Job Seeker

When we are assisting a company with a search, they are looking to fill a specific need with specific experience, background, qualifications, credentials, etc., In addition, they are willing to take on the expense for finding the best available candidate for their position.  Factors considered, to name a few, may be a combination of prior industry experience, systems knowledge, computer skills, supervisory or non-supervisory, does the position make sense from a career standpoint, specific prior responsibilities performed, prior job stability/history, credentials (degree, CPA, etc), public accounting experience, etc.

If you are contacted regarding a position, we will be looking to understand more about your background and situation to determine if your profile meets the requirements of the client. For a candidate ultimately selected for an interview, we will coordinate and help you through the entire process, hopefully to the point of eventually receiving an offer of employment.

If not contacted regarding a position, your resume is retained confidentially for consideration for any future companies or projects we are working on. Approximately half of our positions are filled with candidate contacts who have already been established rather than new resumes received.

The client determines any interest in candidates for interviewing and job offer decisions.

Paper work can include an employment application and authorization for background verification. Reference contact information should also be prepared and ready to go if and when requested or required.

A few key resume factors to name a few include industry, details of experience, computer skills and systems, education and credentials, and job stability. Also, a company will often evaluate based on resume information whether their position would be a lateral move, a next step career wise, or a step back.

Chronological vs Functional? We find that companies prefer the chronological resume, and will often pass on a functional resume if presented. A functional resume indicates a skill, but not when the skill was utilized. It can indicate work experience, but usually not clearly as to when the experience was gained. In addition, it’s not uncommon to see dates employed “from” and “to” missing from the functional resume, which we clearly find viewed as a negative. For the chronological resume, we find companies like to see some sort of Summary, Education and Credentials, Work Experience organized by “To” and “From” dates beginning with the most recent company/position, and Computer Skills.

Lying on your resume? Please do not do this. And yes, it happens more than we would ever think. Whether education, work experience, legal charges, the status of credentials, etc., It will make things worse in the long run.

If your qualifications are determined to be a consideration relative to the pool of candidates being assembled, you will be contacted for further discussion. If we have your resume and you see one of our positions that you might have interest in and feel your qualifications could meet the requirements but have not heard from us, feel free to call for inquiry. If we do not have your resume, please consider sending us a copy for confidential consideration for present or future positions.

How often can you expect to hear from us when we have your resume? This will typically be based on two purposes. The first, regarding a current position. And the second, needing an update to investigate for a position, or that it’s just been a while and we need a resume update to effectively consider your background. You may not hear from us that often, but it’s all a function of the positions we are working on. Honestly, it seems to almost be cyclical. But we don’t mind you contacting us as well. Many of the people we’ve placed have been on file with us for a period of time.

We always need your help in assessing the opportunity at hand. We are not making the decision to hire a person, nor are we making the decision to accept an offer. However, we can usually help you with understanding interest and interview feedback when you might not otherwise have access to that information. We can also offer tips throughout the process based on our prior experience.

What we are not able to do, is do the job for you upon placement. We can listen and offer our input, but we are not on-site to manage or supervise your work, your professionalism in the work place, conduct performance evaluations, or establish respect and professional relationships with those you are working with. But if contacted by us in the first place, and then selected for the interview process by the client, our hope for an accepted offer is that the position and company work out great, provide an opportunity for professional growth, and add valuable and tangible experience to your resume.

In terms of position compensation, although there can be exceptions, we should be able to make sure it’s in your ball park before investing too much time in the process. This can be important as it’s not uncommon where we talk to a candidate (and even a company for that matter) who has invested time in an interview process, only to find out at the end there’s a sizable difference in a candidate’s expected or hopeful compensation, vs the company’s allocated range for the particular position.