Appraisers know the importance of telling a good story when valuing a business. That same skill should be used when trying to find fresh BV talent. “No one ever took an offer because they liked the sound of a job description,” according to John Borrowman
(Borrowman Baker LLC), a recruiter who has worked exclusively in the BV profession for over 20 years. Expand on the generic job description to include something that tells the story of your practice, the role the new hire will play, and target it to the person you have in mind, not the masses, advises Borrowman. For example, communicate a unique sense of what it’s like to work at your practice. If there’s a history of moving up in the ranks, you could say: “Two of the firm’s managing directors started in this position.” As to the job role itself, you could tie into the business need for the hire, such as: “A key driver to incentive compensation will be staff productivity.” Also, direct the job ad to the very person you have in mind, not the masses. For example, if your employees work long hours because they like the intensity and monetary rewards, don’t be afraid to say that. There are other ways to improve your recruiting, such as interviewing more productively and testing candidates for a proper “fit” with your firm. Borrowman will talk about all of this during an free one-hour webinar, BV Hiring Made Smarter: Expert Tips to Land (and Keep) the Best Talent
, on November 14 at 1 p.m. ET (10 a.m. PT).
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