How to remain a chief accountant

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The widespread fear of a leader who relies his duties to subordinates is losing authority and control over employees. This is the case of a contrary view that the chief accountant can do the things that no others can. But still, parting with the label “irreplaceable chief accountant” is worth it. Inspire your colleagues that there are no impossible tasks or work that accounting staff will not be able to take over. Just in certain situations that may require more time, attention or hands.

Another controversial belief – it is better to do everything yourself. Not all and not always. Sometimes staff has a clearer idea about the problem. Consulting with colleagues on the issue, you make them feel outstanding professionals in their field. And if the powers that you plan to give an accountant are connected with his main work, old and boring functions will acquire new meaning for him.

Finally, think about those tasks that you can never to others. Add to them responsibilities the control on the subordinates, a large responsibility of the company’s documents and strategic objectives. These are the functions of a manager. And they are more than enough. That’s why you remain a chief accountant. And last but not least – a good leader.

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Picture in the resume: How? Why? Is it necessary?

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Since the resume is intended to help you get an invitation to interview, and in the end – the desired job, we offer to think, whether you need a picture in the resume and how it can help you achieve your goal.

About 90% of resumes sent to open vacancies, come without photos. This makes it possible to estimate precisely the content of the resume and the skills of the candidate, without being distracted by his/her appearance.

At the same time, in the Internet resources resumes with pictures are most often seen, many of which, unfortunately, make you think, whether the candidate is suitable for the vacancy or not.

The picture will be useful if your appearance corresponds to the company’s requirements and is appropriate for the position. Picture will help recruiters remember you in a few months or even years after the interview and, as a result, exactly you may get a call of a job offer. It is not a secret that recruiters go through thousands of resumes, and pictures can help you identify exactly your resume in a stream of candidates.

The will for sure scare, if you look bad on it, if the style of the picture is not appropriate for the resume, or your image does not meet the stated position.

Resume picture should not be:

  • self-made with an outstretched arm, which is usually noticeable and affects the quality of photos;
  • with poor lighting, glare, color distortion, dark, with a “blurry” effect;
  • at a table with food and drink (ironically, these photos are often found on job portals);
  • where you look too young (if you are applying to an executive position);
  • photo which can be easily found on dating sites (yes, there are also such).

One of the main requirements when looking for a lawyer

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“One of the main requirements of employers when looking for a specialist for the position of a lawyer is a man and a man again! – according to the expert, the head of recruiting center. -At the same time, considering the stronger sex as a candidate, we are ready to close our eyes on some inconsistencies of our requirements. For example he can have the Upper Intermediate level of the English language, while a female is required to have knowledge not below Advanced. Gender feature affects the wages too: the income of a male lawyer is 20-30% above.

Potential applicants are possible clients

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Very often a person wants to work for a company which products he likes. Quite often, apart from other things there is a motivation, which is a more powerful mechanism – the desire to do something useful, to feel a decent respect from the collective, a leading company, which produces the best products. Therefore it will be fine, if you describe what’s good about your products, what distinguishes your services. And even if people for any reason do not become your employee, they may become loyal customers and will tell about you their friends and relatives.

You must understand that by creating a corporate blog among the core target audience (potential employees), we create a new information field that could be interesting:
– Journalists, to obtain information for articles
– competitors, to search for a new vulnerability information
– potential customers (investors, suppliers)
– staff that are already working in the company – make sure it does not prejudice the rights of working people.

What to write?
You can write about anything, but do not forget what purpose is being suppressed. It is important to understand that the blog should be more attractive: Do not overload it with dry information, even if it is accurate, about how well it is to work for you, dilute it with comics, sweepstakes prizes, market analysts (recruitment), a description of activities undertaken within the company.

Take the blog as news feed, as if you are a publisher of a news magazine. Think about how often you are going to write news, what would be the heading.

Recruitment Tips

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There are companies that hold passive defense against hunter attacks. Their tactic is limited in restricting valuable employees from contacts and correspondence from the workplace. In the corporate e-mail there is a filter, which doesn’t accept letters with the words “vacancy” and “position”. The secretary never connects anyone unfamiliar with the boss, because it is considered that if you are a friend or a relative, then you have a number of his mobile phone. Sometimes it is impossible to even find out the name of the candidate-manager.

All these may only delay but not stop an experienced headhunter.

First, the headhunter is obliged to have connection in journalistic circles for merging the most complete information about anyone. Secondly, the headhunter should have his own database and at least one person familiar with the candidate, because the circle of prominent businessmen is narrow. Third, he can arrange a meeting outside the company, for example at industry conferences and exhibitions of products.

Strictly speaking, we can break through without the Secretary. For example, introduce yourself as an official of the Committee of Taxation, or someone from the ministry. Even if in this case the secretary will refuse to connect you and will ask you to leave a phone number, then you need to only dictate the phone number and hang up – uncertainty is frightening and an unknown number of possibly an influential official can make them call back.

Some companies do not only protect, but also attack. Headhunters are often threatened by the security officers. Protecting the business owner – is their job. But even here you can succeed. For example, in response to threats offer your services: “Do you need more people? Make an agreement with us to guarantee your security “- saying this, you need to explain that the Headhunters do not prey on employees who they have provided a service for two years. Experience shows that many businesses make this way of protection, because in this way they kill two birds with one stone – precious employees are needed everywhere, plus a guarantee of security. In this way you can make a partnership.

