24 April 2013
How many of us have come across the job description of our dreams and have exclaimed, ‘I need to apply!’, but upon further investigation of the job’s requirements, have lamented over not having the years of experience that the description calls for. Next time this happens, don’t let this discourage you; employers are typically more interested in quality, not quantity. Everyone has their own unique skillset – their toolbox of experiences and interests that make them unique. In the business world, these are the tools that make a potential employee stand out; not necessarily the number of years you’ve worked in the industry. During your next interview, focus on the quality you can bring to the organization, by keeping these 6 highly sought-after characteristics in mind. Longevity Employers want a candidate who can grow with their company. Hiring takes time and money, so the less often an employer has to go through the process, the better. Long-lasting employees help their business avoid the “revolving door” label and develop a culture of its own. They also become an integral part of that culture and grow to take on new tasks and assist various areas of the company, which in turn helps the company function smoothly. Show the interviewer your interest in working with the company in the long-run by asking questions about potential growth opportunities and the firm’s future. Attitude The typical job occupies more than eight hours of our day. That’s a lot of time to spend with someone who is moody, unmotivated, or unfriendly. Showing an employer that you are confident, hardworking, and amicable can go a long way in an interview and may even override a slight lack of experience or missing qualification. Someone who gives off a positive vibe is much more likely to get along with coworkers and become that sought-after long-term worker than one who just punches in and out daily without a smile. Integrity Directly relating to attitude, integrity encompasses values such as honesty, judgment, and respect. When looking at candidates, hiring managers consider people who will be honest in their work, able to accept all types of feedback, and willing to admit their weaknesses. They want employees who are trustworthy and can see how their actions can directly affect the firm’s bottom line. Typically, candidates who show integrity will be open to discussing their performance and willing to admit their weaknesses and learn new skills. This way, if employees need to, they can make changes in the way they approach their responsibilities. Flexibility and Creativity To remain relevant in today’s environment, businesses must be flexible and sensitive to changing business and technology trends. In order to do this, businesses need to hire employees with those same qualities. As a result, it is important to provide your interviewer with concrete examples of experiences where you felt challenged by some sort of business/technology change and were able to think of a creative solution or an alternate way of completing your tasks. Your abilities to multitask and apply your skills to different tasks in other company departments are also important assets you should emphasize to an interviewer. These days, being successful is largely about keeping up to speed and looking at things from an original point of view. Leadership It’s important to possess leadership qualities at every level of the corporate ladder. Companies are looking for employees who can maintain a level of autonomy, solve problems on their own, step up when needed, and lead by example. Before your interview, make sure you can describe at least one time when you had to step into the role of a leader, and what the experience taught you. Industry Involvement Showing that you are involved in your industry outside of your standard job responsibilities makes you seem passionate and motivated. Participating in extracurricular activities such as a certification program, volunteer work, and a personal blog that showcases your expertise can be a huge game changer in an interview. Many businesses like to hire employees who will go above and beyond the call of the job description. As a result, candidates who can show they have developed industry skills outside of the office may have a better chance of being hired.
