How Do Your 2019 Accounting & Finance Salaries Compare?

Fierce competition dominates the labor market for financial positions. That’s always true. But before you get visions of a Hunger Games-style death match waiting for you at the next job fair, take heart. According to a report prepared by the industry experts at Robert Half, the increased competition is now between employers, not those looking for employment.

In fact, the company reports a “short supply” of qualified talent in the finance and accounting industry, leading to a situation where applicants can afford to get choosy about where they work. They can also potentially look forward to multiple job offers and active attempts by current employers to keep them from straying to other firms.

Here are five job titles Robert Half has identified as among its “Hot Positions” for 2019 and the salary situation for them:

Controller

The title of “controller” covers a variety of positions. So much so it becomes difficult to nail down a precise salary hierarchy. Various industries and slight differences in job titles – Assistant Controller to Corporate Controller to Divisional Controller, etc. – make subtle differences in the overall compensation structure.

In general, Robert Half gives the low-end annual salary of a Controller position somewhere in the mid-$90,000 to low-$100,000 range. On the high end, the position can garner a paycheck in the low $200,000s.

Financial Analyst

Experience pays in the financial analyst position. The low-end salary for a newbie in the industry runs about $42,500, according to Robert Half. However, even inexperienced analysts can garner in the low $80,000 range for a highly skilled candidate.

Meanwhile, the pay scale increases as experience and managerial acumen increases. Senior Financial Analysts bring in $67,750 on the lower end of the spectrum and nearly $130,000 on the higher end. Meanwhile, Directors can draw upwards of $200,000 on the high end.

Internal Auditor

As with the Financial Analyst position, Internal Auditors see a steep increase in pay as experience piles up. For instance, Robert Half estimates the low-end salary for an Internal Auditor with less than a year of experience at $38,250 per year. Meanwhile, the next level (one to three years of experience) brings in $58,250 on the low end and $95,000 on the high end.

Senior Internal Auditors bring in about $75,000 on the low end, according to Robert Half. That rises to $120,250 on the high end.

Payroll Manager

Payroll can be a thankless specialty (people only notice when there’s something to complain about). This extends to the pay scale as well, with many of the positions relatively poorly paid. Payroll Clerks bring in just $32,250 on the low end, while Payroll Administrators only bump up to $38,500, according to Robert Half.

However, at the manager level, things improve somewhat. The Payroll Manager position brings in $59,250 on the low end and more than $125,000 (an average of $126,250 to be exact) on the high end. Lesson: Payroll only really pays when you’re in charge.

Senior Accountant/Staff Accountant

Robert Half lists both Senior Accountant and Staff Accountant among the hot positions in the finance industry. In terms of salary, though, there are significant differences based on experience, specialty and specific job title.

In general, forensic accounting has the highest pay scale, with $76,000 on the low and $144,750 as the average for top performers in the field. Tax Accountants also do relatively well. For a position requiring one to three years of experience, the low-end salary sits at around $58,500. The high end moves just above the six-figure mark, coming in at $101,000.

Worried you’re stuck at the low end of your salary range?

Finding a better position gets easier with a strong partner. By teaming with a top-flight staffing firm, you increase your chances of finding the perfect situation for you. Contact a PrideStaff Bend recruiter today to find out more.

 

Is Your Team Lacking Motivation? Here is How to Find Out

You hired a talented group of employees, but lately, they’ve been a bit sluggish. It’s easy to assume they’re lacking motivation, but that isn’t necessarily the case.

As a leading staffing agency in Las Vegas, PrideStaff Las Vegas knows there’s plenty of good reasons why generally hardworking employees fall short of expectations — and some might be your fault. Instead of making assumptions, it’s best to go straight to the source by requesting feedback from employees themselves.

Four Questions to Ask to Find Out If Your Team Lacks Motivation

Do you have the tools needed to be effective in your job?

You might have the most motivated employees in town, but if you haven’t provided them with the necessary training and equipment to do their jobs, you can’t expect them to succeed. In today’s tech-savvy world, things change fast, so upgrades might be needed more frequently than you realize.

Is your performance adequately rewarded?

It’s hard to stay motivated when your efforts go unnoticed. If your best employees feel like their hard work constantly flies under the radar, they will eventually stop caring. Top talent doesn’t require constant praise, but you do need to recognize and reward people for doing great work. If you give everyone the same opportunities, no matter how much they contribute, there’s no incentive for high performance.

