Groundswell is the Local Small Company with a Huge Network

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Support the Minnesota economy by partnering with Groundswell for your professional finance needs- contract and direct hire. Every dollar spent with Groundswell rolls back into the Twin Cities. We’ve remained committed to our 100% Minnesota based internal and consulting teams throughout the pandemic, ensuring continued exceptional service for our clients.

Do you have a pending need for talent in your finance or accounting function? Leverage the LOCAL small company with a huge network.

How can Groundswell Search help you?

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The team at Groundswell Search has had a busy summer!

It’s our goal to place the right senior-level accounting and finance professionals in the right roles throughout the Twin Cities. Whether you are in need of a stellar new member for your team or you’re looking to advance your own career, our deep network of candidates and in-depth knowledge of clients ensure that we place not only the best technical match but also the best individual fit for you.  

Here’s a sample of a few recently completed, successful placements:

V.P. Corporate Controller – Billion Dollar Food Corporation

Assistant Controller – Medical Device Corporation

V.P. Tax – Billion Dollar International Corporation

Assistant Controller – Multi-Million Dollar Manufacturing Company

Accounting Manager – International Corporation  

We are currently interviewing exceptional candidates for these roles:

Audit Partner – Public Accounting Firm

Controller – P.E. Investment Company

Accounting Manager – Division of a Large International Corporation

Controller – Promotions Company

How can the team at Groundswell Search help you?

Employee Retention and Finding the Right Candidate

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What are the business risks keeping you up at night? As a team leader, hiring the right people and employee retention are probably at the top of the list.

In fact, you can’t afford to make the wrong hiring decision. In the senior-level space it is said you can estimate a turn-over costing you 125% of the salary, and that cost jumps to 200% at the executive-suite level! Is that a risk you’re willing to take?

In addition to advertising the position, sorting through resumes, phone interviews, in-person interviews, references checks, and more… you likely don’t even have access to the best candidates for your job.

The team at Groundswell has the inside track on the right candidates for your next role.

·         Unsurpassed tenure in recruitment and search. Our team has strategic inroads into the best talent, companies, and industry insiders.  

·         Vast network of highest-quality candidates.

·         Ability to tap into individuals not actively looking for jobs.

Groundswell presents candidates who are coming to your job, not someone who has left something else. In this high-demand market where candidates can be receiving multiple offers, Groundswell has selected, screened, and interviewed experienced, top-tier professionals who precisely fit your needs, are excited about your company, and are ready to accept your offer.

Top Interview Tip from the Pros

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ASK THE EXPERTS

Much has been written about how to “sell yourself” during a job interview. Today I asked the pros at Groundswell for an interview tip you can really use.

ASK THE RIGHT QUESTIONS.

·         Thoroughly research the company and the hiring manager ahead of time. Arrive at the interview prepared with at least four good questions.  

ASK QUESTIONS THAT DRIVE ANSWERS TO THESE KEY FACTORS:

·         The Company.  How is the company doing now and what is their path for the future? How do they plan on getting there? What is senior management’s long-term strategy?

·         The Culture. How are employees motivated to drive success? What are points of pride for the company?

·         The Job. How do your skills align with the job requirements themselves? What can you add to the job? What additional skills will you be gaining?

·         Your “Boss”. To whom will you be reporting? How will you be able to develop working for this person? What can you do in the job to best help your manager be successful as well?

Actively listen during the interview process and ask thoughtful questions. You’ll receive real information you can use in weighing your decision as to whether this job is the right one for you; as well impress the hiring manager with your intelligent inquiries!

The Gift of Mentoring

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Could you use a little extra guidance or insight? Do you have expertise to share? We could all likely answer yes to both questions.

You don’t need to be a rookie to find value in having a mentor and you don’t have to be at the pinnacle of your career to bestow advice. We can all benefit from the gift of mentoring.

Where to start? Ask.

You could be working with a potential mentor right now. Most of us work with someone who has experience and knowledge in areas where we lack. Often, it’s as simple as asking for a few minutes of their time or an informational meeting which leads to a mentorship opportunity.

By the same token, you have valuable experience in your own right. Pay-it-forward. You have more to offer than you think.

Don’t be overwhelmed by the term mentor.

A mentoring relationship can be as extensive or as limited as you like. If you are looking for career/life guidance - that may be a bigger, long-tern relationship. If you are discussing direction in a particular aspect of your industry or specific advice, such as managing the inner workings of a department within your company, the mentorship could be on a relatively brief scale.

Multiple mentors.

