In this issue:
- Master the art of hiring: 4 steps for finding the right fit
- The 4 vital signs of a healthy firm
- Scared of getting dumped? Know what to look for.
- Keeping your team safe from everywhere
- On our bookshelf
- What’s going on at Rightworks Academy?
INSIDE LOOK
Master the art of hiring: 4 steps for finding the right fit
A lot of attention has been given to the job market lately; reports and articles are popping up across various news organizations about how the market has cooled and is settling back down to pre-pandemic levels. If you’re active on LinkedIn, you’ve probably seen a dozen—or more—posts from connections struggling to find their next step. Job hunting has become a full-time endeavor for many skilled out-of-work individuals.
The flip side of this coin is that hiring the right individual has also become a tremendously important and laborious task. More job seekers equal more applicants, and more applicants mean more opportunities to make the right decision…or, critically, a wrong decision.
With this in mind, I want to offer four suggestions to help ensure your next hire is the right hire—someone who is a position fit and culture fit and will find satisfaction with your firm—ensuring a long, successful relationship with your business.
Step 1: Understand your company culture
First, understand the most important, absolutely essential aspects of your firm’s culture. These are the things that are crucial to your team’s success and are more than “easy to get along with.” Poll your team to identify what matters to them in teammates and what traits to avoid.
Step 2: Identify critical skills for success
Second, identify the skills that are actually critical to success in the position. Automation, generative AI and upskill training have removed advantages that came from many technical skills. Being proficient with a particular software or knowing a specific process are outdated ways of thinking about success; the world is moving too quickly today, and tools are changing rapidly.
Instead, look for things like critical thinking and analytic skills, communication skills and leadership traits. These are harder to replicate with technology and can exponentially grow success.
Step 3: Craft a unique job description
Third, make sure you’re getting quality candidates for your open position—a position that’s unique to your firm. Your job description should reflect what’s different about your firm and the open position. Use this opportunity to explain why working for you is the right decision for the job seeker.
Don’t list the basics that any qualified job seeker would already assume are responsibilities; instead, list what makes your organization unique. Remember, right now, job seekers are applying to multiple jobs every day; sell them on why they should spend additional time and effort with you.
Step 4: Prepare for the interview process
Finally, prepare for the interview by reviewing your questions and making sure they address what you identified in steps one and two above. Find a unique way to ask about these traits and skills. Most interviewees will have prepared responses to standard questions, and you’ll learn nothing of value unless you get them to open up and go off script.
Outside-the-box thinking: A fictional real-life scenario
To see how this may work, here’s an example from a position I had to hire for in the past. Every day, the job required an ability to research and solve unique problems. We needed to know how someone would go about finding information to make an informed suggestion. The team also told us that two of the keys to success within our team’s culture were self-reliance and a sense of humor.
Thus, the fictitious “Great Cheese Wars of 1683” came to be.
Instead of asking how the interviewee would solve a problem they’d never encountered before, I walked them through a hypothetical situation in which they would receive a $10,000 prepaid Visa card and a round-trip flight to New York City for a week’s stay.
Upon their return, they’d be asked one question: How many slices of pizza are sold in NYC annually?
It was up to them to determine how to reach the solution. The only catch was this: Because of the Great Cheese Wars of 1683, all pizza producers within the city were prohibited from divulging any sales information to anyone under penalty of an instant $50 fine. And, no, Google didn’t have the answer.
Answers to this question showcased:
- Critical thinking skills
- Research skills
- Listening skills
- Outside-the-box thinking
Obviously, there was no right answer; all we cared about was how they’d arrive at an answer and whether they could tell us why. And by doing it with a fun, unique question, we seeded the idea that working here was unlike working at other companies.
This was not the only offbeat question we asked; our interviewees also answered questions about marbles, the sound of colors and time-traveling penguins in sombreros. The interview has become legendary, but more importantly, over the course of over four years and 100+ hires, we struck success more than 95% of the time.
Invest time in the right hiring process
Remember, hiring is a two-way street and making sure you have the right person is more important today than ever before. Taking time to ensure your process is driving to this outcome is time well invested.
