more. Just like consumers might judge a company based on its online reviews or mentions in the media, employers may analyze your online presence and how you carry yourself on paper and in person.

In order to improve how you present yourself to others so you can increase your likelihood of being hired, pay attention to these areas that can affect your personal brand.

Social Media Presence

Most employers today screen candidates via social media . An October 2020 survey by The Harris Poll found:

67% of U.S. hiring decision-makers use social networking sites to research potential job candidates.
71% of hirers think looking at applicants’ social profiles is an effective way to screen candidates.
70% believe employers should evaluate all applicants’ profiles.

It’s safe to assume that if you apply for a job, a hirer is going to Google you and search for you on sites like Instagram and Twitter. Employers look at social media to spot potential red flags, see if the candidate’s personality might be a cultural fit, check out common connections, and a whole host of other reasons.

The majority of Americans use at least one form of social media , according to an April 2021 report by Pew Research Center. If you fall into this category and you’re applying for jobs, consider the following.

Do you want your profiles to be private or public? You might not be comfortable with employers seeing your content publicly, so turn on the private option if you want. Some people want their profiles to be public because they help build their authority as subject matter experts. Consider how visible you want your content to be.
Ensure public content is appropriate and not offensive. Content like nudity, violence, politics, religion, and profanity could all turn off an employer. Make sure you’d be comfortable with an employer looking at your profile handle, profile photo, profile bio, and posts. You may want to go back and delete posts you’re not comfortable with, including posts you’ve made on other people’s profiles.
Curate who you follow. The accounts you’re affiliated with may also reflect on your personal brand. For example, if you follow an account that posts inappropriate messaging, you may be deemed guilty by association.

You may have grown your social networks over a decade or longer. Going backward to remove content you’re not proud of can be time-consuming.

Going forward, it’s easier to ask yourself before every social media post, “Is this something I’d be comfortable with my future employer seeing?”

Resume

Your resume is an opportunity for you to summarize yourself professionally to a hiring manager. You don’t have much time to make an impression. According to research presented by Zety, recruiters take an average of 6 seconds to scan a resume . Corporate job openings attract an average of 250 resumes for each position.

On your resume, resume writing services provider HiConsulting Services recommends avoiding the following.

Spelling and grammar errors
Use of filler words and passive voice
Confusing writing
Overused words and repetition

Errors like these may cause a recruiter to view you as someone who doesn’t pay attention to detail or as someone who might make errors on the job. That can majorly impact your personal brand.

Since you may only have a minute or less to grab a hirer’s attention, consider featuring a strong summary statement and selected personal accomplishments. Formatting these higher in your resume may compel a hirer to keep reading.

You’ll also want to ensure your resume layout is easy to read and is compatible with Applicant Tracking Systems (ATS), which are resume-reading software. ATS may filter out resumes that are lacking certain keywords or that aren’t formatted properly. Simple layouts work best with ATS.

Communication

Your resume represents you on paper. Your interactions with a hiring team can also impact your reputation as a candidate and your personal brand.

In emails, phone conversations, and follow-ups after interviews, do the following when you communicate with a potential employer.

Be professional. You don’t want typos in your resume. You don’t want them in emails you’re sending, either. Before you send an email, a text, or a chat message to anyone in the hiring department, read over what you’re sending so that it’s free of spelling and grammar errors.
Show respect. Be courteous and polite in your interactions. Treat others the way you want to be treated. Show gratitude.
Be proactive. Following up after an interview can be a sign that you take initiative, which an employer may like. Send a thank-you email for the hirer’s time, which can help you stay at top-of-mind during the hiring process.

An August 2020 study by LinkedIn found communication was the most in-demand skill in the current workforce. Keep that in mind, since it also reflects on your personal brand.

Boost Your Personal Brand to Help You Get a Better Job

Every interaction you have and every message you post online helps to shape your personal brand. In today’s highly connected world, it’s important to make sure the person you’re showing the public and employers is one you’re proud of and who represents you as a professional candidate.

If you’re looking for a new role, AccruePartners has hundreds of jobs available now throughout the United States. View open job positions in areas like information technology, accounting, and finance, digital and creative, HR, corporate support, and more.

How to Successfully Onboard a New Hire Remotely

Wed, 10 Nov 2021 09:49:00 GMT

Onboarding is a crucial part of the employee experience. Harvard Business Review reports organizations with strong onboarding practices to boost employee retention by 82%. According to a report by Digitate, employees who had a bad onboarding experience as new hires are twice as likely to look for new work opportunities in the near future.

But according to research by Gallup, only 12% of professionals strongly agree their organization does a great job onboarding new employees. Considering employee turnover can be as high as 50% in the first 18 months of employment, according to the Society for Human Resource Management, onboarding needs to be effective, whether it’s done in person or virtually.

Virtual onboarding is likely to increase in prevalence. An October 2021 report by Gallup found in white-collar jobs, more than two-thirds of employees (67%) worked remotely either exclusively (41%) or at least part of the time (26%).

To successfully onboard new hires in a remote environment, take these steps.

1. Provide the Right Equipment

First, think about what type of equipment and technology the new hire needs to get started. Consider logistical equipment issues like the following:

How to provide new employees with safe, secure, and clean equipment
How to pre-load software onto equipment and set user permissions
How to ensure a remote new hire has the Wi-Fi capacity they need to work effectively
If the employee is using a personal device, how device security will be ensured

You’ll want to ensure the employee has the physical tools they need to access all important people, programs, and resources to start their job. To help with access, consider assigning an IT team member to the new employee.

That IT member can be responsible for ensuring they have access to all resources as soon as they start and can introduce the new hire to the new tools. You might schedule a time when an IT expert can provide virtual tool training, so the new hire can walk through how to use each type of system and ask questions in real-time.

In addition to providing new hires with the work equipment they need before they start, you might consider making new hires feel welcome by sending them something that connects them to the company – a branded mousepad or T-shirt, for example. A physical item can bond them with you as an employer, even when they’re working for you virtually.

2. Provide Clear Expectations

Once new hires have the right equipment, make sure they know what to do with that equipment. Make sure they have clear expectations regarding schedules and communication. Explain:

What the new hire’s expected schedule is and if there’s any flexibility
How quickly an employee needs to respond to various forms of communication (email, chat, etc.)
What a typical week looks like with meetings, so the employee can self-manage their work schedule

Also, explain performance expectations. What kind of work is the employee expected to produce? How do they communicate results, so they know they’re on the right track?

You may want to create a 30-day, 60-day, and 90-day plan so the employee stays aligned on their role expectations.

3. Give the Employee Access to Training Materials

Use technology to give new hires cloud-based access to onboarding resources, so they can access them whenever they need to, from any device. You might use a learning management system or create an online repository for onboarding and training materials.

During the onboarding process, hiring managers should provide employees with electronic versions of important employer documents, videos, and learning modules that explain:

Company culture
Company policies
Company procedures
Code of conduct
Employee handbook

Hiring managers should offer virtual sessions for orientations and mandatory training sessions. Ideally, the employee should receive training on whatever tools will be used during training before the training occurs.

Also, consider having always-on support for new hires. This might be through a chatbot, live chat, or a virtual help desk. Let the new hire know exactly who they can contact when they have questions about various issues.

4. Create a Remote Onboarding Schedule to Keep Employees Engaged

Ideally, each part of your company’s onboarding process should be mapped out on a schedule that’s designed to keep employees engaged. You might develop an onboarding plan that lasts several weeks, so the new hire feels supported every step of the way.

A solid onboarding plan gives employees expectations for how the onboarding process will work. They’ll be better able to plan onboarding activities among work they need to complete. Evolve your plan according to the feedback you receive, so you can continually improve it for future new hires.

5. Connect New Hires with Key People

Hiring managers should be in close contact with the new employee throughout the onboarding process. Hiring managers can:

Introduce new hires to other staff in the organization.
Provide new hires with a list of all the key people the employee should connect with, including direct reports, key peers, a mentor or buddy, and representatives from other key functions. Early on, the new hire should meet with their direct reports and other key people via videoconferencing. These could be group meetings, one-on-one meetings, or a combination.
Conduct frequent regular check-ins with the new hire early on to ensure all processes go smoothly.

You can also assign an HR member to the new hire who can track the employee and ensure they’re getting everything they need. Again, formal check-ins with HR can engage the employee and make the onboarding process succeed.

You might also do group onboarding to allow new hires to bond as a cohort. You could schedule times for remote hires to interact and get to know each other, so they connect with others at work.

To bond socially, consider hosting a virtual coffee date or happy hour, with icebreaker activities so the new hire can get to know the team. You can invite multiple levels and departments so new hires can get to know more of the company.

6. Gather Feedback to Improve Your Processes

It’s important to ask new hires what they thought of the remote onboarding process so you can improve onboarding for future employees. After onboarding is complete, provide a survey or have their manager conduct a videoconference interview to gather their feedback. Ask questions like:

Did you have the equipment and tools you needed to successfully do your job from your start date?
Do you feel like you got a good sense of the company culture during onboarding?
Do you feel like your training on new systems and company procedures was effective?
What do you wish was covered in the onboarding process?

Asking new hires for feedback can make them feel valued and like a part of the team. You can immediately implement their feedback and evolve your ongoing onboarding process.

4 Ways to Retain Your Talent via Better Management

Thu, 21 Oct 2021 10:48:00 GMT

Your company’s managers play one of the most significant roles in your business success. According to Gallup , managers account for 70% of variance in employee engagement. Employee engagement affects:

Customer loyalty
Turnover
Retention
Revenue
Quality
Productivity

Despite how important managers are for employee and company success, only 30% of American workers are engaged at work.

Bad managers lead to retention issues for many organizations. Talented employees may resign due to a lack of effective management.

Poor manager leadership can also hurt your recruitment efforts. For companies that want to improve their retention through better management strategies, here are four things effective managers do. You can foster these qualities in your own management workforce, look for these when hiring and identify when it’s time to make a change because your current managers are lacking these qualities.

1. Effective Managers Get to Know Their Teams

The best way to set employees up for success at work is to empower them to use their strengths in their roles. According to Gallup, when employees know and use their strengths , they’re 6x more engaged, have higher performance and are much less likely to leave their company.

Managers should meet one-on-one with whomever they’re managing to learn about:

Their professional experience and skillset
Their interests
What their career goals are
How they envision contributing to the team and company
Areas they’d like to learn more about and develop

It’s not always easy for employees to identify their strengths. Managers may consider giving their team a strengths finder assessment to spark the conversation.

