Accounting and Finance Staffing Solutions- An Explanation of Our Vertical and the Importance of Specialization
Moore Staffing provides various sized organizations in a wide spectrum of industries with top accounting, financial, revenue cycle management and bookkeeping talent. We ensure that candidates meet and exceed the job description provided by our clients through specializing and becoming experts in our verticals.
So what does it mean for a Staffing Solutions Team to have expertise in the Accounting and Finance industry and why does it matter?
The simple answer, from a staffing perspective, is that it means to have knowledge in the industry to further understand and exceed your clients expectations.
More specifically, for our Accounting and Finance Staffing Solutions team, it means that we understand the trade specific skills and how to probe potential candidates for their proficiency in them. And with over 40 years of experience, we can say we’ve done just that.
Our staffing managers make a point of following the market trends. By staying in tune with the projection of their industry, they are able to better assess what skills candidates will need to progress and further their future employer’s business.
For example, back 20+ years ago, accounting and bookkeeping had just begun to use computerized systems. It was important to be ahead of the trend and source accountants with specific computer skills and program experience. This not only did this impressed our clients but gave them the flexibility with their new hire to start onboarding the innovations into their business model without needing to educate or train them.
A more recent trend has been cloud accounting. With this being the trend we have made efforts to stay on top of these skills even if they aren’t required by the client due to the fact that they may be in the near future. Understanding the industry trends and expectations for roles gives our managers a base for their search, but understanding the client culture and requirements for an individual client is done through relationship building and experience.
By maintaining relationships with our clients, we become an extension of their organization and educate ourselves according to their companies mission and differentiation points. Using this knowledge and our understanding of the client’s workplace culture, we are able to source and back valuable candidates for our client to choose from. More recently, accounting and financial services have seen a shift in work from home capabilities. Different clients offer different supports in their work from home shift, so when sourcing talent, we verify that a candidates at home capabilities complies with what the company is able to provide.
Our service isn’t limited to a particular level of employee or sector within the clientele. Being a small business ourselves, we understand what it has meant to build from the ground up. Because of this we are able to apply our knowledge to ground level employee fills, all the way up to senior management. We also understand the cross functionality of employment within an organization and have the ability to fill all job types within the company. Our vertical can be applied across industries to organizations that need financing and accounting roles filled or to finance and accounting firms who need various roles filled.
Specializing in the vertical also allows us to be experts when speaking with potential candidates in ways outside of examining their skills. While speaking to their experience and their career goals is our first look at candidates, we also strive to understand their personality and how they interact with people. Like our clients, building relationships with our candidates is of the utmost importance so we make efforts to follow up with them and keep communication open even after they have been placed. We often find that exemplary candidates just need slight tweaks to their resume presentation or their interview skills and being specialized in their field, we are able to provide them the best advice possible.
Specializing gives a more quality focused service to both our candidates and clients.
Here are a few of our success stories:
Working with our client who does prototyping through production for critical applications in all types of metals and plastics has been one of our favorites. This was a client that had no HR middle person to engage with onboarding new personnel. Building trust and rapport with this client was essential to get our candidate in their office, but also that allowed us be more engaged and having them trust us with more openings. Being able to collaborate with another vertical within Moore Staffing gave us even more expertise in sourcing their perfect candidate as a cross sector fill within the company. We have been able to continue our relationship with this client and always look forward to working with them.
Another great success was with our client who is one of the largest workwear and textile service companies in North America. It has been a great experience for us mutually. Making sure we understand the hiring manager needs, has allowed us to fill jobs, but also for this client to trust us with sending us more job orders across their organization. That open communication was key to supporting this client.
One candidate for a Tax Manager placement was one of our favorite candidate stories yet. He had come to us with over 20 years of experience and having his own firm but with no resume. We coached him, helped him build his Curriculum Vitae and placed him at a top local public accounting firm. Both our client and candidate were fulfilled with the placement.
Here at Moore Staffing, our Accounting and Finance Solutions Team understands that specializing and gaining knowledge in their vertical expands their ability to exceed both candidates’ and clients’ needs. It is truly about finding solutions and having the expertise in the industry provides tremendous results.
