PRSG? News Vol. 2

Welcome to the second edition of PRSG??News - a monthly newsletter compiled by the team at PRSG??to keep you up to date on what's happening in the job market, provide career advice, and share?#hotjobs . With over 60 years of combined placement and hiring experience, we will share original thoughts, as well as industry data and available opportunities for you to take the next step in your career.

In this month's edition you will find:

1. #PreciseAdvice – Job Search Series: Build Your Stories
2. #PreciseAdvice – Hiring Manager Series:
3. #PreciseAdvice – Interview Question Series:
4. #PreciseAdvice - Timely Topics:
5. #hotjobalert
6. PRSG? Milestones

By: Melissa Shapiro

When venturing into a #jobsearch , it is important that you are able to tell your story in a concise impactful manner. Know where to elaborate and where to truncate. The elevator speech you create must highlight your most valuable strengths for the individual to whom you are speaking. Be nimble and know your audience. Preparation and practice are the best ways to ensure you are ready for these discussions and to ensure that you come across as genuine and natural in your delivery.

Prepare

Gather your past performance reviews. Look for consistent themes of strengths and weaknesses. What was viewed by your superiors as some of your greatest accomplishments? How did they say you handle conflict or working in a team? Familiarize yourself with how others view you and your work.

Familiarize yourself with the standard behavioral questions. You will often hear people say past performance predicts future performance, which is the basis for asking behavioral interview questions. It’s a way for them to see what you are capable of accomplishing based on what you’ve actually done. They often start with “give me an example of a time when…” There are some general themes to these as well – teamwork, communication, adaptability, time management, motivation. A quick Google search will bring up plenty for you to review, and my colleague, Julie, will be diving into these specifically down the road.

Familiarize yourself with the job description and job requirements. Be sure you know what the company is looking for this position to accomplish and the general job requirements. They will ask questions about these duties, as well as around the qualities they are looking for in an ideal candidate.

Build stories around the behavioral question general themes and job requirements. The STAR method is widely used to answer behavioral interview questions and ensures that you hit all key points the interviewer is likely looking to know. What does STAR stand for? Situation, Task, Action, Result.

• Situation: Describe in 2-3 sentences the context of the story you are about to tell.
• Task: Describe the task you needed to complete.
• Action: Describe the SPECIFIC actions that you took to complete the task.
• Result: Be sure to include the impact that your work had on the business. If the outcome was not favorable (i.e. – the interviewer asked you to talk about a time you failed), be sure to include what you learned.

Use “I”. When building your stories to tell in an interview, you need to focus on what you did, not what the team did. You may need to set the stage when describing the situation as a team effort, but quickly switch to focusing on the tasks for which you were responsible, the actions you took, and be sure to highlight anything that was a direct result of your actions. You are the one vying for this new role – not your team.

Preparation can take some time. Bounce your answers off of a friend or family member who knows you well. They will be the most honest with you and will tell you if you’re likely to hit a home run in the interview or strike out. If you put the work in before you step into the virtual or in-person meeting, you will likely feel less nervous, and be yourself throughout the discussions.?

Melissa Shapiro has been helping professionals navigate the job search since 2005. She is the Recruiting Director for Precision Recruiting Solutions Group?, a boutique staffing firm placing candidates in accounting, finance, human resources, and other business-related functions on a temporary, temporary-to-hire, and direct-hire basis. She spent 9 years in career management, supporting masters-level business students in full-time, professional, and executive MBA programs, as well as specialized master’s degree programs.?Prior to that, Melissa spent time in the financial services and retail sectors. Melissa has a Bachelor of Science in Business Administration with concentrations in Marketing and Finance, a Bachelor of Arts in Economics, and an MBA.

By: Debbie Kriess

In continuing our Hiring Manager Series, I thought I would share a few questions for you to ponder as a hiring manager or business leader when evaluating your candidate pool and reviewing applicants throughout your review/selection process.?Strike the Right Balance?and determine what that means for you and your organization.

?Balance Skills & Qualifications with Competencies

1. How have your job descriptions and hiring expectations aligned or evolved to meet the needs of your company and the available talent pool??

• In a competitive market for talent, you may find benefit in adapting the language used in job descriptions.?We know this is a process (especially for organizations with a significant number of employees, many open requisitions, across a variety of disciplines and geographic regions), yet there is an opportunity to use softening language, shifting from traditional “must have’s” to desired competencies, experience and demonstrated abilities.
• Promote the features and benefits your new hires will value in joining your organization, keeping in mind how this should continue to evolve with the evolution of the diversity of the workforce by generation (Baby Boomers, GenX, Millennials, and GenZ); and how the perception of your opportunity aligns with needs and wants/beliefs.