Then, managers should align team members with roles and duties that play up to their strengths. Your organization will then know what to look for in new hires to fill in the gaps.

2. Effective Managers Support Career Development

As we reported in our career development plan post, a 2021 poll by Monster found 49% of workers expect employers to directly support career growth , but 80% of employees don’t think their employers actually do so. As the direct supervisor of team members, managers can play a vital role in supporting employees’ career growth.

Knowing employees’ strengths, managers can create successful career development plans with the following steps.

Give employees tasks that both use their strengths and support company goals.
Document career goals and progress made.
Provide learning and training opportunities when available.
Regularly check in and evolve plans as necessary.

Keeping track of a career development plan is an easy way to stay connected to employees and build stronger relationships with them. Employees will see that management is invested in their success. They can make better progress in their roles when they have clearly defined goals.

3. Effective Managers Improve Their Emotional Intelligence

Emotional intelligence is a game-changer for leadership . According to Harvard Business School, emotional intelligence accounts for nearly 90% of what distinguishes high performers from peers who have similar knowledge and technical skills.

What is emotional intelligence, exactly? Emotional intelligence is the ability to manage and understand one’s emotions and the emotions of others. It affects a manager’s ability to:

Collaborate with others
Deliver feedback
Coach teams
Manage stress

To improve emotional intelligence, managers can take the following steps.

Improve self-awareness

Managers should identify their strengths and weaknesses and evaluate how those affect their team. Managers should ask their own supervisor, peers and direct reports for feedback so they can learn more about how they’re perceived in an organization.

Manage emotions

Managers should think carefully about situations before they react to them. Managers can minimize stress in a work environment by avoiding anger and staying calm in high-stress situations. Managers may want to invest in self-improvement activities outside of work to improve emotion management, like meditation, yoga, journaling or therapy.

Practice empathy

Empathy is the ability to relate to other people and view situations from their perspectives. Managers can practice empathy to improve their social awareness and understanding of how their work environment affects their team. When managers talk with those they manage, they should try to see how certain situations affect them based on their unique points-of-view.

Focus on relationship-building

Great managers do more than manage tasks. They build relationships with people so they can motivate, inspire and lead. Emotional intelligence requires treating people fairly and resolving conflicts to create a more peaceful workplace.

4. Effective Managers Focus on a Vision & Mission

Being a manager means both managing the team, as well as supporting overall company goals. To improve teamwork, collaboration and results, managers should unite a team with a shared vision and mission.

Managers should set clear goals and deliverables so team members know what they’re working toward. They should recognize achievements and spotlight employees who have made significant contributions. Research shows workplace recognition makes employees feel valued for their work and motivates employees, which can increase productivity.

Great managers strive for better results by encouraging innovation, outside-of-the-box ideas and risk-taking. Managers should support career development and entrepreneurial mindsets among employees by giving team members the ability to take on new duties based on their interests.

Be Prepared for Management Issues

Managers in all industries, at all levels, in companies of all sizes are an important part of business success. Management positions are one of the most critical parts of a company.

If you find your organization is losing employees due to management issues, or you’d like to top grade an underperforming manager, AccruePartners can help. Contact us for a recruiting firm consultation .

5 Things to Do for a Smooth Job Transition

Fri, 15 Oct 2021 10:59:00 GMT

Your job is one of your most significant relationships. You might spend more time with your job than you do with your significant other or your family. Leaving a job is a big decision, one that can impact the rest of your career journey.

We’re currently in the middle of what’s been called “The Great Resignation.” According to Microsoft’s 2021 Work Trend Index, a survey of more than 30,000 people, 40% of people want to change jobs this year .

Even if you’re not part of this group, you’re likely to change jobs at some point in your life. The Balance reports the average person has three to seven careers over their lifetime, while younger generations like Millennials and Gen Z are even more likely to job-hop .

Breaking up with your job and moving on to something new is a meaningful event in your life. Use these tips to ensure a smooth transition when you change jobs.

1. Leave on Good Terms

The employer you’re leaving still has industry ties and may know current and future professional connections who could impact your career. While it might be tempting to “rage quit” a job you hate, it can be more beneficial to leave your employer on good terms. Consider the possible advantages:

Your old employer could be a future reference when you’re on the job hunt.
If you respect your employer, you might approach them to write you a LinkedIn recommendation or website testimonial.
Your employer may have relationships with people who could influence your career.
You might someday become a “ boomerang employee ,” one who decides to go back to your old employer.

Generally, a minimum of two weeks’ notice is requested if you’re going to leave your job, so your employer can find someone to replace you and/or you can train someone on your job duties before you leave.

Your employer may request that you give up access to certain work technology permissions or upload specific documents before you leave. You’re still on the clock those last two weeks, so keep in mind that how you perform and follow directions can impact your reputation once you’re gone.

2. Request an Exit Interview

Having an exit interview with your soon-to-be-former manager and any other higher-ups can help you achieve closure as you leave your company. An exit interview is an opportunity to:

Let your former employer know how they helped you in your career journey
Provide your former employer with valuable feedback that may benefit your former coworkers who are still working there
Enable you to leave with dignity and with professional relationships

During your exit interview, you can express your desire to keep in touch professionally, on a network like LinkedIn. You can also express your appreciation so that your employer views you as an asset to be missed and someone they’d recommend in the future.

3. Keep Old Relationships Intact

When you leave a job, you leave more than your work. You say goodbye to team members and coworkers you might want to maintain relationships with post- this employer.

Once you’ve given your notice, let coworkers you want to stay in contact with know you’re leaving and when your end date is. Think about what type of relationship you’d like to have with certain people outside of work. Now can be a great time to:

Add coworkers as new connections on LinkedIn.
Ask coworkers and mentors you respect if they’d consider writing you a LinkedIn recommendation and/or testimonial on your website. Offer to do the same for them, if appropriate.
Exchange contact information, like a personal email or social media handle, if you’d like.
Go to lunch or after-work happy hour one last time.

Coworker relationships may blur the line into friendships. Stay aware that former coworkers are still part of your professional network. You may want to avoid venting or badmouthing your former employer, since word could get back to the company and tarnish a potential future relationship.

4. Start a New Job Off on the Right Foot

If you have a start date for a new job, you have an opportunity to make a great first impression and begin your time there on a positive note. If you have some time between your last day at your old job and your first day at your new job, you might consider taking time off to do something relaxing, like taking a vacation or investing in self-care. That way, you begin your new job refreshed and ready to get to work.

In addition to getting acclimated to company policies and procedures, make sure to build relationships with your new manager and team members. Learn about what their strengths are to see how you can best contribute in your new role.

When you begin your new job, talk with your manager about creating a career development plan that includes your career goals and steps you can take to achieve certain objectives. A career development plan will give you actions to grow your career and meaningfully contribute to your company.

Also, be aware of cultivating the 4 E’s in your new job : energy, excitement, enjoyment and engagement. Look for ways to use your strengths, learn new skills and build strong relationships with your coworkers that can help you along your career journey.

5. Position Yourself for Future Success

Whether you already have a new job lined up or you’re just beginning the hunt, take steps to build your professional profile. Wherever you are on your career journey, consider doing the following.

Expand your skill set. Take a class, get a certification or study a new in-demand skill online.
Update your resume and LinkedIn page with your current achievements and skills.
Create and practice an elevator pitch you can use to introduce yourself professionally outside of work environments.
Build new relationships to expand your network. Strengthen current relationships in your existing network.
Be mindful of what you post online. Consider making social media profiles private. Search yourself online to see if there are public posts that could harm your professional reputation.

A strong network and professional profile are important to have at any time during your career. They can help you secure a new job and ensure you stay at top of mind when notable opportunities arise.

Thinking about a new job?

If you’re on the search for a better career, AccruePartners can help. We work with reputable companies that need talent like you. Explore our career portal to find a new job .

Top 4 Leadership Qualities to Look for in Your Future Boss or Employee

Tue, 14 Sep 2021 11:08:00 GMT

Employees who have leadership qualities benefit companies in many ways, regardless of what title they have. Leaders set a good example for their peers and anyone they manage. They can ultimately improve the quality of work that’s being done in an organization.

Professionals with leadership qualities can inspire, motivate and increase employee engagement. That’s why leadership is a desirable quality in job candidates. Whether you’re a business that’s hiring talent, or you’re a job seeker interviewing for roles, consider these four leadership qualities to look out for or cultivate that can improve company contributions.

1. A Leader Creates Connections & Builds Trust

Leadership depends on effective relationship-building. Leaders know that the best potential comes from a solid team. They get to know their team members and learn what their strengths are. Leaders empower their team members to meaningfully contribute by using their strengths.

Strengths-based leadership is valuable, since employees who use their strengths every day are 15% less likely to quit their jobs and are 8% more productive, according to Gallup. Leaders put their team members in positions to “win,” by doing what they do best and working on their passions.

When others feel empowered, they’re more likely to trust in their leaders and follow their vision. Leaders motivate others to develop their own leadership qualities. Leaders are eager mentors and coaches, who strive to bring out the best in others.

2. A Leader Is Confident But Not Overpowering

In order for others to trust and follow a leader, the leader must be confident and capable. Communicating a vision and inspiring others requires belief in one’s self. But that doesn’t mean leaders are narcissistic.

As Northeastern University’s Master of Science in Leadership program teaches , leaders prioritize personal development and focus on developing their emotional intelligence. Leaders know they don’t know everything. That’s why leaders frequently seek out learning opportunities, whether it’s through reading books, attending conferences or taking courses.

Leaders acknowledge their weaknesses. They empower those who have strengths different from theirs to fill in the gap. Leaders strive to learn more about the areas where they’re lacking.

3. A Leader Shows Commitment to a Company & Its Employees

In a business environment, leaders must promote belief in a company and the employees who are working there. LinkedIn’s Workplace Culture Trends report found 70% of professionals in the U.S. would not work at a leading company if that meant they’d have to deal with a poor workplace culture. But “Harvard Business Review” reports 45% of employees say leadership is minimally or not at all committed to improving culture.

Leaders get other professionals on-board with a company’s mission. They know the values a company is built on and promote those in their work, their communication and their management style.

Leaders work to understand departments outside of their own. They strive to know what makes an organization function. They embrace learning opportunities for new skills. They look forward to self-development and provide learning and training opportunities for employees, as well.

Leaders treat everyone with respect, from executives in the C-suite to the office cleaning crew. Ethics drive their work. Leaders try to hire those whose own values align with the company mission, knowing every part of an organization has the power to influence its success.