Moore Mini Golf Tournament to Benefit American Training, Inc.
Back on September 24th, 2019, Moore Staffing Services hosted a Mini Golf Tournament to benefit American Training at Cerderland Family Fun Center. Following in the beliefs of our founder Helen Moore, we partnered with a two companies that believe every life matters. Cederdlands mission is to provide activities for families to get their children active and maintain a healthy life style, as a branch of Cederdale Health and Fitness Center. American Training has inspired us over the years, providing housing, education, training & support services to people with disabilities, youth at risk & adult learners who are looking for a pathway towards a more meaningful life.
With families and friends as teams, the tournament started with some competitive fun. Casual dining gave participants a wonderful opportunity to meet new friends and members of the community. Raffles were held to raise money to support such a wonderful, local organization who directly affects members of our community. Many winners walked away with bundles of goodies, including New England Sports team tickets. Overall the day was fun and exciting, as all ages and abilities were able to join in the fun! It is times like these where we can reflect at the power of community, giving back and paying it forward. This tournament left a lasting impression on those who were able to attend and the money raised has affected many lives for the better.
Even in the current state of the world due to covid19, we remember these times and are excited for our future partnerships. As a fellow small business who is dedicated to changing lives for the better, we hope these events can resume sooner rather than later.
If you need assistance finding employment, email your resume to: team@moorestaffing.com
If you are a business looking for a partnership, please email: mike@moorestaffing.com
It is no secret businesses are experiencing trying times due to the current state of the world. Small businesses, in particular, will face particularly challenging obstacles. As a supporter of small business and one ourselves, Moore Staffing has put together a list of ways to support your favorite small businesses without leaving the house.
Practice Social Distancing
STAY HOME, if you can. Many small businesses have a limited number of employees. Infecting one of their workers could spread it to the entire organization very quickly. They will then be out of production far longer than they would be if their employees remain healthy and safe.
Shop online.
Some small businesses offer substantial opportunities to do business with them online. Using this platform is a safe way to keep a distance but also engage with your favorite small business
Rate Them
Take 5 minutes to give your favorite small businesses a 5 start review online. Not only will this entertain you for 5 minutes, it will really help these businesses get the exposure they deserve. Spread positivity!
Schedule Online Sessions or Communication
The service sector of small businesses will be hit with unexplored challenges the hardest. Give them a call! See what innovations you can create with them to extend their services virtually. This is especially great for particular therapies.
Gift Cards
If you think you would have visited their store in these weeks when social distancing has been in place, buy a gift card for yourself. It’s a great “treat yourself, self-love” gift and you can definitely use it in the future.
Order In
Ordering in is a great way to still get that deliciousness and support your local restaurants.
Online Donations
This is geared more towards charities and nonprofits, many of which have had to cancel events this upcoming spring. They work tremendously to help those in need and would appreciate your support from home.
Like and Share
Social media is a powerful thing. Help spread the word by liking and sharing businesses posts. You may help a friend and the business at the same time by sharing information.
October 25, 2019 – Moore Staffing Services of Methuen was awarded “Company of the Year” by American Training, Inc.
At their annual Life Matters Awards Gala, the Andover, MA based non-profit, which provides housing, education, training & support services to people with disabilities, youth at risk & adult learners who are looking for a pathway towards a more meaningful life, recognized Mike Moore and his team for their 20 plus years as supporters of the organization.
Over the years Moore Staffing has provided job placement services to LARE Institute graduates including additional individualized training and workshops. As a proud partner of American Training, Moore Staffing has also supported their mission through fundraising events, donation of athletic event tickets, and providing equipment and furniture to enhance classroom space.
“It was a humbling experience to be awarded for our support of this great organization,” said Mike Moore, President and COO. “Our shared values of giving back and supporting the Community are why this partnership has grown over the years and will continue to do so. We look forward to many more years of being part of American Training’s mission and helping them to ensure that every life does, indeed, matter.”
A Simple and Effective Hiring Tool
By Mike Moore, President & COO
During my nearly 40-year staffing industry career, I have seen many changes in the ways companies hire.