Do you feel the company culture is conducive to your success?

A toxic work environment is a major productivity zapper. If you don’t work in close quarters with the team, you might not realize certain negative behaviors are present. This question will allow you to find out what goes on when you’re not around, so you can make any necessary changes. Improving your culture will require a lot of time and effort, but it will be well worth it.

What actions could the company take to better support your goals?

When employees feel like they’re stuck in a dead-end job, it can be hard to do great work. Going straight to the source to learn what you can do to help them achieve their goals can be a game-changer. For example, you might be able to offer more growth opportunities, so people can continue their career with your organization. Knowing upward mobility is available will fill them with a renewed sense of purpose.

Build Your Dream Team

If you’ve tried everything to motivate your team, but nothing seems to be working, it might be time to hire new talent. PrideStaff Las Vegas is here to help you find employees who truly want to be employed by your company. Contact us today to start your search!

Tips for Evaluating a Candidate’s Growth Potential During an Interview

A candidate’s potential is determined by their ability and desire to grow within your company. You’re seeking employees who can not only do the job today, but eventually take on greater responsibilities and add more value to your organization.

By looking for the right qualities and asking the right questions, you can ensure a good long-term return on your hiring investment. Seek out:

Strong Learning Capabilities

Ask: “What is your willingness to learn?” and “What do you enjoy learning about?”

Even if a candidate meets all the necessary job qualifications on paper, they’ll have to consistently acquire new skills to keep up with your company’s evolving needs. A drive to learn is indicative of ambition and long-term career goals.

Regardless of whether a candidate offers an answer to the second question relative to their work or personal life, it’s important they demonstrate a willingness and eagerness to learn, from expanding their knowledge base about certain trends or topics to mastering new skills.

Self-Awareness and Emotional Intelligence

Ask: “What are your main strengths and weaknesses?”

The candidate’s answer can strongly indicate their level of self-awareness which, according to an article published recently in the Harvard Business Review, reflects how well a person knows how to use their strengths for the benefit of an organization. Does this individual understand their limitations and know when to seek help? Do they possess a high level of emotional intelligence that allows them to work well with others while solving problems and challenges? Are they willing to improve on their areas of weakness so they can contribute as much as possible to your company?

Flexibility

Ask: “Can you describe a time when you had to adapt in the workplace?”

In today’s business climate, things change fast and constantly. You need employees who can easily roll with the punches. Ask for specific examples of a person’s ability to adapt, whether it was taking on an assignment that stretched them beyond their normal comfort zone or learning on the fly to complete a mission-critical project.

Future Vision

Ask: “What does your dream job look like?”

Determining a person’s growth potential isn’t just about where you see them going in the future, it’s also about where they see themselves going. When both these vision align, you’re made a good match.

Proactivity

Ask: “Can you tell us about a project you completed with a high degree of autonomy?”

You need to hire people who can hit the ground running when tasked with a certain assignment. So it’s critical to ask questions about being proactive and working independently, so you can gauge their comfort level with doing so. Plus, you want employees who instead of always putting out fires are always on the lookout for ways to streamline workflow and improve outcomes.

The hiring experts at PrideStaff Modesto have the knowledge, processes and years of experience to help you hire employees who can do the job today – and go on to lead your company and deliver added value in the future. Read our related posts or contact us today to learn more.

Get Your Resume Ready for 2019!

A new year means new chances and new opportunities – and if you want to get yourself ready for the job market, this is the perfect time to update your resume. So, how should you get your resume ready for 2019? Read below:

  • Looks Do Mean Something

Most resumes get anywhere from five to thirty seconds of perusal by either software or a human, so you need to make sure yours stands out in the best and most advantageous way to catch the eye. As such, have your format up-to-date by looking at what’s current. Get rid of the objective and replace it with a descriptive title: Go beyond “Sales Representative” to “Performance-Driven Sales Leader”, for example. Make sure to keep your font clear and have headings and bullet points easy to find and read. And above all: no typos. Have someone else look it over to spot any mistakes you might overlook, having read it yourself so many times. 

  • Keywords Count

In keeping with updated formatting and the concept of the quickly read resume, make sure to have keywords in there that will stand out. Consider that most of the time now, software looks at your resume before a person does, and if your resume doesn’t have those keywords strategically placed, it won’t even get past the electronic eye. The best way to add those keywords? Look at the job description and see which words it emphasizes, especially about the requirements. Then, put them into your own resume under your skill areas. 

