Author: apatel

Two Career Check-in Questions You Need To Ask Yourself in a Post-pandemic World

The pandemic has altered the workplace. According to the Prudential Financial’s Pulse of the American Worker survey, one in four workers is considering quitting their job once the pandemic subsides. Of those, 72% say the pandemic caused them to rethink their skill sets. Now is a great time to reevaluate your career goals and aspirations. Here are two questions you need to ask yourself to conduct an effective post-pandemic career check-in and better plan for your future.

Question 1: What are some of the reasons you chose this career path in the first place, and how has that changed with recent events?

First, it’s important to ask yourself what the reasons are for taking your career route. And have any of those reasons changed with the onset of the pandemic? For example, if the path you’re on was chosen based on previous industry trends, are they still relevant today? And, better yet, how can you adapt?

According to the Bureau of Labor Statistics, the Accounting and Audit field is looking at an 11% job growth through 2026. In the current market, job openings outnumber job seekers in accounting and finance. This is great news for professionals seeking to make a career change. Once you are clear on the career path you want, think about how you can use current industry trends to plan for your future.

Question 2: Have any of your skills or interests shifted since the onset of the pandemic — what do you want to explore now?

What are you skilled in and what do you enjoy? Now is the time to take a deep dive and find clarity in what your career interests are. Pinpoint the intersection of industry needs and personal interests — this will help you identify what might be worth pursuing.

To put yourself ahead of the game, ask yourself: What incremental skills can I start to learn now to better prepare me for the next two to five years? For example, consider investing in yourself by getting your CPA or MBA. As the complexities of the world of business continue to grow, the demand for accounting and finance professionals with advanced credentials and experience is accelerating.

Read more about how to stay ahead of the curve by reading our 2021 Q2 Accounting and Finance Employment Report.

2021 Q3 Accounting and Finance Employment Report

The Big Picture

And the good news keeps on coming. U.S. employers added 850,000 jobs in June — a feat the White House Council of Economic Advisers touted as the fastest monthly job growth since August 2020. Of those, 33,000 were temporary jobs, rising from the previous two months with a 1.83% penetration rate. Leading the way in industry gains include leisure and hospitality, professional and business services, retail and trade, transportation and utilities sectors.

The national unemployment rate, however, ticked up slightly from May to 5.9% last month, according to the U.S. Bureau of Labor Statistics. This number is still relatively steep compared to the pre-pandemic’s low of 3.5%, but falls well below the high unemployment rate from April 2020.

Q3 Accounting and Finance Employment ReportCredit: U.S. Bureau of Labor Statistics

“Job openings are still near historic highs, the rate of quitting is still above pre-pandemic levels and employers are laying off workers at record lows,” says Nick Burner, Director of Research at the Indeed Hiring Lab. “The outlook for hiring remains bright.”

We break down what employers and job seekers can expect in Q3:

For Employers

To say it’s a competitive job market is an understatement — specifically for securing in-demand professionals like accounting and finance talent. The unemployment rate for these individuals is much lower than the national average, with most accounting and finance positions falling below 5% and professionals with a Bachelor’s degree or higher at 3.5%.

In fact, job openings on a larger scale remain largely unfilled as there appears to be a disconnect between the type of roles candidates are seeking and the positions currently available. In a recent survey by ZipRecruiter, the pandemic not only shifted where workers moved in the market but how they want to work. Fifty-five percent of job seekers want remote work opportunities, and three in 10 workers don’t intend on returning to their old jobs, according to an April report by the Federal Reserve Bank of Dallas. The extended unemployment benefits and national relief checks have also allowed people to be more selective in their career decisions.

To attract and retain top talent, employers must:

  • Provide flexibility. Hybrid work environments are here to stay. In a CareerBuilder survey, 73% of professionals surveyed want flexible work options to stay — and many companies are listening. Sixty-six percent of employers are considering changing their office formats to support a hybrid workplace in an effort to meet these needs.
  • Pay salaries at market rate. As open positions get tougher to fill, employers are sweetening the deal by offering candidates at market and above compensation packages. This is happening across the board, as average hourly earnings for all employees continue to gradually increase over the past couple months. Download our 2021 Salary Guide to make sure you’re properly compensating your accounting and finance professionals in your area.

Q3 Accounting and Finance Employment Report

Credit: CareerBuilder

For Job Seekers

Skilled candidates are using this time to expand their job search and consider any and all opportunities that might be best for them. Ask yourself these key questions to evaluate your current career path, and make any pivots or adjustments necessary to get you in the accounting role or industry you desire.