In the 1980s candidates were asked to mail or deliver their resumes or stop by the “personnel office” and complete an application. The process picked up speed when the fax machine gained popularity in the late 1980s and even more so with the widespread usage of email in the late 1990s.
With our current labor market, it is critical that hiring companies look for new ways to shorten the cycle time and improve the candidate hiring process. At Moore Staffing, we often see companies take too long to meet face-to-face with candidates, only to lose out on top talent because the candidate accepted an offer from another firm. One simple step we encourage our clients to take is to schedule an initial 20-30 minute phone interview with candidates.
Here are some of the benefits of conducting phone interviews:
• Phone interviews can be scheduled much more quickly than in-person interviews – the sooner you engage a good candidate, the better.
• By making the initial contact by phone, it widens the candidate pool to include out of area superstars who are open to relocation.
• For those candidates who you speak to despite being short on experience, but who appear on paper to be bright and ambitious with strong potential upside, a phone interview is a great tool for assessing whether this candidate may be worth meeting.
• The hiring process is maximized because unqualified candidates are eliminated before wasting the valuable time of human resources, hiring managers and anyone else on the hiring team.
• Verbal communication skills can be assessed during the phone screen.
• Through conversation, candidate and company mismatches can be eliminated and instances of “I wish we knew this before this interview was scheduled” can be avoided. It’s an ideal way to pick up on potential red flags and identify a candidate’s true level of compatibility and interest.
• Candidates are taught never to bring up salary in the first interview, but the green elephant in the room needs to be paid attention to early in the process. If your salary range is 50-60k and the candidate is seeking 70-80k, an early conversation might save both of you time and effort.
• If the pieces appear to be falling into place, initial interviewers can talk about what a great leader the hiring manager is, how the company promotes from within, low turnover, great benefits, etc…and anything else that sells the organization to candidates and encourages them to go forward in the interview process.
• For each candidate moving forward to the in-person interview stage, now equipped with preliminary information, you can prepare specific interview questions that will help peel the onion back on their qualifications for this job, their interest, and overall fit.
By using the phone screen interview you will significantly improve your chances of meeting only qualified, top talent, and save the time, resource allocation and costs associated with a prolonged hiring process!
The team at Moore Staffing Services prides itself on working hard to get the job done! Our core values of Expertise, Sincerity, Compassion, and Community drive us toward the mutual goals of finding every client the best possible candidate to fill their open position, and every candidate the opportunity they want and deserve. To learn more about partnering with us, contact mike@moorestaffing.com or call (978) 682-4994.
Recruiters and hiring managers expect a candidate to know a good amount about their company and their industry when the candidate comes in for the interview. If a candidate asks basic questions about a company in an interview, it shows lack of preparation.
It can also present the perception that a candidate does not have a high level of interest in working at that company. The information candidates garner in pre-interview research will help candidates come up with smart questions that not only impress the hiring manager but will also aid the candidate in deciding if this is the right place for his/her next job.
There are many useful online research tools available: the company website, press releases, earnings reports, LinkedIn, Google News, company prospectuses and employer review sites such as Glassdoor and Google. Simply typing a company name in Google can lead to lots of valuable information about a company.
So what specifically should you identify about a company before you interview?
• What are their products, services, and industry?
• Who do they sell to or provide services to?
• Who do they compete with?
• Where are their facilities and offices located?
• Who owns the company?
• Are they private or public?
• If public, how are their earnings?
• What are the challenges they and companies in their industry are facing?
• How many employees work there?
• How do their employees describe the company?
• What benefits do they offer? (if published on the website)
• How do current employees in the role you are applying to describe their position on LinkedIn?
• How do hiring managers at the company review their employees? This could give you some indication as to the attributes hiring managers like to see in their employees.
The job seeker should make sure they are familiar with every aspect of a company’s website. The more company research a candidate does, the more they will be perceived as intelligent, interested and on-the-ball by the hiring company. Benjamin Franklin famously said, “the investment in knowledge pays the best interest.” Those words could not be more applicable when describing the importance of preparing for an interview!