CULTURE CLUB
The 4 vital signs of a healthy firm
Trust is the heartbeat of every organization.
Let that sink in for a moment.
Trust…is the heartbeat…of every…organization.
It’s the invisible force that binds teams, drives productivity and fosters a sense of belonging among staff. And because hybrid work is becoming the norm these days, nurturing trust within your team is more crucial now than it’s ever been.
Without trust, even the most talented teams can falter. But with it? They can achieve extraordinary things.
But how do you check the pulse of your team? By monitoring your firm’s vital signs, of course. Let’s talk about the four vital signs every firm should monitor—and the steps you can take to measure and improve them.
1. Team engagement score
Imagine a workplace where every employee logs in and is excited to contribute. That’s the dream, isn’t it? Well, it can be a reality in a firm where trust runs deep. How engaged your employees are is a direct reflection of how connected and committed they feel to their work and each other. When trust is present and thriving, engagement naturally follows.
How to measure engagement:
Start with regular check-ins, but make them more than just a routine. Use them as an opportunity to truly connect with your staff. Use a simple weekly survey with questions like:
- How did you feel about coming to work today?
- Do you feel engaged in your work?
- Do you feel like a part of the team?
These questions can be answered with simple emojis (😊 😐 🙁) to quickly gauge overall sentiment.
Steps to improve engagement:
- Frequent communication. Trust is built on transparency. Keep your team in the loop with regular updates—including big wins and challenges.
- Recognition programs. Trust is nurtured through appreciation. Don’t just acknowledge the results of a job well done—recognize the effort.
- Professional development. Show your team that you trust them to grow. Offer opportunities for growth and learning to keep staff motivated and engaged.
2. Team conflict index
Conflict is inevitable in any firm, but it doesn’t have to be destructive. When handled with trust, conflict can actually lead to growth, innovation and stronger relationships.
How to measure conflict:
Anonymous surveys can lend insight, but the real measure of conflict management lies in the open and honest conversations that follow. Ask your team:
- On a scale of 1-10, how much conflict do you experience in your job?
- How well is conflict resolved in your team?
- Do you know who to go to for conflict resolution?
These questions aren’t just for measuring conflict; they’re about assessing the amount of trust your team has in your conflict resolution process.
Steps to improve conflict:
- Conflict resolution training. Give your team the tools they need to navigate disagreements, reinforcing that trust is present in every conversation.
- Open door policy. Trust thrives in open environments. Encourage your team to be candid with their concerns without fear of retribution.
- Regular check-ins. Don’t think conflicts will resolve themselves if you just let them be. Regular one-on-one meetings can help identify and resolve issues early, which reinforces trust at every step.
3. Psychological safety
Psychological safety is the foundation of trust. It’s the belief that you can show up as your authentic self—questions, concerns, mistakes, ideas and all—without fear of judgment or retaliation.
How to measure psychological safety:
Meet with each member of your team and ask these four questions:
- How do you feel about coming to work?
- Do you feel like you can disagree with the boss?
- Do you feel like you can speak openly?
- Do you feel like you’re being seen, heard and valued inside the firm?
Keep in mind: These aren’t just questions; they’re trust checks.
Steps to improve psychological safety:
- Encourage open dialogue. Create a space where every voice on your team is heard and every opinion (good or bad) is valued. Trust grows in the light of inclusion.
- Celebrate failures. Normalize failure as part of the learning process. When you show that mistakes are stepping stones and learning opportunities, trust can flourish.
- Inclusive leadership. Remember that trust isn’t just given; it’s earned. Be the leader that listens, values diversity and makes everyone feel like they belong.
4. Work efficiency
Efficient work processes reflect a firm’s trust in its staff’s abilities and judgment. When employees have the tools and autonomy they need to perform their tasks effectively, the trust in your firm can grow.
How to measure work efficiency:
Regularly assess whether your team has the resources and support they need by asking the following questions:
- Are your daily tasks aligned with your job description?
- Are you able to complete your tasks without unnecessary interruptions?
