Different Types of Consultants and 5 In-Demand Areas

Different Types of Consultants and 5 In-Demand AreasDifferent Types of Consultants and 5 In-Demand AreasFinancial consultants are in great demand these days. CFOs in virtually every industry outsource work to all types of consultants who can help them make crucial decisions, spruce up wertzuwachs, inject fresh energy and steer their companies toward more profitable futures.If youre an intrepid current or aspiring financial consultant, youll likely find a sortiment of opportunities at your disposal, including the following in-demand areas.1. Finance and accountingRobert Half Management Resources polled more than 900 CFOs to gauge where they were most likely to assign financial consultants and interim managers in the coming year. Of the total, 57 percent said they would turn to the types of consultants who can optimize their finance and accounting projects.As a consultant in this area, youll be asked to lend your expertise to forecasts, analysis, budgets and reporting. If you like wear ing multiple hats, adapt quickly and can assert your opinions, this type of job could be right up your alley.2. Business systems and performance improvementAlmost half (48 percent) of the CFOs surveyed by Robert Half Management Resources said they would rely on consultants to guide them in implementing geschftsleben systems and handling conversion and integration. Assistance with process and performance improvement is a key need for many small businesses looking to fix existing problems, head off potential dangers and make sure the business is best positioned for growth.Speed and problem-solving skills are the name of this game. If you enjoy challenges and innovation, you could find this area quite satisfying. Relationship management and patience will be a critical skill, as you help managers and staff switch to and learn new systems.3. TaxationTaxation is the nemesis of many overworked CFOs. Its hardly surprising that 42 percent of CFOs polled by Robert Half Management Resources wo uld gladly rely on the types of consultants that handle this area. Your consulting services could range from putting out (or preventing) seasonal fires to overhauling a companys entire tax approach.Saving the company money can earn you kudos, monetarily and otherwise, and youll likely also be valued for guiding teams and managers on how to apply smarter procedures.4. Governance, risk and compliance (GRC)The only sure thing about regulations is that they constantly evolve, as financial executives know all too well. Four in 10 in the Robert Half Management Resources survey said they were likely to bring in interim managers in the next 12 months to offer essential advice on how to integrate or update their GRC programs.As regulations shift and tighten and accountancy practices come under greater scrutiny, managing the changes while reducing compliance costs is a must. Thats where you, as one of these types of consultants, come in. Youll likely be asked how to optimize risk-return outco mes, improve business performance and help reduce personnel time and costs.5. Finance optimizationThirty-six percent of CFOs surveyed by Robert Half Management Resources plan to call on consultants to streamline their financial cycle. Your know-how could be vital to reducing error rates and saving a firm processing time and costs.Youll be asked to help implement standards and tighten up business unit functions so that the ship runs more smoothly, with less need for rework. The organization may also want your opinions on remediation, financial restatement, mergers and acquisitions, and even the CFOs role.Learning moreWhether youre seeking a change of pace or yearning for a complete career switch, learning about the various types of consultants is a great first step to figuring out where you can best apply your talents and skills.

New Job Application Process for Administrative Law Judge Openings Requires 13 Written Narratives

New Job Application Process for Administrative Law Judge Openings Requires 13 Written NarrativesNew Job Application Process for Administrative Law Judge Openings Requires 13 Written NarrativesNew Job Application Process for Administrative Law Judge Openings Requires 13 Written NarrativesBREAKING NEWS Congratulations, if you are invited to the Online Component. We recommend our ALJ Writing Guide to review the 13 ALJ Competencies We also recommend our Structured Interview practice if you are invited to the Structured Interview component of the ALJ Examination.The federal government has added requirements to the process of applying for Administrative Law Judge positions. The initial application period for attorneys of these sought-after jobs closes on March 15, 2013.The federal government has taken many would-be Administrative Law Judges by surprise, by requiring additional written narrative responses to the already demanding process of applying for these rare and highly competitive ope nings, says Kathryn Troutman, founder and president of The Resume Place.There are major differences between the old 2009 application process for Administrative Law Judge and the current application, which is open only through March 15, Troutman says. When ALJ openings were last posted and that was four years ago applicants had to be prepared to write six narrative responses oncompetencies required for a job. Now seven additional narratives are required.The ALJ positions are open to applications only from March 5 to March 15, 2013, for licensed attorneys with at least 7 years of full-time administrative law or litigation experience. Scores of these jobs are available in several federal agencies in many states. In 2009, the Office of Personnel Management stopped taking applications afterjust 30 hours this year, because initial applications will be accepted over the full 11-day period announced, competition likely will be even more keen.Whether or notlage a candidate has previously a pplied for an ALJ position, it is important to read the new announcement carefully. In 2009, applications for ALJ opening were required to write narrative responses on these competenciesdecision-makinginterpersonal skillsjudicial analysisjudicial managementoral communicationwritingTo those half-dozen competencies requiring narratives, seven have been addedjudicial decisivenessjudicial temperamentlitigation and courtroom competenceproblem solvingprofessionalismreasoningself-managementThe Experience Assessment section of the Online Component of the ALJ exam includes multiple-choice and open-ended questions about work experience, related to the qualities sought in an ALJ regardless of hiring agency. Qualified applicants will be invited to answer a multiple-choice questionnaire and provide a narrative response describing an example which illustrates their skills and experience with regard to the targeted competency.No definitions for any of these competencies are provided in the new ann ouncement, and the length of applicants responses has not been specified. Nevertheless, it is essential to have representative narratives prepared in advance.The ALJ Writing Guide, written specifically for applicants for these Administrative Law Judge positions, is available from The Resume Place. All purchasers of this eBook will receive a free update detailing the new requirements, as soon as the details of the changes can be confirmed.