  • Customize It

If you’ve made a practice of simply changing the name of the company you send your resume to but leave everything else the same, you may want to rethink it. Do have your “master” resume but change it up to align specifically with each position you apply for. This is where the aforementioned title comes in: Adjust it to the position you’re applying for, taking time to look at the job description and possibly even fitting a keyword into that title. The same goes for your skills section: Put those skills most closely linked to the position at the top and let your description of your skills highlight the needs of the position.

Looking for a New Job?

Taking time to refresh and adjust your resume for 2019 and any upcoming position is worth the effort when the payoff can be an interview which leads to getting the position itself. For help with your resume or any part of the job process, work with PrideStaff.

 

Tips for Interviewing a Receptionist

Your receptionist is the face of your company. Every new and current client, job candidate and employee, vendor and visitor interacts with them. Because these impressions are so critical, it goes without saying that having the right person in the role of receptionist is a top priority.

Questions to Ask

When hiring a receptionist, you need to find the optimal combination of technical and soft skills in someone with the personality to bring your company culture to life. Here are some helpful interview questions:

  • What do you know about our company? It’s important for a receptionist to be able to answer questions about your organization. Plus, a candidate’s level of knowledge about your company shows how well they’ve done their research before coming to their interview.
  • What role does a receptionist play in a customer’s first impression of a company? Through this question, you can not only be sure the candidate thoroughly understands the position they are applying for, but also learn more about their philosophy of work.
  • Tell us about a situation where you needed to manage an individual who was upset or angry when they approached the reception desk. This type of situation is inevitable. You need a receptionist who can think on their feet and keep a level head as they handle stressful or difficult conditions.
  • What would you do if a person called and asked to speak to someone who wasn’t available to talk to them? Your goal is to assess a candidate’s skills at managing people on the phone. Are they confident about their communication abilities? Do they sound like they enjoy handling people on the phone? Are they adept at rescheduling calls?
  • What do you feel a receptionist brings to a company’s culture? Cultural fit is absolutely critical. As you have this conversation, see if a candidate understands that fact and how they would be representing your organization if hired. Do they have any ideas to improve company culture?
  • Have you successfully handled sensitive or confidential tasks in the past? How do you manage company communications in a secure way? Be sure candidates understand the importance of discretion – when they can and cannot divulge information and how to comfortably manage tricky political situations that may arise.
  • What types of software have you used in previous jobs? You can ask the same question about messaging systems, calendar programs, phones, office machines and computer applications, such as Microsoft Office and industry-specific software. Overall, you want to assess a person’s technical knowledge about all the tools they’d be using as your receptionist.
  • What do you do to keep up in a fast-paced work environment? This helps you to gauge a person’s organizational skills and ability to prioritize tasks and responsibilities, as well as staying calm and professional under pressure.
  • How did you add value to your last company? Try to elicit specific responses about increased revenues, reduced costs and saved time. Also, look for intangible benefits, which are so important in a receptionist. If their personality made a positive impact on the whole office atmosphere, that’s a huge plus.

The PrideStaff Modesto team of staffing experts can help you find and hire the receptionist and support staff you need – whether those needs are temporary or full time. Read our related posts or contact us today to learn more.

Preparing Your Mind for 2019 – Why You Should Reflect on 2018 Before Preparing for the Upcoming Year

In no time at all, we’ll be ringing in 2019, but this year isn’t over yet. It’s important to use the last few days of 2018 as a time of reflection. You’ve experienced a lot in the past 12 months, and there’s a lot to learn from it.

PrideStaff Las Vegas — one of the most successful staffing agencies in Las Vegas, Nevada — wants you to slow down and wrap the year up the right way. Find out why this is so important.

Three Reasons to Reflect on 2018 Before Preparing for the New Year

Celebrate Successes

No doubt about it, you’ve achieved a lot this year. Scoring all of these wins required a lot of hard work and effort, so you should be very proud of yourself. As a busy person, there’s a good chance you didn’t have much time to revel in each success before moving on to the next project. Now is your chance to look back on these accomplishments and give yourself a high five — or several. You worked really hard this year, and you deserve to feel proud of yourself!

Get to the Bottom of Failures

Despite your best efforts, all projects on your plate didn’t go as planned this year. Expecting perfection from yourself is unreasonable, so don’t feel bad about your mishaps. Instead, use them as a learning experience, as failure is an incredible teacher. Figure out what went wrong now, so you don’t make the same mistakes again next year.

