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Staffing, Recruiting & Executive Search

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Human Capital

Now, more than ever, employers are faced with making difficult business decisions. This includes furloughs, layoffs and sometimes even closing their doors. Regardless of the situation, it is critical to remember compassion and care when communicating with your people during these challenging times. Before entering a crucial conversation with an employee, consider these tips: Open and candid communication is key. Even if it’s difficult, try to avoid giving employees false hope. It’s vital to be honest about what possible outcomes could look like, including the best and worst case scenarios, so that you can avoid major surprises. When having a crucial conversation, try to have the conversation one-on-one whenever possible, even if it needs to be virtual.  Keep the conversation fact-based, but show empathy along the way. Before having a crucial conversation, create a list of talking points to stay on track. It is important to be straightforward if the decision to let someone go is performance-based; they can’t correct the deficit if they’re not aware of it. It is also key to explain the “why” and thought process behind decisions. This will alleviate assumptions or misunderstandings. It is important to be present and show empathy and understanding during a difficult conversation. Provide resources to help during the transition. It is beneficial to guide your employees to resources and information to help them effectively and efficiently apply for unemployment. Here is a useful article detailing the steps to apply for unemployment resources. If you’re unable to act as a reference due to company policy, provide them with a human resources (HR) approved letter of recommendation upon separation. Take time to pause and listen to your employee(s). During difficult conversations, pause and keep an open mind as to how the dialogue may go. Hold back on assuming or jumping to conclusions about how an employee will react. Be present in the conversation and let the employee talk. It is crucial to really listen to what they have to say and to show empathy.   For more information on this topic or to learn how Baker Tilly Search & Staffing can help, contact one of our career specialists today.

Consider these four tips for important conversations with employees.

Baker Tilly Search & Staffing

Four steps for having crucial conversations with your employees

If you are not currently utilizing temporary employees as a part of your business model, your accounting, finance and human resources teams might be missing out on significant opportunities for cost savings, boosting employee morale and more. Here are 9 ways temporary employees can make your accounting, finance and human resources departments better: Fresh perspective: Professionals who choose to make a career in contracting have exposure to many projects, organizations and industries. Often, they’ve witnessed firsthand the challenges and success other teams have had and can bring that knowledge to bear on your department’s behalf. This outside perspective can help your team break the daily routine and offer access to new skills. Flexibility in your workforce: Temporary employees can be hired and released based on the needs of your organization. A contract senior accountant, human resources assistant or financial reporting specialist can provide an extra hand during busy times, employee transitions or organizational changes, but don’t require the long-term commitment of an additional employee. Flexibility for your permanent staff: Temporary employees provide additional flexibility for permanent staff that might have varying personal situations and schedules. They can act as floaters to support various parts of the business and can shift to help out where needed. In the long run, this will give your full-time employees some breathing room especially in the current work climate.  Temporary employees as a complement to professional services: Temporary employees can be used to complement professional service providers by supporting and assisting with system implementations, due diligence for mergers and acquisitions along with accounting department integrations. Train your staff: Temporary employees bring highly specialized skillsets to the table. If your organization is undergoing a change and new skillsets are required of your staff, consider hiring a contract employee to develop and implement a training program for your existing team. Specialized skills: Temporary employees provide on-demand, specialized skills that may not exist in your accounting, finance and human resources departments. Moreover, because professional contractors change positions frequently, they typically have a short learning curve and find ways to add value quickly. Increased productivity: Generally, temporary employees are hired for a specific project (e.g. completing an annual budget, finishing a 5-year forecast or completing the due diligence list for the sale of an organization). By focusing on a key skillset, contract employees tend to be incredibly efficient at the task at hand. Further, they are largely unaffected by office politics and generally don’t receive unplanned requests that permanent team members receive. This enables them to complete their projects faster and with greater accuracy. Help define a newly created role: If your organization is considering adding a new position to the team but is having difficulties defining the role’s responsibilities, hiring a temporary employee can take some of the guesswork out of the equation. Contract employees can help bring clarity to the new position and give leadership time to better define the permanent role’s duties.  Bridging the gap: Perhaps there has been an increase in volume due to market trends or perhaps there is a gap in the workforce due to employee turnover – in the interim, temporary employees can help balance the workload while simultaneously helping to boost staff morale. Organizations with staffing peaks and valleys can utilize contract employees during these periods to bridge the gap until the workload returns to normal.  Does incorporating a temporary employee into your accounting, finance or human resource team’s business model make sense? For more information on this topic or to learn how Baker Tilly Search & Staffing can help, contact one of our career specialists today.

Learn 9 ways to utilize temporary employees as a part of your accounting, finance and human resources teams for cost savings, boosting employee morale and more.