- Do you feel like you have the tools and support to do your job efficiently?
Asking these questions can help highlight areas where trust may need a little boost.
Steps to improve work efficiency:
- Streamline processes. Trust your employees by removing redundant workflows and allowing them to focus on what truly matters: your clients.
- Provide adequate resources. Make sure your team has the tools and training they need to do their jobs. When employees feel supported, their trust in your firm deepens.
- Monitor workload. Burnout is a trust killer. Keep an eye on workload distribution. Trust is nurtured when employees know their well-being is a priority.
Check your firm’s vital signs
Trust is more than just a checkbox; it’s the heartbeat that keeps your firm alive and thriving. By consistently monitoring and nurturing team engagement, managing conflict with care, fostering psychological safety and enhancing work efficiency, you’re not just building a firm—you’re cultivating a community where trust flourishes. And while it might not happen overnight, with intentional effort and a genuine commitment, that heartbeat of trust will grow stronger every day.
TIPS & TRICKS
Scared of getting dumped? Know what to watch for.
As firm leaders, you take pride in what you do and often assume staff feel the same. But do they? Just because you don’t get the “Sunday scaries” doesn’t mean your staff doesn’t either. Have you ever been caught off guard by a resignation letter, feeling like it came out of nowhere?
Here are some telltale signs you can watch out for:
- Decline in performance. Missed deadlines, subpar work, less enthusiasm and lower initiative when it comes to taking on new tasks or projects
- Reduced engagement. Less participation in meetings and team activities, less engagement with colleagues and fewer contributions to discussions.
- Increased absenteeism. Increased time off, late to work, early to leave, an increase in unexplained or last-minute PTO requests.
- Negative attitude. Frequently complaining about work, colleagues or management, an overall lack of enthusiasm and a negative attitude towards work and the company.
- Indications of job searches. Frequent updates to their resume or LinkedIn profile, taking personal calls more often or stepping out for unexplained meetings during work hours.
Recognizing these signs early allows you to address the underlying issues, potentially reengage the employee and improve overall retention rates. But why wait to see these signs when you can proactively increase engagement and strengthen firm culture?
Here are some tips to make your firm a place employees want to stay:
- Ensure staff understand and align with the firm’s vision and mission; regularly communicating these core values to reinforce their importance will go a long way.
- Establish open channels for feedback and suggestions, such as regular meetings or anonymous surveys, and be transparent about company decisions and changes.
- Clearly outline potential career paths within the company and provide ongoing training and development programs tailored to employee needs.
- Celebrate milestones and successes to foster a sense of accomplishment and implement a recognition program that rewards both individual and team achievements.
- Promote a healthy work-life balance by offering flexible hours or remote work options and providing mental health and wellness resources such as counseling or gym memberships.
- Offer comprehensive benefits packages, including health insurance and retirement plans, and conduct regular salary reviews to ensure competitive compensation.
Implementing these strategies will create a more engaging and supportive work environment within your firm, strengthening culture and increasing retention.
SECURITY PRO TIP
Keeping your team safe from everywhere
Remember when working from home meant logging into your remote desktop to securely access your firm’s secure files until you could get back into the office the next day? If you experienced this earlier in your career, you probably felt limited in terms of fast interaction with your coworkers and access to high-performance applications.
Oh, how far we’ve come!
While cloud technology has consistently progressed, in 2020, COVID solidified a world of remote work that was already becoming a reality across many professions. Many employees now find themselves in a hybrid environment, balancing in-person interactions and commute-free time spent working from home. There are clearly many benefits, from talent retention to adopting a more flexible mode of work.
The downside?
With many firms now back to a comfortably hybrid mode of working, there are an increasing number of security considerations. While you once had to worry only about in-office security configurations, you now need to add work-from-anywhere security protocols to your to-do list.
Given how vast the threat landscape—and your firm’s threat surface—has become, where should you start? Let’s break down the must-have steps in securing your staff no matter where they log in.
Step 1: Secure cloud is first.
