Here at The Muse, we know that there's no better way to understand how to ace your own employer brand than by seeing some best practices in action.
Well, you're in luck—because that's exactly what our Employer Spotlight Series does. We feature all sorts of helpful advice and insights from companies that are totally crushing their employer brands, so that you can learn from their success.
This month, we chatted with Christy Belsky, Recruiting Operations Manager at Baker Tilly, about cultivating a results-oriented culture built on trust and her passion for connecting people with careers they love.
Tell us a little bit about your career journey. How did you discover your current role? Does it align with your background (education or previous work experience)?
I have always had a passion for human resources and in college, I had the opportunity to earn my project management certificate before I graduated—so I ended up in the interesting world of talent operations, as it requires a blend of people-passion and project-passion.
I joined Baker Tilly as Recruiting Operations Manager in 2017, and have continued to tackle amazing people-projects including career value discovery, employment branding, candidate experience, and recruiting process improvement. There are so many facets to attracting exceptional talent in a high-growth firm—there is never a dull moment.
What is one tool or piece of advice you wish you'd known about when you first started working at Baker Tilly?
Telling the story of an organization takes time, and every detail of the candidate experience is a reflection of that story. I wish I would have had a better understanding of the time it takes to really begin to tell an authentic story, especially when you yourself are still learning it. As a person that always wants to have the answers, it was tough to be patient, ask questions, and take the time to discover such a unique culture.
Telling the story of an organization takes time, and every detail of the candidate experience is a reflection of that story.
At Baker Tilly, employees are encouraged to take an entrepreneurial approach to their career paths, anchored by a shared sense of working together towards a common goal. What are some ways you support ongoing growth and train your managers to provide collaborative guidance?
In my opinion, this question is all about diversity. Beyond the foundational practice of building diverse teams, Baker Tilly is committed to empowering our leadership to embrace the diversity of our teams to grow in unique ways and provide a broader spectrum of collaboration.
At its core, Baker Tilly employees are encouraged to own their careers by lending the diversity of their solutions to our clients. We call it Diversity, Inclusion, and Belonging and it’s how we grow, together.
How do you communicate your culture and values to candidates, both through your employer brand and the candidate experience?
While the work we do across the firm can vary quite a bit, the common themes of Integrity, Collaboration, Stewardship, and Passion are evident across our teams. We are looking for exceptional team members and that means people who are really good at their jobs (Passion), care about their communities and coworkers (Stewardship), represent their clients and responsibilities with genuine ethics (Integrity), and can comprehend the value of leadership and teamwork in success (Collaboration). We don’t just ask our candidates about how they connect with these values, we talk about how we live them in our work every day.
What are some initiatives you’re really proud of and always excited to share with potential employees?
First, we have three inspiring ways to join our Diversity, Inclusion, and Belonging initiatives: SOAR (Supporting Opportunity, Advancement & Recognition), GROW (Growth and Retention of Women), and NEXGEN which focuses on the power of cross-generational teams. There are so many ways to get involved and join a global conversation about doing our best work by building the best teams.
Second, I am so proud to announce that we recently launched an innovative open PTO policy called, “My Time Off.” Not only does “My Time Off” reflect our commitment to flexibility and balance, but this is also our next step in enhancing our results-oriented culture built on trust.
Baker Tilly recently introduced a refreshed global brand identity along with the new positioning statement “Now, for tomorrow.” What was the catalyst for the company deciding to rebrand?
The brand refresh is part of a global rebranding strategy led by Baker Tilly International. The modernized brand positioning reflects the growth and seamless cohesion of the global network, differentiating Baker Tilly in the market and communicating an identity that resonates now and stands the test of time. Baker Tilly’s brand positioning, “Now, for tomorrow,” captures the firm’s commitment to great relationships, great conversations, and great futures.
What role has The Muse played in making sure your company profile reflects your new brand and messaging?
Our teams are as unique as our clients are, and even teams working in the same office can work on unique projects—this is why The Muse’s storytelling style helps us reflect the authentic culture of Baker Tilly. Each testimonial and office visit is a deeper dive into the world of Baker Tilly.
The Muse’s storytelling style helps us reflect the authentic culture of Baker Tilly. Each testimonial and office visit is a deeper dive into the world of Baker Tilly.
How has our partnership evolved throughout this process?
Our partnership with The Muse started with telling the story of our culture and offices—and with our continued connection and growth, we’ve been able to dig deeper and talk about shared values across the firm, such as collaboration and our new tagline, “Now, for tomorrow."
What are the most rewarding parts of your job?
Connecting people with careers they are passionate about is easily the best part of my job. I am not on the frontlines recruiting talent, but the programs my team builds and the processes we support attract exceptional talent that bring value to our clients and community every day. Best. Job. Ever!
What's something you do outside of work that makes you a better employee?
Outside of work I focus on learning. I love listening to podcasts, reading, and watching documentaries about all sorts of topics. You never know what you’ll be able to apply down the road, and I’ve made some pretty unique connections. Especially in the world of talent, where the landscape shifts with each generation or each technological evolution, the opportunity to bring brand new solutions to my work is ever-present and enticing!
