What You Need to Know When Hiring a Manager

Hiring a manager takes a lot of time and money. To maximize your ROI, you need to know which qualities to look for when finding the best candidate. Here are seven qualities you should look for when hiring a manager.

  1. Focus

Focusing on company goals is imperative. Because a manager has competing priorities at any given time, they need to determine in which order tasks get completed so that everything is finished on time. A manager also needs to ensure the work being done fits with company goals and helps the business remain competitive. In addition, a manager needs to be creative when solving complex problems to move the company forward.

  1. Communication Skills

Strong written and verbal communication skills are necessary. A manager needs to know what needs to be done and be able to clearly communicate those priorities to each team member. A manager also needs to assign tasks to each teammate and provide the resources needed to complete the work. In addition, a manager needs to consistently follow up on team members’ progress and ensure everyone is working toward the same goal.

  1. Problem-Solving Ability

Being able to regularly solve tough problems is required. For example, a manager needs to break down an issue to thoroughly understand it, come up with ideas to solve the problem and determine the most effective solution. Also, a manager needs to be confident in their choices to gain their team members’ support in implementing the decision. In addition, a manager needs to convince their teammates to move forward – whether or not they agree with the manager.

  1. Responsibility

Taking responsibility for team members’ actions is essential. Because a manager is in charge, they must be held accountable for their team’s successes and failures. Therefore, a manager needs to stay aware of their teammates’ actions and ensure they remain engaged in their work.

  1. Team Member Appreciation

Expressing team member appreciation is important. When teammates are appreciated, they feel greater job satisfaction and increased morale. As a result, team members regularly show up for work, stay productive and remain loyal to the company longer. Therefore, ensure a manager privately and publicly acknowledges teammates’ contributions and successes, provides additional PTO and allows bonuses and raises to express employee appreciation.

  1. Honesty

Honesty instills employee confidence in a manager. Employees follow a manager when the manager is trustworthy and follows through on things. Look for a manager who values openness and transparency, leads by example, and encourages co-workers to follow suit.

  1. Empathy

Possessing empathy is vital. For example, a manager needs to ensure teammates don’t have too much work piled on them, as they’ll become less productive and may search for jobs elsewhere. Also, when team members experience issues in their personal lives, the manager should allow a degree of flexibility, such as taking off a few hours, as long as their work gets completed on time.

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Take Advantage of LinkedIn When Looking for a Job

Use LinkedIn as one of your search methods when finding your next job. You’ll be able to research which companies are hiring, who works there, what the culture is like and other factors that influence where you want to work. Here are five ways you can take advantage of LinkedIn when looking for a job.

  1. Update Your Profile

Ensure your profile is both complete and updated. Because your LinkedIn profile is like a resume, keep your skills and experience current to show the value you can provide for an employer. Include an attractive headline, detailed summary and links to your online portfolio or professional website. Provide a professional photo of yourself so that an employer can see whom they’re contacting for a job interview.

  1. Become a Thought Leader

Establish yourself as a thought leader in your field. For example, join LinkedIn Groups to provide input in discussions, and ask and answer questions. Also, connect with individuals you regularly interact with in Groups to further develop your relationship. In addition, post content and videos you create that are relevant to your industry.

  1. Learn About Employers

Use LinkedIn company profiles to learn more about employers. You can determine which of your connections work for the company, who recently was hired or promoted, which jobs are available, what the company statistics are like and who its competitors are. You can also follow companies to stay current on their achievements, which you can mention in a cover letter or interview, and discover job postings. In addition, you can learn about company culture and what employees have to say about working there. Furthermore, you can research your potential boss and executive team before participating in an interview.

  1. Make Connections

Connect with everyone you know on LinkedIn. The more connections you have, the greater your chances of getting help with your job search. For example, look for individuals you know who work for the company you’re interested in and may refer you to the hiring manager. Also, connect with individuals in your field with whom you want to establish a relationship. In addition, connect with alumni from your college to discuss your experiences and how you can help secure a new position.

  1. Use Job Search Options

Utilize LinkedIn’s job search options. For example, click on the “Jobs” tab to search for an opportunity by keyword, ZIP code and country. Use the “Advanced Search Option” to narrow your choices according to date posted, experience level, location, job function, company and industry. You can save your searches, request email notifications about new postings, and search for job openings on companies’ LinkedIn pages. Also, use Open Candidates to discretely show you’re looking for a job without your employer or co-workers finding out. Recruiters can see what types of jobs interest you and what the best way is to get in touch.