Determine What You Really Want

A new year is a perfect time for a fresh start, but first you have to figure out where you’re headed. Looking back on the events of 2018 will allow you to ponder key issues like top lessons learned, things that surprised you, ways you grew, and what is no longer working for you. Equipping yourself with this information will allow you to make well-planned decisions that will impact your future in the year ahead.

Climb the Ladder in 2019

If you’re planning to make a career move in the new year, PrideStaff Las Vegas wants to help. Contact us today to find a temporary, temp-to-hire or direct hire opportunity with a top Clark County area employer!

5 Questions to Help You Evaluate a Job Offer

When you get a job offer, you want to go out and celebrate. But before you do, make sure it’s the right opportunity for you. If you don’t, you could be back on the Phoenix employment marketplace in a matter of months. Here’s what you need to ask to find out whether an offer is a fit:

Is the salary competitive?

If the salary they’re offering is less than what you’d get elsewhere, you need to be honest with yourself about whether you can live with that amount and how it will impact your budget. While you might be anxious to end your job search, it’s not worth it if you’re not paid fairly.

Are the benefits fair?

As with salary, you need to assess your benefits and dig into the details here. For instance, you might expect to get a pay raise with this job. But if you have to cover a much larger amount toward your health insurance premium, you could actually walk away taking home less money each month. It’s important to know details like this ahead of time, before you accept the offer.

What’s the commute like?

If it’s the same or less than your last job, that’s great. If it’s a bit more, than that’s likely not a problem. But when your commute is going to be a lot longer than you’re used to, it can become an issue over time. Even if you’re making more money, you’re going to have a lot less time to live your life.

Is the workplace a good fit for me?

Salary and benefits might be generous, but if culture isn’t right, you’re not going to be a good fit for the job. After a few months, this will become apparent and you’ll be dissatisfied and ready to jump ship. So be honest with yourself about the culture and whether it’s truly right for you.

Does the company have a good reputation?

The job might seem like the perfect fit. But if you Google the company name and come back with a world of bad news, then think twice about accepting the offer. You don’t want to quit a steady job to take a position with a company that has an uncertain future.

Need help getting offers to evaluate?

Call the team at PrideStaff. As a leading Phoenix employment firm, we’re experts at helping professionals just like you find and secure rewarding new job opportunities. Contact us today to learn more or get started.

 

The Top Hiring Trends to Look Out For in 2019

Tradition used to dictate that Christmas decorations stayed in the attic until at least after Thanksgiving. Now, it’s not unusual to bring them out right after Halloween, with stores immediately swapping witches and ghosts for candy canes and Santas.

Point being, it’s never too early to look ahead. This is especially true when it comes to hiring. Keeping up with the latest trends can make the difference between landing the best candidates and getting stuck with the also-rans.

With that in mind, here’s an early glimpse at some of the hiring tendencies that will likely dominate 2019:

Ongoing Training

The workplace continues to change at breakneck speeds. What was considered standard just a couple of years ago quickly becomes quaint, and then almost embarrassingly outdated. Keeping up with these changes will continue to mark the new year.

Both job employees and employers need to stay current with the gold standard of industry practice. This will involve an ongoing, perhaps even continuous, process of training.

Retainment vs. Recruitment

The unemployment rate has hit multidecade lows in 2018. Many of these positions are gig-economy contracts and not long-term commitments. This makes employees increasingly mobile and gives the highest skilled workers some incentive to move around.

Retaining good workers will become increasingly important in the new year. Companies will have a hard time recruiting good talent from the small pool of unemployed and will concentrate on keeping the good employees they have.

Further Growth in Gig Economy

As noted above, the workforce has become increasingly mobile. Companies have leveraged this impermanence to lower employee costs, forgoing additional full-time positions for temp or part-time workers, who require fewer benefits and less long-term commitment.

All signs point to this trend intensifying in the new year. There is a cost, though. The lack of stability makes recruitment an almost constant task. Companies will be forced to deal with an increased churn of contract workers, who will quickly seek out better opportunities as they come up.

More Niche Technology Skills

It used to be that learning a few Microsoft programs was all the tech the average worker needed. Now, a proliferation of specialized tech has made it necessary to expand even the basic tool chest.

