office benefits

Trendsetting Office Benefits

Gone are the days when bosses made the final decision about office benefits. According to the Bureau of Labor Statics (BLS), today’s finance and accounting sector is a competitive one.  That being said, the ball is in the job applicant’s court when it comes to what office benefits applicants will accept.  Apparently, some office benefits are non-negotiable as more professionals seek work/life balance.  With that in mind, turning your office into a benefits trendsetter is needed to capture the attention of today’s in-demand job applicants.

Move Beyond the Cafeteria Approach to Office Benefits

The benefits cafeteria plan has become passé. Yes, it’s much like being in line at the cafeteria. There are limited choices portioned by the server, yet you’re hungry. You select the best option even if it’s not fully satisfying. Think instead of a smorgasbord, a wide array of options from which employees select the type and amount that reflect their lifestyle.

  • Paid leave time that matches an employee’s needs, from new parent leave to time caring for an ill or aging family member.
  • Bereavement time that respects a person’s needs.
  • Wellness options that align with a staff person’s interests and choices.

Turn Your Perks into Policies

Perks come and go, based in part on popularity, with the other being funds. Focus on the perks that do both, adding value to your bottom line while gaining employee favor. Use a trial period to determine if a perk does both. If it does, convert it to a policy.

Relax Some Personnel Mandates

The keyword here is “relax” as employees’ innovation and performance improve when workplace stress lessens.

Get Feedback

Gather employee input on a regular basis. Do so in team and individual meetings. Request feedback about work processes, relations with leadership, and ideas for improved production.

  • Conduct periodic surveys to assure your workplace benefits and policies are keeping pace with employee preferences.
  • Make note of anecdotal opinions that come your way—they’re sure to mirror what staff are talking about.

Click here, for 5 Office Productivity Boosting Perks


hiring employees

Tips for Hiring Employees

One of the most important parts of running a successful business is hiring employees. A bad hiring decision can hurt your efficiency and profits. By arming yourself with the following considerations, your hunt for your next great employee will run much smoother.

Hiring Employees for Personality and Skills

Both personality and skills should be considerations when hiring employees. Asking tactical questions during a job interview increases the chances of hiring employees with the right skill sets and the ability to use those skills successfully.

Consider the following tactical questions during your next interview:

  1. How will your skill set help you be successful in this position?
  2. Give some examples of your previous successes in a similar position.
  3. What is your preferred software?

Personality should also be a factor when hiring employees. Culture fit can make or break an employee’s morale, as well as affect their ability and willingness to perform to their maximum potential.  Characteristics to look for are a good sense of self-assessment, knowing their strength and weaknesses, and a dedication to development.

Hiring Mistakes

A common mistake is not clearly defining the responsibilities of the job. This can create confusion, causing stress and an inefficient hiring process. Taking time to truly assess your needs and the personality type you envision in the position is imperative to making a good hiring decision.

Know What You’re Looking For

Ultimately, the most efficient way to hire the right employees is to be clear about your needs and wants. As stated above, spending time to clearly define your job description will lay the foundation for a more efficient hiring process.

Begin with an in-depth look at how you want your business to grow and the types of roles required to meet your goals.

Once you’ve done that, begin thinking about the type of employee you envision for that role — the characteristics that would make a candidate ideal for the position.

While it is good to know what kind of personality you are looking for, avoid having a closed mind. Being open-minded will allow the hiring process to run smoother and will lower frustrations. Keep in mind that the perfect person does not exist, but the best one for you is out there. They may not be exactly what you envisioned but they can still get you where you need to go.

Hiring employees is one of the biggest steps towards growing your business. Consequently, it is imperative to do your due diligence. Strategy is an important part of the hiring process. Avoiding common mistakes and having a clear picture of what you need for the role will help you make the right decision.


Employers, your perfect accounting and finance professional awaits!  Click here to learn about Beacon Resources’ available candidates.

interview red flags

Job Interview Red Flags

You often hear about what employers are looking for during the interview process. However, likely just as important, are the things employers should look out for during a job interview. That is, what are candidates saying (or not saying) that could be potential job interview red flags. Here are a few things you should keep in mind as you go through the process of selecting your next employee.

Eye Contact – Interview Red Flags

Eye contact can say a lot about a candidate. Oftentimes, eye contact is associated with confidence and reliability.   The inability to make eye contact can be a sign of lack of interest, anxiety or even that a candidate is hiding something.  All three being interview red flags.

Inconsistent Resume -Interview Red Flags

There are numerous valid reasons that a job candidate may have gaps in their resume. However, you should be wary of individuals who are continually quitting jobs or transitioning from one career to the next. This could mean a failure to commit.

Gossip – Interview Red Flags

Sometimes, in interviews, the question may come up about why a candidate left their last place of employment. Any job candidate that focuses on the negative aspects of their role, and uses their interview time to gossip, may not be the type of team member you want around. This type of individual could negatively impact company morale.

Overqualified – Interview Red Flags

You may be excited to have a candidate that has more than enough credentials to suit the role. However, this could mean that they are simply using this position as a short-term stepping stone. You may not want to invest in someone who doesn’t plan on being with the company long-term. Make sure to clearly identify why this person would take a demotion in order to fill the role.

Arrives Late/Unprepared – Interview Red Flags

Candidates should always put effort into their interview. Arriving late, or not being prepared with questions or supporting information, could indicate that this person simply doesn’t have the drive or desire to fill the role for which they applied.

Bragging – Interview Red Flags

It’s important to find out the strengths of the candidate, but be wary of those that choose to only talk about themselves in a bragging fashion. It could indicate that they don’t work well on teams or only think about themselves instead of the company as a whole.


After you have hired your new employees, check out Keep Your Employees from Fleeing