cover letter for fti consulting

Consulting firms with strong turnaround practices are hiring like crazy to meet demand. Here's how to land a job at FTI, according to its head of recruiting.

• The coronavirus pandemic has upended the consulting industry, with clients spending less on strategy consulting while the demand for restructuring and turnaround services is on the rise.
• Even as some consulting firms are whittling down their workforce, hiring is still robust at firms like FTI Consulting, which are betting big that their strong restructuring practices can buoy business and create work for years to come.
• Business Insider spoke with Aaron Thompson, a vice president at FTI and its global talent acquisition leader, about the hiring outlook at the firm and how candidates can land a job.
• Visit Business Insider's homepage for more stories .

The coronavirus pandemic has thrown the consulting industry for a loop. As clients deal with the crisis and reign in spending on management consulting and strategy work, the industry has shrunk to $132 billion from $160 billion last year, a ccording to research platform Statista. Firms like Accenture, KPMG, and Deloitte have responded by laying off staff or closing offices. 

Other firms are facing growing demand in certain areas like turnaround and restructuring — or anticipate it will happen soon — and continue to hire for six-figure roles to keep up with an uptick in work.

Read more: Consulting salaries revealed: How much employees make at 12 boutique firms including Booz Allen Hamilton, AlixPartners, and Mercer

FTI Consulting's restructuring business decreased in the third quarter, but company executives expect the business to bounce back, they said in last month's earnings call, and plan to keep up an aggressive hiring pace for intern, campus, experienced and executive-level candidates.

The 6,000-person firm is on target to hire about 1,500 people in 2020 across all of its business lines, said Aaron Thompson, a vice president at FTI and its global talent acquisition leader. This includes its bread-and-butter corporate finance and restructuring practice as well as the economic consulting, forensic and litigation consulting, strategic communications, and technology groups. 

Read more: FTI Consulting cut its revenue outlook after the firm's restructuring business dipped — but it's expecting that to turn around and is hiring to meet demand.

Thompson, who has been in talent acquisition for 20 years, a financial recruiter for nine and took over the top role at FTI two years ago, oversees the firm's global hiring efforts, and he is gearing his team up for another round of campus hiring in January. (Experienced and executive hiring takes place year-round, he said, while intern and campus hiring timelines are tied to academic semesters.)

Thompson shared some tips with Business Insider on how candidates can stand out in the hiring process and land a role at FTI.

Your resume and cover letter should spell out that you meet the job's most basic qualifications.

FTI gets up to 7,000 resumes every semester, but not everyone who applies will advance to the interview stage. That's why it's so important that your application materials spell out that you meet the job's most basic requirements, like majors, minors, GPA, past internships, and leadership experience, so you don't get lost in the shuffle, Thompson said.

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"Things often get lost on a one-page resume, so if we're looking for seven background things, include them all and make them stand out," he said. "The resume should be really basic, with all of the qualifications you have really spelled out."

Don't forget about the cover letter, Thompson added: it's one more opportunity to hit home that you have all the skills necessary to be a great hire. Just don't overdo it, he said.

"Cover letters should never be a full page," he said. "They should just be a brief overview of what we're going to see in a resume and a way to call out any specific skills."

Read more: Here's how to land a 6-figure job as a turnaround consultant, one of the most in-demand positions during the coronavirus pandemic

When you move to the interview round highlight your leadership experience and how you effectively solve problems.

If you land an opportunity to talk with an FTI recruiter face-to-face, it's no longer the time to brag about your impressive GPA or the high-profile internship you landed last year, Thompson said. Instead, prepare for big-picture discussions about a project you led or how you collaborate with others.

"If you're making it to the interview round, you've met the GPA and our other basic requirements," he said, adding that when moving through FTI's multiple rounds of phone screens with recruiters and interviews with practice-group leaders, it's time to highlight your leadership and teamwork experience.

If you're in an interview and you feel like you've missed a chance to highlight something special, it's okay to be assertive about that information, Thomson said.

"FTI really looks for leadership, teamwork, collaboration, development, and impact, so be prepared to talk about those things. If you're not directly asked, when you're at the end of the interview and someone asks you if you have any questions for the interviewer, a lot of candidates go back to general questions. Don't be afraid to revisit the teamwork, collaboration, personal development, or other leadership information on your resume," he said.

The pandemic has changed the way firms recruit candidates, so don't be afraid if you aren't at a target school.

FTI has 22 target schools where its recruiters traditionally concentrate most of their time and outreach to. But one upside of the coronavirus pandemic is that virtual recruiting makes it easier to cast a broad net and connect with great candidates who may be outside of the firm's network, Thompson said. 