4. A Leader Has a Vision

Leaders have a vision to create positive change. They’re interested in taking risks that could result in better outcomes. They encourage out-of-the-box thinking to drive innovation and differentiate a group from the status quo.

According to a study of 300,000 leaders reported by “Inc.,” some of the top 10 traits that characterized successful leaders included:

Analyzes issues and solves problems
Displays a strategic perspective
Innovates

Leaders empower others to adopt an entrepreneurial spirit and go beyond their basic job description. Leaders don’t limit others. They encourage their team members to contribute to a grand vision, by going beyond what’s expected of them.

Leaders don’t restrict themselves to benchmarks. They strive to exceed expectations and embrace new ways of thinking and doing things to go beyond and achieve exceptional results.

Want to Hire Effective Leaders for Your Company?

Whether you’re looking to hire someone in a leadership position like the C-suite or management, or you want to hire talent across all levels that displays leadership qualities, it’s helpful to know what to look for. Talent acquisition solutions from AccruePartners help you find professionals with the talent and leadership qualities your business is looking for. Contact us for a consultation.

The Most In-Demand Skills Employers Are Looking for Today

Thu, 09 Sep 2021 11:17:00 GMT

For candidates who are looking for a job , they may be wondering what types of skills would be beneficial to cultivate and list on a resume or LinkedIn page. We work with companies in a variety of industries, including accounting, finance, information technology, marketing, digital, creative, human resources, and corporate support. While these verticals differ in some ways, there are certain skills that employers across diverse industries are looking for, like the following.

1. Technical Skills

Ease of use with technology is the most in-demand skill across industries today. In July 2021, Indeed posted a list of the 20 most in-demand skills the site is seeing in job postings. Technical skills dominated workforce postings, with examples including:

Cloud computing
Artificial intelligence
Mobile app development
Video production
Audio production
UX design
Blockchain

Even if you don’t directly work in information technology , familiarity and competency with software and connected systems can help you in a variety of roles.

For example, “Forbes” reported the percentage of workers permanently working from home is expected to double in 2021. By 2025, an estimated 70% of workers are expected to work from home at least 5 days per month.

For professionals who use computers or who currently work in offices, comfort with online project management and video conferencing tools can help candidates stand out as more companies adopt remote work.

If you’re interested in upskilling or reskilling, [NE1] consider learning a technology-focused skill. There are online bootcamps and free courses on sites like Coursera where you can master a new skill, get a certificate, and use it to enhance your profile as a candidate.

2. Digital Marketing Skills

Digital marketing skills help professionals beyond those in marketing, digital and creative jobs . These days, employees represent their companies online via social media channels like LinkedIn. Companies recognize the value in employee advocacy, which translates to the digital landscape.

Indeed listed search engine optimization and search engine marketing, as well as digital journalism, in its top 20 in-demand skills list. Digital marketing skills like social media are especially helpful for those who work in sales. A survey by Aberdeen Group found 73% of salespeople who used social selling as part of their sales strategy outperformed their sales peers and beat their quota 23% more often.

Social media is also an essential form of customer service and public relations. Companies that want to hire employees to be brand advocates for their business and represent them positively online may be looking for digital marketing skills like blogging and social media.

3. Business Skills

General business knowledge is helpful for employees in a variety of positions. Business skills help a professional align the work they’re doing with how it affects business outcomes for a company.

Sales leadership, people management and persuasion were also listed in Indeed’s recent in-demand skills list. Those skills are used in sales and within operations, as well as in client meetings and customer interactions.

Other in-demand skills related to business operations include:

Strategic thinking
Data analysis
Finance

Since business skills apply to any company, it makes sense the National Center for Education Statistics reports business degrees were the most popular master’s degree field of study in 2018-2019, with 24% of graduate students studying for business degrees like MBAs. If you want to sharpen your business skills, check out sites like EdX , which offers free courses on business topics like negotiation and management.

4. Soft Skills

Finally, soft skills that facilitate teamwork are also in-demand across industries. Indeed and a report on LinkedIn list the following in their most in-demand skills of 2021.

Problem solving
Critical thinking
Innovation
Active listening
Communication
Creativity
Collaboration
Adaptability
Time management

Unless a professional works completely independently, they’re going to have to work with other employees and will need to collaborate effectively. Professionals who have effective communication skills, who are emotionally intelligent and who inspire and motivate their coworkers will continue to be in high demand. Research has shown leaders with soft skills can increase their team’s performance by 30%.

Matching Employers with Skilled Employees

Whether you’re a skilled employee looking for the right employer fit, or you’re an employer looking for talent that has skills like these, AccruePartners can help. Our talent acquisition platform ensures the best candidates find jobs that need their talent. View our jobs board for candidates or contact us for staffing solutions .

How to Create a Successful Career Development Plan

Thu, 19 Aug 2021 11:52:00 GMT

A career development plan is a roadmap for your employees on how they can navigate their careers with your company and develop the necessary skills to advance. Today’s professionals want their employers to support their career journeys. According to a July 2021 poll by Monster, 49% of workers expect their employers to play a part in their career growth . But 80% of employees don’t think their employers offer growth opportunities.

Career development plans can help you retain your top talent and attract better candidates to your workforce. Here’s why you should use them and how to create them for your employees.

First: What Is a Career Development Plan?

A career development plan is a plan in writing that lists an employee’s short- and long-term career goals while they’re working for your company. The plan includes steps for the employee to take to meet each goal, which might include:

Training to complete
Certifications/credentials to obtain
Duties to successfully tackle
Supervisors/trainers to work with and learn from

You and the employee should work on the career development plan together. That way, the employee can give input on the path they’d like to take and how they can apply their strengths at each step.

Strengths-based development results in a 9% to 15% increase in engaged employees and a 14% to 29% increased profit for companies, according to Gallup research. Encourage your employee to think about how to use their strengths along their journey.

Benefits of a Career Development Plan

There are many benefits of career development plans, both for employees and for you, the employer. These include:

Career development creates a strong pipeline of talent . That can lead to more internal promotion and less costs for recruiting and hiring. Knowing exactly where your employees stand on their roadmaps, you can optimize how you grow your business and develop employees accordingly.
Career development plans keep employees engaged. They have goals to focus on and steps to get there. A career development plan can instill confidence in workers who may have been unsure about their journeys.
Career plans enable employers to focus on strengths-based development.
Career development plans provide employees with actions to take to address weaknesses, through learning and training.
Employee development plans enable your business to easily identify the talent that’s available and any talent gaps there are, which leads to more strategic hiring.

Now that you know what a career development plan is and why they’re beneficial to have, let’s look at the steps to creating them.

Steps to Create Career Development Plans

Ideally, you’ll want to create a career development plan with employees early on in their careers with your company. You can mention career development plans in recruiting and hiring processes, as well, to attract candidates and keep them engaged during the interview process.

While your HR department might spearhead a career development program, it’s important to get managers involved with the execution and monitoring of career development plans. Managers account for up to 70% of variance in employee engagement . Having a manager facilitate career development with their team members shows employees their managers are invested in their development.

Use the following steps to create your plans.

1. Identify Company Goals

First, determine what the goals of the business are, so you’re able to match up employees’ talents and career goals with your business objectives. As you discuss strengths and career journeys with employees, you can plug your workers into a journey that aligns with your business growth plan.

2. Determine Learning & Development Capabilities

You may decide to assign a budget to employee career development plans, which includes covering costs for college classes, online learning, conferences, etc.

Employee career development strategy should include a plan for how employees will get the training, certifications, and credentials they need. Your business will need to decide whether you’ll support learning on the job or have employees learn on their own time.

Depending on what employees say they want to learn, you might discover commonalities that would benefit from bringing informal trainers or having someone on your team develop larger training sessions at your business. Have someone on your team manage learning and development requests, so you can optimize what you provide to employees.

3. See Where Employees Are

Before you create a career development plan with an employee, identify their current readiness, skills, and training. Employees may not be aware of how their current talent can lead to a specific type of role. Train managers so they’re able to provide helpful suggestions for career development based on the strengths of employees.

Once you establish short- and long-term goals for the employee, you might think about other workers who are suitable mentors or trainers for the employee to support them on their journey. Managers should also think about projects or teams they can assign an employee to based on their goals.

4. Map Out a Journey

Once you’ve identified where an employee is and where they want to go, write out the steps they need to take to get there. Identify how each step’s success will be measured and deadlines for each step.

A career development plan should include details for short-term career goals and objectives spanning 1 to 5 years. It can also include long-term career goals and objectives that can be updated along the way.

Make sure the journey is realistic, is achievable, and lines up with the employee’s talents and skillset. Career development plan steps will include:

Positions to secure along the way
Skills needed for each position
Certifications and credentials required to obtain a new position
Goals to achieve before moving on to a new position (the number of sales to close in a year for a salesperson who wants to reach management level, for example)

Once the plan is created, establish regular check-in times so a manager and the employee can evaluate progress and address accomplishments and roadblocks.

5. Make Plans Adaptable

Career development plans shouldn’t be set in stone. Your employees’ career goals may change over time, as they complete the steps to further points in the journey.

Always check in with employees about how they feel their progress is going and if they’d like to make any updates to their plans. Managers should communicate changes to whoever’s in charge of overall employee career development, so the program can identify new goals, evolving talent, and any gaps or hiring needs that should be planned for.

Create Career Development Plans to Increase Retention

Career development plans are a smart business strategy. If your business is new to having them, consult with your HR staff about what they’d recommend. Career development templates can be optimized based on industry, the size of your staff, and your business objectives.

As you implement career development plans, get input from managers and employees about how the plans are working to support employee engagement. Measure metrics like retention and employee satisfaction to determine the effectiveness of your program.

When employees do leave your company, gather feedback about their career development plan and any improvements they’d suggest for your program. In the recruiting process , you can highlight career development plans as a value-add for your business. Contact AccruePartners for insights on how to position your career development plan strategy during hiring.

How to Achieve the 4 E’s in Your Current or Future Job

Thu, 19 Aug 2021 11:31:00 GMT

Job burnout can seriously impact your quality of life. You might spend 40 hours or more a week at work. If you’re dissatisfied with your job, it could affect your physical health, your relationships, and your self-esteem.

According to the Mayo Clinic, job burnout can lead to :

Alcohol or substance abuse
Anger or irritability
Compromised immunity
Fatigue
Heart disease
High blood pressure
Insomnia
Sadness
Stress
Type 2 diabetes

Rarely is any job perfect, but there are ways to gain more satisfaction out of where you work and what you do.