2. When do you stand firm and draw a line in the sand on certain credentials; and when is there room for substituting competencies??A few examples of desired traits we often hear include motivation, attitude, customer orientation, decision-making ability, self-awareness, relationship skills, detail orientation, problem-solving skills, collaboration, etc. Often, it’s important for a new hire to hit the ground running and already possess the skills of the role.?Sometimes these characteristics may be valuable in substituting for years of experience, education, and certifications. This may be especially important when you have budgetary constraints on salaries and bonuses, are geographically removed from a more populous area/county, have on-site versus hybrid or remote work environments, or need to broaden your talent pool for other reasons.

• Sure, we know and appreciate that there are key roles and professional services organizations, that naturally require expertise that can only be obtained through a rigor of tests, learning & development, and education, combined with ongoing CPE.?Are these required upon entry??Will they be used and supported with the necessary time commitment and expense to maintain??Does your company offer education/tuition benefits and retention programs that could help a motivated candidate achieve the qualifications, in much the same way as an apprenticeship program?
• Assess if all positions must have expectations or qualifications that are essential to the job being performed well.?What skills can be learned, either from effective mentoring and coaching or supplemented with company-subsidized or provided technical training and educational benefits?

Consider the state of your company and growth trajectory, and how does your next hire support the evolution of the workforce, with the technical demands of the job, and needs to meet any regulatory and/or compliance standards??

Strike a balance?between being intentional and flexible in your selection process, the candidate pool, your organization’s retention, and succession planning initiatives.?More times than not, we find clients and hiring managers making the final selection, not by the candidate's credentials and qualifications alone, but the applicants with the attitude, adaptability, and interest in continual learning, whose addition is valued by the team and organizational culture.?These traits can sometimes be hard to identify on a resume.

Debbie joined Precision Recruiting Solutions Group? in Spring 2021 with 20+ years of recruiting & staffing and business development experience, including a background coaching and advising finance & accounting, human resources and IT professionals with direct placement and temporary staffing solutions. She is a graduate from Clarion University of PA (now PennWest) with a Bachelor's degree in Business Administration. When not working, she enjoys spending time with family, traveling and watching sports.?

By: Julie Schellhammer

Whether you’re approached at a family gathering, networking event, or job interview – you are bound to be asked this at some point in your life. You know yourself better than anyone else – so, why is it that this question can seem so daunting?

That's because the question is so broad and open-ended. You can answer it a thousand different ways. Do you start with where you were born? Where you went to school? Your current job? Should it lean more professional or personal? There are so many ways to approach it.

I’m here to help you prepare with some Do’s and Don’ts on what to do in an interview setting.

Do prepare your “elevator pitch” ahead of time.?This is the most common interview question, so you need to have your pitch ready, but without this sounding rehearsed or robotic.

Don’t read from a script.?This should flow naturally and highlight things that have shaped who you are today. Make a list of things you are proud of in previous jobs and when it comes to the interview, highlight your impressive accomplishments.

Do add personal touches.?A February 2023 article, published in Forbes Magazine states that there is a formula for your elevator pitch:

• 80% should be work-related.
• 10-15% should be academic
• 5-10% should be personal.

While these percentages are not set in stone, it’s nice to have some parameters.

Don’t forget the “Past, Present, and Future” formula.?Start by talking about your relevant work history. Then move on to what you're currently doing – whether it be job hunting, working, going back to school, etc. Finally, end it with what you are looking for in your next opportunity and why you are interested in moving forward with this company.

Do tailor your pitch to your audience.?Make sure you match the energy of the interviewer. This?is so important. Being overly excited or underwhelmingly monotone can make or break this initial question. Regardless, remain professional at all times.

Do NOT go over 2 minutes. Less is more. The answer to this question is YOUR hook for the interview and should be concise while continuing to keep your pitch interesting and intriguing.

I hope these simple tips help you rise to the occasion in your next job interview or social gathering! Let me know in the comments what you like to highlight when meeting someone new.

Julie found her passion and success in recruiting and finds building meaningful relationships and supporting personal growth the most rewarding part of the job.?She began her professional career in sales and management. When she is away from work, you can find her traveling and trying new restaurants or at the latest sporting event in Pittsburgh. Julie and her dog, Dusty, can be seen all over?#Pittsburgh ?at their local dog parks or shopping around the city.

