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Half Times Fall 2017 yumpu

teams in action | robert

teams in action | robert half finance & accounting The Art of The Interview SPECIALIZED STAFFING PROFESSIONALS OR SHERLOCK HOLMES AND DICK TRACY? There are many ways to become successful in our industry, and having investigative prowess, persistence and an inner detective are what it takes for two of Robert Half Finance & Accounting’s top recruiters. They focus on asking the right questions, conducting a high number of interviews and being curious, all of which are especially important in today’s candidate-driven market. BRYAN THIERFELDER RECRUITING MANAGER Charleston, S.C. Bryan started here as a candidate and was later hired as an Accountemps recruiter in November 2008. “The business climate was difficult when I started, but I didn’t let the economy keep me down,” he said. Understanding the power of connections, he expanded his circle and now has more than 20,000 contacts on LinkedIn. Bryan also uses social media, scripted email blasts and phone calls to stay in touch. “Unlike many recruiters, I use the ‘funnel in’ method — I grab everyone I can on the way to my target candidate, because these other job seekers may match different openings in the future,” he said. Bryan gets to work as early as 5 a.m. and starts interviewing via phone or Skype by 7 a.m., when many working candidates are not yet due at their jobs. His average interview lasts 30 minutes and he conducts more than 50 a month, which gives him a deeper understanding of what’s going on in his market. How does he stay in touch with so many people? “I create daily scripted email greetings for most of my applicants, so they hear from me once a day,” he said. “I also post news articles on LinkedIn that create a sense of personal connection,” he said. “If I can’t place a specific individual after interviewing them, I still want to help that person. I try to provide other information and connections in Charleston, which is a very ‘who-you-know’ kind of city.” As an example, he cited a client who was looking for a senior corporate accountant with Big Four experience. “Big Four veterans typically aren’t in Charleston, so I reached out to a contact in Charlotte, N.C., I had interviewed and thought he would know someone,” he said. “Sure enough, he referred me to a qualified person whom I placed. Now I’m part of that individual’s network of Big Four colleagues for future business.” Another example: Five or six months ago, Bryan had job orders for two senior accountants. He tapped his network and received about 30 responses. Only two were senior accountants, but he interviewed all 30 briefly. Later, the same company suddenly needed five entrylevel accountants. Bryan immediately staffed three of them, since he’d already conducted the interviews. For someone this active at work, it may be surprising that he relaxes by working on projects around the house. “I’ve built a deck and designed a large storage closet inside our game room,” Bryan said. 14 HALF TIMES

obert half finance & accounting | teams in action VINCE FORCHETTI ACCOUNTING OPERATIONS DIVISION DIRECTOR Princeton, N.J. Vince, a Chairman’s Club winner this year, attributes his success to what he calls his “detective work” on client-candidate fit, as well as great relationships with colleagues throughout New Jersey, New York and Philadelphia. Vince interviews at least four to five candidates a day on average, using FaceTime or Skype. “I want to know what they’re looking for and why, and I can usually tell quickly if I can place them,” he said. “If I can’t do anything for them, I tell them. If I can help them, I stick to the basics to give them the best shot at any given position.” His video-interviewing strategy helps him save time on the front end and maximize time on the back end. That allows him to spend the majority of his time preparing Most Placeable Candidates for job interviews. Vince recalled a recent candidate he had known for three years. “She’s a skilled accounts payable specialist, but her interview approach turned people off,” he said. “I discovered this through client feedback and post-interview discussions with her. So when I had a terrific position for a credit union, I restructured her resume and gave her extensive coaching on how to address key topics in her interview. For example, to express a desire to contribute and grow her skills with a new company, and play down her dislike for a prior boss. She got the job.” “I stick to the basics to give [candidates] the best shot at any given position.” – VINCE FORCHETTI Another candidate was complacent and modest, and hadn’t received a raise from his company in 12 years. “He had a super-nice personality, great loyalty and a natural focus on customer service – even though his job was more administrative,” Vince said. “I found him a position where his true strengths — his compassion and friendliness — can shine, and he’s doing terrific.” Outside of work, Vince plays basketball, football and baseball. But the first thing he makes time for: his wife and two young children. FIRST QUESTION IN AN INTERVIEW: Vince: “Why are you looking?” Bryan: “What is your ideal next job?” MOST ILLUMINATING QUESTION THEY ASK: Bryan and Vince: “Compensation!” SOURCE OF PRIDE: Vince: “Being aware of the importance to always do the right thing, even when people aren’t looking, has helped me build great relationships.” Bryan: “Perfect strangers reach out to me because I’ve built a high level of trust through social media.” MOST ENTICING LINE: Vince: “I offer to help them set up an interviewing game plan so they’ll be successful.” Bryan: “I communicate that I really want to help them, and so often I can.” WHO’S HELPED YOU: Vince: “So many people have helped me succeed — Accountemps branch manager Nicole Rodeghiero, director of Permanent Placement Services Rich Singer, regional manager Christine Rowe and my former Accountemps team.” Bryan: “We’re a small office here in Charleston — about 16 people — and we work hard to support each other.” HALF TIMES 15