9 ways a temporary employee can elevate your team

You are an executive who finds yourself in between career engagements. In today’s fast paced market, this situation is not uncommon. So, how do you find your next opportunity when companies often do not post or advertise open C-suite and vice president positions? Below are 10 job search tips to navigate the process at the executive level. 1. Make sure your resume and LinkedIn profile are competitive and make you easy to reach When developing a virtual resume, keep these general recommendations in mind:  Chronological resumes are favored Although there are no page limits for executives, no one has time to read a six-page resume; keep it as concise as possible Emphasize the quantitative results of your accomplishments whenever possible Provide a brief description of each of your previous employers, including what the company does, annual revenue and how the company is held Under each role, detail the size of your staff (direct and indirect reports), your budget and/or P&L responsibility and the reason why you were hired If you are not already on LinkedIn, now is the time to craft your professional online presence. LinkedIn is another valuable tool for executives seeking employment. Keep these general recommendations in mind when it comes to this online social networking platform: Include a brief, detailed summary of your experience and accomplishments in the “About” section Update the “Advice for contacting” and “Contact” information with your email address and cell phone number Ensure LinkedIn’s privacy protections are set to make your entire profile visible to all Upload a professional profile picture clear of distractions View this great resource for developing or enhancing your LinkedIn profile If these resume and LinkedIn tips seem daunting, consider partnering with a professional resume/profile writer that can help take both your resume and online profile to the next level. Although third-party resources can be pricey, the objective opinion can help you stand out among other executives. 2. Practice your elevator speech and make your job search known Draft and practice your 30-second answer to the questions, “What do you do?” and/or, “What type of opportunity are you seeking?” Develop a clear, concise speech that you can deliver in under 30 seconds to help ensure you won’t lose your audience’s attention and allow time for the listener to ask follow up questions. Example: I am a strategic marketing specialist currently looking for a new opportunity in the biotechnology industry within the geographic location of Austin, Texas.  Tell your family, friends, peers, LinkedIn connections and past colleagues that you are seeking your next opportunity and what you are looking for. This is no time to be shy. Now is the time to get your message out. You never know who may lead you to your next job opportunity. This may require having two elevator speeches, one for business colleagues and one for family and friends who may not be as industry savvy. Be careful not to tell your life story. Share your elevator speech and wait for the next question.  3. Stay active with volunteering and contract work. This is a great way to meet new people, build your network and enhance your resume. It also provides you with an answer to the question, “What have you been doing since you left XYZ Company?” It keeps you relevant and interesting. 4. Engage in a concerted networking effort  Make a list of all the influential business colleagues you know from within your industry and/or business function as well as other business leaders, presidents and C-suite executives you know. Reach out via phone, LinkedIn and/or email and schedule a 30-minute virtual coffee meeting. Get on the phone and get back in touch. Once a meeting is set, follow these best practices: Keep the time you ask of them short (30 minutes is ideal) Tell the individual about the type of opportunity you are seeking Brainstorm with each individual about new contacts to whom they can introduce you Ask them to keep you in mind as they hear about new roles or opportunities  Use LinkedIn to connect and stay in touch  Send thank you notes after all meetings (handwritten is best but email is acceptable) 5. Market your skills: seek out growing companies that are hiring in general as well as companies with well-defined job openings  A lead on a position that is not yet well-developed is an ideal situation. Often companies and hiring managers need help fleshing out how a role would be defined. Because of your expertise in your field, you know the questions to ask a hiring manager and can help by offering suggestions with this process. As you are meeting with the decision-maker, tell them what you’ve learned that works, what doesn’t work and why. By doing this, you’ll help the company, ingratiate yourself to your contact and may be able to customize the role to your strengths. This could be a way to find a role you never even have to interview for! 6. Be prepared to answer tough interview questions Today’s hiring stakes are much higher, and – like it or not – hiring managers tend to be tougher on candidates who are unemployed. Make sure you can succinctly articulate your reasons for leaving your prior position(s). Think about the challenges and accomplishments you want to highlight. Google “executive level interview questions” and write out your answers to those questions. Just as attorneys who never ask questions they don’t already know the answer to, you should be fully prepared to answer any variation of executive level interview questions. Think of the questions you don’t want to be asked and prepare responses so you are not left stumbling for an answer during an interview. 7. Use executive recruiters appropriately Whether you are employed or in between career engagements, you will quickly find that retained executive recruiters may not want to meet with you as readily as contingency recruiters do. This is because their business models are different. Retained executive recruiters are focused on finding people with very specific qualifications for their clients. If your qualifications are not a fit for a current search, the executive recruiter has no need to meet with you now. What can you do? Email the retained executive search recruiter your resume and a brief message stating what you are looking for and ask to be included in their general database. They will call you if there is an active search for which you may be a fit. Keep the executive recruiter up to date on your search, on any contract engagements you take and with any other candidates you meet by sending them an email once a month or every six weeks. Making referrals of other potential candidates to executive recruiters will make you memorable. You may never get a meeting with the recruiter during this search, but that doesn’t mean they won’t call you in the future. Remember you are creating relationships with your employment search efforts. These relationships will pay off at different times. Always keep in mind that only 10% of executives are placed through retained search firms. 8. Reconsider your options Job seekers tend to be very selective early in their search. If you’ve been searching for a while, it may be time to ask yourself whether you should expand your horizons or change your interests. The single most effective thing you can do to increase the number of job opportunities is broaden your geographic parameters. Executives engaged in national searches tend to land jobs faster than those looking regionally. Also consider alternate titles you would be willing to consider. Often, job seekers hold out for the “perfect” position, which only prolongs their unemployment. No job is perfect and a job that you’ve been offered may well be a great next step in your career. 9. Benchmark your efforts At regular intervals, ask yourself the following questions to diagnose potential problems or barriers that may be preventing you from securing offers. If you have a trusted colleague or mentor, ask for their input on these questions as well. What’s going well in my job search? What isn’t going well and needs changing? Am I getting responses to my resume? Am I getting first but not second interviews? Am I making it to final rounds but not getting offers? 10. Pay it forward Once you’ve found your next opportunity, let everyone know where you are and your new contact information. Thank anyone who helped you along the way. As you get down to work, don’t forget to pay forward the kindness you received during your job search. Take the networking meetings when your colleagues call. You never know what ideas could be generated or what talent you may meet! For more information, contact the following members of the Baker Tilly Executive Search team. Carver Smith, CPA
Partner Kim Herlitzka
Principal