18 April 2013
As the Affordable Care Act gains traction, journalists, experts, and politicians are coming out of the woodwork to weigh in on its merits, drawbacks, and what it will mean for the future of healthcare. However, no one group has its fingers on the pulse of the medical profession quite like physicians themselves. At Execu|Search, we believe that the choices professionals make based on their perceptions about their fields greatly impact those fields themselves. If medical professionals are generally satisfied, word gets out—employers are able to recruit and retain employees with greater ease. If they are generally unsatisfied or feel insecure, employers may need to rethink the benefits and security they offer their employees. “As a firm, it’s very important that we stay ahead of the curve when it comes to understanding industry and hiring trends,” explains Barbara Giallombardo, Managing Director of Physician Recruitment. “Knowing the 3-5 year picture is just as important as knowing what’s going on today because our awareness of market trends helps our recruiters provide better career advice when working with an active job seeker as well as guide our clients when opening a search, and ultimately when making the final hiring decision.” That’s why we’ve compiled the highlights from Deloitte’s 2013 Physician’s survey, in which 613 physicians expressed their concerns and predictions about the changing landscape of their profession. These perceptions are sure to have tangible effects on the healthcare industry in the coming years. Most physicians in the survey expressed concern for the future of their profession, and six out of ten physicians believe the future of medicine may be in jeopardy. However, seven out of ten physicians are generally satisfied practicing medicine, suggesting that the perceived risks posed to the profession come from outside influences rather than general dissatisfaction. Eight in ten physicians agree that the wave of the future in medicine over the next decade involves interdisciplinary teams and care coordinators. Physicians surveyed identified a tradeoff as far as working in a large organization versus an individual practice. Larger work settings offer better conditions for contracting with third-party payers such as insurance companies (89 percent of all physicians surveyed feel this way), whereas clinical autonomy was a valued feature of, and more likely to be a feature of, solo practices (81 percent of all physicians agreed). Half of physicians surveyed think that physician incomes will fall dramatically in the coming years, likely because of healthcare reform. Physicians believe they are more likely to compete with midlevel professionals in primary care in the coming years. Nearly eight in ten believe that mid-level professionals will play a bigger role in direct primary care delivery and that insurers will aggressively negotiate to preserve margins. Merging with each other and with larger healthcare facilities for the sake of financial security and negotiating power has occurred for about three in ten physicians surveyed. About two-thirds of all physicians believe that physicians and hospitals will become more integrated in the next one to three years. More and more physicians are aware of a changing tide in healthcare that will require them to work in different settings and as part of larger organizations that use cutting edge technologies for patient care. Two-thirds of physicians say they use EHRs that meet meaningful use stage one requirements. The majority of physicians report numerous benefits to using an EHR system. This means that health care practices will need staff to use new EHR systems as they develop. More Information: Deloitte 2013 Survey of U.S. Physicians: http://www.deloitte.com/assets/Dcom-UnitedStates/Local%20Assets/Documents/us_chs_2013SurveyofUSPhysicians_031813.pdf
17 April 2013
There’s a common misconception among job seekers that the summer is not a good time to look for a new accounting job. Now that spring has arrived (sort of) and people across the country are inevitably looking forward to the summer months when the weather is beautiful and work may slow down a bit, conventional wisdom dictates that hiring managers aren’t necessarily looking for new candidates. However, A) this simply isn’t true – especially in today’s economy where accounting opportunities move quickly irrespective of where we are in the calendar and companies can’t wait months to fill open positions. And B) this casual attitude towards job hunting during the summer months can create a powerful competitive advantage for you. If you deviate from this trend and start interviewing while others haven’t even begun to think about their job-search, you will be more likely to differentiate yourself from other job seekers, get better interviews, and ultimately land your dream job. In fact, the summer is often the best season for accounting firms to focus on their onboarding process because the busy season is over, and as a result, they have more time to devote to building and training their staff. Hiring new staff throughout the summer is also ideal for accounting firms because during this time, firms are typically gearing up for the 4th quarter; meaning new hires will have the opportunity to work on the monthly close, rather than a more complicated and all-encompassing year-end close. This makes it more beneficial for you as accountants to start a new job in the summer, as opposed to other months when firms may be at their busiest, because you’ll have the opportunity to ease into your responsibilities, get accustomed to the company culture, and focus on learning any new technologies or techniques unique to the firm before getting thrown into something more comprehensive during tax season. Another important consideration to take into account is that as summer winds down, accountants who believe the myth that hiring is not a priority for firms during the summer will begin to pick up their searches again, en masse. At that point, it will be much more difficult to distinguish yourself from the other resumes piling up on any given hiring manager’s desk. In addition to professionals believing the summer hiring myth, others may be taking extended vacations if their firms have an overtime bank policy. This may limit their access to job-search resources and make it difficult for them to devote much time to interviewing. If you’re in the market for a new job, don’t get lured into a false sense of security that major hiring decisions won’t be made until September. While other job seekers might be taking it easy over the summer, ramp up your search and leave your competition at the beach!