"Even though we have specific schools we go to, we can do forums for candidates to learn more about FTI, our practices, and what it's like to be a consultant here. Those aren't just for the schools we're going to — we're able to invite many other students and meet more students than we previously did," he said. 

Virtual recruiting has also helped FTI improve its outreach to diverse candidates because recruiters can reach out to more schools and connect with their minority affinity groups, as well as with historically black colleges and universities, Thompson said.

Professionalism still counts, even in a virtual interview.

Employers have been sympathetic to candidates who are interviewing under less-than-perfect conditions, like in their bedroom or around audible roommates. But FTI still conducts a business-professional interview, Thompson said, and just putting in a little extra effort on a video call can help you stand out.

"I was surprised to have individuals who weren't prepared virtually," he said. Finding a simple, neutral background, dressing up, and preparing talking points as well as answers to questions like any normal interview will give candidates a huge advantage on a video call.

"I tell individuals to still treat it as if you were going in face-to-face," he said.

You don't have to have everything figured out.

Normally, new hires to consulting firms join one specific practice. But this can make it difficult for hires to understand how the firms work holistically and how practice groups work together, Thompson said. While FTI still places many of its candidates in one group, it is rolling out a rotating program for some new hires to spend a year working with a few different groups before deciding where they'd like to go permanently.

The rotating program can also help recent graduates who aren't sure whether they want to end up as a restructuring expert or a strategic communications pro before stepping foot into the firm. 

"What's missing at a lot of firms where campus hires start focused on one group or area is how individuals in corporate finance work with litigation and how other groups work together," Thompson said, adding that students will learn about all of FTI's segments and practices with the new rotating program before having their choice of a few different groups to join afterward.

Watch: Financial experts share advice on how to invest your money during the coronavirus pandemic

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Applications

Seven tips for the fti consulting application process from the firm’s recruiters.

Rachael Milsom

17 Oct 2023, 13:24

Discover the skills and traits you need to display throughout the FTI Consulting application process to secure a graduate role.

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FTI Consulting

Read on for seven insider tips on how to succeed during the different stages of the FTI Consulting recruitment process from Neha Shah, the firm’s early talent recruiting manager.

Jump to: FTI Consulting recruitment process overview | Tips for the FTI Consulting recruitment process | Final words of advice

FTI Consulting recruitment process overview

FTI Consulting offers five specialist segments: corporate finance, forensic & litigation consulting, economic & financial consulting, technology and strategic communications. The exact recruitment process will depend on the segment you’re applying to but, generally, the process follows a common path.

First, submit your CV and covering letter online

Some segments require you to answer application questions. You’ll receive these along with an invite to the online assessments as part of the next stage. The questions are reportedly motivational according to graduates who’ve posted on Glassdoor.

Next, complete some online assessments

These are typically aptitude tests, such as verbal, and logical and numerical reasoning, and, if you’re applying to the technology segment, this may also include a technical test. Strategic communications applicants complete a written assessment.

‘The graduate recruitment team review your initial CV and covering letter and keep in touch with you, but assessments are carried out by the segment you’ve applied to,’ says Neha.

Then, undertake a first-stage interview

Usually, you will then be invited to a first FTI Consulting interview. However, some segments might skip this stage. Graduate applicants also report being interviewed either by telephone or via a real-time video call with questions having a competency and motivational focus.

‘The early stages of the process are about getting to know you as a person, your background and your motivation, while the later stages will also explore your understanding of the role you’ve applied for, your skills and aptitude,’ explains Neha.

Finally, attend an assessment centre

The final stage of the FTI Consulting application process is an assessment centre that includes a second, and, potentially, third interview. ‘Your interviews will be with senior members of the segment but the graduate recruitment team will be at the assessment centre so you have a familiar face on the day,’ Neha adds.

You’ll attend the assessment centre in person (usually at one of the firm’s London offices) and the remaining activities included on the day will depend on your segment. For example, economic and financial consulting applicants tackle a group exercise and a case-study interview, while strategic communications applicants take on their own group exercise and another written assessment.

FTI CONSULTING CONTENT AT YOUR SERVICE

Find all the content you need on the firm in its targetjobs employer hub!

Tips for the FTI Consulting graduate recruitment process

Neha shares her top seven pointers on how to convince FTI Consulting that you are the best fit for the role.

• Demonstrate enthusiasm for the opportunity
• Show that you want to work at FTI
• Research the firm
• Mind the details
• Show off your interpersonal skills
• Clue yourself in to the FTI Consulting values
• Be authentic

1. Enthusiasm trumps academics and experience

At FTI Consulting, your enthusiasm and attitude will go a long way. In fact, this is usually more important than any academics or work experience.