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Hiring Trends in 2018 You Need to Know About

As we move into the new year, many changes are happening with companies’ hiring practices. In some cases, hiring managers won’t even see your resume. Here are five hiring trends in 2018 you need to know about.

  • Apprenticeships Are Popular

Because Germany has been using apprenticeship programs to build its highly skilled workforce, the United States will follow suit. U.S. vocational schools, universities and organizations will begin implementing apprenticeships for manufacturing, trade and other high-skilled jobs. Benefits of apprenticeships include lower recruitment costs, increased productivity and reduced turnover. Also, because apprenticeships customize training to meet industry standards and increase safety, they may reduce workers’ compensation costs. Given the fact that Germany has a low unemployment rate due to a reliable pipeline of qualified workers, having apprenticeships in the United States may help reduce unemployment here as well.

  • Artificial Intelligence Assists with Hiring

AI and machine learning quickly analyze large amounts of data to make hiring decisions and predictions. HR can better define a job posting’s perfect candidate, find qualified workers in search pools and more quickly fill job openings. Companies like Unilever are using AI when hiring entry-level employees to increase diversity and decrease costs. This practice replaces collecting resumes, sending company representatives to universities or conducting phone interviews with candidates. When a candidate passes the AI screening process, they participate in an in-person job interview.

  • HR Takes a Team Approach

The new work model involves changing job roles and job descriptions, rethinking careers and internal mobility, and emphasizing skills and learning to measure employee performance. The model is also changing how leaders lead and how businesses set goals and reward employees. In addition, there is a greater focus on culture and engagement, delivering on-demand learning and helping departments share information to collaborate better.

  • Companies Focus on Employee Value Propositions

Because businesses are competing for smaller numbers of qualified candidates, companies need to communicate their top selling points for workers to work for them. A strong EVP represents pay, benefits, training, career development opportunities and other aspects that make a business attractive to workers and sets it apart from the competition.

  • Businesses Create Great Candidate Experiences

When candidates participate in a personalized and engaging recruitment process, they feel more connected with the company and are more likely to want to work there. Because a great candidate experience maintains open communication throughout the recruiting process, the candidate understands where they are and are less likely to decide to work for a competitor.

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The Top Five Ways to Ace a Marketing Interview

Interviewing for a marketing role can be stressful. However, there are steps you can take to increase your chances of making a positive impression and being extended a job offer. Here are five ways to ace a marketing interview.

  • Be Prepared

Research all you can about the company and the interviewers. Understand what the company does and what its mission, values and culture are.

Read the company’s social media pages, blog posts and news section of its website to learn about recent achievements, new campaigns or issues the company’s experiencing. Find out what the company’s target audience is, its role in the industry and products/services it produces. Uncover the company’s revenues, competitors and management structure. Visit LinkedIn to find out the interviewers’ roles in the organization and whether you have mutual connections or interests. Also, print several copies of your resume for the interviewers to refer to and references to call. In addition, prepare multiple samples of your writing or other work to demonstrate your quality and thoroughness. Be prepared to discuss two or three pieces that relate to the position you want.

  • Practice Answering Questions

Ask a family member or friend to ask you potential interview questions and provide constructive feedback. Typical interview questions involve your work style, strengths and weaknesses, and projects you’re proud of. For example, “What are your favorite marketing blogs and why?” “Tell me about a campaign you were involved in that didn’t go as well as expected. What do you think went wrong?” “How have you successfully incorporated online marketing tools into previous campaigns?”

Ensure you quantify your successes to demonstrate how you added value for past employers and can add value for your next employer.

  • Dress Appropriately

Men should wear a dark suit, such as black or navy, with a light-colored dress shirt, such as white or blue, and matching tie. Women should wear a dark suit coat with matching pants or skirt and a light-colored dress shirt. Wear matching socks or hosiery. Ensure your hair is styled, makeup is minimal and shoes are polished.

  • Ask Questions

Listen and respond to what the interviewer says, then follow up with your own question. Add in your opinions and thoughts as well. You’ll keep the interviewer engaged in the conversation and stand out from your competitors. Remember to pause after each question so you can think about the answer.