To find the right opportunity, job seekers must:

  • Take informational interviews. Seeking out other professionals who are in positions, companies or industries you aspire to join is integral to your job search process. View these meetings as an opportunity to network, gain valuable insight and brush up on your interview skills. Many employers are incorporating virtual interviews into their hiring process, so make sure you are equipped to ace your next video job interview.
  • Partner with a seasoned recruiter. It’s difficult to always be attuned to how quickly the market is moving and the pros and cons of each new opportunity — that’s where partnering with a recruiter comes in. These professionals make it their job to know the latest in industry and hiring trends, helping to guide in-demand candidates on interview prep, negotiating appropriate salaries and ensuring the company’s culture and values align with theirs.

Contact our team for your job search or hiring needs today!

Long-Lasting Ways to Improve Employee Well-Being in the Workplace

What is employee well-being and why does it matter?

The mental and physical health and wellness of employees is crucial for a thriving business. But many organizations fail to prioritize their employees’ well-being due to the common misconception that it’s too challenging to implement. This couldn’t be further from the truth. Plus, healthy and well-supported employees are more likely to perform better at work, produce higher quality products or services, have less absenteeism and create a positive environment for other workers.

Bottom line: If you want your company to thrive in today’s competitive climate, then you need to pay attention to employee wellness. Here are three solid ways you can improve employee well-being in your organization:

Foster a culture of wellness in the workplace

Setting work boundaries and ensuring employees can take breaks from work when needed is an easy, impactful way to help foster a culture of wellness in the workplace. As the amount of long-term remote employees continues to trend upwards, now, more than ever, the line between work and personal time continues to be blurred. Combatting this is a two step process: First, communicate with employees to determine what the set work hours are. Second, ensure these boundaries are respected amongst all employees.

Listen to employees

A recent survey found that 42% of employees are worried about job security since the start of the pandemic.

The first step in tackling this is to listen to how employees are feeling. Open-mindedness and incorporating employee concerns into the work day create an environment where morale can increase. As always, be mindful of the current circumstances employees are facing while you navigate performance reviews or evaluations.

Mitigate stressors in the workplace

One of the biggest inhibitors to employee well-being is stress. Wrike’s United States stress statistics from 2019 found that “around 94% of workers report feeling stress at work, and almost a third say their stress level is high to unsustainably high.”

Thankfully, there are ways managers can help promote awareness around it and reduce these work-related stressors.

1) Send out emails to increase awareness of the signs of stress.

2) Communicate with employees to identify the cause of stress and help think of solutions, when possible.

3) Promote stress-management activities such as meditation, yoga or webinars.

4) Send them this list of 5 ways to overcome stress at work.

Check out our blog for more employer insights and trends.

Best Practices to Negotiate Your Salary

So you’re starting a new job. Did you negotiate your salary? Seems like an obvious tactic, sure. But for many job seekers, not always an easy one.

Don’t leave potential money at the table. Here are a few best practices to help negotiate your salary for that next job or promotion. Trust us, you’ll be happy you did.

KNOW YOUR WORTH

The first step to salary negotiations: do your research. Our recruiters regularly negotiate salaries on behalf of candidates, and understand that paying top professionals at market rate is key. The market dictates what people are making. And if one company isn’t willing to pay that, another one will.

Not sure how to price yourself? Century Group recommends looking to salary guides to find what peers in similar roles and/or backgrounds are making in your area. Arming yourself with that information is a useful tool when deciding on a number that makes sense for you.

STICK TO YOUR NUMBER

Now that you’re equipped with your role’s market value, it’s time to get specific. Be prepared with a number that you’re comfortable with. Most importantly, stay committed to it. A salary range gives employers an out — an option to give you an offer that falls toward the lower end of that spectrum. But with a specific dollar amount, they’re more likely to give you a final offer closer to the mark.

BACK IT UP WITH STATS

A sure way to prove you’re a good investment: show it. Whether it’s for a new role or a promotion, create a brag list of your accomplishments, skill set and career highlights to better help illustrate your value. Employers are gradually cluing into the notion that competitive pay is integral to securing skilled workers, but supporting your ask with how your work positively impacts the company’s bottom line may bolster your case.

Download our 2021 Salary Guide to make sure you’re pricing yourself correctly and assist with your next salary negotiation!