Here are 10 executive job search tips to navigate the process of finding your next leadership role.

10 job search tips for executives in transition

One area that our Search & Staffing team specializes in is the placement of consultants into temporary accounting and finance engagements. These assignments can last anywhere from a couple of weeks to a few months. Although typically short-term, there are many benefits to working a temporary job, especially in transitional times.  If you are in between career engagements or recently lost your job, below are a few of the many benefits of working an interim, temporary job: Learn a new industry
Learning a new industry can be advantageous for any career path – not just accounting and finance. Not only can learning a new industry expand your skillset, it also provides a chance to “test drive” a different working environment and company culture. Learn a new software
Working a temporary job can help sharpen your technical skills. A temporary role is an ideal opportunity to learn a new system or program with hands-on, formal training.   Gain another reference
References play a bigger role in the job search process than most people think. Having an additional reference that can speak to your work ethic can only help when it comes to the offer stage on future employment opportunities. Employers want to keep good people
We have seen a lot of success with temporary engagements converting into full-time positions. With hard work, strong relationships and dedication, it is very common for companies to bring temporary employees on full-time after the “trial period”/temporary assignment ends. The financial reward while the permanent job search continues 
One obvious benefit to working a temporary job is that it will provide an additional source of income while the permanent job search continues. Some temporary positions will also provide benefits (health insurance, holiday pay, 401k, etc.). If you are on the job hunt and are curious about how a temporary position works, consider reaching out to one of our Search & Staffing specialists today. 

Consultants in between jobs should consider the benefits of working a temporary job during transition periods.

Benefits of working a temporary job in uncertain times

Professional references play a bigger role in the hiring process than most candidates think. References are people who can speak to your qualifications and professional achievements. In a lot of cases, they are the final advocates in helping an employer get over the “offer finish line” during a hiring process.  Whether you are applying for a new job or board position, consider these tips to make the most out of your list. Supervisory references are always preferred over personal references.  We recommend having manager-level references that can speak to your work product and technical abilities.  You should always ask for permission to list a reference before putting their name down. This might seem like a no-brainer, but it is best practice to always call your reference and ask if they would be willing to provide a reference on your behalf. Never assume that someone (your previous manager included) will speak positively about their working experience with you. Provide your references with information about the role(s) you’re in consideration for and a copy of your resume. After confirming with your references that they are willing to speak on your behalf, share with them the opportunities you’re exploring. This will give them time to think about specific examples of their work experience with you.  Confirm that you have the correct contact information for your references. We recommend providing a detailed list of your references’ contact information, including name, title, company, phone number and email. It is also a good idea to include a short sentence of how you know the individual. This is important because it gives the reference checker context on who they’re calling and what position the reference can speak to.  Here’s an example: Penelope Smith
Accounting Manager 
ABC Company
(608) 555 1234
penelope@email.com 
I worked with Penelope at ABC Company, and she was my direct supervisor. I worked with her for a total of five years.  Thank your references! Take time to send your references a personalized thank you note for their time, whether you get the new job or not.  For more information on this topic, or to learn how Baker Tilly search and staffing specialists can help, contact our team.

Professional references play a bigger role in the hiring process than most candidates think and can speak to your qualifications and professional achievements. Baker Tilly has put together 5 tips to consider in putting together your list of references.

