Vol 1 2007  

Balance Your Life and Your Books

In the past few years, we have seen that the request for Work/Life Balance has become more and more common amongst our candidates. Many people have come to realize that working until 10:00 p.m. every night, never having supper with family and consistently working on weekends is not a guarantee for success. People are starting to recognize that a healthy balance between a challenging career and a solid family/social life is possible.

At Stevenson & White when we interview candidates and when we meet with potential hiring managers, we always do our best to understand exactly what kind of work/life balance is required or offered.

There is a difference between a “clock-watcher” and someone who is choosing to balance work and home life. In the finance/accounting world, there will always be the need to work extra hours at month, quarter, and/or year-end. Anyone who is not willing to work overtime during these periods should not be in accounting!  However, if you need to work 50 or 60 hours a week just to complete your regular responsibilities, with no end in sight, there is a problem. Perhaps there are other issues that need to be addressed such as hiring additional staff (through Stevenson & White, of course!). One solution for companies is to consider hiring someone on a contract basis. Sometimes hiring an experienced individual to work for a three- to six-month period may be all that is needed to bring a project up to speed, implement a new system or complete a specific task in less time.

One important thing is for the hiring manager to be upfront and realistic about the number of hours required to complete the job. It is not acceptable for companies to tell a candidate in an interview that the responsibilities can be fulfilled in a 40-hour work week when they know that a minimum of 60 hours will be required. Likewise, candidates should be honest with themselves as to how many hours they can work. If they need to be home at 5:00 p.m., there is no point in taking a position requiring constant overtime.

When evaluating a new position or a potential hire, look at skill match, salary alignment, and “fit” – but make sure that all parties are on the same page when it comes to work/life balance or none of the other factors will matter when a recruiter calls!

Tip of the Quarter

Expecting Flexibility? Expect to be Flexible!

While searching for that “flexible employer” who is going to appreciate that there is more to life than work, it is important to remain flexible as an employee as well. Companies are adapting in order to secure and retain the talent they need, but employees need to remember the old adage:  “it’s a two-way street”. When negotiating a reduced work week or “flex” hours with your employer, remember that not every eventuality can be planned for ahead of time. Communicate to your employer how you intend to ensure that their needs are met and valued as well:

1. assure your employer that you are going to schedule personal appointments on your days “off”
2. ensure that you have back-up childcare for your “on” days
3. reassure your employer that you are willing to make up a lost day

Many people take these details for granted and assume that their employer knows that they will make these extra efforts, but take nothing for granted!  Talking openly with your employer about these issues and how you intend to manage them will minimize misunderstandings down the road, and will demonstrate that you recognize and value the efforts they are going to in order to make your work fit your life.