The Value of Virtual Employee Recognition (and 4 Ideas To Get Started)

As many companies are continuing to utilize remote work, now, more than ever, teams can be comprised of employees that live in different states, countries or continents. But whether face-to-face or behind a screen, employee recognition is key in order to create a strong, productive environment. Doing so boosts morale, helps promote feelings of investment in the workplace and leads to increased productivity.

Employers need to be mindful of virtual employee recognition and ensure employees feel valued – especially when in-person communication is taken out of the equation. Here are a few ways you can thoughtfully recognize employees while working remotely:

Highlight Individual Achievements

A simple yet effective way of telling employees you recognize and appreciate their efforts is to highlight their individual accomplishments. Send out a monthly email spotlighting an employee who went above and beyond and encourage fellow employees to respond with their notes of gratitude.

*If you receive positive customer feedback, share that with the team, too!

Recognize the Team as a Whole

It takes a village. And sometimes, that village needs to feel appreciated. Schedule a virtual team lunch where employees can chat about non-work-related topics, or send reminders encouraging employees to recharge. Organizing a virtual team-building experience, such as wine tasting or team trivia, can also help your employees feel acknowledged and valued.

Be Intentional

In order to gauge employee appreciation, it’s important to be proactive. Simply put: communicate with your employees. Set up one-on-one meetings and ask employees individually if they feel appreciated and how you can help.

Be intentional when it comes to getting to know your employees better. Remember, in a virtual environment you’re missing out on chatting by the water cooler. Instead, periodically reach out to employees and ask them how their day is going or what they’ve been enjoying in their free time – questions like these go a long way in ensuring employees feel known.

Invest in Employee Development

Professional development is a must when it comes to showing employees you’re interested in their career journey. This demonstrates that you are focused on retaining that employee, and interested in helping them achieve their career goals. In addition to benefiting the employee, the employer reaps rewards as well. Reducing turnover, attracting talent and increasing engagement and productivity are all outcomes of professional development.

Learn more about why you should be investing in professional development.

3 Tactics to Win the War for Talent

There’s a consensus among employers: talent is hard to find. And that’s a battle that can bring down the most established of companies.

Alter your approach to meet the demands of the skilled professionals you’re looking to court. Century Group’s 2021 Salary Guide for Financial Professions found three trends that ranked highest among job seekers when considering a new position — factors employers must capitalize on to edge out competing offers. And most importantly, attract and retain talent in today’s tight labor market.

1. PRESENT ROLE AS AN OPPORTUNITY FOR PROFESSIONAL GROWTH.

Upskilling and training employees is a resourceful option for employers who need to fill open positions. But it’s also an aspect of the modern workplace that professionals crave. According to Globoforce, 21% of professionals left their jobs because of a lack of career development opportunities — the leading reason for employee turnover in 2018.

Candidates are seeking more than a paycheck, gravitating toward roles that provide growth potential, mentorship and personal gratification. Creating a robust training program that expands and reinforces on concepts learned in new employee orientation is a successful tactic to both attract and retain talent. While some companies turn to outside experts to invest in their employees, such as encouraging them to attend relevant conferences or inviting speakers to engage with their team at the office. Employers should also map out clearly defined career paths as an added incentive for new hires.

2. OFFER COMPETITIVE SALARIES, BENEFITS AND PERKS.

Here’s the thing: candidates know their skills are in demand. Offering below market compensation and inadequate benefits just won’t cut it. In fact, innovative perks like flexible work schedules and paid meals are more aligned with what today’s employees want. Not sure how your company stacks up? Our 2021 Salary Guide features accurate salary ranges for 41 finance and accounting positions. Make sure you’re not losing strong candidates due to sub-par wages in your region.

3. SHOWCASE A STRONG COMPANY CULTURE.

In a traditional work environment, you spend most of your waking hours at your job. Why wouldn’t a strong company culture be a priority for candidates with options? This can encompass a few aspects of a business, including its mission, values and how its team members interact and support one another.

Think Google. Even if you’ve never stepped foot on its campus, Google’s reputation for curating a successful culture permeates the company’s entire operation. From free meals and onsite physicians to its creative office settings and mentor-like managers, these elements promote a positive environment for employees to thrive. Not all businesses can adopt measures at this scale, sure. But by creating a space that promotes open communication and focuses on the employee’s well-being is at the core of any strong company culture.

Want more insight into how to attract and retain top talent? Browse our blog for tips, trends and news impacting the finance and accounting community.