It may help to remember the four E’s at work: energy, excitement, enjoyment, and engagement. By focusing on achieving those qualities in your job, you can get more fulfillment out of your work and achieve an improved quality of life. Here are some tips to cultivate each one in your professional life.

1. Energy

Energy at work is important because it helps you focus on the task at hand. You need energy to positively contribute in meetings, effectively collaborate with team members, avoid making mistakes and be more productive and efficient in your work.

Typically, people feel more or less energized at certain times of the day. One person might be a night owl and feel most energetic at nighttime. An early riser may be more productive early in the morning. If you know you tend to have more energy at a certain time of your workday, try to accomplish your most difficult tasks then.

One practice you might try is to “eat your frog.” This productivity method recommends identifying your most difficult task for the day and complete it first. That way, you won’t procrastinate and put it off, and risk doing a poor job at it or not accomplish it at all. You’ll also have less intense tasks for the rest of your day, which may be easier to check off your list.

If you do your best work later in the day or at night, see if you’re able to take on a deadline-based schedule with flexible work hours. Instead of working an 8-to-5 work schedule, maybe your employer would be open to letting you work whenever you want, as long as you meet your deadlines. Then, you can work when you’re more energized.

If you do work typical work hours, be aware of the “afternoon slump.” It’s common for people to feel a dip in energy around 1-3 p.m. in a typical workday.

To avoid a slump in energy , make sure you:

Eat healthy, whole foods and unprocessed lunches focused on satiating protein, fruits, and veggies. If you do eat carbs, make sure they’re complex carbs, to avoid a blood sugar spike .
Exercise regularly. Aim for at least two strength-training sessions a week and at least three days a week of aerobic exercise for 30 minutes or longer.
Create a regular sleep schedule of at least 7 to 8 hours of sleep a night.

If you do feel less energy in the afternoon, try to do your more difficult tasks in the morning. Avoid scheduling afternoon meetings. Get up and walk around for a few minutes to get energized.

2. Excitement

Boredom in the workplace is costly to employers and individuals. A study published in “Issues in Mental Health Nursing” found boredom can lead to errors , decreased productivity, and a lack of focus on the job. If you’re not excited to be at work, your quality of work can suffer.

There are lots of ways to make work more exciting, even when you’re tasked with doing similar things each day. Consider these ideas.

Ask your supervisor for more responsibility. Volunteer to take on extra tasks or train on a new skill.
Sign up for learning and development opportunities . They give you something new to tackle and can help you advance your career.
Embrace problems and challenges. Look for ways to improve business operations. Suggest ideas. Offer to spearhead committees or work initiatives.
Participate in work activities. Maybe your company offers lunch and learn programs or is hosting a happy hour where you can get to know your coworkers more.
Look for conference and travel opportunities. Talk to your manager about attending industry events on behalf of your company.
Organize team bonding events. Partner with a local charity or food bank to give back to your community. Write up a summary of the event your company can share on social media.

Refuse to be limited by your job description. An entrepreneurial mindset , one that motivates you to go above and beyond in your role, can lead to more excitement in your job and more leadership practice. Contribute ideas and suggestions in your role, in meetings, and to your manager. Take on new responsibilities so you’re continually growing on the job.

3. Enjoyment

It’s true, typically one of the main functions of a job is to provide a paycheck. But since your work impacts so many other areas of your life, it’s much more rewarding when you enjoy what you do.

You’re also more likely to produce better work when you get enjoyment out of your job. Gallup research has found:

When employees know and use their strengths , they perform better, are more engaged, and are less likely to leave their employer.
People who use their strengths every day are three times more likely to report having an excellent quality of life .
People who frequently use their natural abilities and talents report better health and are less likely to report high cholesterol or hypertension.

If you’re not enjoying your work responsibilities, ask your manager to chat. Tell your supervisor you’re interested in creating a career map, where you can develop your skills to move into a more enjoyable role in the future.

Talk about what you view your strengths as and how you see those contributing to the company. Maybe there’s an opportunity for a whole new role to be created for you, or for you to shadow someone else to learn skills that can help you move into a new position.

If you’re stuck working in a role or doing certain duties at the moment, try to identify the positive things about your current job. Research has consistently linked gratitude with greater levels of happiness. Start by thinking about what about your job you’re grateful for – maybe just being employed is something to be thankful for at the moment.

When things get you down at work, return to your list of positive things about your job. Look for opportunities to make you appreciate your job more, whether it’s asking for a work-from-home day every week or the ability to connect with a mentor at work

4. Engagement

Engagement, according to Gallup , is a measure of how committed to, involved in, and enthusiastic about a workplace an employee is.

If you’re engaged at work, you’re willing to go above and beyond your required duties. You might volunteer to stay late to work on a project or add some extra helpful slides to a presentation.

Engagement is speaking highly about your workplace to your friends and family. It’s encouraging others to apply for your company when there’s an open position.

Gallup found the biggest variant in employee engagement is a manager or team leader, who accounts for up to 70% of the variance. If you’re not feeling engaged at work, identify the cause. Start with your manager. Is there some way to improve that relationship?

You might request a weekly or bi-weekly check-in, where you can talk with your manager about how work is going, what successes you’ve had and any roadblocks you’re facing. If your manager is toxic, you might consider talking with a different manager or human resources to see if you can get reassigned.

Other factors that affect employee engagement include:

Your sense of purpose at work
Your development
Whether or not you use your strengths

See a pattern? Engagement is directly related to what influences excitement, enjoyment, and energy at work. At your job, try to:

Find opportunities to use your talents
Embrace learning and development
Continuously train on new skills so you can grow

If you’re looking for a new job, ask a hiring manager about their employee engagement initiatives. Employee engagement is a big part of job satisfaction, so it’s best when companies focus on improving it for employees.

Incorporate the 4 E’s in Your Career Goals

When you feel energy, excitement, enjoyment, and engagement from your job, you can achieve a better work-life balance and improve your overall health. Try to have a conversation about these elements as early as possible in your job, including in your initial interviews. You deserve to feel these at work, so ask an interviewer what kind of support they provide the team.

If you’re in a job and you’re struggling with one or all of these areas, talk with your manager to identify ways your duties and role can be improved upon. Using gratitude, try to focus on the positives while you’re at work. Consider looking elsewhere if you’re not fulfilled. Find your next career opportunity from AccruePartners now .

AccruePartners Lands On Charlotte’s Largest Women-Owned Companies List

Thu, 05 Aug 2021 12:14:00 GMT

AccruePartners is delighted to be recognized once again as one of Charlotte’s Largest Women-Owned Companies in 2021 by the Charlotte Business Journal. Headquartered in Charlotte with a geographic footprint reaching 41 states, our organization continues to Build People, Companies and Careers. We are thrilled to have ranked #18 on this prestigious list of market leaders in the Charlotte region.

According to Founding Partner Patty Comer, “AccruePartners has a long history in Charlotte as one of the largest women-owned businesses since our founding in 2002. Even though we’ve been in business for 19 years, this most recent year and the challenges brought on by the coronavirus, has proven our staying power and gives us much optimism about our future. As Sheryl Sandberg said, ‘You will be defined not by what you achieve, but how you survive.’”

Recovering & Growing Alongside Charlotte

Although the long-term outlook of the COVID-19 pandemic remains uncertain and unprecedented challenges continue to shape the labor market landscape, both employers and employees alike are beginning to take steps towards recovery amid what is being dubbed as the Great Rehire of 2021.

Despite the many tough challenges posed by the pandemic over the past year, the Queen City remains a great place for businesses to thrive , with plenty of COVID-ready offices, an abundance of economic benefits – and a rapidly growing population of professionals.

Recently, the Charlotte area, including Concord and Gastonia, ranked #7 among the best places in America for people to find a job according to personal finance website MoneyGeek . And in May, the Queen City ranked No. 30 on a list of best locations to start a career after college. To make that list, the personal finance website WalletHub said it examined job and quality-of-life opportunities, McClatchy News reported.

As the economy continues to recover and growth in the Charlotte region accelerates, companies are looking to hire quickly to meet the strategic business goals.

The team at AccruePartners is experienced in searching and hiring qualified top talent for any organization looking to grow. As Charlotte’s largest independent & women-owned talent solutions provider, we are committed to building people, companies & careers. With certified subject matter experts in Accounting & Finance, Information Technology, Marketing, Digital & Creative, Human Resources, Financial Services, and Corporate Support, our process results in a precise match for client companies and a shortened learning curve for candidates.

Learn more about AccruePartners’ award-winning recruitment services or get in contact with one of our subject matter experts and start hiring for your team today.

Your Talent is the Consumer of Your Brand

Thu, 05 Aug 2021 12:07:00 GMT

“The customer is always right.” As consumers, we often feel prioritized. Without customers buying products and services, businesses can’t survive. Without a committed and engaged workforce, organizations can struggle to deliver to its customers. However, consumers and job candidates are often treated very differently by organizations.

Following a year that redefined how we work, socialize, and engage with our community, companies that take the right approach to treating candidates and employees like consumers significantly increase their chances of finding the top talent for their organization and retaining them.

Candidates and Employees are Consumers – They Have Choices

As the shortage of skilled workers continues to grow along with the already cutthroat competition for top talent, the power dynamic between companies and their people has shifted decidedly from employer to employee. Employees expect their needs to be met at work.

People looking for jobs not only have more choices, but they also possess more information about companies, making them much more discriminating when choosing potential employers. Just as online shopping has changed the way people purchase merchandise, the internet has given job seekers easy access to detailed information about companies through sources such as online reviews, best workplace lists, and social media such as LinkedIn (2) .

As Dr. Peter Cappelli of the Wharton School of Business once noted, “employees today are consumers of work – and like all consumers, they have a choice.”

Re-Define the Recruitment Process

The combination of candidate and consumer preferences has created a new type of worker, best described as a “TalentSumer.” Candidates want to be made a priority during the process. How you treat them before they’re hired reflects what you’d be like as an employer. A poor candidate experience can spread quickly among professional networks and hurt your chances of engaging talent at all. Much like the customer experience concept in marketing, the recruitment process can be split up into three stages: the awareness stage, the consideration stage and the decision-making stage.

Reaching the Right Candidate

Organizations must promote the value they offer and articulate a “why buy” message in new ways that attract employees who are shopping for jobs. Every organization should have a unique Employee Value Proposition (EVP) to demonstrate to prospective employees what they can expect and look forward to once they are hired.