Meanwhile, Swiss army knife-type employees have become increasingly valuable. Businesses that can find people with basic competence in a broad range of programs, will find life much easier. They can then slot people into projects as necessity dictates, or be forced to seek out specialists in particular tasks

Employer Reputation Becomes Increasingly Important

The internal workings of a company used to be rather opaque. Former employees might grumble to friends about terrible policies, but for the most part, there was no avenue for potential candidates to find out about those hidden frustrations until it was too late.

Sites like Glassdoor and other online resources, have changed this landscape. It’s much easier now for potential employees to find out about the day-to-day experience of working for a company, or even the experience of applying for a position there.

With this in mind, companies are thinking more about their employer brand, applying the same kind of care they have always aimed at consumers to make themselves more appealing to high-level candidates. This process will only become more important and more structuralized in 2019.

Having a strong recruiting partner can make the process of building a powerful employer brand easier. PrideStaff has the right expertise to draw exceptional talent that will make your job search process easier. Contact our staffing experts today to find out more.

How to Ask Your Employees for Feedback to Start Your Year Productively

If you want to start the new year off in the best possible way, go straight to the source: your employees. After all, they are on the front lines and can sometimes see problems and solutions you might not. So how can you get feedback that will help you get you going in 2019, read on.

  • Why It’s Important

Think of any product you’ve bought that has reviews. Many of us will look at both the positive and the negative to get a balanced idea of the product. If you want to run the best company possible, going to those who “use” it most will get you the most thorough feedback. You can see what’s working well and what’s not, ask questions about both, and make appropriate changes to improve. Plus, if employees feel truly listened to and have their voices taken into account, it significantly boosts morale and makes them feel more invested in the company. 

  • Asking for Feedback Online

When asking employees to leave feedback on websites such as Glassdoor, make sure you target it properly. For example, give new hires a positive onboarding process and then, after 90 days, ask them to review their experience thus far. But don’t focus only on them; you want to invite all employees to leave feedback at least once a year on Glassdoor and have them update it once a year so it stays fresh. Asking all levels of employees gives a depth of understanding to potential hires. 

  • How it Helps

Asking employees to leave feedback allows you to streamline your hiring process in that it brings in those who are truly interested and qualified because you’ve made it clear what your company has to offer. It also shows your current employees that you care about their experience and want to make it positive enough to share – and that you aren’t afraid of knowing what needs to improve or change. This sort of transparency helps foster trust among employees and employers.

Looking to Add to Your Talented Team?

While we all feel a little wary of feedback, it can help us improve, so start off the year the right way by getting the inside scoop from those who know best. For finding your next great hire, go to those who know hiring best: PrideStaff.

 

Looking Back on 2018: How to Focus on the Year Ahead and Plan for Success

It might seem a little crazy, but we only have a few weeks left in 2018. Whether your year has gone by in a flash or seemingly dragged on forever, it’s time to start tying up loose ends and focusing on what’s next.

As a leading staffing agency in Las Vegas, PrideStaff Las Vegas cannot emphasize enough the importance of going into 2019 with a strategic plan in place. Outstanding results aren’t achieved by accident, so it’s time to get to work.

Four Ways to Plan for a Successful New Year

Reflect on 2018 Wins and Losses

This year’s performance carries plenty of lessons, so take the time to study them. Really look at what worked and didn’t work these past 12 months, and dig deep to find out what guided these successes and failures. Past experience is the best way to learn and grow, so use this opportunity to expand your horizons.

Set Goals for 2019

Start the new year off on the right foot by creating goals now, so you can hit the ground running in January. Think about initiatives you’d like to grow or kickstart and use the S.M.A.R.T. — specific, measurable, achievable, relevant, time-bound — method to make them as detailed as possible. Ambiguous goals don’t stick, so making them actionable will hold you accountable.

Make it a Team Initiative

You hired a savvy group of employees, so you have a lot to gain by including them in both the year-end wrap-up and the 2019 planning process. Each person is privy to a unique set of information that will add value to both the reflection and planning conversations. The goals you set will be achieved as a team effort, so it only makes sense to complete the entire process together.

Get the Necessary Resources in Place

After setting your goals for the new year, it’s time to start putting the wheels in motion. Identify what you’ll need to make them happen — i.e., new team members, specialized software — and get to work. The more you can accomplish now, the sooner you’ll be able to achieve your desired results in the new year.

Make 2019 Your Company’s Best Yet

A new year is a perfect time for a fresh start. Team up with PrideStaff Las Vegas to start hiring right every time. Contact us today to discuss your needs!