4 Tips for Acing the Second Job Interview

You did it! You aced the first interview in the hiring process. Now that you know more about the company and what they do, it is time for round two. The first interview likely gave you a general introduction to the company and the role; it also served as a brief opportunity for the company to get to know you better.

The second job interview will likely take a deep dive into your previous work experience and allow you to demonstrate your knowledge and preparedness for the role. But don’t let going to a second round of interviews sound intimidating. Here are four helpful tips on how to ace your second interview with confidence.

1. Prepare Answers to Situational Questions

During the second round of interviews, you might encounter the age-old “what would you do” type of questions. These questions provide interviewers a chance to see how you react in certain scenarios. In order to have confidence in situational questions, you need to prepare. After all, a second job interview is only as intimidating as the questions being asked. Deftly answering situational questions will show interviewers that you are capable of succeeding in the role and is an excellent opportunity to highlight your strengths or skill sets.

2. Be Confident and Keep Your Responses Professional (and Honest)

Be confident, polite and friendly when answering questions or completing tasks in front of interviewers. Remember, the company wants you to succeed. If needed, ask clarifying questions. Honesty throughout the interview process is paramount –  if you don’t know the answer to a question, it’s always better to admit that than make up an answer.

3. Ask Questions About the Company

Remember, the interview process is twofold: it allows the company to get to know you, and vice versa. During the second job interview, ask intentional questions that will help you determine if this position is a good fit. Questions such as  “What are the company’s current goals?” and “How has the company evolved over time?” will give you a better understanding of what it might be like to work there.

*Also, don’t forget that answers from past interviews may lead to questions for this interview! Be sure to review your notes from the first interview and think of relevant questions.

4. Arrive Early

Arriving early to the second job interview shows that you are taking this opportunity seriously. Upon arrival, take a moment to collect yourself: inhale deeply and be reminded of all the preparation you’ve done to get to this moment. Arriving early holds true for virtual interviews as well. Doing so will allow enough time to ensure your technology is properly working.

Has your job interview gone virtual due to COVID-19? Here are more tips for a successful video interview.

2021 Q2 Accounting and Finance Employment Report

The Big Picture

Both the S&P 500 and the Dow closed in early April at all-time highs. It was the market’s first reaction to the latest jobs report, which showed employers adding 916,000 jobs in March — the largest increase since August. The accelerating pace of hiring is leading forecasters to predict a strong economic recovery in Q2 and Q3 of 2021 that could run through 2022.

Other economic data released this month showed service sector making significant gains by surging to all-time highs in March, after months of COVID-19 driven shutdowns, stay-at-home orders and consumer caution. The Institute for Supply Management’s services index rose to 63.7 in March from 55.3 in February — far ahead of economists’ forecasts of a 59 reading. Anything above 50 points to expansion. These and other improving economic forecasts have led many analysts to raise estimates for companies’ Q1 earnings results.

2021 Accounting and Finance Employment Report Q2

 

 

 

 

 

 

 

Credit: ISM Report on Business

While lingering concerns about new variants of COVID and continued outbreaks persist, the faster than expected rollout of new vaccines (more than 3 million per day) and the encouraging news about continued declines in the number of new COVID cases have provided a counterweight.

GDP Forecast (3 month moving average)

2021 Accounting and Finance Employment Report Q2

 

 

 

 

 

 

 

 

Credit: ITR Economics

As have many economists we follow, the forecasters at ITR Economics maintained their outlook for ongoing economic recovery through 2021 and an extended rise in 2022 and 2023. ITR is projecting the following US Real GDP Q4-to-Q4 changes through 2023:

  • 2021: +1.3%
  • 2022: +2.5%
  • 2023: +2.0%

Employment for Accounting and Finance Professionals

The economy added jobs faster than expected in March, leading to forecasts of rapid employment growth in the coming months as vaccinations increase and jobs across industries return.

Additionally, January and February had big revisions as reports were updated for January to 233,000 jobs from the 166,000 as previously reported, and February’s job growth was revised to 468,000 from the 379,000 reported. It’s clear the reopening of the economy is happening faster than most expected. Overall, the U.S. economy remained about 8.4 million jobs short of its February 2020 levels as of March 2021.