Why Employer Branding Matters Now More than Ever

Why Employer Branding Matters Now More than Ever Why Employer Branding Matters Now More than Ever Why Employer Branding Matters Now More than Ever Kelleher author of LOUDER THAN WORDS: 10 Practical Employee Engagement Steps That Drive Results About a year ago, I was asked to work with a retail client (“Company X”) who was struggling to increase employee engagement  during these volatile economic times (then again, who isn’t!) A 3-day meeting was scheduled to address the issue, which first focused on operations. I was fascinated with Company X’s diligence and science in understanding their customer demographics and buying patterns. They utilize external research consultants, video cameras, focus groups, internal research, customer interviews, etc. to better understand who their customers are and what they’re buying. They understand when customers buy what they buy, and when they stop buying. After two days with this team, I was impressed! “This company gets it” I concluded. As we kicked off day three, the leadership team presented their employee engagement challenges. Their employees (“associates,” as they called them) appeared disengaged; surprisingly, in this economy, voluntary employee turnover was alarmingly high. When I asked the leaders why they work for Company X, they stumbled. When I asked why associates stay, they weren’t sure. When I asked about their employer brand  they admitted they didn’t really know. So, here we have a company that was spending a lot of time and money to better understand their customers, but had no idea who their employees were? If this story sounds familiar to you…..read on! Understanding your Employees as Customers I often tell employers, “You don’t have an employee engagement issue. You have a hiring issue.” Quite simply, they don’t understand who their employees are, who excels at their firms, and how they can hire the best people. Let’s contrast Company X with The Timberland Company - a company known primarily for making and selling boots. I got to know The Timberland Company when conducting research for my book Louder Than Words, 10 Practical Employee Engagement Steps…that Drive Results!   Unlike the retail chain Company X, The Timberland Company has high levels of employee engagement, a best-in-class 8% voluntary turnover among their store associates and is very profitable. What is Timberland doing different? They truly understand their brand, the behaviors and traits of people who excel at The Timberland Company and the people they should be hiring.   Timberland is a “purpose” company that’s focused on corporate social sustainability, supporting volunteer efforts; they believe their company has a bigger purpose than just making money. Consequently, Timberland hires store associates who possess the same behaviors and traits as their brand. They also understand the importance of linking product and employment brand. For instance, even part-time Timberland store associates are given time off with pay to volunteer to work for the local homeless shelter or to build homes for Habitat for Humanity. Tri-Branding your Company Brand When I work with new clients, the first thing I do is to help them define their company brand with these questions: Why do people stay with your company? Why do people want to work for your company? Who are your stars; what are the common behaviors and traits that your stars possess? I often ask them a simple question: What do BMW, Apple, and Southwest Airlines have in common? They are all exceptional at linking employment and product brand. Apple hires the most creative people to make the most creative products.  BMW hires people who are driving enthusiasts to build the ultimate driving machine. Southwest Airlines hires people who have “fun” in their DNA. These three companies also excel at a practice I call tri-branding. In addition to linking both product and employment brand, they also get their customers to sing their praises or live their brand. For instance, I’m a Droid user, and I continue to be surprised at the number of iPhone friends who take delight at “trumping” my Droid apps with their own Apple apps. They’re actually living the Apple brand. So, Who Should You Be Hiring? To help leadership teams better understand who they should be hiring, we define the common attributes of the top 10% of their workforce and/or pinpoint common attributes of their most engaged employees. This simple exercise is often the first step in helping a firm identify their employment brand. It uncovers a common set of value-based behaviors and traits  at their firms - traits that are often overlooked in the hiring process. I’ve often been shocked at the emphasis placed on education and skills, and not nearly enough on understanding the behaviors and traits that an organization treasures. The most engaged employees are engaged because they happen to possess behaviors and traits the firm values. Understanding who they are within an organization is the first step in understanding and building your employment brand. Next: 10 Practical Employee Engagement Steps that Drive Results Author Bio: Bob Kelleher is the author of the critically acclaimed book, Louder Than Words â€" 10 Practical Employee Engagement Steps …that Drive Results!    and is an award winning speaker and consultant.   Bob is also the CEO of The Employee Engagement Group,  a leader in providing proven and practical services and tools to leadership teams across the globe to help them better engage their employees and drive profitable growth.