‘Don’t worry if you don’t have any formal work experience. It’s not the be-all-and-end-all for us,’ says Neha. ‘What do you do outside of work? If you’re applying to the strategic communications segment, you might not have studied journalism or done an internship, but how else have you channelled your passion for writing? If you’re applying to the technology segment, you might not have studied a STEM degree, but have you taught yourself Python in your spare time? Put that on your CV.’

‘You don’t necessarily need all of the skills and experience at the start of your career but, if you’ve got the interest, you’re halfway there,’ adds Neha. ‘One of the most regular pieces of feedback we hear from our segments on the students they interview is that they wanted to see more energy, enthusiasm and passion for the role and for FTI Consulting.’

If you are truly enthusiastic about the role and about FTI Consulting, you don’t need to overthink how to get this across to your assessors. It’s better to be natural than to lay it on too thick or appear forced. However, Neha also points out that the questions you ask at the end of your interview can be very revealing.

‘You can always tell whether someone is passionate about FTI Consulting in the questions they ask,’ she explains. ‘Have you picked the first three generic questions you found on the internet, or have you come up with genuine questions based on what you are eager to learn more about?’

Learn about the sorts of questions that you should ask at your interview to demonstrate genuine enthusiasm for the job.

2. Show that you want to work at FTI Consulting

At every stage of the recruitment process, you need to give FTI Consulting your undivided attention and demonstrate why you want to be part of the firm. Ticking most of the boxes won’t guarantee success if it’s clear you’ve applied for 100 other jobs and don’t care which one you get.

‘You need to mention why you want the job, of course, but we also want to know why you want it at FTI Consulting specifically. A lot of applicants miss that second point,’ advises Neha. ‘As a first step, you need to tailor your CV and covering letter to us. I know it can be a pain, but we get hundreds and hundreds of applications. A quick copy and paste job will cost you.’

If you’re not sure where to start in answering ‘Why FTI Consulting?’, think back on when you first looked into the firm— what caught your attention and made you want to apply? Why do you think FTI Consulting is a strong employer in its field? Some further research will help you to expand and discover more reasons, which leads us to our next tip…

3. Knowledge about FTI Consulting is power

Neha says she is always impressed by candidates who have made the effort to find out more about FTI Consulting.

‘We don’t expect you to know everything about us and we certainly aren’t looking for you to recite all of our statistics, but we would like to see that you understand the firm, what our segments are, what work we do and who our clients are. If you’ve taken the time to get to know us, this is another indicator that you’re genuinely interested in working here,’ shares Neha.

‘Looking at our website is a good start, but it’s up to you to dive deeper,’ is Neha's advice. ‘If we’ve put together a case study on one of our projects, do some further research. You could search for FTI Consulting on Google or LinkedIn, follow us on social media, come to our events and speak to people. Equally, look at the job description to remind yourself of what you need to know for the role. If anything is new to you, consider doing some further reading to develop your understanding.’

Researching FTI is vital to your application's success – find out how to do so with our article on how to research an employer for a graduate role .

4. Small details count – especially spelling and grammar

It might sound basic, but sending an application littered with spelling mistakes and bad grammar could mean you fall at the first hurdle. Take an extra minute to proofread your CV and covering letter before sending them to FTI Consulting and consider getting a second pair of eyes from a careers adviser, friend or family member.

‘We’re a consulting firm, so the quality of our communication with external clients is really important,’ explains Neha. ‘It’s helpful for us to see that you can maintain a high standard of spelling and grammar in your application. Once you work here, you’ll regularly send emails to clients and plan presentations.’

You can use our article on crafting the perfect graduate consulting CV to ensure that your CV is spick and span.

5. Let your interpersonal skills shine

Life at FTI Consulting involves talking to clients on a daily basis, so interpersonal skills take centre stage. ‘We’re looking for people who are friendly and sociable, who can think logically when advising clients and who can articulate themselves well, both verbally and in written form,’ says Neha.

You can write/talk about how you have developed your interpersonal skills in your CV, covering letter and interview(s). Part-time jobs and extracurricular activities such as university societies, sports teams and volunteering are renowned for developing these skills, so be ready to draw on these experiences as examples.

Assessment centres give FTI Consulting a chance to see your people skills in practice, through your interactions with other candidates and through informal networking with current employees.