  • Send a Thank-You Email

Let each interviewer know you appreciate their time. Mention two or three topics you discussed that make you the best candidate for the role. Tell them you look forward to hearing from them soon.

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How to Reduce Stress in the Workplace

When employees feel stressed, they typically miss more days of work, develop health concerns that increase insurance costs, and change employers with little or no notice. As an employer, it’s in your best interest to do all you can to keep your employees’ stress levels down. Here are seven ways to reduce stress in the workplace.

  • Communicate With Your Employees

Talk with your employees about factors that make their jobs stressful. You may be going through a busy season and need temporary staffing to alleviate the workload. A new employee may desire additional feedback on their work performance to ensure they’re producing at the expected level.

  • Clarify Expectations

Clearly define your employees’ roles, responsibilities, goals, and how they relate to the overall success of the company. Clarify your expectations for your employees’ completion of their work. Share company news so your employees gain insight into the future of the organization and their role within it.

  • Use Positive Reinforcement

Give verbal or written praise individually or publicly for completing work on time. In addition, offer employees rewards for achieving company goals.

  • Welcome Employee Input

Ensure your employees’ workload is manageable, they have the resources needed to complete their tasks and the deadlines are reasonable. Encourage your employees to provide their ideas for streamlining operations and moving the company forward.

  • Encourage Physical Activity

Encourage your employees to take frequent breaks. Suggest your employees stretch and take a walk inside or outside the building each day. In addition, offer discounted yoga classes, gym memberships, or other outlets for fitness.

  • Promote A Work-Life Balance

Be sure your employees are using all of their vacation days. If possible, allow your employees to work remotely one day a week. Don’t allow your employees to work at the office after work hours or on weekends or vacation days.

  • Lead by Example

Managers should remain positive at all times. Also, managers should eat healthy foods throughout the day. Managers should leave work at a reasonable hour to spend time with their family and friends or pursue other interests.

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Five Tips for Cleaning up Your Cluttered Resume

Before applying for your next role, it’s important to update your resume. Because it may have been a while since you applied for your last role, you want the most current, relevant information to show why you’re the best candidate for the position. Follow these five tips for cleaning up your resume.

  • Narrow Your Career Goal

Be specific about your career goal. Your resume will be more focused and appeal to the employers who fit the criteria you’re searching for. If you have multiple target jobs, customize your resume to each. Focus on no more than three industries so you can more easily share relevant content.

  • Condense Your Opening Summary

Include a qualifications summary near the top of your resume. Explain your background and knowledge in concise and descriptive terms. Focus on what you can do for the company you want to work for. Show how your most recent experience and notable accomplishments make you best suited for the role. Include your core specialty and certifications that are relevant to the position and other pertinent details.

  • Update Your Work Experience

Start with your most recent position and work backward. Focus on your most recent accomplishments that relate to the role you want. Highlight your job titles or promotions and projects you managed. Detail what you accomplished and what steps you took. Include how you increased company profits, quality, efficiency, or customer satisfaction. If you have an established career of over 10 years, summarize your experience in an “early career” section. Focus more on your accomplishments than on your responsibilities. If you can’t back up your information with numbers, percentages, or another quantifiable method, delete it.

  • Emphasize Your Skills

Ensure your skills are current to show you stay updated in your field. Emphasize how your skills have benefitted previous employers and how they can benefit your next employer. Include all qualifications you possess that are mentioned in the job description. If you’re lacking in specific areas, determine how you can gain those skills. For example, you may want to take a class or earn a certification to qualify for more roles.

  • Consolidate Your Education

If you have an established career of at least four years, leave out detailed information about your internships, courses, academic honors, and extracurricular activities. Employers are more concerned about how your recent skills and experience can benefit their company.

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Encourage Employee Growth and Development

Investing time and money in employee development is important to a company. Employees who focus on developing their knowledge, skills and experience help the organization move forward. Here are six ways to encourage employee growth and development:

  • Provide Resources

Ensure employees have a variety of resources to enhance professional development. For example, maintain a database of professional seminars or conferences employees can attend, classes they can take or organizations they can participate in. Employees will stay current on industry news and trends as they develop. Consider providing tuition/expense reimbursement for these professional activities/memberships. Also, provide as many online, on-demand learning opportunities as possible to accommodate employees’ schedules. In addition, offer coaching and mentoring programs for employees to increase their knowledge base and skill set, develop as leaders and help your company remain competitive. Furthermore, ensure different learning options cater to employees’ different learning styles for maximum results.