Sure, we say it a lot, but security starts in a protected, managed cloud where your core applications (that hold a lot of client data!) live. But I’ll take the cloud from a new angle here: The only way security actually works is if it doesn’t get in the way of efficiency.
To get your employees to access all their applications in one place, it must be easy. And you need a simple, secure, web-based browser that enables quick ability to open all necessary apps each morning.
Step 2: Think about your devices.
Create a plan for where employees can access firm resources and where they can’t. If you’re going to allow mobile access to firm and client data, you’ll need to be able to manage security for the specific apps in use.
Typically, laptops and tablets are what travel everywhere with your staffers for work, so you’ll want to consider how to manage advanced endpoint protection on those devices. A partner who can provide ongoing monitoring is likely your best option.
Step 3: Enable and educate your employees.
At the end of the day, remote and hybrid work requires promises between employees and employers. You may not be able to monitor and secure every internet connection your employee uses while traveling to a client site, for instance, but you can continually educate your staff to make the best possible choices to protect your data and client data.
Once employees understand best practices, they can keep up with current threats and respond accordingly. While we always recommend security awareness training, your firm will also need to go further to make employees a part of your security plan. Building a culture of security may sound vague, but it can be implemented as a series of processes across your firm.
For instance, the IRS requires your firm to have a Written Information Security Plan (WISP), but your staffers should all be aware of what is in the WISP and where client data lives across your firm. If you have policies for technology usage (such as AI), these should be included in your WISP, and employees should regularly review them as they are updated.
Get—and stay—secure
Of course, this is not an exhaustive list and only begins to scratch the surface of how your firm must secure remote and hybrid workers. What else are you doing to secure firm and client data? Sharing with firms like yours is a great way to evolve security best practices across the profession.
BOOKSHELF
On our bookshelf
212 The Extra Degree: Extraordinary Results Begin with One Small Change
by Sam Parker, Mac Anderson
The Culture Code: The Secrets of Highly Successful Groups
by Daniel Coyle
Diversity, Equity, and Inclusion for Trainers: Fostering DEI in the Workplace
by Maria Morukian
Looking for a non-business-inspiring read? Here’s a bonus recommendation for our readers:
The Women: A Novel
by Kristin Hannah
WHAT’S GOING ON
What’s going on at Rightworks Academy?
Events for members
- September 28: Optimizing firm performance: Evaluating and enhancing service strategies
- October 8: Marketing Solutions: Mastering social video: Elevate your firm’s digital presence
- October 16: Fall security update
- November 13: Marketing Solutions: SEO essentials: Boosting your accounting firm’s online visibility
- November 20: Cleaning up your systems
To register, log into your Academy account and navigate to Community > Events.
Education workshops
Join the education team for workshop-style coaching sessions facilitated by your Academy coaches and trainers. Designed to provide expert insights, peer discussions and practical exercises, you’ll acquire the tools needed to support the modern firm topic(s) the workshops address while providing a space for more interactive, group-style coaching. Each workshop will be held for a minimum of two weeks.
- September 24: Strategic pricing analysis
- October 22: Identifying and applying KPIs in your firm
- November 7: Engagement letters, Part 1: Development, best practices and common challenges
- November 12: Engagement letters, Part 2: Development, best practices and common challenges
To register, log into your Academy account and navigate to Community > Events.
Events for members and non-members
Not a Rightworks Academy member yet? We have you covered with live and on-demand events where you can learn more about Academy and the latest hot topics in the profession. Visit rightworks.com/resources/live-on-demand-webinars for a continually updated schedule of events.
In the spotlight this month:
Staffing for success with technology
On-demand
Join Molly Gallaher Boddy, Director of Product Marketing, as she shows you how firms like yours have successfully faced their biggest staffing challenges using technology. We’ll explore how technology plays a role in establishing firm culture that supports retention, along with the strategies you should consider to help keep your firm secure.
What’s new on the blog?
From mastering client onboarding to our four-part staffing series, the Rightworks blog has great information to inspire Rightworks Academy members to prepare for your future successes. Check out our newest posts, and don’t forget to bookmark the blog so you can stay up to date.
Read the latest posts at rightworks.com/blog.