In Pursuit of Profit
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As recruiters, we often talk with clients that have an extensive list of everything they would like in their next hire. Sometimes this includes items that cause employers to voluntarily get in their own way of filling their open roles. We hear things like, “We want an up-and-comer that can grow with the company” or “This person needs to be 100% on-site” or “They need to have an accounting degree.” While it’s good to know what you want, more often than not these kinds of limitations lead employers to pass on candidates who are actually well qualified for their roles. For this reason, it may be worth stretching your hiring parameters to get an open role filled. We all know that unemployment continues to be at near record lows (and it’s even lower in the accounting and finance field!), which means you need to be prepared to be flexible. Removing the assumptions of what you need from your mind may be the first step in the right direction of getting your role filled. Even if it feels a little bit uncomfortable at first, stretching is good for your hiring efforts! Previously, we put together a business record retention resource to answer the question, “How long do you need to keep business records?” It gave clear record retention recommendations based on standard business practices for tax filings, audits, property ownership, insurance, employment records, and permits/licenses. And yet, only five years later we’re revisiting the topic because there is growing confusion around how long companies and nonprofits should retain their records now that so many of them are digital. The question we’re being asked today is, “How long do I need to keep digital business records – are the rules different?” |
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5/13/2024