Your job posts should include compelling messaging that excites potential employees about the opportunity and company. The information you distribute is relevant for your target audience and choosing your recruitment channels wisely, picking multiple that lead to the platforms (like job boards, social media, and communities) where your target audience is present. On average, candidates have encountered 10 or more online touch points before they apply for a job. Touchpoints being moments a potential candidate is confronted with your company.

Consideration Stage

Keep the process simple. Just as your company wants to make it easy for a customer to have a good buying experience, simplifying the application process goes a long way to favorably impact candidate perception of your hiring process. An interview process is an opportunity for candidates to experience what it will be like to be a part of your business. Creating a positive image by greeting candidates with a smile, encouraging their questions and promoting career opportunities can be the difference between an accepted and a rejected job offer

It’s also important be transparent about the entire application and hiring process. One of the most common factors contributing to a negative candidate experience is lack of communication. 60% of job hunters will look at alternative options if they are left waiting too long to hear back about the next stage of the recruitment process. Companies make it a practice to respond to customers in a timely manner and should be communicating just as consistently with job seekers to prevent quality candidates from slipping away.

Decision Stage

Feedback is another important component of the recruitment and hiring process with candidates. According to the Human Capital Institute, “Ninety-four percent of job seekers want interview feedback, and job seekers are four times more likely to consider a company for a future opportunity when they receive constructive feedback.” On the flip side, provide opportunities for candidates to provide feedback to utilize as you continue to improve your recruitment and hiring process to give your company a competitive edge for attracting top talent.

Candidates who have a great overall experience throughout a company’s recruitment process are more likely to apply again, refer others, and buy products and/or services. Therefore, the candidate experience has an impact well beyond Human Resources, directly influencing company brand and profitability. Do you attract the best talent by delivering an exceptional recruitment experience with the “TalentSumer” mindset? Get connected with our team of subject matter experts to start improving your hiring strategies today.

5 Questions to Ask a Potential Employer

Wed, 04 Aug 2021 12:30:00 GMT

The year 2021 has been labeled as the “Great Resignation,” as millions of workers are quitting their jobs with the goal of finding a better work-life balance with employers. According to NPR, a record 4 million people quit their jobs in April 2021. One major reason why is when the company culture doesn’t align with employee values.

For candidates who are searching for positions, the job interview process is just as much about vetting a company as it is about a company vetting a candidate. Employers are having a tough time finding quality employees today. According to “The Wall Street Journal,” there were more job openings in the U.S. this spring than pre-pandemic, especially in fields like construction, manufacturing and hospitality.

To find an ideal employer fit, employees can ask the following five questions during the interview process. The answers to these will reveal whether or not the culture is a fit and can save candidates time in finding a quality employer.

1. What Are Your Values & Mission?

Mission and values matter to employees today, especially Millennials and younger generations of workers. CNBC reported 86% of Millennials would take a pay cut to work at a company whose values and mission-aligned with theirs.

Values and mission influence everything from leadership and management styles, to how an employer contributes to the community. Candidates can ask an employer how company values affect product or service development, relationships within the company and community involvement.

2. What Benefits Do You Offer?

Company culture includes how an employer supports employees. You may spend 40 hours or more working for an employer every week. Since that’s such a large time commitment in your life, ask about benefits and programs like:

Health insurance
Paid time off
Learning and development opportunities
Wellness programs
Flexible work schedules
Remote work capabilities
Team-building activities
Tuition reimbursement
401(k) and employer match

Benefits matter because they affect your budget and actual salary value. Consider that working for an employer that doesn’t provide health insurance or paid time off means you’ll have to cover those expenses on your own. You may be more willing to accept a lower salary offer when you can work from home and eliminate your commute.

Think about what you want from an employer to find the best benefits match.

3. How Do You Support Work-Life Balance?

Work has a major impact on overall well-being. According to the American Institute of Stress, workplace stress can contribute to physical ailments like headaches, neck pain, back pain, and mental health issues like anxiety and depression.

Benefits factor into work-life balance, and so does flexibility. Pay attention to how an employer answers a question about work-life balance to reveal insights like:

Remote work options
Flexible work hours
Mental health and physical health support programs
Childcare support/parental leave

The most successful employers know that a supported workforce is more productive. According to HR Dive, workers who report work-life balance are more productive, twice as happy and show greater loyalty to employers compared to those who struggle to find work-life balance. Understand how potential employers will support your well-being.

4. How Would You Describe Your Work Environment?

Whether an employer requires staff in the office or has gone all-virtual, work environments greatly influence productivity. Ask about work characteristics like:

Collaboration styles, including how meetings are conducted and what project management tools are used
What typical manager-employee interactions are like (how frequent, open-door policy, etc.)
Office plans and desk set-ups

Depending on your preferred work style, you may seek out one type of work environment over another. Work environments affect your employee engagement, which affects work quality. According to Gallup, highly engaged businesses see a 17% increase in productivity and a 41% decrease in absenteeism.

If you know you do your best work autonomously in a quiet environment, a workforce that requires lots of meetings and collaboration in an open office may not suit you. If you want a close relationship with a manager and open communication, you’ll want a work environment that encourages open-door policies.

Think about what you want out of the work environment to match up to the best employer.

5. How Would You Describe Your Retention Efforts?

This question gets straight to the point: what does this employer do to keep its employees? Ask this to reveal insights like:

Professional growth opportunities and how an employer supports employees long-term in their professional journeys
What an employer prioritizes to keep employees happy
How long the average employee works for a company
Why employees with the longest tenure have stayed at that company
How a company approaches staying competitive in their industry
Why retention matters to a company

Employers should prioritize retention since turnover is costly, requiring around 33% of an employee’s annual salary to replace that employee, according to Employee Benefit News. Turnover also impacts employee morale, innovation, productivity and profits.

Learning the answer to how a company would describe its retention efforts shows candidates just how invested an employer is in its employees. Retention efforts help instill a culture of trust and demonstrate an employer cares about employees long-term.

Vet the Employer During an Interview

Candidates who make it to the interview process are empowered to interview a company, just as the employer is interviewing them. Learning about a company’s culture during the interview process can help candidates determine whether or not the employer is the right fit. Finding an employer match can lead to increased career satisfaction, better work-life balance and improved overall well-being.

It can help to apply with an employer partner like AccruePartners when you’re looking for a job. We make the perfect match for candidates with the best opportunities. Learn more about career opportunities from our partners.

How to Keep Your Employees Happy at the End of the Pandemic

Tue, 03 Aug 2021 12:58:00 GMT

Despite all the uncertainty the COVID-19 pandemic brought, Americans are becoming clearer on what they want from work. In April 2021, a record 4 million people quit their jobs . In May 2021, the U.S. Bureau of Labor Statistics reports 3.6 million people resigned , as well.

As we’re emerging from the pandemic, employers are finding workers want more flexibility and work-life balance from their professions . In order to retain your key talent and keep employees happy, businesses must adapt to changing worker needs and meet those demands. Here’s what to keep in mind.

1. Create an Atmosphere of Trust

In a world of instability, trust in the workplace can instill confidence in your employees and enable them to produce better results. As SHRM reported regarding a survey of 1,202 U.S. working-age adults, when workers trust their leaders :

33% said they’d stay longer with an employer.
23% said they’d offer more solutions and ideas.
21% said they’d be willing to work longer hours.

Trust in an employer can help employees feel stable and valued. A sense of trust can deter workers from looking elsewhere for employment. They may feel more motivated to contribute, knowing their employer has their best interests in mind.

How can you create an atmosphere of trust? Strive to:

Be transparent. Share news with employees when it’s available. If you can’t divulge all the details about developments that are happening, be honest with employees about what you’re able to share and what to expect.
Support professional growth. Today’s workers value learning and development opportunities. According to a survey of 2,000 employees by BetterBuys , 92% of employees said having access to professional development was important or very important. Employees with professional development opportunities are 15% more engaged and have 34% higher retention. Show employees you care by offering relevant training.
Abide by values. Missions matter in today’s workplaces. According to Glassdoor’s Mission & Culture Survey , 77% of adults evaluate a workplace’s culture before applying there, while 79% consider mission and purpose before applying. Promote your mission and values in every action your leadership takes.

Open communication, honesty and relationship-building all contribute to an atmosphere of trust, as well. From the top-down, hire leaders and managers who show employees they can be trusted and who trust in their employees.

2. Provide Flexible Work Options

Companies that could offer remote work did so during the pandemic and the trend is likely to continue in the future, even as we emerge. According to a McKinsey & Company survey in August 2020, executives planned to reduce office space by 30%.

Remote work is here to stay. Upwork’s 2020 Future Workforce Pulse Report , a survey of 1,000 U.S. hiring managers, found that by 2025 the number of remote workers will increase 87% from pre-pandemic levels to reach 36.2 million Americans. Already, an estimated 26.7% of the American workforce is working remotely.

To keep employees happy, employers should consider offering:

Choice of work environment: If it’s feasible, let workers decide whether they want to come into the office or work from home, or a hybrid of the two.
Flexible hours: Remote work enables 24/7 productivity. Employers should consider ditching mandatory 9-5 office hours and agree that as long as deadlines are met, it doesn’t matter when the work is completed. A 2020 survey by Airtasker found remote workers averaged 1.4 more monthly days of work productivity compared to in-office employees, which benefits you.
General PTO: Instead of bucketing paid time off into “sick days” and “personal days,” employers can offer a specific number of days for paid time off, whatever the reason. According to a 2021 report by Mental Health America, mental illness among adults has been increasing since 2017, when 19% of adults experienced a mental illness. The number of people screening for depression and anxiety has “skyrocketed” in the past year. Employers must provide flexibility when it comes to time off for mental health or to allow employees time to deal with any personal issues they are facing.

If you’re wondering what exactly to offer for your business, survey your employees. Each workforce is unique, so ask your employees what they want so you can meet their needs.

3. Support Work-Life Balance

With the high rate of employee turnover today, workplaces must offer more than just a job. Employers need to support work-life balance and contribute to overall employee well-being.

Gartner’s “2020 ReimagineHR Employee Survey” found businesses that support employee work-life balance see a:

23% increase in the number of workers reporting improved mental health
21% increase in the number of high performers
17% increase in the number of workers reporting improved physical health

Supporting work-life balance requires looking at employees as human beings, not just workers. Think about how you can positively contribute to your employees’ lives. You might offer benefits like:

Health insurance, including dental, eye and mental health insurance
Social events, like happy hours and team-bonding activities
401(k) accounts and employer matching
Tuition reimbursement for continued education that relates to the job
Free childcare and parental leave for working families
Lunch-and-learns
On-site exercise and yoga classes
Stress management and sleep improvement programs

Tie benefits like these back into business results by seeing how these programs affect your company’s bottom line. Again, survey employees on what they want. Then, measure how new benefits and programs impact productivity, employee retention and worker satisfaction for your business.