  • Develop Specific Skills

Encourage employees to focus on specific skills that need enhancement. For example, employees may take a class to develop their writing skills or participate in a local Toastmasters club to enhance their public speaking skills. Employees who pursue professional growth will increase their level of contributions to the company, perform better in teams and help the organization stay competitive.

  • Implement Cross-Training

Let employees cross-train in departments that interest them. For example, provide a lunch and learn or job shadowing program where employees can learn about job requirements in different departments and decide whether they may be interested in filling a different position or collaborating with different departments. Being able to take on different roles within the organization will result in a better understanding of company operations and potentially uncover ways to save time and money by streamlining systems. Employees may also remain loyal to the company longer because they’re staying engaged in their tasks.

  • Promote Networking

Encourage employees to constantly be networking. Developing relationships with industry professionals helps employees gain new insights, skills and perspectives to excel in their roles. Networking also increases employees’ visibility and builds their reputation as being knowledgeable and supportive. In addition, employees learn industry developments, best practices and ways to handle common challenges. Furthermore, networking helps employees contribute more and help the company move forward.

  • Encourage Regular Feedback

Ensure managers and employees provide each other with regular feedback to ensure their work is adequately challenging and their needs are being met. Managers and employees can also ask and answer questions, discuss problems and find solutions. In addition, managers can praise employees for achieving desired results and discuss ways they can work on areas that need improvement.

  • Lead by Example

Ensure all managers and executives lead by example. When staff see higher-level employees actively engaged in professional growth and development, staff are more likely to participate as well. Because workers crave transparency from leaders, workers typically are more willing to engage in behaviors that leaders request of them when they see those behaviors being modeled. This helps build a trusting, collaborative culture within an organization.

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These are six ways to encourage employee growth and development. For assistance with finding top industry professionals, contact WinCorp Solutions today.

Four Tips for Advancing Your Accounting Career

Moving forward in your accounting career involves careful planning. By gaining the necessary skills and experience, you set yourself up for success in your field. Follow these four tips for advancing your accounting career.

  • Earn Additional Qualifications

If you are just starting out, you may want to earn the Association of Accounting Technicians (AAT) qualification. This will advance your understanding of financial performance and may help you earn promotions. If you would like to move into management positions, you can complete the Chartered Institute of Management Accountants (CIMA) qualification. In addition, you can earn advanced degrees such as a Master of Science in Accounting. This degree will help you prepare for the certified public accountant (CPA) exam, leading to another qualification that can help you move forward. Furthermore, becoming a CPA prepares you for specialized qualifications such as a Certified Management Accountant (CMA), Certified Fraud Examiner (CFE) or Certified Internal Auditor (CIA).

  • Enhance Your Soft Skills

Strengthen your communication skills by joining a local Toastmasters club. Improve your leadership skills by participating in related workshops and seminars. In addition, increase your collaboration skills by joining a sports team. Because your ability to understand, relate to, and serve clients is a vital aspect of working as an accountant, developing your soft skills helps you perform at a higher level and shows you are the best candidate for a promotion.

  • Find a Mentor

A mentor can provide you with inside information about your company and/or the accounting industry to help you be more productive in less time. A mentor can also help you create and achieve long-term career goals so you progress professionally over time. Furthermore, a mentor can connect you with contacts and opportunities that you may not have found otherwise.

  • Network

Daily connecting with new professionals and cultivating relationships increases your influence in and out of the accounting field. You increase your chances of finding new ways to advance your career. Because the majority of desirable jobs are filled by word-of-mouth rather than advertising, you may be able to interview for roles you would not have had access to otherwise. Therefore, you need to participate in accounting events such as seminars, conferences and professional association meetings.

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Tips for Successful Employee Recruitment

Recruiting employees is a necessary part of managing a company. Due to the time and expense involved with hiring, training and retaining top talent, hiring managers need to find candidates with the required skills and experience who will fit best with the company culture. Fortunately, there are steps managers can take to improve the process. Here are five tips for successful employee recruitment.