Mentors, like people or friends, can come into your life and stay – or come into your life at necessary times for brief periods. Either way is OK.

No one is to say that you have only one mentor. It’s important that you find the right fit and the right person(s) for your goal(s). Goals often change, career-paths change, mentors can evolve and change along the way too.

Mentorship does require diligence.

Commit to regular meetings and progress updates. This should be a mutually-beneficial relationship for both sides; give it the time and attention it deserves.  

Retained versus Contingent Search

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Ask the Expert


When making the important decision about a new hire, especially a senior-level employee, making the wrong choice can be a very expensive mistake. Turning to a trusted search professional is usually the best way to narrow the candidate pool, and in today’s tight job market, find the best candidate for the job.

It may be confusing to judge the differences, benefits, or disadvantages of retained versus contingent search options.

Derek Hugdahl, Managing Director of Groundswell Search, breaks down the differences between a contingent search and a retained search so you can choose the option to best suit your company’s hiring needs.

Contingent Search

A contingent search means that payment to the recruiter is contingent on that recruiter finding and presenting candidates for the position, with the recruiter only being paid if their candidate lands the job.

Some advantages:

·         The company could use multiple resources (web boards, agencies, advertising, etc.) to look for their new employee.

·         No upfront investment by the company.

·         The company can get a basic job description out to multiple search resources in hopes that someone has the right candidate.

·         The company is able to benchmark any candidate they have already identified through their own process against the active candidate market at no cost.

Contingent search disadvantages:

·         Often mass recruiters do not spend as much time screening and vetting of candidates, as there is a rush to present candidates who are actively job seeking.

·         Candidates presented by a recruiter are not exclusive to the company and may be presented to other clients and roles.

·         Time and resources committed by recruiting firm can be limited, as they are also working on multiple other roles.

·         Not as much influence and credibility when contacting potential candidates due to the scope of the search, and non-exclusive nature.

·         Shorter guarantees on any replacement of a candidate.

·         Company may be investing time in interviewing many candidates not thoroughly vetted before presentation.

Retained Search

A retained search usually requires an initial payment from the company to retain the search team, granting the team exclusivity on the role. The retained recruiter(s) will work to find the very best possible candidate in their network for the company’s role. Payment terms can be negotiated to meet the needs of the company and in a way the company and recruiter find mutually beneficial.

Advantages:

·         Instant credibility with potential candidates. Retained status effectively messages the role as an important and critical hire. The company is willing to invest in finding the best possible candidate versus best available, and a true partnership exists between recruiter and company.

·         Significant time invested on front end and throughout process by search firm; identifying candidates, screening, and vetting candidates.

·         Recruiting firm is solely representing the client throughout the process

·         Recruiter is invested in targeting both active and passive candidates to find the best possible candidate versus the best available candidate.

·         Longer guarantees on a candidate.

·         The company interviews a short list of top candidates, as the recruiting firm is doing the initial screening.

·         Candidates are exclusive to the company and not being presented to any other clients.

·         The company receives full and in-depth write-ups on candidates.

Disadvantages of retained search:

·         Somewhat locked into a one potential resource.

·         Slower potential hiring process due to the in-depth vetting process of the recruiting firm and the time needed to scour all resources for the best possible candidate.

·         Initial monetary upfront investment by the company.

As always, having an ongoing relationship with a reputable search professional ensures they understand your company culture and can quickly help you navigate your company’s hiring needs.

Email Derek at derek@groundswellpartners to talk about search possibilities for yourself or your company. Connect with Derek on LinkedIn.

New Year’s Resolutions that Work at Work

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New year’s resolutions aren’t just about eating healthy, sticking to your diet, or saving more money. Spend a few moments taking stock of the year you’ve had professionally, then put together a list of goals for 2019 to set yourself up for success.

1.    Be ‘present’ and engaged.

·         The extra effort is always appreciated by others.

2.    Listen more.

·         Groundswell has mentioned ‘active listening’ in our blogs previously, but it’s worth repeating. Listen to understand, not to just reply.

3.    Put in the extra effort.

·         See number 1 above. It’s always appreciated.

4.    Learn new things.

·         Be open to a new way of doing something.

·         Discuss other options.

·         Do some research.

·         Read industry articles.

·         Share new concepts.

5.    Network. Make new contacts.

·         Reconnect with a professional colleague or mentor with whom you may have lost touch.

·         Attend professional events.

·         Pay it forward when someone helps you.

6.    Be positive.

·         Optimism and a good attitude are contagious. Pass it on.