References are advocates during the job search process

In recent years, LinkedIn has become one of the most popular social networking sites for career professionals. In fact, there are over 690 million users on LinkedIn, 50 million company pages, and millions of active job listings. It is a great place for career seekers, recruiters and hiring managers to network on career opportunities. It is also a space for candidates to provide supplemental career information that can’t fit on a standard resume.  If you’re not on LinkedIn or you haven’t refreshed your profile in a while, use this checklist to help craft or revamp your online presence.  Profile photo You should have a professional picture with a plain background and smiling face. This doesn’t mean it needs to be taken by a professional, but it should be clear of distractions.  Things to consider: Are you dressed appropriately for your position or industry? Is the background clear of distractions? Is the photo framed appropriately to fit your full face in the photo? Was the photo taken recently? (within the last two years) Are you alone in the photo? (no pets, no family members, etc.) Do you have a professional banner/background photo? Consider using a picture of your company’s logo or a stock image of the city you live in. Headline Your headline is your marketing tagline. The words in your headline and title carry more search weight than anything else on your profile. Utilize your headline space as much as possible. Things to consider: Does your headline use appropriate industry keywords? Does your headline convey the value you can add to an organization?  Example:  Keywords for your target role | Industry/area of expertise | Unique value Assurance Manager | Manufacturing Audit | CPA  About/summary section Your about section should be in first-person and skimmable. This should not be a novel on your entire life story, but it should reflect your personal and professional passions. Think of this like your elevator pitch.  Things to consider: Does your about section reflect your personality and summarize your experience? Does the about section convey your professional passions? If you have published media, is it reflected in your about section?  Experience section Your experience section is where more detail is better. You might decide to remove certain early career positions, but think about what roles are transferrable and relevant to the positions you are interested in long-term. This is the place to highlight important projects and achievements in your positions. Things to consider: Have you listed all applicable work experiences? Does your experience section have accurate dates listed? Does your experience include actionable results, numbers and significant accomplishments?  Education section Your education section should reflect all levels of education that you’ve received. This is an additional area to sell your background to recruiters and hiring managers. You would be surprised at how many people connect based on alumni status alone.  Things to consider: Is your education listed on your profile? Have you included your graduation date or anticipated graduation date?  Have you included majors, minors and areas of emphasis?  Volunteer experience, skills and endorsements, and recommendations These sections are other areas that recruiters and hiring managers often look at for other skill sets that you can bring to the table. The more complete your profile is, the more likely you are to show up in searches for your desired field.  Things to consider: Have you included all volunteer and not-for-profit board positions? Have you added all of your applicable skills? Have you reached out to current or former managers/colleagues with a request for a recommendation?  Networking While connecting with other professionals can seem daunting on such a large platform, this is where relationship building really comes into play. Make sure you take the time to customize and personalize each connection request. Things to consider: Are you a member of at least five groups? Do you follow at least five companies that you are interested in? Do you share posts and updates on your profile? Do you actively update your profile? Do you regularly interact with your network?  General After you’ve updated all of your sections, don’t forget to review the content (maybe read it a few times before sharing it with the world). There is nothing worse than a profile that clearly has spelling and grammar errors. This shows lack of detail and potential carelessness. Everything you have on your profile is a reflection of who you are, so make sure you put your best foot forward.  Things to consider: Is your profile free of grammar and spelling errors?  Have you claimed your customized URL? Did you have a second set of eyes review your profile? If you’re actively seeking new opportunities, have you turned the "Open to Opportunities" feature on? This feature signals recruiters that you are open to having a conversation about new career opportunities.  For more information on this topic, or to learn how Baker Tilly search and staffing specialists can help, contact our team.

LinkedIn is a great place for career seekers, recruiters and hiring managers to network on career opportunities. Baker Tilly Search & Staffing has put together a checklist to help you refresh and get the most out of your LinkedIn profile.

How to get the most out of LinkedIn

Now more than ever, we are relying on technology to continue working in today’s unprecedented climate. For some companies, this was likely an easier transition if they were already set up for remote work access. How does today’s virtual workforce affect onboarding new employees who will start their new job from home instead of in the office? While hiring and onboarding a remote employee might seem daunting, consider this checklist to get started:  Before the first day Does your company require a background check and/or drug screen? If so, facilitate the background check online, and if the employee needs to go somewhere for the drug screen, consider providing additional safety measures or consider sending an at-home drug screen. Consider facilitating the onboarding paperwork virtually with e-signatures. Send a welcome gift in the mail (i.e., card, company swag, business cards, fruit basket, cookies, thought leadership book).  Workspace requirements Determine what equipment is needed (i.e., phone, laptop, printer) and consider shipping it to the new hire. Identify what systems the employee will need access to (i.e., email, systems, Zoom, Skype) and work with HR and IT to set them up virtually.  Determine if the employee will have a secure internet source and office space to perform their job responsibilities. What office supplies will this person need? Some companies are giving allowances for office supplies in lieu of using company resources.
Expectations Cleary define expectations from day one – this is no different than if you were working in the office. Communicate with your new employee what the expectations are for each week for the first month. Stay connected on a daily or every-other-day basis. Consider setting a time toward the end of the day or beginning of each day to check in with the new employee to discuss progress and make adjustments as necessary. Assign a training schedule and discuss the tools necessary to facilitate the training. Will training take place over the phone, Zoom or another process? Is there a screen-sharing option that might be useful?  Understand that each employee might need to be managed differently while working from home, so leadership needs to react and plan accordingly.  Set ground rules on Zoom calls – a strong facilitator is needed to keep calls on track and effective. Use the chat tool to help drive the discussion, reframe scenarios, etc. Facilitate introductions with the entire team Set up an all-team connection via Zoom or other meeting platform to introduce each team member to the new employee. This can be over a virtual lunch or a virtual team happy hour. Consider doing this monthly with your team to keep morale and engagement up among the entire team. Coordinate 1:1 connections with key players on the team that will be crucial to the new employee’s success. (i.e., IT, operations, HR) Include the new employee on any relevant team and/or company updates and meetings. Share relevant thought leadership articles with the new employee. 
Follow-up Identify who will check in with this person to make sure that they have what they need. Should it be multiple people from different areas? Determine how feedback will be delivered. Feedback might need to be more deliberate because proximity won’t be the same as “in the office” where feedback is typically more “real-time.” While this list is not all-inclusive, it is a great starting point for companies that are re-evaluating their hiring and onboarding processes in today’s climate. Onboarding any new employee is truly a team effort, but this is even more important now with remote employees. If your organization is experiencing discomfort due to the pandemic, consider reaching out to one of our industry leaders today for guidance on issues related to staffing, hiring, onboarding and more. 