Professional and Business Services added 66,000 jobs in March 2021

2021 Accounting and Finance Employment Report Q2

 

 

 

 

 

 

 

 

Growth in service sector was the single biggest contributor to monthly job gains. Leisure and hospitality along with education made big gains in recovering lost jobs in March, reflecting easing social distancing restrictions and increased capacity limits at bars, restaurants and other establishments. Leisure and hospitality payrolls rose by 280,000 in March after an upward revision of 384,000 in February. These industries represent the hardest-hit industry category tracked by the U.S. Bureau of Labor Statistics.

Within the private service sector, education and health services positions rose by 101,000 to nearly double their February gain and professional and business service jobs posted a third consecutive monthly increase, with jobs increasing by 66,000.

National Unemployment Rate: 6%

2021 Accounting and Finance Employment Report Q2

 

 

 

 

 

 

 

 

 

 

Credit: U.S. Bureau of Labor Statistics

The unemployment rate dropped to 6% in March 2021. This is a dramatic decrease from April 2020 and is 2.5 percentage points higher than the 50-year low 3.5% unemployment rate we saw just prior to the pandemic in February 2020. The Federal Open Market Committee suggests that unemployment will return to those 50-year lows of 3.5% by the end of 2023.

The rate of unemployment for professionals with a Bachelor’s degree or higher is an important marker since most Accounting and Finance professionals fall into this category. In March 2021, the unemployment rate continued the downward trend, falling to 3.7%. This is significantly lower than the 4-6% rate of unemployment that many economists believe constitutes full employment, and explains the difficulty employers are having recruiting these professionals.

Century Group’s Forecast

For Employers

  • New Realities: Competition for top accounting and financial talent is fierce. Employers need to expect a tight talent market for the foreseeable future and adjust their hiring criteria. According to the Bureau of Labor Statistics, the outlook for job growth in the Accounting and Audit field is 11% growth through 2026. In the current market, job openings outnumber job seekers in accounting and finance. Consider narrowing your requirements to the most critical.
  • Rising Compensation: Expect competition and compensation for accounting and finance professionals to increase as demand for these professionals increases, the baby boomer generation retires, labor force participation shrinks and fewer accounting and finance degrees are conferred.
  • Get Flexible: CPA firms have been at the forefront of flexible work arrangements and work/life balance. Traditionally known for long hours, weekends and extensive travel, many have transformed their cultures to offer flexible arrangements as a means of attracting and retaining critical accounting and audit professionals.
  • Think Remote: Recent surveys have shown that up to 34% of professionals indicate they won’t return to work in an office if their company requires it. Accounting is a profession that lends itself to successful remote work. A recent McKinsey study, “What’s Next for Remote Work,” analyzed 800 jobs and 2,000 tasks and concluded that Finance, Professional Services and Information sectors have the highest potential for remote work.
  • Streamlined Hiring: When you find someone that meets your criteria, don’t wait. In the current professional labor market, speed is critical in making hiring decisions. Top candidates generally receive multiple offers and perceive long hiring processes as outdated.
  • Flexible Staffing: Many employers utilize temporary and interim professionals to manage skill gaps on their own teams, complete key projects and handle peak periods (month-end, annual audits, M&A integrations, etc.). Others utilize interim consultants to keep their day-to-day operations going while they conduct a search for a full-time employee.

Have a hiring need? Contact our team today for temporary or direct hire roles.

For Job Seekers

  • Know Your Value: Before you launch your job search, you should have a clear picture of your market value. Accounting jobs are one of the fastest growing occupations, with the BLS forecasting a 4% growth in demand from 2019-2019. In that period, an estimated 61,700 jobs should open up. There are many resources available to help you determine your value, including Century Group’s 2021 Salary Guide for Accounting and Finance Professions.
  • Get Your CPA or MBA: The world of business is getting more (not less) complex and the demand for accounting and finance professionals with advance credentials and experience is accelerating. Individuals that earn these designations place themselves at the forefront of the profession and are in high demand.
  • Expand Your Network: Don’t limit yourself to easily found opportunities. Consider joining a professional association to expand your professional network. And take a call from an Executive Recruiter. Recruiters build networks and can provide you access to leading companies and opportunities that you may never learn of on your own.
  • Take a Gig: Join the “gig” economy by taking on a temporary or interim assignment to gain entry to a new industry, increase your market value, develop new skills or gain more experience.

Submit your resume to be considered for one of our latest accounting and finance jobs in your area!