7.    Keep your resolutions.

·         Don’t give up. 

Happy New Year from Groundswell!

 

Change the Way You Think About Networking

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The holidays are upon us - ‘tis the season for office parties, client appreciation gatherings, and networking events. Many people get anxious just thinking about networking and “promoting themselves” at professional get-togethers. It’s time to change your thinking and identify some new strategies to boost your confidence and ensure results.

Don’t go into an event thinking you have to sell yourself – so much pressure! Have a mindset of connecting with people.

In today’s world you may rationalize that because you are connected to others on social media and professional platforms you don’t need these face-to-face meet-ups. Not true. You can build genuine person-to-person connections which stand the test of time.

Being more open-minded about networking in general takes the pressure off a bit:

·         Yes, you still need to practice your “elevator speech”.

·         Plan a brief greeting about yourself. Make it succinct and avoid being vague. Think about how you want to present yourself. It takes practice to briefly introduce yourself and your professional position or accomplishments without sounding boastful, or conversely, being so vague that you didn’t really say anything.

·         Remind yourself that people are interested in helping each other. In the course of conversation you may find opportunities to help others as well.

·         Even if you are not in the best place in your career or life right now, you have more to offer than you may think.

·         Pay it forward. Maybe you’re the one reaping the benefit from a networking encounter; next time it could be your turn to assist someone else.

The best ways to build your professional connections:

1.       Have a brief statement about yourself, what you do, or what kind of opportunity you seek.

2.       Actively listen to what others say to you. Make a concerted effort to remember names and details about those with whom you are speaking.

3.       Ask how you can help. We all have something to offer others.

4.       End the conversation with a plan. If you’ve made a connection, share your contact information and follow-up. Personal connections such as these are the building blocks of a mutually beneficial professional network.

5.       ↑ Follow through with the follow-up!

 

Prepping For A Phone Interview

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Just as for a traditional face-to-face interview, preparation is the key for a successful phone interview. It’s imperative to never underestimate the importance of the phone interview; it’s your gateway to a face-to-face meeting, a chance to make a great first impression, and a showcase for your skill, personality, and fit for the job.

1.    Do your research. Obviously, we advise learning all you can about a company prior to your interview. Visit the company website to learn what you can about your phone interviewer.  Check LinkedIn to see if you have any common connections. Your interview will likely be conducted by a member of the team or an internal recruiter – not your potential new boss. The questions will probably be more general than they would be in a tradition interview, but don’t assume this isn’t a “real” interview! Keep in mind you’ll need to ace the phone screening in order to be invited in for the next round.

2.    Set a specific time for the phone call. Confirm your interview in writing via email.

3.    Eliminate interruptions. Make sure children, pets, radios, etc.… are out of the room and you are in a quiet environment for the call. Be certain you have a clear phone connection. Use a headset if available.

4.    Stand up and smile. No, your interviewer cannot see you, but your posture and demeanor will come through in your voice.

5.    Listen. Hear what is being asked and then take a moment to answer clearly and succinctly. Avoid the urge to fill every pause. Give your interviewer a chance to respond to your answers.

6.    Take notes during the call. Use these notes to prep for the next round of interviews and as a reference for future communication.

7.    Have a few open-ended questions planned which will spark conversation with your interviewer.

8.    Set your next step. At the close of the call, thank your interviewer and express your interest in the company and the job. Ask what your next step should be to move forward with the role.

9.    Send a written thank you note to your interviewer.

Preparation, professionalism, and letting your personality shine through are the crucial components to interviewing success!

How to Handle a Counter-Offer

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Ask the Expert
We asked veteran search professional Derek Hugdahl for some insight into today’s job market.

In today’s ultra-competitive hiring market losing a valued employee can have a big impact on an organization. Companies may extend a counter-offer to lure an exiting employee to stay. In nearly every case we advise against accepting a counter-offer once you have submitted your resignation to your company. Rarely are there circumstances when it will end up working out well.

Your smooth exit from a company starts with how you approach your resignation process:

So, you’ve received an offer from a new company and you have accepted. In your resignation letter it is best to use direct language that is not open-ended. This language will allow you to remain consistent throughout the process of leaving the company and ending your current employment, as well as through any counter-offer, should one be offered.

