You probably spend time thinking about differentiating your practice in the eyes of the potential client. You should be doing the same thing when it comes to the potential hire. What does that mean?
Good candidates come from practices that are as busy as you are. Shouldn’t they understand when the hiring process doesn’t always happen in the timeframe that you said it would?
One of your top analysts just left, and you face a sudden increase in new projects. Do you scramble to make a last-minute hire from a tiny pool of applicants in hopes you can fill this frantic need?
The candidates you want to attract aren’t looking at job postings. They already have a job. What they will pay attention to is a story about how the future can be better by joining your practice. [...]
You don’t have to be the top-paying employer to attract the right talent. But to compete, you must be aware of what the market is paying for certain skills in order to develop fair and [...]
Pricing pressures were impacting BV practices even before the recent downturn. There’s no reason to believe they won’t remain, just because things get better. How will you meet those challenges?
We’ve all had a client who hands us a financial statement with the expectation that we can just tell him a number that his company is worth. He doesn’t realize how much more he could get if only [...]