By: Grace Weisser, aPHR

Your current situation is not your final destination. Feeling overeducated yet underemployed doesn’t have to be a life sentence. Following these steps can help get you one step closer to breaking the cycle of underemployment.

?Understand Your Worth

• Research the job titles and salaries that align with your education, skill set, and interests
• Analyze job postings to understand what employers are looking for in comparison to your skills
• Do informational interviews with people in your field

?Rebrand Yourself

• Update the job titles on your resume to match the experience you want, versus the experience you have
• Update your LinkedIn profile to match the level you aspire to be
• Work on building your confidence with positive affirmations and regular self-care
• Carry yourself as though you have already beaten underemployment

Negotiate a Promotion at your Current Employer

If you’re at a company you love, don’t be so quick to look outside your organization for your next role.

Start by negotiating a promotion at your current employer. Your request for a promotion should be strategic, well-timed, and supported by data.

Create a game plan before presenting your request and prepare for both a positive and negative response.

Join a Leadership Rotational Program

Leadership development and rotational programs offer you training across business areas within a company.

Companies use these types of programs to hire interns or post-graduates and train them through rotational programs or structured learning programs.

The goal is to recruit and develop leaders for their organization. These programs are a great way to beat underemployment by having a clear path to leadership roles.

Upgrade Your Network

If you’re underemployed and everyone around you is too - it’s time to upgrade your network.

The type of people you’ll need to have in your network to beat underemployment are the ones that can expose you to the “hidden job market.”

The hidden job market is a term that describes job opportunities that aren’t publicly listed on job boards or advertised through recruiters.

Having a high-value network can help you tap into the hidden job market.

Consider a Career Switch

Perhaps there aren’t many opportunities for growth in your industry. If that’s the case, consider switching careers.

A career change can create new opportunities for you to overcome underemployment.

First, think of all the skills you’ve gained in your current field. Now ask yourself, what other careers could this experience transfer to?

Make a list of them. Then research the requirements to break into that space at the level you deserve.

Create an Opportunity

If you’re struggling to land the opportunities you deserve, then create one!

Take being underemployed as a sign that there’s something better for you.

There are many ways to put your talents to use without a permanent, direct-hire job. You can offer your expertise as a freelancer, contractor, or consultant.

As you gain momentum, you can launch your own business or agency.

Don’t let your talents go to waste. There’s someone out there searching for exactly what you have to offer - AND willing to pay you for it!

Grace joined Precision Recruiting Solutions Group? in 2022. She began her career as an HR Intern for Victorian Finance, then spent time as a Learning and Development Assistant with Levin Furniture. She graduated from Robert Morris University with a Bachelor's degree in Social Sciences while minoring in Human Resource Management. When she is away from work you can find her reading and crocheting as she spends time with her Australian Cattle Dog named Pico. Grace and her fiancé, Brendan, can also be found exploring downtown Pittsburgh, and trying new restaurants.

#hotjobalert

Human Resources Specialist – Part-Time, Hybrid

Tax Director/Manager – Hybrid, Coudersport, PA

Accounting Associate – Hybrid, Robinson Township, PA

Accounts Payable Specialist – Hybrid, Pittsburgh, PA

Billing Accountant/Staffing Accountant – On-site, Robinson Township, PA

Senior Accountant/Financial Reporting – Remote, Moon Township, PA

Senior Accountant (CPA Required) – On-site, Cranberry Township, PA

Senior Accountant/Financial Reporting – Hybrid, Pittsburgh, PA

Senior Accountant - On-site, Butler, PA

Part-time Senior Audit Liaison – Remote

Internal Controls Specialist – Hybrid, Dallas, TX (Travel Required)

Senior IT Auditor – Hybrid, Pittsburgh, PA

Internal Audit Associate – Remote, Pittsburgh, PA

Controller – On-site, Erie, PA

Controller – Travel Required, Cincinatti, Ohio (Travel Required)

Accounting Manager/Controller – Hybrid, Cranberry Township, PA

Accounting Manager – Hybrid, Evans City, PA

Senior Business Analyst – Hybrid, Pittsburgh, PA

Manager of Strategic Sourcing– Hybrid, Greater Pittsburgh Area (Travel Required)

Purchasing Manager – On-site, Butler PA

Learn more at www.prsgllc.com/find-a-job .

PRSG??Milestones