For example, you will want to thank the current company for all they have afforded you, but you have made a firm decision to accept another position that is in the best interest of yourself and your family, etc.…

Companies have gotten very sophisticated in how they approach a counter-offer. Often, a company will not immediately ask what they can do to keep you. Your company may start with a “pre-exit” conversation, to help identify potential ways to keep you. This may be followed by an informal lunch or meeting to glean information. Keep in mind that as these take place any issues you have should not be discussed until you have your formal exit interview on your last day of work. Any issues or concerns ought to wait until your formal exit interview. If you are asked for information along the way, refer to the verbiage used in your resignation letter. Consistency along the way allows for a smooth and professional resignation process.

Usually a counter-offer is a short-term solution, allowing the company to buy time until they are in a better situation to absorb the loss of the employee (you). Once you have submitted a resignation, you are likely no longer seen as a trusted member of the inner circle and have possibly damaged future opportunities and could be seen as a liability.

When choosing to look for, and accept, a new opportunity outside of your current employment, make your decisions thoughtfully and carefully. Then, offer your resignation professionally and with confidence.

Derek Hugdahl has twenty years of contingent and retained search experience in the senior-level accounting and finance space. Connect with Derek on LinkedIn.

Where is the line between business and casual?

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Today the culture in many offices has become quite casual. In the case of countless corporations, the days of starched white shirts, full suits, and ties are long gone. So how can you look professional without looking stuffy and how can you pull-off a casual look without appearing sloppy? The trick is balancing the line between business and casual.

There is not an official definition of the term ‘business casual’, and therein lies the problem. Most people don’t have a clear understanding of dress codes, although it is of utmost importance to follow them. Corporations have an expectation of professional appearance as it applies to their industry or office, and standards when it comes to client and customer interaction.

As professionals in accounting and finance placement, the Groundswell team coaches our candidates on the cultural and stylistic atmosphere of our clients. We know that candidates may be disqualified if they are not projecting the right professional appearance - even if they are technically qualified. On the flip side, we want to place our candidates in environments where they feel comfortable and fit in easily.

When in doubt it is better to be overdressed than too casual. Professional dress is still the norm when it comes to interviewing, but once you land the job it’s important to follow corporate requirements and norms. Take your cues from management. Think of business casual as professional dress with a relaxed overall feel.

Find several business casual infographics here.

Your Relationship with a Recruiter

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Are you hiring?

If you are planning to hire for your office team, you know that finding the right recruiter is of utmost importance. Hopefully you are already working with the leadership team at Groundswell! While most reputable recruiters can throw candidates your way with the technical skills you need, having someone who understands you and your company gives you the peace of mind that candidates brought to you will also be the right fit. When you have an ongoing working-relationship with a recruiter the opportunity is there for not only a quick fill, but the right hire.   

Maybe this isn’t an urgent need. By having continued conversations with a recruiter, we can help you before your jobs are posted. Our veteran search team has a network of highly experienced and knowledgeable professionals who work with Groundswell exclusively. In today’s tight market it is crucial to work with a search team with the ability to tap into the passive market. We can match you to hidden candidates who are not openly looking to make a job change.  

Recruiters interview many candidates and keep in touch with both active and passive job seekers. When we know our clients are interested in adding to their team we keep an eye out for the perfect candidate. By matching you to these hidden candidates we speed-up your hiring process.

Are you looking for a new opportunity?

Whether you are actively searching for a new opportunity or just want to keep your options open, staying in contact with the team at Groundswell allows us to look for the perfect role for you – now or in the future. Recruiters talk to clients every day. New opportunities arise all the time. Keep your resume up-to-date and at the ready, keep communication open with the team at Groundswell; your next role could pop up at any time!

You will be ahead of game if you already have a relationship with a great recruiter who is working on your behalf.

Interviewing with Confidence

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If you have years of experience in a job or industry you may feel at ease with the interview process and convinced of your ability to land your next job. From the outside, more experience equals more confidence. However, even with an impressive resume and loads of success, many find the interview process daunting and intimidating.

Whether you are just starting your career or moving from one big role to another, take note of some relatively easy ways to boost your confidence going into an interview or presentation. 

Power Stance: During her TED talk in 2012 Amy Cuddy presented research that “power posing” – standing like a superhero with your hands on your hips, arms bent – can help you feel more confident. Stand in front of a mirror in a power pose for a minute or two prior to your interview to “psych yourself up” and amp up your inner confidence.

·         Visualize yourself succeeding!

·         Prepare and rehearse out loud in front of a mirror.

Dress the Part:

·         Dress for the position, yet in something which feels comfortable to you.

·         Have a firm hand-shake.

·         Stand tall with good posture.

·         Look people in the eye.

·         Smile.

·         Listen and hear what your interviewer is saying.