Invest in Employees to Stay Competitive

Today’s professionals are more discerning with what they want from a workplace since work is such a major contributor to overall well-being. In March 2021, the National Federation of Independent Business found 42% of business owners had job openings that weren’t filled, which was a record high.

To attract and retain top talent, employers must show employees that:

The workplace fosters an atmosphere of trust.
The business offers flexible working arrangements when possible.
The business supports work-life balance with valuable benefits and programs.

If you’re a business owner interested in finding talent for your workplace, contact AccruePartners . We can help you convey your value to relevant applicants and attract quality candidates.

AccruePartners Ranks Among Charlotte’s Largest Temporary Staffing Companies in 2021

Tue, 27 Jul 2021 13:03:00 GMT

AccruePartners is proud to announce that we have once again been recognized on the Charlotte Business Journal’s List of Largest Temporary Staffing Companies in 2021. With over 200 temporary consultants and 6 different lines of business served, we are pleased to be ranked 19th on this year’s list!

Over the last 19 years, AccruePartners has grown into a company boasting 6 successful lines of business – we have certified subject matter experts in Accounting & Finance, Information Technology, Marketing, Human Resources, Financial Services, and Corporate Support. In addition to our unparalleled quality of service and recruiting expertise, we believe that our company’s roots and culture set us apart from other talent solutions providers.

As the U.S. job market is roaring back with the combination of “The Great Rehire” and “The Year of Resignations” AccruePartners is highly equipped to handle this once-in-a-lifetime opportunity. Our proactive ‘always be recruiting’ methodologies provide our clients with unique access to strong candidates. We’re constantly investing in candidate relationships to connect you to the very best talent, regardless of when and where you need them.

AccruePartners is committed to being your team’s partner and building people, companies, and careers together. Reach out to our team here .

Redesigning Work Post-COVID

Tue, 20 Jul 2021 13:20:00 GMT

The world has experienced global disruption over the past 14 months as a result of the COVID-19 pandemic. Seemingly overnight, a day in the office has taken a massive overnight shift to a virtual work environment. How society, employers and employees think about remote/virtual work has drastically changed. Lately, many people want to work from anywhere. It’s just one of the many ways that the pandemic has changed recruiting and hiring across companies of all sizes and across all industries. Many expert’s projections of what would take place in the recruitment industry in the next 5-10 years actually materialized in the first three months of the pandemic . In a podcast by The Resilient Recruiter , Bruce Morton, author of Redesigning the Way Work Works , says that we “have lived through the biggest social experiment of all time when it comes to work”. The pandemic has given us a chance to shift our mindset and to reinvent work to better reflect globalization and employees’ growing thirst for flexibility.

“Talent Anywhere” and Working Remotely

The pandemic taught companies that remote work can be highly effective. Morton talks about the idea of talent being located anywhere and how remote work now allows recruiters to search for skilled talent regardless of where they are located. According to Morton, in order to be successful, recruiters should search for the person that will have the best cultural fit with their client, no matter where they live. Morton says” we want to go find the best person or best people that have the best cultural fit for our organization. That is the number 1 criteria.”

With many companies returning to the office, there are more opportunities to experiment with innovative ways of working. Evaluating the effectiveness and efficiency of remote or on-site work gives organizations the ability to critically consider the ways to make a hybrid workplace more successful. For example, establishing and maintaining organizational culture is difficult in a virtual environment, but remote work allows employees and employers to save on commuting time and costs, which gives employees an opportunity to save money on gas and to reduce their carbon footprint.

Morton also says that if hiring managers are going to adopt the “talent anywhere” concept, they should go beyond hiring when a need arises. Instead, recruiters should build a direct relationship with candidates. Organizations tend to treat people like applicants, then like candidates, and then employees. The way Morton describes it, recruiting firms and hiring managers should treat talent like consumers.

Working Beyond the Walls of the Office

A shift from company loyalty to trade/career loyalty is happening. Companies are usually faced with the question of,“is this task for an employee or for a contractor?” This one-track mind limits the opportunities that are around us. Companies should instead practice deconstructing a project by asking, “what elements do we need?”, “how long it will take?”, and “how much will it cost?” “As organizations stop being so precious about how they’re getting work done, it’s literally opening up the world of possibilities,” said Morton.

AccruePartners is Redesigning the Workplace

At AccruePartners, we think and run different than other talent solutions providers. Our recruiters are comprehensively trained and adhere to the AccruePartners Business Systems (ABS) 15-step recruiting process , and they are armed with the tools needed to perform their roles no matter where they may be geographically. Our employees span coast-to-coast, with a number of positions being performed 100% remotely. Local employees have the option to either work from home or in the office, or a hybrid blend of both. Once hired, employees are immersed in our technology ecosystem, a comprehensive cloud-based environment. This hybrid approach has allowed us to recruit and hire top tier talent regardless of where they may live. Further, employee satisfaction is increased because the time they spend together in the office is more focused and fulfilling.

About ABS

The ABS is built on the foundation of our beliefs, system and core values. This in-depth process allows us to build and maintain a relationship with both candidates and clients from the first point of contact to post-placement. We are committed to delivering meaningful experiences that exceed expectations, impact lives and influence tomorrow’s solutions. We strive to cultivate purposeful and deliberate internal and external relationships. We believe that candidates become clients and clients become candidates. This value system elevates our team in the competitive markets we serve–making us attractive for companies who wish to partner with a total workforce solutions provider for staffing, search, and project solutions.

About AccruePartners While the workplace and its norms are changing, the ability to lean on a trusted staffing solutions provider like AccruePartners is a critical strategic business move. Our process is flexible and adaptable to meet any staffing requirement – locally or nationally – and has earned our reputation as an industry leader in contract and temporary staffing for mid-large Fortune 500 companies. AccruePartners delivers more than just talented professionals, we deliver top talent to support your organization in reaching their goals. Work with us today to build people, companies and careers.

Flexible Staffing to Meet the Needs of Finance & Accounting Teams

Tue, 22 Jun 2021 13:41:00 GMT

Automation in Finance & Accounting

It is estimated that 40% of finance activities such as general accounting operations, cash disbursement, revenue management, tax, reporting, financial planning, analysis, etc. are now fully automated. The pandemic thrust digital transformation onto many organizations and F&A functions are not immune to the impacts. As financial services become increasingly automated, CFOs need staff with technological expertise to take them into the future of finance and accounting.

The Changing Talent Needs of CFOs

Organizations need F&A professionals who have savvy computer skills, the ability to operate business intelligence software, data analytics, and forecasting. They are looking for individuals with management skills that can be used to develop internal and external business relations, and business development skills to identify new areas of profitability.

CFOs recognize that a flexible staffing model is essential to business continuity during changing economic conditions. Even when budgets are limited, companies must push forward and bridge skills gaps to meet long-term goals as well as meet routine, essential needs.

Employing a mix of full-time, temporary, and project staff enables organizations to keep costs low and scale teams as needed. Contract workers provide access to specialized skills for high-priority projects and can alleviate the burden on core staff during busy times, such as end-of-year accounting.

Meeting the Needs of Finance & Accounting Teams with Flexible Talent Services

Identifying dedicated, qualified talent for your team isn’t an easy feat. Recruiting takes time, close attention, and significant resources. A total talent solutions partner that goes above and beyond to match top talent with your opportunities. Hiring through a firm to identify and entice finance & accounting talent, and then negotiate terms, can reduce a huge amount of time and costs to an organization, and due to the extensive resources an agency has available, it produces extremely effective results.

The Benefits of Flexible Staffing & Search Services

Hire better candidates faster. Partnering with a talent solutions firm reduces the time and internal resources needed to hire, resulting in shorter vacancy fill times and an increase in the efficiency of the organization. A firm takes care of the administrative steps in the hiring process and ensures that you are only presented with top candidates that are qualified and vetted to match your qualifications within 24-48 hours.
Expand your candidate pool. Tap into a firm’s broad technology ecosystems to position job vacancy posts where they will be best received by active candidates – invaluable knowledge accessible only by working in the recruitment sector. They have access to best talent available, both actively and passively seeking employment. Our subject matter experts can help connect you to the right people.
Critical cost savings as your workforce scales. An agency’s subject matter experts will help you reduce costs on over the short-term and long-term while providing top candidates to hire. While there are fees and costs associated with using a firm, leaning into their expertise helps organizations like yours, meet both long-term and short-term goals.

AccruePartners’ Finance & Accounting Talent Solution Services

It’s where we began in the Executive Search & Staffing industry and has been the foundation of our earned acclaim in Charlotte and nationwide. Our Recruiters are all subject matter experts within the Accounting & Finance field and we pride ourselves on getting to truly know our candidates, so that we can learn their compelling story and make the best career match!

If you’re looking to hire top finance and accounting professionals or simply need help figuring our your next hiring move, contact AccruePartners’ team of subject matter experts today .

Are you looking for work? View our available jobs and opportunities here .

The Charlotte IT Talent Market

Tue, 22 Jun 2021 13:34:00 GMT

Today’s Charlotte IT Talent Market

Over the last decade, the tech talent pool has nearly doubled and Charlotte was the #3 fastest tech talent hub in CBRE’s 2020 Scoring Tech Talent report . In fact, recent data from the Charlotte Regional Business Alliance shows the demand for tech jobs in Charlotte has increased 17% in the last few months.

The Charlotte region has seen substantial growth since 2010 in its tech talent pool and tech-centric companies are noticing as many organizations are settling in the area. North Carolina boasts the 11th-highest concentration of Fortune 1000 companies in the U.S., with 32 headquartered in the state. According to Cushman & Wakefield, projected job growth in Charlotte is expected to exceed growth in gateway markets through 2030, and the Metro’s low cost of living, driven by slower home price growth, will continue to attract new residents in the coming decade.

The Pulse on Tech Talent in Charlotte

Across all industries, IT professionals are steadily increasing in demand. Businesses are prioritizing innovation and efficiency with technology integrations and robust automation. In the Charlotte metro, jobs posted climbed almost 43% year-over-year to 11,713 according to data from NC Tech.

