Tag: accounting staffing agencies seattle

How do I Format and Draft a Job Offer Letter

by Jeanne Knutzen | November 26, 2013

0 Blog, Hiring.Best Practices, Human Resource Roles accounting staffing agencies seattle, staffing agencies in seattle, Staffing Agencies In Seattle WA, staffing agencies seattle, staffing agency seattle, staffing agency seattle wa

After weeks of careful sourcing, resume collection, conversations with recruiters, and a long, meticulous interview process, you’re finally ready to choose a candidate. And luckily for you, the choice is easy. Your final contender has it all: wits, drive, a strong work ethic, a pleasant attitude, and affordability. So now you need to make it over the final hurdle: presenting an offer she can’t refuse. And making sure she isn’t lured away by your competitors before her start date. Just to stay on the safe side as you draft your offer letter, keep a few tips in mind: first, retain two back up candidates so you can don’t have to start over if this one gets away. And second, remember that your letter is only part of the process. You also need to reach out to the candidate by phone, and you’ll want to stay socially connected with her between the date of the offer and the day she steps onboard. Try to prevent a change of heart by keeping her thoughts focused on a future with you, not her past with the company she’s leaving behind. Here are a few ways your offer letter can send the right message and accomplish this goal.

1. Be personable. The legal language of the letter is important, but give your words a personal touch, and make sure the tone is warm, welcoming, and enthusiastic. Make it clear that her arrival is considered an exciting and positive event, not just another bureaucratic item to check off a list.

2. If the offer will be contingent on anything, from a criminal background check to a medical exam, social media review, reference check, or blood test, make each of these items clear. Arrange them not in a block of text, but in a list of distinct bullet points.

3. Provide clear instructions to the employee regarding her next step. Will she need to sign the letter and return it by mail or email before a certain date? Will she need to contact the HR office by phone to formally accept the offer? Will she need to submit any additional material to deal with the contingency items listed above? These instructions should appear in the letter’s final paragraph, right before the close.

4. The terms of employment should be made clear in the letter. If this is an at-will agreement or a defined contract, include the terms in the letter or attach them in a separate document.

5. Summarize the insurance benefits associated with the position and clearly state the annual compensation.

The requirements and recommendations associated with your offer letter will vary with the position, the industry, and the laws in your state. If you are looking for staffing agencies in Seattle, contact us today.

Topics to Avoid in a CPA Interview

by Jeanne Knutzen | February 21, 2013

0 Blog, Finance/Accounting Roles accountant jobs in seattle wa, accountant jobs seattle, accounting jobs in seattle, accounting jobs in seattle wa, accounting staffing agencies seattle, accounting staffing agencies seattle wa, accounting staffing seattle

You’re heading into your interview for an accounting position, and for the most part, you aren’t worried. You have confidence in your skills, you have enough experience to qualify for the position, and you’ve been practicing and polishing your generic interview skills. But before you step into the hiring manager’s office, make a note: There are a few topics that it’s best to avoid in a financial interview. Don’t bring these topics up voluntarily, and if they surface on their own, move past them gracefully and quickly. Don’t Dwell On These Interview Topics 1. Your most important mistakes Becoming great at anything means making a few mistakes along the way. Your mistakes provided the lessons that make you valuable as an employee. But ironically, employers don’t really want to hear about them, even if they ask. If you were fired from a previous position, laid off, or reprimanded as a result of an error, failure, or oversight, focus your explanation on the positive. Talk only about what you learned from the episode, not the details of what when wrong in the first place. 2. Salary, benefits, deal breakers and deal sweeteners Don’t attempt to alter the terms of the deal before a deal exists. For example, you may live five states away, and unless the company funds your relocation, you’re unlikely to accept the job. But even so, now isn’t the time to bring this up. If you have deal breakers, like a salary minimum, handicapped accommodation requirements, the need for comprehensive health insurance, or he need for onsite childcare, don’t talk about it now. Of course you’ll have to bring these things up before you sign any contracts or accept the job, but let the offer happen first. 3. Gossip and name dropping beyond the strictly professional If you need to bring up the name of a mutual contact or a client your interviewer may know, keep all discussions of this person positive and short. You aren’t aware of all the relationships and politics at work, so play it safe and you’ll be less likely to accidentally insult someone. This includes organizations as well as individual people. 4. The private affairs of previous clients Of course you would never disclose any privileged information about your current or former clients. But be clear about this with your word choices and your demeanor. Everything you do and everything you choose to say should inspire trust. For more information about what to bring up—and what to avoid—during your industry-specific interview, arrange a meeting with the Seattle job search experts at Pace. We can connect you with leads, help you polish your presentation, and give you the tips and tools you need to land the job you want.