RISCPA provides an invaluable ‘pulse on the market’

Like so many young CPAs, Justin McAloon was encouraged by his employer at the time, KPMG, to get involved in RISCPA.  Doing so would help him to foster networking opportunities, form professional relationships, and experience the workings of the business community. 

Not long after entering the professional recruiting arena in late 1995, a close affiliation with the Society helped McAloon hone a skill set that has served him well for the past two decades. 

“I became more active in the Society by joining what was then called the Membership Committee,” said McAloon. “I was responsible for tracking new memberships and organizing activities to encourage new CPAs to join the Society.”

His investment of time and energy to the committee has paid impressive dividends as recruiting remains his area of expertise

Today, McAloon is a senior executive recruiter at Ranstad Professionals, an international search firm with multiple business lines worldwide. The firm’s Providence office specializes in permanent and temporary accounting and finance placement. 

“As a recruiter specializing in accounting placement, the networking opportunities at the Society have been excellent and have allowed me to obtain new clients, candidates, and many friends,” he said. 

McAloon is a former chairperson of RISCPA’s Business, Industry, and Government Committee, and currently serves on both that committee and the Co-Op with Educational Institutions Committee. While networking remains an important benefit of membership in the Society, McAloon points to an immense exposure to “market knowledge” as equally integral. 

“A large percentage of CPA’s in Rhode Island are also members of the Society, and by being an active member you can obtain a good pulse on the market in terms of market activity, what companies are growing and hiring, business trends, etc.,” he said. “I am often contacted by public accounting firm partners, chief financial officers, controllers, and other executives who are seeking information that I would not have without having that pulse on the market. Its members are willing to help one another and collectively. This is very powerful.”

At Ranstad, McAloon focuses on permanent professional searches. His responsibilities include developing new client businesses while maintaining and expanding upon existing relationships, while also recruiting individuals with relevant skill sets to satisfy a client’s request. Both responsibilities involve networking, cold calling, and various recruiting methods. McAloon has had the foresight to tie together the valuable lessons he has learned along his professional path. 

“As a KPMG employee you were expected to build rapport with both internal coworkers and client contacts and work towards a common solution through the audit process,” said McAloon. “The recruiting I do is very similar, in that you have the goal of addressing a client need and must work collaboratively with both coworkers and your own network to identify the best possible solution/individual to fill the position.”

By connecting the right employee to the right company, Ranstad Professionals is contributing mightily to the health of the Rhode Island economy. McAloon explains that there are long-term and wide ranging benefits for a state’s economy when individuals and companies find themselves ideally suited for one another.  

“In the majority of instances when we help someone find new employment they assume additional duties and responsibilities and their base salary increases,” he said. “That money finds its way back to the economy in one form or another.  In addition, if that same employee improves the ‘bottom line’ of their employer, the company itself has more money to reinvest and prosper.”

Even in a competitive market, one prosperous company tends to benefit another. It is in the state’s best interest to employ motivated workers who find contentment in their jobs. McAloon has seen it often over the past two decades – successful companies fueled by happy workers. It is a formula for success. 

“As basic as this may sound, my primary piece of advice would be to treat your employees or your employer as you would like to be treated,” said McAloon. “I call it the ‘mirror test’. The biggest cause for employee turnover and dissatisfaction is not compensation but instead scenarios such as lack of opportunity for advancement, disagreements with one’s boss, and personal matters outside of work.  Companies that pay strict attention to these items are more likely to have lower turnover and more productivity from their employees.”