16 April 2013
Prospective employees might think that applying to jobs in high quantity as quickly as possible is the fastest way to land a new job, but the quality of each application speaks volumes. Hiring managers don’t want to see a generic resume—they want to see how your experience and skill set apply to their specific job. However, tweaking your resume for individual jobs, especially if you’re applying for several positions at once, can be trickier and more time-consuming than it sounds. We’ve compiled a list of our five most helpful tips for quick, effective resume fine-tuning: Create a “Master Resume.” It’s always a good idea to keep an up-to-date list of accomplishments on hand to use as a base structure for your resume. Although you won’t send your master resume to anyone, you’ll want to present your skills and contributions in polished, specific language. That way, when you are applying for a job, you can quickly and easily identify your relevant experience without having to think back or rephrase. Research the company you want to work for. Once you’ve got your master resume, do some research about the company and position for which you are applying. Study its website for clues—is the company more leadership focused, or team-oriented? Do they value diversity? What do they value more, innovative thinking or consistency? Is community service a company value? What client issue(s) does this company resolve? Studying the company website will give you a general sense of company culture that you can’t get from a job description. This will help you to figure out what skills and experience to include in your resume. Put your best foot forward quickly and clearly. Create a heading for your resume with the job title you are applying for, and save the file under your full name and the position title you’re applying for. This makes the recruiter or hiring manager’s job a whole lot easier—and that’s good news for both of you. Cut out irrelevant experience—and present relevant experience in a logical order. The more irrelevant experience you provide, the more content a recruiter or employer has to sift through to find the good stuff—and the more likely they are to toss your resume in the “no” pile. If you gained your relevant experience at school, present your education first. If your relevant experience is career-based, list your work experience first. Adjust your vocabulary. Recruiters and hiring managers see a flood of resumes every day, and can’t thumb through them all. Rather than read a thick stack of resumes to find contenders for a job opening, they’ll often run a digital search for specific keywords. That means even qualified candidates risk being overlooked if they don’t tailor their vocabulary to include relevant phraseology. Nobody can capture his or her entire personality and professional knowledge on a single page. That’s what makes adjusting your resume to suit a specific position so important. Recruiters and hiring managers know that the resumes they review belong to multifaceted individuals, but they can’t grant interviews based on faith alone. By adjusting your resume, you show the aspects of yourself that are most valuable in a particular professional situation—and thus show an interest in and an understanding of the position that transcends the standard, boilerplate resume.
15 April 2013
Professionals looking to diversify their experience or strike new ground in distressed debt should start paying close attention to the European Debt Crisis. As the European Debt Crisis slides into its 4th year, more investment professionals from all over the world are founding hedge funds that specialize in distressed debt and are looking to invest heavily in Europe. Warwick Capital Partners, LLP is just one investment fund that has launched a European distressed debt fund. The fund, which was launched in October as a “fund of one” with $200 million from an unspecified European investor, reported their assets under management at about $750 million during their first week of operation. More recently, London-based Eyck Capital Management LLP launched their distressed debt vehicle, Eyck European Tactical Distressed Opportunities. The fund is targeting returns of 12 -15% a year. From these recent trends spinning off from European debt, it is probable that the number of European-based and other international hedge funds, similar to Warwick and Eyck, will increase in numbers; something job seekers should pay close attention to. In fact, Deutsch Bank’s 2013 Alternate Investment Survey found that 36% of investors surveyed anticipate that Western Europe is 1 of the top 3 regions that will perform the best in 2013. The data collected concludes that Western Europe is forecasted to perform the second best – trailing behind the United States/Canada – out of all 14 regions selected by investors. This puts Western Europe in the top 5 of this list for the first time since Deutsche started asking this question in 2008; thus showing a significant positive shift in the general investor outlook associated with the European crisis. As a result, we anticipate that in order to generate funding, these distressed debt hedge funds are going to peruse the US market for investors, which in turn will create opportunities for US investment relations and marketing/sales professionals. “We’re expecting to see these internationally-based hedge funds set up satellite offices in the United States, and these offices will need professionals who understand American investors and have a strong ability to position the European debt market as an attractive and worthwhile investment,” says Mitchell Peskin, Partner and Executive Vice President at The Execu|Search Group. As more money pours into these hedge funds, there will be another surge in demand for investment professionals; specifically for more investment analysts and traders. It’s clear that a growing number of international hedge funds now view the European Debt Crisis as an opportunity to earn generous returns rather than a bad investment. To successfully do this, they are going to need to secure financial backing from investors who will be willing to invest in debt in promise of a high return. Therefore, as distressed debt funds expand, they are most likely going to need to look outside of Europe and penetrate untapped markets such as the United States for investors. If this happens, highly articulate investment relations, marketing/sales professionals, analysts, and traders that can fully understand these investments will be in high demand. Opportunities that may spin off from these newly created positions could possibly include overseeing US funds structured in credit investments.