Now more than ever, we are relying on technology to continue working in today’s unprecedented climate. For some companies, this was likely an easier transition if they were already set up for remote work access. How does today’s virtual workforce affect onboarding new employees who will start their new job from home instead of in the office? While hiring and onboarding a remote employee might seem daunting, consider this checklist to get started.

Coronavirus Resource Center

Virtual onboarding checklist

As we embrace our new reality of working remotely, video conferencing has become an essential component of the modern business world. It is being used more often to interview job candidates, whether they are across town or across the country. According to Forbes, video conferencing is taking over audio conferencing and phone interviewing. As we look to the future of what work will look like, the prediction is that we will be working from home more often. Being on top of your video conferencing game, whether you use it for meetings or for interviews, will be increasingly important because it is becoming a part of our new normal. Video conference interviewing is different than an in-person meeting, and there are different expectations and etiquette you must be familiar with in order to present yourself in the most favorable light. Here are ten considerations to keep in mind as you prepare to interview or be interviewed. Establish whether the conference call is an audio call or a video call. 
 Sounds easy enough, right? It is not always clear by looking at the invitation. If you are the interview organizer, state whether the interview will be conducted using video or audio in the subject line of the calendar invitation. If you receive an invitation and are unsure of how the interview will be conducted, send a separate email from your acceptance response to the organizer to clarify how the conferencing technology will be used. Choose a clean and simple background, free of distractions. 
 Whether you are the interviewer or the interviewee, if you plan to conduct the interview from home, there is an opportunity for the other individual to learn many personal things about you – from your taste in artwork to what kind of pets you have. Keep your backdrop simple. Choose to sit in front of a white wall or a bookshelf with neatly organized books. Make sure your chair, desk or table are simple and clear of excess papers and personal items. Let the people (and pets) in your life know what is happening, how important it is, and ask them to stay well away from where you will conduct the interview. If distracting noises happen, mute yourself if you are not speaking at the moment. Lighting is everything. 
 Have you noticed that TV and film directors say, “Lights, camera, action!” Well it is no coincidence that “lights” comes first in that phrase. Poor lighting conditions have an enormous effect on video quality and on the impression you make. You’ll want to make sure there is enough light in the room so you do not appear grainy. Do not light your face from below or above – these angles cast harsh shadows on your face. Avoid sitting in front of a window so that you are not backlit. When you are backlit, the other individual cannot see your face. Try to light your face from the sides, which will make you look your best. Consider setting up lighting on the side of your laptop or webcam in a location that is just off camera.  Test the lighting by doing a dry run with a friend or family member ahead of time, but make sure you do this at about the same time of day that the interview will be conducted. Frame the camera correctly and make eye contact.  
 We have all been on video calls where we are looking at the ceiling or at someone’s forehead. Adjust your camera position to allow you to look directly into the camera. Sit in a straight-backed chair at eye-level to the lens to maintain proper posture. You want to present yourself as a television news anchor does. This allows the other individual to see your facial expressions. Try to position yourself so the camera shows you from the midsection up. This allows the interviewer to see more of your body language. As tempting as it may be, don’t fixate on your own picture. This gives the impression that you are not making eye contact. Instead, minimize your own picture and look directly into the camera. If possible, use a laptop versus your smart phone or tablet. These handheld devices sometimes catch awkward angles and don’t allow you to express yourself with your hands while speaking. Steer clear of technical difficulties by practicing ahead of time.  
 Run a practice session with someone willing to help so you know how to access the mute and video features. You do not want to waste the other person’s time while you hunt around to turn on your camera and unmute yourself. This may come as a surprise, but the internet is not foolproof. Test your internet connection to make sure it works properly with video streaming. An added benefit of testing the video call is that the interviewer is given the impression that you are competent with office technology. Dress for success. 
 Although you might be conducting this interview in a more casual setting, you must wear appropriate and professional clothing. Avoid stripes or hounds tooth type patterns because they read like a strobe light on camera. It is best to wear dark colors with accents of color in a tie or a ladies blouse under a suit jacket. For a polished look, steal a tip from news anchors and sit on the back of your suit jacket so the front lays smooth against your body. You may be tempted to dress professionally on top and wear jeans on the bottom, but you should resist. You would be surprised at how many technological issues or interruptions can happen even if you are totally prepared. You may have to get up from your chair briefly to correct these. The camera will catch everything. Dress to impress, just like you would for an in-person interview. Prepare ahead of time. 
 Just like an in-person interview, both the candidate and the interviewer need to be prepared. Have a copy of the resume, the job description, and your notes about the company and the role in front of you. Whether you are the interviewer or the candidate, make sure you have the questions you want to ask written down and in front of you during the interview.  Be on time. 
 Actually, be a few minutes early. If you log into the call a couple minutes early, you will be ready to begin the interview when the organizer begins the video conference. This bit of etiquette is every bit as applicable as with an in-person interview. Punctuality and preparedness are always noted by the interviewer. Be appropriately enthusiastic.  
 Sometimes people can come across as expressionless in video interviews. Whether it is because of unfamiliarity with the technology or general nervousness about the interview, try to avoid this. Make an effort to smile and act as pleasant and upbeat as possible. Pay attention.  
 If you have multiple screens, clear them of all distractions and other applications. Do not have your cell phone close by. Obviously, you want to be completely present for the interview. You do not want to be distracted by a phone call, text message or by a new email delivered to your mailbox. As mentioned throughout these tips, practicing cannot be emphasized enough. A trial run before the actual interview will help you work out many unknowns that could sabotage the interview. When you know things went well in the practice session, you will have that much more confidence when it counts! For more information on this topic, or to learn how Baker Tilly search and staffing specialists can help, contact our team.

