2. How it Used to Be …
• The road to success:
– Your degree
– Where you got it
– Your technical skills
• The typical accounting/finance major
2
3. What Hiring Managers Evaluate
Your Fit
Current Your Red
Corp
Opening Potential Flags?
Culture
3
4. Today’s Landscape
• What gets you in the door
• What determines your long-term success
• Employers:
– What’s a “given”
– What’s a “nice to have”
– What’s a “need to have”
• Not just what you do, but how you do it
4
6. #1 - Writing
• Technology has:
– Hindered our abilities
– Broadened the stage
• What’s the solution? How can you
build your writing skills?
6
7. #2 - Speaking
• Where your speaking skills are on display
• How you’re communicating
– In person/virtual
– Phone, videoconference
• Questions to ask:
– Am I compelling and clear?
– Am I engaging and persuasive?
– How to find out and improve
7
8. #3 - Listening
• Has it ever happened to you …
• Listening = a neglected skill set
• Questions to ask:
– Do you let others do the talking or do you need
to hold the floor?
– Can you focus on truly listening to what
someone else has to say - without trying to think
about what you will say next in response?
• How to show you’re listening
8
9. #4 – Problem Solving
Problems, crises, mistakes will happen
How you react and respond -> what makes
the difference
• Problems only • Problems + solutions
• Finger pointing • Fixing
• Panic • Even keel
• Frustration, anger • Professional approach
• Personalizing and • Having outlets outside of
internalizing problems work
9
10. #5 - Likability
• Not about being fake or someone you’re not
• Are you someone people want to be around?
• Questions to ask:
– How well do you connect with others?
Empathize?
– Do you show professional curiosity?
– Do you care about colleagues as people (and
not just as coworkers)?
– Do you share credit/praise?
– Do you follow mom’s advice?
10
11. #6 – Proactive Approach
Not just for managers – EVERYONE in organization
needs to have a proactive approach
• Wait to be asked • Volunteer for projects
• Need formal training • Jump in/learn by doing
• Rigid focus on job • Willingness to shift
duties gears/reprioritize
• Contribution to the • Contribution to the
department company, industry, com
munity
11
12. Adapt a Leader’s Mindset
Identify what’s important for the
organization, make suggestions, offer
your ideas on what will:
• Create efficiencies - save time, money
• Make money - uncover new business, get
more business from existing customers
• Build the company’s reputation – improve
service
12
13. How Are You Shaping Your
Image, Building Your Profile?
Network
Online
Resume
presence
How are you
illustrating the
Critical 6 ?
Volunteer
Interviews
Work
Internships References
13
14. Closing Thoughts
• Career search process = a
marathon, not a sprint
• Have some additional focus points
• Get out from behind the computer
• Never “done” learning or advancing
• Make it easy for people to help you
• It’s never too early to begin giving
back – it’s a small world
14
To open- Tell Story – one of your first candidates in 1984 – great on paper, bad in person – no interpersonal skills – not able to placeInterpersonal skills are gaining much more attention today – orgs are screening carefully for well-rounded people to join them. They don’t just want good tactical minds, but those with leadership potential and the ability to work well in a variety of different environments with many different people.Thank/congratulate those attending today – your participation in BAP will be a great foundation for your career – and help give you the tools to succeed over the long term.
Not long ago …Where you graduated, your degree, tech skills put you on the road to successAlso –it wasn’t long ago that many ppl chose to be acctg/finance majors not because they liked it – but because of what they didn’t like (e.g., I can avoid writing/English courses, liberal arts, public speaking, etc.). If you were an introvert, accounting seemed like a great option.Why we’re here today … because the landscape has changed … a solid degree/technical knowledge = not enough to succeed.
Why the need for so much focus on non-tech skills, leadership attributes?Because companies need more …Hiring managers are looking at more than just the current opening – therefore processes can be longer, involve more people … Even if you match all the requirements in the job description … it doesn’t mean you fit the company …Current job openingYour potential – grow with the company, long-term contributionYour fit with corp culture – ability to adapt, flexWhat red flags exist during the selection process? Hiring managers are extra cautious. Turnover, bad hires = expensive, bad for morale
Great soft skills are prerequisites to advancement – they determine your course of success with the company. Tech skills might get you in the door initially with some orgs – but soft skills determine your path – how much opportunity you have to advance, move throughout the orgSoft skills are not “nice to have” – they’re “must haves” Critical, always on display, necessary to succeed“Soft skills”have emerged as critical skills and hiring managers/execs are treating them as such. We like to call them leadership skills- or critical, non-technical attributes.Best organizations – evaluate these skills in the hiring process – make them a focus of continuing education/professional development throughout employees’ tenure. Being able to do the job – important. How you do it – that’s where your leadership skills come in.Let’s look at six essentials now …
We’re continuing to see a tale of two job markets – national unemp rate for January – 7.9 vs. 4.6for accounting and audit professionals. The unemp rates for highly specialized, highly skilled workers don’t get as much airtime as the nat’l figure – there’s not enough awareness around this.BLS occupational figs are for the fourth quarter of 2012.