·         Take a moment to gather your thoughts before you start to speak.

Interview Posture: Remember that when you are in the interview, standing and sitting in a position of confidence (even if you don’t feel it) will help create a sense of self-assurance.

·         Position yourself so you appear to be, and are, listening to and are interested in the interviewer.

·         Connect with the interviewer. You have been selected for this meeting because you likely have the education, skills, and/or experience to succeed, so show the hiring manager you have the personality to fit the company culture and get along with people.

Focus on the Positive: Have a few examples of successes you’ve experienced and be prepared to talk about them.

Still Feeling Uneasy? Seek out a mentor to help you put these tips into action!

 

 

Building your team. Growing your business.
www.GroundswellPartners.com

Your LinkedIn Profile

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Nearly every professional in every industry uses LinkedIn to connect with peers, follow company updates, or vet potential new hires. In fact, over 90% of corporate recruiters will use LinkedIn to find potential candidates for the roles for which they are recruiting.

With so many professionals using LinkedIn as a tool to connect people, companies, and careers - be sure you are presenting your best self.

1.       Add your photo to your profile.  No photo? Your profile is likely to be overlooked. A profile with a photo is about 20 times more likely to be viewed than a profile without a photo. Even if you are not job hunting, your profile pops up to those in your industry and network. Your photo, name, and headline should grab attention – in a good way. This is a first and lasting impression.

2.       Keep your picture professional. No selfies here. Your profile photo should look current, clear, forward-facing, and professional. If your budget allows, consider using a photographer.

3.       Be active. Keep your profile up-to-date by adding experience and highlighting achievements pertinent to your profession in a timely manner. Update it often.

4.       Build your network. Your connections are happy to help you meet others in your industry, just as you are happy to make introductions for others. Expanding your network is an important way to grow your personal brand and your business.

5.       Return the favor. Like and share updates from members of your network.

6.       Think about the words you use. Millions of job listings are active on LinkedIn. Recruiters search resumes and profiles for keywords. Using industry terms in your skills and summary will get your profile noticed.

7.       Keep it relevant. LinkedIn is a social network but keep your posts in line with professional purposes.

Keeping your professional profile polished and up-to-date is a relatively uncomplicated way to build your online network.

 

Building your team. Growing your business.
www.GroundswellPartners.com

Who Needs a Hero?

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One of the definitions of a hero is a person admired for achievements; Who couldn’t use a hero in their life -or at their office?!

Whether it’s your busy season, a new demanding client, or a project with a deadline looming –the work needs to get done! You may not need an employee for 40 hours a week or permanently, so you don’t want the commitment of paying a permanent full-time salary or the possibility of lay-offs once the urgency has passed: an interim consultant is the hero you need.

Groundswell consultants hit the ground running. We have experienced experts in accounting, finance, and project management. You know what needs to be done and we have the person who knows how to get the job done for your specific project.

The extra hands on deck eliminate the morale drop and overtime costs when work is piled on your permanent staff. Consultants handle the extra load and your team focuses on their core duties and productivity.

If you need someone for a few days, a few weeks, or several months—a Groundswell hero has your business covered.

 

 

Building your team. Growing your business.
www.GroundswellPartners.com

How to Stay Productive During the Summer

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Staying productive when you want to be outside enjoying the summer can be tough. Planning your work and keeping your focus on important tasks will get you through the next few months and still leave time for some summer fun!

·         Make lists and prioritize.

·         Rank and tackle the most important, and/or least appealing, projects first-thing when you arrive at the office.

            o   Get to work on time-sensitive projects early in the day before you get distracted by that sunny day outside your window.

·         Map out your summer.

            o   Plot significant projects and timelines. Create a summer project/task calendar for important work. A summer calendar is a                visual reminder of how much time you need for projects, along with how much time you have.

·         Plan a summer vacation.

            o   Even if it’s a couple days off for a “stay-cation” having vacation days planned creates deadlines you can’t miss, and                         urgency to get important tasks completed.

·         Work hard while at work so you can enjoy some extra days off  - guilt free!

·         Enjoy the weather when you can.

            o   Eat lunch outside or walk around the block when you have a break.

·         Stay off your phone and social media while you’re at the office.

            o   Keep your focus on the tasks at hand, and you’ll avoid being jealous of those distracting vacation posts.

Focusing on work while you’re there will allow you to feel accomplished at the office, and some planned free days keep you enjoying the summer too.  

 

 

 

 

Building your team. Growing your business.
www.GroundswellPartners.com