Be Perceived as a Top Employer

Ensure employee practices for involvement, motivation, accountability, recognition, reward, promotion and retention make the business attractive. Also, encourage employees to discuss why they enjoy working for the organization and what benefits it may provide job candidates.

Use the Company Website for Recruiting

Make sure all information on the company’s vision, mission, values, goals and products/services is prominently displayed to attract candidates with similar interests and beliefs. Also, include employee interviews that provide insight into what it is like working for the organization. Include an employment section detailing open positions and what skills and experience the best candidate will possess.

Improve the Candidate Pool

Cultivate relationships with recruiters and staffing firms. Encourage employees to participate in industry conferences and professional associations so that they can network with potential job candidates. In addition, monitor job boards for active or passive candidates who may be looking for a new role. Place job postings on websites and in magazines of professional associations. Search for candidates on LinkedIn or other social media as well.

Involve Employees in Recruiting

Encourage employees to recommend candidates for open positions. Provide a monetary incentive if the candidate is hired and stays for a set time. Ask employees to review resumes and potential fit with company culture for candidates interested in working in their department. Employees know what their jobs entail and what company culture is like, making them perfect for that task. In addition, request that top employees meet with candidates during interviews to discuss their role within the organization and what they enjoy most about working there.

Increase Compensation, Benefits and Perks

Offer compensation, benefits and perks that are greater than what your competitors offer. For example, research what the average salary is for a position in your industry and offer a slightly higher salary. Also, find out what the average benefits package is within your industry, beyond health insurance and a retirement plan, and add in other benefits your company can afford. In addition, determine what perks your employees value most, such as working remotely or setting their own schedule, and offer what you are able to. Furthermore, educate candidates on the value of your compensation, benefits and perks so that they understand they are highly valued and want to work for you.

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The Importance of Staffing Firms

Staffing firms recruit, train and manage workers who help with companies’ production on an as-needed basis. Whether providing qualified workers for a few days or months or on a potentially permanent basis, utilizing staffing firms’ services can provide advantages for employers. Here are five reasons why staffing firms are important.


Staffing firms’ employees are experts in their field. Because they typically have higher levels of education, skills and work experience, the employees are highly knowledgeable about companies’ job requirements, employment trends and best recruitment practices. Firms’ employees also remain current with news and trends in their industry, especially if they specialize in a specific niche, which provides additional value when sending workers to a company. In addition, because firms’ employees collectively have a larger network than a typical company does, firms can quickly provide qualified workers to fill job vacancies when needed. Furthermore, firms’ employees are well-trained in prescreening job candidates to fill an organization’s needs.


Working with staffing firms provides flexibility.  For example, if a company’s employee is absent due to a planned event such as a vacation or unplanned circumstances such as illness, using an employee from a staffing firm can replace the employee for as long as necessary. Also, if an employer is looking to fill a long-term position, they can offer a temporary-to-permanent position that allows the employer to observe a worker’s qualifications, personality and job performance before deciding whether to hire the worker as a permanent employee.


Mixing temporary workers with employees helps improve productivity. For example, bringing aboard temporary workers during busy times can help reduce employee workloads, decrease work errors, lower absences and prevent burnout. Also, because staffing firms invest the time and money needed to recruit, train and retain temporary workers, hiring managers can focus on other production responsibilities.

Lower Cost

Partnering with staffing firms typically results in lower costs. For example, because temporary workers are the firm’s employees, the firm covers costs related to pre-employment testing, background checks, drug screens and other parts of the employment process. The firm also handles payroll processing and benefits administration, further reducing an employer’s labor costs. In addition, having the firm quickly provide workers when needed results in continued productivity rather than an open position that results in an employer spending time and money to do their own search. Furthermore, because workers are brought aboard only when needed, companies again save on labor costs.

Reduced Risk

Because there are many legal responsibilities involved with owning a company, bringing aboard temporary workers reduces risk. For example, being an employer involves paying payroll and different types of taxes; providing health, unemployment and other types of insurance; and complying with labor and employment laws. Also, employers face financial and operational risks such as hiring and firing employees or filling unexpected job vacancies. Since temporary workers are the staffing firm’s employees, the firm assumes associated risks.

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Partnering with WinCorp Solutions will help fill your staffing needs. We ensure every candidate entering your office meets all your job requirements. Contact WinCorp Solutions today.