As we embrace our new reality of working remotely, video conferencing has become an essential component of the modern business world. It is being used more often to interview job candidates, whether they are across town or across the country.

Coronavirus recovery and growth resources

10 tips for video conference interviewing

You’ve been laid off – what happens next? Millions of Americans have recently lost their job due to the coronavirus (COVID-19) outbreak. Many of these people are asking themselves, “What now?” Losing your job can be an unsettling, disorienting and difficult time – especially with so many unknowns in our world right now.  Professionals who are laid off from their position need to know the steps of navigating this next chapter in their career. The most important thing to remember is that this is temporary. There are resources out there to support you in this transitional time while you search for your next career opportunity. Step 1: What does it mean to file for unemployment? The purpose of unemployment insurance is to provide workers who are unemployed, through no fault of their own, with monetary payments for a specific period (usually six months) or until you find a new job. To be eligible for benefits, you must meet your state's requirements for wages earned and for a specified period. The state will determine your wages earned and assess what your weekly benefit amount will be. For COVID-19-specific information, check out our Families First Coronavirus Response Act FAQ page.  Step 2: Get all of your information ready for the unemployment claim.  Before you file, check with your state unemployment office to determine the best way to open a claim. Requirements may vary from state to state, but here is a sample of the information you will need to have available when filing for unemployment: Mailing address, including zip code and phone number  Social Security number Driver's license number (if you have one) Veteran/military separation date Mother's maiden name (for security/access purposes) Name, address, phone number of your last employer Your employer's Federal Employer Identification Number (from your W2 form or pay stub) Date started and date ended of employment  How much you earned  Previous employer information, depending on how long you worked for your last employer Typically, employer information for the last two years is requested Step 3: File your claim. To initiate the unemployment claim process, you will likely be asked a series of questions to verify your eligibility.  Do you want taxes withheld from your unemployment check? Are you owed vacation or holiday pay? What is the reason you left your job? If you quit or there are questions on your termination, the application process may be more complicated. Once you have filed your initial claim for unemployment benefits, you will be able to check your online account each week to apply for benefits. This online account also allows you to check the status of each claim to see when checks were mailed and to review how much unemployment compensation is left in your account.  If you have specific questions about your state’s unemployment process, take a look at these resources for more information on unemployment insurance, filing a claim, unemployment benefits and rates.  http://jobsearch.about.com/od/unemployment/a/unemploymentoff.htm  http://unemploymentoffice.net  For more information on this topic, or to learn how Baker Tilly search and staffing specialists can help, contact our team.

Millions of Americans have recently lost their job due to the coronavirus (COVID-19) outbreak. Many of these people are asking themselves, “What now?” Losing your job can be an unsettling, disorienting and difficult time – especially with so many unknowns in our world right now. Professionals who are laid off from their position need to know the steps of navigating this next chapter in their career. The most important thing to remember is that this is temporary. There are resources out there to support you in this transitional time while you search for your next career opportunity.

You’ve been laid off – what happens next?

Whether you’ve recently been laid off due to COVID-19 or are currently employed and exploring the job market, searching for a job can seem like an intimidating process, especially during this uncertain time. Before you start searching for your next career opportunity, consider some of these tips to make your search more effective and efficient.  Step 1: Get organized and design your plan of attack.  To get the process started, identify the type of job or role you want to pursue, craft your resume and target your approach to the job market. Step 2: Craft your resume by including an inventory of your skills and experience.  Make sure to tailor your resume to the specific job you are looking to acquire. Need some help getting started? We’ve compiled 6 tips to rock your resume to help you build a professional, visually appealing and relevant resume. Step 3: If you’re not already on LinkedIn, create a professional profile.  Your profile should include a professional headshot, detailed summary of who you are and what you bring to the table and a list of your experiences. This profile should not mirror your resume exactly – this is an additional marketing piece to help sell your skillset to prospective recruiters and employers. Step 4: Leverage your network in addition to job boards during your job search.  Not sure where to start? Consider tapping into your network of former colleagues, friends, family, social and professional networking groups and blogs. Your network is more powerful than you know and people do want to help you. Start by sharing an explanation of the type of role that you are seeking and ask what recommendations they might have.  Step 5: This is an insider tip – don’t rely solely on the internet to get a job.  There are thousands of people looking for a job right now. Do your homework on companies you want to work for and make a list of connections that might be able to facilitate an introduction to that company for you. You are more likely to land a job through a personal connection than a job application alone.  Step 6: Be sure to thank anyone and everyone that helps you along the way.  While people innately want to help others, it is important to acknowledge the efforts your network executed on your behalf.  These are just a few of the tips to help you be more successful in your job search. If you haven’t partnered with a recruiter before, consider partnering with a recruiter that specializes in your niche or industry. Recruiters have a unique pulse on the market including open positions and relationships with hiring managers. Overall, just remember that you’re not in this alone. We’ll all get by with a little help from our networks. For more information on this topic, or to learn how Baker Tilly search and staffing specialists can help, contact our team.