Across the Charlotte region and all industries, the most in-demand tech talent as of May 2021 includes: Software Developers, Network + Computer Systems Administrators, Project Managers, Computer Systems Engineers/Architects, IT Security Analysts, and Computer Systems Analysts. With over 36,947 open jobs in the talent sector alone, the job market in North Carolina remains positive for both new and experienced tech talent.

Top Tech Talent For Your Organization

In a tight candidate-driven labor market, finding top tech presents unique opportunities and challenges for organizations. Today’s top tech talent understands the importance of networking to find the best opportunities and are more active in social networking communities where such tech-centric conversations take place. Organizations with an established foothold in such networks will have an advantage when hiring.

At AccruePartners, our sourcing strategies include placements for local, remote, commuter and relocation talent. We’re able to expand on the traditional process because we’re equipped with a robust network of vetted talent, and an intense sourcing and screening process that allows us the ability to find highly sought-after resources. Our national reach and our proven proprietary process ensures success with every placement.

A Top Tech Recruitment Partner

Top tech talent is a vital component to the success of any organization. Recently recognized by Clutch as one of 2020’s Top Tech Recruiting Firms across the country, AccruePartners’ industry experts are prepared to support your organization. As a leader in talent solutions, AccruePartners is trusted by local and national organizations alike, from mid to large Fortune 500. With our ability to maintain long-lasting relationships, tap into exclusive networks, and access hiring tools to locate exclusive top tech talent for your organization, our speed to market is unparalleled. Let us demonstrate our proven process to act fast and deliver on our promise to help you make the right hire every time.

If you’re looking to hire top tech talent or simply need help figuring our your next hiring move, contact AccruePartners’ team of subject matter experts today .

Are you looking for work? View our available jobs and opportunities here .

AccruePartners Named Forbes Best Professional Recruiting Firm for 2021

Tue, 22 Jun 2021 13:29:00 GMT

AccruePartners has been recognized as a Forbes Best Professional Recruiting Firm in 2021. Forbes, an American bi-weekly business magazine, is renowned for its lists and rankings, including the world’s top companies (Forbes Global 2000). They publish articles on finance, industry, investing and marketing topics. AccruePartners is a 19-year-old, Charlotte, NC-based recruiting firm.

After 18 months of working from home and perhaps having a little extra time and mental space to re-examine their career goals, many professionals are ready for a change. To aid in attracting and retaining this vast pool of talent, companies and organizations are looking to professional recruitment firms.

This is AccruePartners’ fifth consecutive time receiving this distinction.

About America’s Best Professional Recruiting Firms by Forbes

Forbes partnered with Statista , a market research company, to determine the annual ranking of America’s Best Professional Recruiting Firms – the top 250 professional search firms focused on placing positions with salaries of less than $100,000. To compile the list, Statista surveyed 7,200 job candidates and Human Resource Managers who had worked with recruitment agencies and over 31,000 recruiters. Respondents nominated up to 10 recruiting firms in the executive search, professional search and temporary staffing categories. More than 26,000 nominations were collected, and firms with the most recommendations ranked highest.

View the full list here .

More about AccruePartners

AccruePartners serves the Carolinas with six successful lines of business including Accounting & Finance, Information Technology, Marketing, Human Resources, Financial Services, and Corporate Support. The company is committed to building people, companies, and careers through unparalleled staffing, recruiting, and talent management solutions to support companies and candidates in the North Carolina and South Carolina communities. In addition to unparalleled quality of service and recruiting expertise, AccruePartners believes that its company’s roots and culture distinguish them from other talent solutions providers.

“We are thrilled to recognized by Forbes as a Best Professional Recruiting Firm many years in a row. It is a testament to our relationships with our clients, candidates and colleagues as a partner for talent and building careers for the long-term,” says Principal Partner, Patty Comer .

Learn more about working with AccruePartners by reaching out to our team here .

How to Successfully Manage a Hybrid Team

Tue, 22 Jun 2021 05:18:00 GMT

Managers believe that remote work will continue through 2021 and beyond. According to research presented in the Upwork Q4 Pulse Survey, over half of teams are working remotely at least part of the time and more than 2 in 5 of those teams are now fully remote. While some companies have transitioned to operating fully remote, others plan to return to work at the office in due time. However, some businesses have opted for a mix of the two working arrangements.

Managing a team with in-person and remote workers requires new skills and tools. Our guide will help you learn how to navigate and overcome the unique challenges in leading an effective hybrid team within your organization.

What is a Hybrid Team?

A hybrid team is made up of both in-office and remote workers. Gallup indicates that 59% of US workers prefer to continue working from home while the remaining 41% want to return to work as they did before the pandemic. A hybrid team is a flexible work arrangement that lets workers choose what suits them best in terms of productivity.

The Pros and Cons of Leading a Hybrid Team

Having a combination of in-office and remote team members offers plenty of advantages for leaders and teams, but like anything, it presents some challenges and drawbacks too.

Pros of Leading a Hybrid Team

Happier Employees
Giving employees flexibility with remote work means they can create the schedules that work for them and manage work with other responsibilities. Research shows that higher levels of worker autonomy lead to greater job satisfaction and a better sense of wellbeing.
Improves Employee Retention
Happy employees make loyal employees.Working remotely is one of the most desired offerings for job seekers and many are willing to take a pay cut in exchange for more flexible work options. Forbes found that organizations who offer remote flexibility improved their retention rates by 46%.
Larger Talent Pool
71% of recruiters say they struggle to fill a position because of candidate skills gaps. Removing the geographic barrier allows your organization to fill open roles with the best talent regardless of location.

Cons of Leading a Hybrid Team

Strained Social Connections
Peer relationships are important to any organization and employee’s wellbeing, and building those bonds can feel complicated when in a virtual or hybrid environment. In addition, having some employees in office and some working from home can cause an “us versus them” mentality when not appropriately managed.
Lack of Visibility
For managers, it’s tough to see and celebrate the work everyone is doing when in a hybrid environment. Employees share concerns that their potential for career advancement could be impacted due to being “out of sight and out of mind.”
Communication Breakdowns
Creating genuine connection in a hybrid environment can be challenging. Buffer found that communication and collaboration are the top struggle cited when working remotely. This can cause silos of information and fuel feelings of exclusion among employees.

How to Manage a Productive Hybrid Team

Human Resources plays an instrumental role in transitioning to enable a remote or hybrid workforce. Remote work opportunities boost employee engagement, which translates into real cost savings. According to Global Workplace Analytics, the average business can save an average of $11,000 per half-time commuter every year.

If you’re in an industry where you can enable employees to embrace a hybrid environment, there are ways to make the transition go smoothly and successfully.

Establish Clear Expectations
When you eliminate “office hours,” keep employees accountable by setting clear expectations for remote work hours and communication. As employees set their own schedules, managers should set guidelines for when employees are expected to be available for communication. That includes how long it should take to respond back to an email or phone call. Be mindful of time zones, especially when scheduling meetings for remote workers around the globe.
Keep Employees Connected & Engaged
It’s important to maintain a strong company culture, even with a remote workforce. More than 90% of employees said company culture is important for workplace productivity. Schedule team-building events to keep employees bonded in a remote workplace. Have managers regularly check in on their employees with one-on-one meetings, which may be conducted virtually. During these meetings, managers should:

Talk with the employee about any work issues or concerns.
Check-in with the employee about opportunities for development.
Ensure the employee is working toward meeting goals and expectations.

Offer Learning & Development Opportunities
“2018 Millennials at Work Report” by online course provider Udemy found 42% of respondents said learning and development was the most important quality, after salary when choosing a place to work. You’ll also want to schedule technology training for the tools you plan to use. For example, if you choose Skype as a communication tool for employee chat and video conferencing, make sure employee devices are capable of supporting it and your workforce is comfortable using it. Streamlined training and access to educational resources can go a long way in retaining the top remote talent supporting your organization.

Building a Hybrid Team

Searching for and recruiting employees remains a top challenge for HR, wherever employees are working. As companies expand to hire from a global talent pool and take advantage of the benefits of diverse and inclusive hiring, HR pros must locate and effectively attract the best talent before competitors do. To minimize risks in a remote work environment, one way to keep operations efficient is to partner with a staffing firm. Staffing firms like AccruePartners offer the ability to quickly scale specialized talent for organizations. That frees up HR to move employee onboarding online, stay compliant, and maintain high employee engagement and productivity among a remote or hybrid workforce.

As the largest, independent Talent Solutions Provider in the greater Charlotte area, the team at AccruePartners is experienced in searching and hiring qualified top talent for any organization looking to grow. Team Accrue is built of certified subject matter experts across 6 lines of business – Accounting & Finance, Information Technology, Marketing, Human Resources, Financial Services, and Corporate Support. Get in touch for a free consultation on how our talent solution services can help your business save time and money so you can continue the business projects that move you toward success. Call (704) 632-9955 or email info@accruepartners.com for information.

Reboot Your UX/UI Hiring Strategy

Tue, 22 Jun 2021 05:08:00 GMT

Know the Difference Between UX/UI Designers

UI and UX designers refer to very different aspects of the product development process and design discipline but are often (mistakenly) used interchangeably. User Experience (UX) focuses on the user experience from working with the product. The UX Designer creates an interface that allows the end user to achieve their goals. On the other hand, UI stand for User Interface, and they ensure the interface is coherent, beautiful, and understandable.

Simply put, UX design is about the experience and function, while UI design is about how the produce’s physical appearance.

Key Responsibilities of UX Designers

To conduct user research through testing sample applications, websites, and software related to design
Analyze & identify pain points from users’ / customers’ perspective and direct feedback
Develop wireframes and prototypes that solves the users’ needs in a way that provides a value-add to the company
Enhance the user experience based on usability and user tests to determine a solution’s feasibility, desirability, and viability
Push a design solution into the world that will benefit both the company and the users

Key Deliverables of UI Designer

To provide exceptional and intuitive application design alongside the UX designer
To be familiar with consumer marketing research and a granular understanding of the balance of colors, textures and interactive elements on an application and/or software
To develop UI mockups and prototypes that clearly illustrate a sites function and intention in association with a UX designer inclusive of icons, illustrations, and photo treatments
To assist in the creation of wireframes, storyboards, user and process floes, to convey interaction and design intentions effectively

While UI design and UX design involve different sets of skills, they are integral to each other’s success. UX/UI are responsible for designing and implementing all experiences a user has when interacting with a digital product.

