Years ago, BV/LS practices inside many CPA firms across the country got started when an…
John Borrowman, CPC
Borrowman Baker LLC
If you’ve been holding your breath, you can stop now. BV hiring is back on the rise. You’ll notice some things have changed, however, since the go-go days of pre-recession hiring.
The biggest change overall is the greater sense of caution that now guides an employer’s hiring process. For the employer who managed to avoid layoffs, increased workflow has stretched existing resources. The only response is to add talent. That doesn’t mean hiring just anyone, however. It means finding a good fit with those whose loyalty has enabled the practice to thrive.
For the employer who had no choice but to reduce staff, the better times we are seeing may be something of a “do-over” in that he can bring professionals on more slowly and carefully in order to have a more controlled expansion. In either case, the result can be a lengthier hiring process.
Employers are going to be inquiring about …
BV certifications. Don’t have any? You better have a good explanation about why not, and discuss your plan to pursue one (or more).
Writing ability. If you have samples of your writing that you can share (without crossing the line of ethics or client confidentiality), dust them off and have them ready. Employers are very keen on assessing writing skills. Some of them will require that you complete their own, customized assessment.
Motivations. Your reasons for making a move need to be carefully articulated. Be as specific as you can about what it is you’d like to be doing that you’re not getting to do. Anything less will be heard as whining.
BV practices are growing more confident about the reliability of the pipeline of work. Demand for talent has set the pendulum swinging back in favor of supply.