Whether you’ve recently been laid off due to COVID-19 or are currently employed and exploring the job market, searching for a job can seem like an intimidating process, especially during this uncertain time. Before you start searching for your next career opportunity, consider some of these tips to make your search more effective and efficient.

How to utilize your network while job searching

Sending a resume to a hiring manager is a lot like pitching a Hollywood screenplay. You’ve got a few seconds to tell your story and show the decision maker why you deserve a closer look. Summarizing a career of accomplishments in a one or two page resume isn’t any easier than condensing a two hour movie into a few sentences, but with the right mindset and a little effort, you can send a powerful message that makes a hiring manager take notice. Resume tip No. 1 – Get clear on your next career move. It is easier to create a resume targeted toward your ideal job when you know what the job looks like.  Ask yourself some of these questions:  Why am I looking for a new position? What do I want to do next – take on more responsibility, change industries or change specialties? What are my long-term life and career goals? What skills will I need and how do I showcase those skills on my resume? Example of linking current skills to a new opportunity: Say you want to transition from financial analysis to internal audit. A simple internet search will show you that a profession in audit values strong communication skills. Think about your current role – you might work closely with other business units to gather explanations about month-end financial results which you summarize for senior management.  How to display that on your resume: Communicate with 12 finance managers across business units to gather and summarize monthly financial results for the CFO.
Resume tip No. 2 – Make your resume visually appealing.  Your resume should be clean and organized in order to stand out against competing applicants. How to create an eye-catching resume: Use a simple font like Arial or Times New Roman and double check that the font size is consistent throughout – your font size should be no smaller than 10 points. Avoid using flashy colors, graphics or pictures on your resume.  Use consistent headings, indenting and formatting. Manage white space – an empty line of space between jobs gives the eye a place to rest, but too much white space can be distracting. Manage the margins – if three lines of text spill onto a second page, slightly reduce the margins to fit those lines on the first page. Choose a template that’s easy to change and looks professional. Use bullet points to organize your resume, but refrain from using long, bulleted lists as your only formatting tool. Make sure bullets line up, are all the same size and consistently include or exclude periods at the end. Keep resume length to two pages or less.
Resume tip No. 3 – Be clear and concise.  Deliver a resume that gets straight to the point and highlights your major skills and career accomplishments.  How to choose a resume format: We recommend formatting your resume in chronological order backwards. This means starting with your current position and moving backwards. Delete extra phrases like “I am responsible for...” and begin your bullet points with action words like improved, managed, created, advised, led and coached. Active phrases have more impact and energy. Keep in mind, all past positions should be in past tense and your current position should be in present tense. Use short words like “used” and “gathered” instead of longer words like “utilized” and “accumulated”. Skip general information that anyone can say about themselves such as “good attention to detail” and “great communication skills”.  Keep your bullet points to one or two lines. Read your resume out loud to catch grammatical errors, missing words, typos and awkward phrases.
Resume tip No. 4 – Focus on your achievements.  Highlight your accomplishments and how those wins can make a difference to your future employer. Here’s how to put your action words to good use: Instead of this: Worked on the annual operating plan for numerous manufacturing departments. Say this: Coordinated the annual operating plan for 80 manufacturing departments totaling over $100 million in expenses.  When it comes to academic achievements, GPA is relatively important in the first few years of your professional career. After you’ve been out of school for some time, GPA becomes less important and employers focus on experience, career progression and meaningful accomplishments. 
Resume tip No. 5 – Provide relevant information.  Your resume is a marketing piece about you, and the first rule of marketing is to always consider your audience. Take the time to tailor your resume to each position you’re applying to. How to write a relevant resume: Review the job description and include skills and accomplishments that directly relate to the job requirements. Order your accomplishments from most to least relevant, then review the less important items and decide if you really need them. Remove outdated skills. Provide more detail on recent positions and less on positions held over 10 years ago. Keep it professional. Remove hobbies, high school activities and personal attributes.
Resume tip No. 6 – Everything you communicate sends a message.  Hiring managers can learn a lot about you based on your choice of words, tone of voice, grammar usage and attention to detail.  How to manage your message:  Review for spelling errors – spell-check doesn’t catch errors like “manger” when you meant “manager” or “detail orientated” when you meant “detail oriented”. Eliminate excessive bragging – there’s a difference between confidence and arrogance. Change an unprofessional email address – if your email is something like ILoveCats@yahoo, it’s time to set up a new account. Consider adding your LinkedIn profile to your resume so recruiters and hiring managers have direct access to your online professional profile. Offer a balance between technical skills and soft skills – both are equally important. Offer a balance between team and individual accomplishments – no one succeeds alone. Seek an outside opinion before sending your resume out – it is always better to have a second set of eyes on your resume before sending it to the employer of your dreams.
For more information on this topic, or to learn how Baker Tilly Search & Staffing recruiting specialists can help, contact our team.

