here’s what you’re looking for: steven sacks

it’s just one key to employee retention.

by steven e. sacks
the new fundamentals: practical guidance for today’s accounting firms

salary used to be the main driver behind a young professional’s choice of employer. no longer. in fact, salary is now ranked as fourth or fifth among the important criteria.

more: the lost art of the interview | the new way to handle exit interviews | who’ll quit next? | strengthen your firm’s screening practices | smart trust in the workplace | what aspiring accountants need to know | improve job satisfaction or it’ll cost your firm | we hear but do we really listen?
exclusively for pro members. log in here or 2022世界杯足球排名 today.

the gen y cohort is looking at meaningful and challenging work, increased responsibility, rapid upward mobility, the freedom to innovate, an opinion to be respected, a system for frequent performance feedback and a work environment that encourages the use of technology – specifically social media.
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5 things you’re trying to find out.

by steven e. sacks
the new fundamentals: practical guidance for today’s accounting firms

“you’ve gotta understand – when you interview someone, it’s not an interrogation. it’s not the nuremberg trials.” – joan rivers

the process of interviewing candidates can be done more effectively if less reliance is placed on the resume. much has been written on this, from psychologists to organization behavioral scientists and everyone in between. the prevailing view is there needs to be the “knowing of the unknown.”

more: the new way to handle exit interviews | be a talent magnet | make crap a badge of honor | the job interview: a make or break proposition | 10 elements to balancing shareholders’ needs
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filling a position, after all, is a two-way street of mystery: the candidate will have no idea of what the actual work environment will be like, and the organization will not know if the candidate matches up with his or her resume. if you are responsible for selecting candidates or at least screening them in the early phases, use your time wisely and ask relevant and insightful questions. it will be a mutually beneficial exercise.
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keep the door open and don’t burn bridges.

by steven e. sacks
the new fundamentals: practical guidance for today’s accounting firms

a more mobile workforce should make accounting firms think seriously about how effectively they handle staff departures.

more: be a talent magnet | the 5 keys to success in accounting careers | the holy grail: finding the right talent | the power of ‘real influence’ | stop wasting time in useless meetings
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in fact, the whole process of recruitment and retention needs careful evaluation so the same mistakes are not repeatedly made. otherwise, firms engage in the act of insanity, the definition of such usually attributed to albert einstein is “doing the same thing over and over again and expecting different results.”

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ah, the damocles sword of staff retention.

by steven e. sacks
the new fundamentals: practical guidance for today’s accounting firms

there is an old adage: “you don’t know what you have until it’s gone.” this covers everything from people to technology and things in between. some people might make the argument they know or knew what they had, they just always thought they would have it – whatever “it” is.

more: the 5 keys to success in accounting careers | who’ll quit next? | strengthen your firm’s screening practices | smart trust in the workplace | what aspiring accountants need to know
exclusively for pro members. log in here or 2022世界杯足球排名 today.

this situation reveals itself in the work environment. you have done all you could (or so you think) to attract and recruit a high-performing team; created programs to keep your team members enthusiastic and jazzed about coming to work; and spent vast sums on training and education.
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smart ideas for retaining and developing top talent. 

who’s going to quit next? and why?
join the survey. get the answers

by steven e. sacks
the new fundamentals: practical guidance for today’s accounting firms

professional services firms always have their eyes on the bottom line with as much, if not more, intensity than on the top line. salaries and benefits take up a considerable chunk of resources, and programs designed for professional and personal development are given short shrift, except when it comes to meeting continuing professional education credits.

more: make crap a badge of honor | the holy grail: finding the right talent | the power of ‘real influence’ | stop wasting time in useless meetings | is your firm’s culture a magnet? | outsourcing the c-suite
exclusively for pro members. log in here or 2022世界杯足球排名 today.

the younger professionals – your future leaders – should be viewed as investments. part of that investment is allocating funds for their participation in associations or networking groups, in addition to conferences and workshops that expand their knowledge.
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there are 3 basic elements.

by steven e. sacks
the new fundamentals: practical guidance for today’s accounting firms

we get so hung up on generational labels: baby boomers, gen x, gen y and now gen z. as a result, we ascribe certain characteristics or behaviors to each one – whether fair or not.

more: strengthen your firm’s screening practices | the job interview: a make or break proposition | 10 elements to balancing shareholders’ needs | a leader’s guide to ending entitlement | performance reviews: no need for teeth pulling
exclusively for pro members. log in here or 2022世界杯足球排名 today.

adherence to the labels can cause a hiring manager or an executive to overlook the contributions each cohort can make to an organization. potential stars are overlooked, and the usual reliance on outdated search approaches continues unabated.
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5 reasons that background is important.

by steven e. sacks
the new fundamentals: practical guidance for today’s accounting firms

the employment scene according to the usual poll takers appears to be the best it has been in nearly 20 years. a closer study may show that in the statistics, there have been people who have stopped looking or ceased receiving unemployment checks, as well as those who are underemployed based on their education and experience.

more: the job interview: a make or break proposition | the power of ‘real influence’ | stop wasting time in useless meetings | is your firm’s culture a magnet? | outsourcing the c-suite | battling staff turnover
exclusively for pro members. log in here or 2022世界杯足球排名 today.

if more jobs are created and businesses repatriate their operations from overseas, the focus will return to recruitment and selection.
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