Technology has in some ways damaged our abilities to write well (spelling, courtesy, messages carefully thought out and proofed before hitting send)Audiences are much bigger (email, social media) – so shortcomings are on a larger stage.The solutions to build your skills:Take journalism/English classes – don’t shy away from these courses – embrace themRead Elements of Style (Paul story – who gave the book to you – book has been around since 1918) – Great tips here for anyone in any profession looking to write in a more clear and compelling wayRead well-written newspapers, magazines and books – WSJ, Economist are two examples
Staff meetings, presentations to executives/broader audiencesIn person and virtually – phone, videoconference, etc.Are you compelling and clear? Can you bottom-line it and get to the point quickly?Are you engaging? Persuasive? Ask others for feedback on your speaking skills – be open to constructive feedbackObserve others who are successful in your organization Find a mentor Check yourself – in voicemail – many systems give you an option to review your recording before sending it – do this a few times. Are you getting to the point quickly? Are you as clear as you could be? If not, re-record.Join ToastmastersGet more involved in BAP –chapter meetings/events might offer great opps to speak or introduce sessions. Practice is essential to continuous improvement.
Has it ever happened to you … in a meeting, in a classroom … someone asks a question that was just covered five minutes ago. It’s embarrassing – shows the asker wasn’t listening and makes the other person feel badly that someone’s not paying attention.Perhaps more important than speaking – how you listenDo you let others do the talking or do you need to hold the floor?Can you focus on truly listening to what someone else has to say - without trying to think about what you will say next in response?How to show it, how to practice listeningBe aware of it. Observe in meetings/classes – are ppl getting interrupted? Ignored? Am I guilty of this?Look someone in the eye, limit distractions (checking iPhone, other multi-tasking)Don’t make assumptions/jump to conclusionsIt’s OK to ask follow up questions – in doing so, you can show interest, ask for clarification and limit misunderstandings – e.g. – “Let me make sure I’m understanding you correctly …” or … “To recap, you need X, Y, and Z – do we have deadlines set for these projects yet?”
Read from slide … Note – Anticipation and management are key here … it’s not a question of “if” problems will occur but “when”
This is a tough one – implies that there are “favorites” or popularity contests at workAlso tough – you are who you are – can’t change to be someone you’re notYou’ll spend more waking hours over the next several decades with your co-workers – more than with your family and friends. Simply put, it’s easier to work with people you like. It’s easier for teams to form and tackle tough issues and crises together. Great and likable people build a fantastic corporate culture – and help attract other likable people to the company. These are the reasons why hiring managers consider the likability factor in the selection process.Can you connect with people? Can you understand/empathize with ppl in situations/roles other than your own?Professional curiosity – don’t have to agree with someone but ask questions – be open minded and able to see/understand their points of viewDo you care about/show interest in employees as ppl (not just workers)Do they enjoy working with/for you?Do you share credit/praise with colleagues?Can you appreciate different perspectives – workforce is diverse – age, gender, ethnic, experience, skills, non-US centric/more global in natureLast point –mom’s advice- if you don’t have something nice to say- don’t say it.
Read from slide
Doesn’t matter what your role is with company – never too early to adapt the mindset of your org’s leadership.CEO, CFO and others are focused on the following (read from slide) These are the highest impact activities – the more you can connect your daily work to these, the better
Easy to focus on just building the resume or getting interviews as you begin your career searchBut - All of these elements are important and deserve your constant attentionWithin each – are you demonstrating your attention to the critical 6 non-technical attributes?For example – Online presence. Look at your LinkedIn profile – does it show proactive approach, good writing skills?Interviews. Are you prepared to show your problem-solving and listening skills?
Additional focus points – getting exercise, doing volunteer work, meeting friends for coffee, etc – don’t spend every minute of the day on your job searchDon’t rely exclusively on online tools to get you the job. Personal connections are vitally important. People want to hire those they meet, get to know and trustYou’re never done learning – and don’t look to your college or company to train you on everything you need to know – seek out training/learning opps on your own (e.g., – Toastmasters, Elements of Style, etc.). You can learn a lot by observing successful people.Make it easy for people to help you – be specific in what you ask, be respectful of ppl’s time, express your thanks and keep in touch. You might not get responses to every request you make. But someone might accept your invite to meet for coffee to talk about breaking into the field. Someone else might be able to take 15 minutes to critique your resume or offer some introductions. You can always offer something to others – don’t always be on the asking side. Remember those who took time to assist you and “pay it forward” to help others. Even the biggest industries, companies and cities can be “small worlds” – you are likely to encounter classmates, former colleagues, neighbors, etc. down the line. Laying the groundwork now for great relationships will do wonders for your professional career today and in the future.