Sending a resume to a hiring manager is a lot like pitching a Hollywood screenplay. You’ve got a few seconds to tell your story and show the decision maker why you deserve a closer look.

6 tips to rock your resume

How to plan, prepare, present and follow up during the interview process to get the job you want Setting yourself apart from the pack can make an impact on successfully landing your ideal position. Our recruiting professionals have identified specific attributes employers seek and questions they ask to evaluate these traits when looking for the ideal candidate. The interview process can be intense, so let us help you find your strengths and position you for success. Using the tips provided, we’ll help you effectively showcase your talent and demonstrate your expertise to increase your chances of obtaining the position you desire. Download a complimentary copy of our interview guide today! For more information on this topic, or to learn how Baker Tilly Search & Staffing specialists can help, contact our team.

This guide contains information to help you present your capabilities and showcase your talents during the interview process.

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Almost everything you need to know about interviewing

Skilled professionals and innovative leaders are hard to find. At Baker Tilly, our staffing, recruiting and executive search services help clients hire top talent every day.

Because hiring the right person is critical, we offer staffing and recruitment services through three highly specialized practices:

Baker Tilly Executive Search
With the right leadership today, your company will be ready for tomorrow’s challenges. Baker Tilly Executive Search takes a boutique, tailored approach to finding general manager, president, c-suite, artificial intelligence (AI) and data analytics leaders for businesses throughout the U.S.

Baker Tilly Search & Staffing
The demand for accounting and finance talent is fierce. From bookkeeper to CFO, the Baker Tilly Search & Staffing team helps clients recruit difficult to find candidates in Chicagoland, the Twin Cities and Wisconsin for interim and full-time positions.

Public Sector Executive Recruitment
Government leaders require a unique set of skills. For this reason, we maintain a separate team of recruiters focused solely on searches for experienced government executives.

Laura Huggett, Partner with Baker Tilly joined the firm in 1995 to launch Baker Tilly’s recruiting and temporary staffing business – Baker Tilly Search & Staffing, LLC. Today, Baker Tilly Search & Staffing is a full service temporary staffing and recruiting service, specializing in accounting and finance. Laura oversees the staffing operations in Detroit, Milwaukee, Minneapolis, Madison, Janesville, and the Fox Valley.

Kimberly Herlitzka, Principal with Baker Tilly Search & Staffing, LLC, a wholly owned subsidiary of Baker Tilly joined the firm in 1996. She focuses on helping clients find and evaluate accounting talent and has extensive experience recruiting accounting and finance professionals at all levels—from CFO to clerical level accountants. Kim oversees a team of direct hire recruiters and temporary staffing professionals.

Carver joined Baker Tilly in 2010. He is a leader of our firm’s staffing, recruiting and executive search businesses. Through Baker Tilly Search & Staffing, LLC his team focuses on helping organizations find accounting, finance and human resources professionals and coaches people in finding new careers. Through Baker Tilly Executive Search, LLC his team helps companies find talent for the C-suite, president, director and general manager level across all functional areas. His prior experience includes serving as the national director of recruiting for an international CPA and business advisory firm.

Chuck Rohre, a firm director at Baker Tilly, has more than 35 years of experience in managing and consulting in both the private and public sectors.

Finding the right executive takes significant time and resources. With decades of experience, an expansive talent network and a dedicated research team, Baker Tilly Executive Search helps clients find tomorrow’s leaders, today.

Baker Tilly Executive Search helps clients find tomorrow’s leaders, today. 

Baker Tilly Search & Staffing helps organizations find the accounting and finance talent necessary to succeed and assists people in finding rewarding careers.

As one of the nation’s largest and most experienced public sector recruitment teams, we have been delivering executive talent to government, non-profit, educational, transit, and other specialized entities for more than 30 years. Public sector, executive recruitment, executive search, local government, executive talent, placement, recruiter, hiring, city manager, county manager, police chief, fire chief, department head, director

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10 tips for video conference interviewing

You’ve been laid off – what happens next?

How to utilize your network while job searching

6 tips to rock your resume

Almost everything you need to know about interviewing

Baker Tilly Executive Search

Baker Tilly Search & Staffing

Public Sector Executive Recruitment

Skilled professionals and innovative leaders are hard to find. At Baker Tilly, our staffing, recruiting and executive search services help clients hire top talent every day.

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Baker Tilly Executive Search

Baker Tilly Search & Staffing

Public Sector Executive Recruitment