How to Recruit a UX/UI Designer

Know your needs. Do you need an internal UX designer to supplement your team or should you outsource the project? Describe your needs and expectations, particularities of the project, and the skillsets needed to complete goals.
Find your candidate. Finding and hiring talented designers is a serious challenge for organizations without the help of additional recruiter’s expertise and assistance. We recommend partnering with a leading talent solutions partner if you’re ready to invest in your digital products to get the best quality candidates and work available in the market.
Check their portfolio. Once you have identified a candidates, analyze their portfolio. Do they have the hard and soft skills necessary to build the product that you need alongside your team? What have they created before, what challenges did they experience, etc?
Interview your candidate . Evaluate the best candidates throughout the interview process to help you make the best hiring choice. The following questions are key to understanding your candidates fit for your project:
What techniques are you skilled in?
Do you use/create wireframes?
How do utilize prototyping tin the design process?
How do you communicate with other designers and developers?

Ready to Hire a UX/UI Designer

If you’re looking to hire a UX or UI Designer or simply need help figuring our your next hiring move, contact AccruePartners’ team of subject matter experts today .

AccruePartners’ team of dedicated recruiters is devoted to seeking out the specialized talent to fit your team. From those seeking corporate in-house marketing positions to fast-paced agency roles, our candidates are tested, tried and proven with best-in-class processes geared towards supporting and successfully marketing your business.

Are you a UI or UX Designers looking for work? View our available jobs and opportunities here .

Interview Prep: Diversity & Inclusion

Mon, 21 Jun 2021 05:25:00 GMT

Now more than ever, companies are recognizing the need to enhance their diversity and inclusion practices to better reflect the diversity of their companies and customers alike. Cultural competence – the ability to understand, appreciate and interact with people from cultures or belief systems – is an important skill to have, especially to employers. As a job candidate preparing for an interview, you should be prepared to answer questions about diversity and inclusion to ensure the interviewer sees you as a good fit for the company.

Some questions you may be asked include :

What does diversity and inclusion mean to you?
Talk about a time where you advocated for diversity or inclusion in your workplace.
How would you react to a coworker being insensitive or inappropriate?
Are you able to perform the following activities, without limitations as necessary for this role?

Your prospective employer wants to know how you define diversity, why inclusion is it important to you and the world around you and how you would respond to a situation if it ever arose in the workplace.

Responding to Interview Questions about Diversity and Inclusion

Prepare Ahead of Time

Analyze your own understanding of diversity and try to think of a time you were impacted, either directly or indirectly, and how you handled it. Read about inclusion to become more informed about cultural competence. Research the organization you’re interviewing with to find out how they value diversity as part of their company culture. Typically, the company website is a great place to start.

Show Authenticity

Be genuine when talking about your enthusiasm for diversity. Discuss your personal experiences with people of different cultures or an example of a time you witnessed a lack of inclusion. Explain the value of learning from and honoring other cultures.

Provide Specific Examples

An employer will be impressed with evidence showing that you support and value diversity and inclusion. Give examples of how your diversity skills have developed through your experiences in life and in a professional environment.

What Can’t Interviewers Ask?

In the United States, some questions are illegal for interviewers to ask in order to protect you and other job applicants from discrimination. Any person going into an interview should be aware of the questions they don’t have to answer but similarly have answers ready, should such a situation arise. If you are aware of the inappropriate questions, you’ll be able to answer the legal ones with confidence.

Inappropriate topics include:

Age
Medical information
Height and weight
Race, ethnicity, or color
Gender or Sex
U.S. Equal Opportunity Employment Commission
Citizenship
Religion
Disability
Marital or family status or pregnancy
Sexual orientation

Closing Points

AccruePartners recruiters are comprehensively trained and adhere to the AccruePartners Business Systems (ABS) proprietary process. We engage our AccruePartners Business Systems to match our clients with extensively vetted candidates at both qualitative and quantitative levels. Our team consists of certified experts on the topic of diversity recruiting by AIRS and LinkedIn to help protect the rights of our clients and candidates. Many companies can do business, but HOW we do business exemplifies why we are the clear partner to help you achieve your career goals.

Click to learn more about career opportunities with AccruePartners.

The Importance of Internal Mobility and Employee Development

Tue, 01 Jun 2021 05:33:00 GMT

The Importance of Internal Mobility and Employee Development

We have seen firsthand the impact COVID-19 has had on hiring. Whether you are a candidate looking to get back to work or a manager trying to expand your team, it’s been a different process from what we are all used to. One thing has been clear though, a new normal is starting to set in a normal where interviews are virtual, teams meet over zoom, a decrease in external recruiting, and an increase in internal mobility. Some trends that we are starting to see are increased importance on internal mobility and employee growth with a decrease in external recruiting. In a LinkedIn survey , 50% of respondents said that they expected their external recruiting budget to decrease. Employee learning and development budgets however will not decrease and will likely be increased according to 66% of those surveyed.

Internal mobility is the movement of employees within an organization, it could be vertical movements to higher-level roles or horizontal moving at the same job level. Employee growth and development go hand in hand with internal mobility focused on advancing the skill sets of current employees allowing them to take on more complex responsibilities and advance their careers. According to Forbes, SHRM, Harvard Business Review, and many other organizations, internal mobility and employee development is key to the success of a company and used as a strategic tool for an organization’s continued success. Not only does it increase employee retention and satisfaction it also serves to reduce turnover in a faster and more cost-effective hiring process.

Types of Employee Development

There are many different ways for a company to help their employees grow and develop. Whether it be cross-training employees, having mentoring programs, individual progression plans, sponsoring training programs and certifications, providing stretch assignments, or adding complexity to roles, the possibilities are endless. However, to be most effective, the development opportunities available should reflect what employees want as well as what the organization needs and be focused on succession planning.

Succession planning is a process of preparation focused on keeping talent in the pipeline that can mitigate the impact of sudden change within an organization. According to SHRM “…identifying crucial job skills, knowledge, social relationships, and organizational practices and passing them on to prepare the next generation of worker” is a practice that any organization could benefit from. It goes hand in hand with employee development and a proper succession plan should not only prepare for unexpected employee departure, but also promote growth, retention, and higher employee morale.

Mentoring Programs- Have newer or more junior employees pair up with a mentor who can help them get to know the organization, their role, and teach new skillsets that the mentor has been able to gain with time in the organization.
Stretch Assignments- These are meant to “stretch” employees developmentally by adding new projects or tasks that are outside the scope of their normal work. Many times there are employees who want more responsibility or to broaden the scope of their work and duties. While it may not make sense at the time to transition them to a new role or add a list of new responsibilities, these are a great way to develop their skillsets and get them ready for those next steps.
Training Programs and Certifications- Bring in outside expertise! It never hurts to have a fresh perspective in your organization that can help to identify what your employees need and facilitate that training. Additionally, whether it be for IT, Marketing, HR, or Finance there are tons of certifications that you can sponsor your employees to get. This can further their career growth and benefit the company as well.
Cross Training – Cross training enables employees to expand their skillsets and do the work of more than just one role and may include overlapping responsibilities with other positions. This is a great tool for succession planning as well as continued employee growth and can also be very beneficial when it comes to increased workflows.

There is no one size fits all option when it comes to employee development so be sure to do your research and figure out what best benefits your company and don’t forget to ask your employees what they feel would most benefit them.

What We Do at Accrue

Employee development programs and succession planning strategies can come in all shapes and sizes depending on your organization’s goal. Here at AccruePartners, we try to foster growth and development opportunities to ensure our employees are always learning, growing, and have the opportunity to advance.

For example, Cherelle Pinckney started as an RPO recruiter for EXOS when she first joined AccruePartners and has grown to become a successful Staffing Manager for our rapidly growing Marketing Division in only three years. She has made both vertical and lateral progressions throughout 3 lines of business at AccruePartners but has continued to excel at each new role. In her current position, she serves as a subject matter expert recruiting Digital, Marketing, and Creative professionals across mid-size and Fortune 500 clients, partnering directly with candidates and clients.

AccruePartners offers many different development opportunities for our internal staff including initiatives such as the Emerging Leaders Program, Jumpstart, individual coaching opportunities, off-site trainings exercises with experts, and more to allow continued organizational growth.

When asked about which growth opportunities Cherelle felt most benefited her, she highlighted our Emerging Leaders Program that gave her “Time to reflect on strengths and develop weaknesses, but also a great opportunity to bond with other leaders within the company and develop cross departmental relationships.”

Closing Thoughts About Why Employee Development is Important

Whether you are a leader in your organization or a candidate looking for your next job, employee development and succession planning is key . Candidates, be sure to ask about growth and development opportunities while interviewing, companies who have programs in place are typically ones you can truly excel with! And if you are a hiring manager or leader that is hiring on be sure to mention the growth opportunities you can provide for your employees. If your employees can grow with you they are more likely to be less tempted by new roles outside the organization. Employee development and proper succession planning benefits both the company and the employees and is truly a great way to keep everyone happy.

AccruePartners Welcomes Erica Champion as Senior Client Success Manager

Thu, 15 Apr 2021 05:44:00 GMT

AccruePartners is excited to welcome Erica Champion , Senior Client Services Manager, to our team of subject matter experts providing unparalleled Talent Solution Services to organizations across the Charlotte region.

Erica is a North Carolina native who grew up in Elon, a small rural college town in the middle of the state. A graduate of The University of North Carolina at Charlotte, she has spent 10 years in the Queen City developing relationships across organizations and experiencing all the city has to offer.

Erica’s passion for connecting people, whether it be professionally or personally, is what drew her to a career in staffing. Before joining AccruePartners, Erica supported Financial Services companies for an established talent solutions provider and brings 4 years of staffing industry expertise to her new role.

After reconnecting with Principal Partners , Patty Comer and Amy Noland Pack, while networking for a client, Erica discussed internal opportunities at AccruePartners where her efforts could make a significant impact in the Charlotte market. When asked why Erica joined Accrue, she said, “I was excited to continue my journey in staffing with the largest independently & women-owned talent solutions provider of Charlotte. I look at Patty and Amy as great female leaders and mentors in the industry and love learning from strong female leadership.”

In her role as a Senior Client Services Manager, Erica supports a growing & innovative financial services company expanding into the Charlotte metro bringing over one hundred and seventy-five new jobs to the area. She hopes to use her “account management skills to support the success of [her] clients in the Queen City and provide opportunities for those seeking growth in their careers.” In her first month, Erica has already made an impact by placing top candidates in influential roles as her client builds their team.

We are thrilled to welcome Erica to our team and look forward to her continued success as part of #TeamAccrue.