12 April 2013
The Execu|Search Group is proud to announce that we have teamed up once again with the Greater New York Association of Healthcare Recruiters (GNYHCR) to award a graduate nursing student with our 4th annual Master’s of Science in Nursing scholarship. At The Execu|Search Group, we work very closely with RNs and understand the immense value they bring to the organizations they work within and have observed a significant correlation between the growth of healthcare and the strong need for RNs with advanced nursing degrees. Our continuing partnership with GNYHCR allows us to support both educational advancement and the nursing community by presenting a deserving RN pursuing their Master’s degree with $1,500 to put towards their educational expenses. Last year’s recipient was William Rosa, an RN working at NYU Langone while pursuing his Master’s through an Adult/Gerontological Nurse Practitioner Program. If you know anyone enrolled in an accredited Master’s of Science in Nursing program with a minimum GPA of 3.0, please encourage them to apply for this scholarship at: http://www.gnyahr.org/masters.htm
10 April 2013
Anyone who’s been laid off can tell you that it’s difficult enough to tell friends and family without having to recount the story over and over again in interviews. Unfortunately, potential employers are going to want to know why you find yourself unemployed. Coming to terms with your recent layoff and building confidence is the first step to finding work again, but how? And once you’re back on your feet, how do you answer those inevitable questions? Like any other interview question, there are ways to answer these particular questions in ways that highlight your strengths and make the most of a typically unfavorable situation. Be honest. Trying to mask your layoff on your resume or blur the details can do much more harm than good. Not only will the employer likely pick up on your dishonesty, he or she will probably attribute it to a lack of confidence or respect. Be up front. Employers are more understanding than ever about layoffs in today’s job market, as many companies are restructuring in order to survive. Letting your interviewer know that you have nothing to hide will create a foundation of respect and understanding between you and your interviewer; an excellent start to the interview process. Bring it up yourself. In fact, not only shouldn’t you avoid the topic, you should be the one to bring it up. Facing the topic early in the interview can renew your confidence and allow both you and the employer to move on. It also allows you to be in control of the situation. Taking the initiative to discuss your layoff will show confidence, honesty, and independence, as well as give the employer less time to wonder about your particular circumstance before hearing your side. Use numbers to your advantage. This one is circumstantial, but if you’ve been laid off as a result of a restructuring, chances are, others have lost their jobs as well. If you can come up with a solid, factual number—such as 100 other employees or 25% of your division—of people laid off, it will take attention off of you in particular. Keep it simple. The above tactics can be helpful, but getting carried away in the details can quickly unravel your confidence. Keep your story clear, factual, and simple. Rambling shows insecurity and may cause an employer to think you are being dishonest. Plus, interviews are often fairly short, and you don’t want to waste too much of your already limited time to make an impression by dwelling on the negatives. By bringing up the topic early and keeping its time in the spotlight short, you can show your interviewer that there’s more to you as a professional than an unfortunate run-in with a changing economy. Explain what you’ve learned in your time off. Naturally, although you want to appear resilient, being laid off can have an impact on your confidence as an in-demand professional. Explaining how you’ve used your time off wisely to reflect on your experience, learn from it, and move on can show your interviewer that you’re mature and rational. If you’ve been out of the workforce for some time, make sure to emphasize what you’ve done to benefit your career during that time, whether it was working in temporary roles, volunteering, or taking classes to polish your relevant skills. Overall, the best way to offset your unfortunate lay-off is to be prepared with the right skills, attitude, and answers.
09 April 2013
The Execu|Search Group Chairs the Morris County Chamber of Commerce, “Enhancing Your Online Image” Information Session
On Friday, March 22nd, The Execu|Search Group had the opportunity to partner with Morris County Chamber of Commerce as the chair of their morning networking and information session, “Enhancing Your Online Image.” The event, which was organized and presented by the Women in Business Committee at the Westin Governor Morris in Morristown, NJ, was attended by over 100 professionals looking to develop, enhance, and protect their online image. Lisa Carver, Managing Director of Temporary Staffing at The Execu|Search Group as well as a member of the Women in Business Committee, coordinated the excellent panel of experts, which included Pam Aungst, MBA and Owner of Pam Ann Marketing, Melisa Tropeano LaTour, Founder of MTL Communications, and Kerrie Heslin, Esq., Partner at Nukk-Freeman & Cerra, PC. Each panelist touched upon different topics related to personal branding through social media, ranging from creating engaging material and minimizing your online legal risk, to maintaining ongoing visibility with prospects and responding to negativity. In addition to organizing the event, Lisa was given the privilege of opening the morning’s event, acting as the session’s chairperson. “The session was really successful,” explains Lisa. “Every person in attendance was able to take away something different from the session and apply the information they learned to their unique personal branding needs.”