4 Reasons Top Companies are Outsourcing Their Accounting Needs

Hiring is hard. And as companies continue to adapt to this post-COVID-19 workplace environment, those challenges have only amplified. CEOs are tapping into staffing and recruiting firms to address these concerns head-on — investing in experienced experts to make smart, sound hiring decisions instead of handling talent searches internally.
Here are five reasons why companies are outsourcing their company’s accounting needs:

1. Speeds Up the Hiring Process

The waiting game isn’t enjoyable on either side of the table. For employers, it only prolongs an unfilled seat and unattended workload. And for candidates, “breadcrumb recruiting: can become tiresome — allowing talent to find or move forward with other career opportunities during the interview process. Outsourcing hiring needs to a staffing firm can help sidestep this issue by using its expertise to shorten this often lengthy process. Recruiters spend their careers nurturing a pipeline of skilled professionals, knowing exactly when a candidate is ready to make a move. Coupled with remote onboarding experience and an innate understanding of job responsibilities, recruiters can match you with the right professionals quickly and have hiring managers interviewing candidates within hours.

2. Access to Untapped Talent

The trouble with relying on job boards is managing the influx of submissions. Sure, some of the more advanced platforms offer a level of application screening, but you’re still only reaching candidates actively seeking new opportunities in the market. Your company can do better than that. Recruiters are constantly engaging with both passive and active candidates in a wide range of positions. In fact, specialized staffing agencies like Century Group work exclusively with accounting and finance professionals — helping to find and fill roles from accounting operations to C-suite level.

3. Flexible and Skilled Accounting Team

Companies are also embracing temporary or interim staff to handle their accounting needs. In the past year, 52% of businesses surveyed in a poll by PeopleReady say they’ve increased their use of temporary workers — indicating the pandemic has changed how they staff their workforce. Partnering with staffing firms can help connect your company with experienced professionals who are comfortable and capable of hitting the ground running in any role, whether it’s for a few days or several months.

4. Return on Your Investment

As the pendulum swings back to being a candidate-driven market, the war for talent has resumed. Investing in a staffing firm gives companies peace of mind that seasoned recruiters are working on their behalf — often engaging with talented candidates who are passive or not actively seeking new opportunities. Coupled with helping your team to screen and find the most qualified professionals, this partnership provides long-term value to your company’s goals.

Does your company have a temporary position or key project to complete? Learn more about our process and services.

5 Ways Informational Interviews are Key to Your Job Search Strategy

As the job market tightens, skilled candidates are once again in high demand — and back in the decision-making seat.

Use this as an opportunity to find the best job match for you. A resourceful way to do this? Informational interviews. A riff on the traditional job interview, these meetings put you in the interrogator position—allowing you to get real insight into a role, company, industry and more. We share 5 reasons informational interviews are key to your job search strategy, and how to best approach the process.

Connect with People Doing the Work

Once you know the industry, role or career you’re interested in exploring, don’t be afraid to reach out to your professional network, friends, family or acquaintances to find an appropriate contact. Using a warm connection often makes this task easier, but LinkedIn or general company searches can also yield favorable results. The goal is to engage someone who has actual professional knowledge in the field or position, so you can gather thoughtful intel you couldn’t learn from a simple Google inquiry.

Interview without the Pressure

Oftentimes, the stress of a formal job interview prevents candidates from asking the important questions to help them understand if a career opportunity is right for them. For informational meetings, you have complete control and can steer the conversation to cover the topics most relevant to you. Touching on areas like salary, benefits and other pertinent queries considered taboo during the initial job interview are fair game.

Build New Relationships

People can sense when someone is being disingenuous. Go into this process with the intention of learning — and that’s it. A real job interview may come down the road, but focus on the information exploration. Make sure to continue nurturing your new connection beyond the initial conversation, as it’s always beneficial to grow your professional network.

Develop Your Interview Skills

View these meetings as an opportunity to sharpen your interviewing skills. It’s important to remain professional and go into the informational interview prepared and considerate of the other person’s time. Know the name of the person you’re speaking with, as well as some basic information about their title and job history. It’s also good practice to have a road map of the questions and topics you’d like to cover to help guide the conversation and the get the most from the experience.

Ask the Right Questions

Part of your interview prep should always include research — and this is no different. Be thoughtful of the type of questions you want answered. Try to go beyond what can be found online, such as detailed descriptions of the individual’s day-to-day duties, career path and ask for any advice or tips they can share. You can be as specific or as broad as you’d like, since this is your informational interview. Keep a detailed account or notes on file, so you can build an outline and refer to it as you continue your job search.

Are you open to new career opportunities? Connect with one of our seasoned recruiters!