Typically, a security chief makes the most pressure on the hunters. And here’s another option – in response to threats to say: “And you believe that your talent and zeal have enough value in a company where you work?” – This kind of a question, asked jokingly, could change the situation.

Rating of the most depressed professions

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Scientists conducted a study, taking into account the data from a national survey, which was attended by more than 60 thousand working people aged 18 to 64 years. According to the study, the largest number of people who suffer from depression, work in the area of care after old and sick people. This category also includes nurses who care for young children. Almost 11% of those working in these fields each year suffer from depression for two weeks or more.

The second place went to catering staff – waiters, cooks and bartenders, as about 10,3% of them were susceptible to depressed mood, accompanied by sleep disturbance, loss of appetite and deterioration of concentration. In third place were social and health care workers – about 9,6% of them suffer from depression. According to experts, architects, engineers and scientists (4.3%) are less depressed. The survey also showed that about 7% of employed people experience depression for at least once a year, which lasts more than two consecutive weeks, but among the unemployed, the rating was 12,7%. It was also found that women were more prone to depression than men.

Tricks of Recruiters: Applicants are Estimated, Even If They Are Unaware

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A lot of means are used to verify the candidates, as the competition of resumes, questionnaires and tests, and a variety of interviews. You can be prepared for all this, but you need to keep in mind one more thing – you are estimated even if you do not suspect this.

We encourage our readers to be vigilant – for employers there are no trifles. To learn more about the future staff, they do a variety of tricks. In this way, the president of one company makes inquiries about the car with which the candidate arrived for an interview, and then sends the Secretary for the exploration. “Secretary finds a right parked car and looks whether it is clean and there is a disorder in the cabin,” – says Tina Hamilton, a specialist of a HireVision Group recruitment company. The manager uses the received information for further assessment of the nature of the candidate.

Car is not the only thing. Some recruiters specifically compel the candidates to wait for interviews under the supervision of the Secretary at the reception. The report on how he/she spent the time is later given to the interviewer. So, if you do not intend to sit quietly and wait until you are invited, take care of proper lesson. In order not to discredit themselves before the interview, experts recommend, for example, to view his/her resume or read the business press, brought with them or proposed by the Secretary.

Coming to the “lair of the enemy” and it is worth remembering that the talker is a godsend for a spy. Woffls Natush, the president of The Barrett Group consulting firm, talks about the top managers, who was entrusted to conduct traditional interviews with the candidate to their employees. He himself was limited to friendly conversation, during which as if by chance did unpleasant remark about one of the interviewers and the candidate was interested in opinions about this man. Whether the candidate agreed with the critics or not, he did not receive the job. It was usually offered to those who flatly refused to discuss. Gossip in the company was not welcomed.

Business Analytics

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One of the main distinguishing features of today’s generation of computer HR-systems is their ability to provide timely and accurate information. Business analytics is at the same time closely related to reporting, but also goes far beyond it. Business intelligence can be implemented in several forms: it is an add-in Excel, automatic report generators with user-friendly interface, and most recently appeared online electronic information panel containing the main indicators of business processes.

Dashboards find information from your corporate HR-system and after the analysis provide performance key indicators such as number of employees, turnover, staff training needs and recruitment process analysis. Ability to work with the original source of data means that decision-makers, managers can quickly identify any problems and get to the root of these problems.

The advantage of this type of reporting is in its configuration and ease of use. For example, a good HR-system must be able to produce various types of presentations, based on the information panel for managers, employees, HR, other staff and managers- all in a graphical format which, moreover, are updated in real time.

Below is a sample list of functional, which should be represented by the system:

  • Presentations, configurable for every user
  • Information in real time
  • The information provided in the form of a whole set of image samples (graphs, charts, lists, scrollable “presentations, etc.)
  • The ability to process information panels and integrate information from external sources (for example, subscriptions to news)

Management of adjacent areas of HR-management

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The key to effective management of these adjacent areas is the selection of such HR system, which would give a clear understanding of the interrelated areas of learning, development and human performance of employees.

Since all of these areas have a mutual influence on each other, you can install all the gaps into skills, monitor measures taken and maximize your knowledge about the possibilities your employees. Good HR-system must provide detailed analytical information on the costs of staff time to consider the presence / absence in the workplace and the effectiveness of employees. Taken together, these data may allow getting maximum return on investment per employee.

Here is a partial list of those functions of a module of training and development of HR-system, which should be considered:

  • Administration course
  • Online-entry to courses
  • Ability to create groups of continuing professional education
  • Integration with Microsoft Office (for the diaries)
  • Online-assessment (including a competency model)
  • National classifications of professional qualifications
  • Search and management skills

Online-Recruiting

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Regardless of whether you are acting through recruitment agencies or not, a very important issue is the ability to publish information about job openings (as well as considering and summarizing the resumes of job seekers) in an online mode. Thus, you not only get the opportunity to work with the largest audience of Internet users, but also consistently reduce the administrative costs, costs of paper, and most importantly – you can very quickly respond to a potential talent resume.

A good HR-recruitment program allows you to:

  • Create vacancies
  • Manage the recruitment process
  • Respond to the vacancy in the online mode
  • Provide access to the Internet for recruitment agencies
  • Track the percentage of successful hires, costs, and equality of opportunity for all applicants
  • Generate a huge amount of correspondence sent by regular mail or by e-mail
  • Publish / maintain the requirements for candidates