08 April 2013
As the provisions of Obamacare continue to roll into effect, hospitals and clinics scramble to find enough doctors to treat the predicted wave of newly insured patients. In preparation for 2014, when Obamacare provisions such as expanded Medicaid eligibility and fines for businesses that don’t provide coverage for full-time employees come into effect, hospitals and clinics are shoring up their human resources. With nearly 32 million individuals expected to be newly insured in the next two years, many of whom suffer untreated chronic health conditions, an unprecedented amount of stress will fall on the medical field over the next ten years. Many healthcare facilities are bringing on new staff to prepare for the surge. The result? There simply aren’t enough doctors to go around. With the supply of hirable physicians dwindling, nearly 75% of surveyed facilities turned to other medical professionals to help fill the cracks in the past 12 months. Facilities are feeling the strain of healthcare reform at different rates, depending on their available staff and resources. However, one thing is clear: the rapidly changing face of healthcare yields potential risks and benefits for all involved, and may be a harbinger of an ideological shift in the way Americans think about healthcare and wellness. Many hospitals and clinics that feel the crunch and can’t fill full-time positions are hiring locum tenens physicians to avoid short staffing. While this is good news for temporary doctors, it could become difficult down the line for the general public to find long-term treatment if more doctors begin to take on transient roles. However, the increasing popularity of locum tenens doctors does have a silver lining; many of these doctors are highly skilled and specialized, and over time will be able to reach more patients throughout the country who need their specific talents and acute care. Another solution that struggling healthcare facilities have adopted in the face of healthcare reform is to beef up their staff with talented, high-level medical practitioners. Nurse Practitioners and Physician Assistants are in very high demand this year, since both can perform standard medical procedures and write prescriptions, freeing up doctors’ schedules for the less routine cases that cross their desks. However, the medical talent pool is limited, and as Nurse Practitioners and Physician Assistants take on more responsibility, their salaries climb, and shortage ensues. If demand continues to grow at the current rate, nursing school enrollees won’t meet the expanding needs of healthcare facilities over the next ten years. This nursing shortage can negatively impact quality of care, especially in specialized fields. The Oncology Nursing Society assessed the projected aftershock of a nursing shortage, which has already been in process for the past thirteen years but is sure to worsen in the next two and may continue on until 2020. The combination of an aging nursing population and an increase in demand will lead to an unprecedented shortage, with underserved urban and rural areas, specialty practice areas such as oncology, and long-term care settings most affected. Simultaneously, aging baby boomers will require more oncological care, as approximately 77% of all cancers are diagnosed in patients aged 55 years and older. The Oncology Nursing Society suggests improving workplace conditions, salaries and benefits in order to recruit and retain employees and improve job satisfaction. Healthcare employers take note: providing quality care for patients may mean changing employee policies, raising salaries, eradicating mandatory overtime, and allowing for schedule flexibility. While this rapid scrambling is foreboding, and the nursing shortage surely looms on the horizon, there’s hope for the future of medicine. This year, a record number of first time applicants applied to medical school: almost 34,000. According to the Association of American Medical Colleges, the number of first time applicants is “considered to be a barometer of interest in medicine” for young adults in the U.S. While drastic change always goads concern, there’s no reason to believe that doctors will become a rarity. Also, the change from single-physician to team-based care has the capacity to revolutionize how the nation thinks about health and wellness. Medical professionals like Nurse Practitioners and Physician Assistants will work to maintain patient health rather than cure disease—they’ll keep patients out of the more expensive hospital systems and specialty clinics by providing preventative care and education about how to live a healthy life. Similarly, with physicians, nurses, and upper-level medical professionals working together on a group of cases, new opportunities for synergy bloom, which may lead to more effective and efficient treatments. While medical professional shortage is a concern, there’s quite a bit to get excited about, too—as far as medicine is concerned, it’s a whole new world out there. For more information please visit: The Oncology Nursing Society The Association of American Medical Colleges