‘Be prepared to talk to FTI Consulting representatives at your assessment centre, ask questions and get to know them,’ says Neha. ‘Alongside the other more structured activities, this is an opportunity for you to talk to some senior stakeholders at FTI Consulting and shine through in a different way. If we’re not seeing you interact, it’s much harder for us to discover more about you. Equally, when somebody at FTI Consulting is impressed by a student they’ve spoken to, they will tell us!’

She adds: ‘One thing I’d emphasise is that you don’t need to be the loudest person in the room or the one always taking the lead. We have seen candidates before who tried to be a bit too dominant in a group scenario, which had a negative effect on their peers.’ You need to give your input, but remember that interpersonal skills also include listening, patience, empathy, motivation, dependability and flexibility.

INTERPERSONAL SKILLS ADVICE RIGHT HERE

Find out more about the interpersonal skills consulting recruiters are after.

6. Get to know the FTI Consulting values

FTI Consulting’s values spell out ‘I CARE’:

• C reativity
• A chievement

You can find out more about these values on the ‘About’ page of the FTI Consulting website – and Neha recommends that you at least familiarise yourself with what they mean.

‘Our interviewers have been known to ask students if they know what our values are. While we might not explicitly ask you to expand on how you share these values, they are in the back of our minds when we’re deciding who to hire,’ explains Neha. ‘Our values define our culture so we want to know that you will be able to exemplify them.’

7. It’s important that you be yourself

Recruitment at FTI Consulting is a two-way process, so you can get to know the company and they can get to know you. For this to work, you need to let your real personality shine. While it’s good to keep in mind FTI Consulting’s values and your interpersonal skills, do not lose yourself in the process.

’I know it’s a cliché, but it’s very important that you be yourself throughout the recruitment process,’ says Neha. ‘With previous candidates, we’ve sensed that they’re hiding their true selves, and this can come across as insincere. We’re not looking for one type of person, so there’s no need to put on a front of what you think we want to see. We just want to get to know you.’

Final tips for the aspiring FTI consultant

Check out the following related advice articles to ensure that you’re fully prepared for your FTI Consulting application. And, don’t forget that creating a graduate profile on targetjobs sets you up for tailored advice content and job opportunities without you having to search for it.

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This describes content that has been written and edited in close collaboration with the organisation, which has funded the feature; it is advertising. The content has been written by targetjobs editors but the organisation has provided content, contributors and instruction and has approved the content.

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• Consulting graduate jobs
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Consulting Cover Letter: What You Actually Need to Know

The key to effective cover-letters is story-telling. Most people write cover letters like resumes, with cold, hard facts, and that’s the problem.

Cover letters are much more effective if they contain stories capturing the burning spirits of candidates. In this article, I’ll tell you how to install such stories seamlessly into your consulting cover letters, and land a case interview yourself.

Consulting cover letters – The basics

What are cover letters for.

Cover letters are documents accompanying resumes, to provide further insights into the qualities and motivations of a candidate, as well as portray who he/she is as a person .

In consulting cover letters, there are three essential qualities you must always display:

• Leadership skills:  the ability to influence people’s decisions.
• Achieving mindset : the continuous, relentless push for the best results.
• Analytical problem-solving:  the ability to solve problems in a structured, methodical manner.

Regarding motivations, there are two questions you need to answer:

• “Why consulting?”:  Do you really understand the consulting world, and how it fits with your long-term plans? Is there something unique in the consulting track to explain your choice?
• “Why this firm?”:  Out of all the consulting firms, why ours? There should be something uniquely attractive about this firm to you, isn’t there?

And last but not least, don’t forget to show that you have an interesting personality that fits with the firm’s culture.

Cover letters vs Resumes – What’s the difference?

Because so many candidates confuse between the two, then end up writing boring cover letters resembling “paragraph versions” of their resumes, I feed the need to differentiate.

There are four marked differences:

Cover letters go deep, resumes go wide

In cover letters, you should select one or a few most notable achievements, and describe them in detail to reflect your three defining aspects (values, competencies, motivations).

This stands in contrast with resumes, where you cram as many relevant achievements as possible into the space of one or two A4 pages.

Cover letters are “soft” stories, resumes are “hard” bullet lists

The content format of cover letters is much less defined, leaving room for a lot of creativity, unlike resumes which are almost always bullet lists of cold, hard facts.

Your goal as the candidate is to fully utilize that loosely-defined format and make your cover letter as attractive and memorable as possible.

Cover letters describe personality, resumes do not

A crucial role of the cover letter is to portray who you are as a person. Resumes don’t do that, they focus on your achievements.

Your personality does not only come directly through the contents, but also reflected in the style of the letter – so take time to make your cover letter more attractive, and you’ll make a better impression with the screener.

Cover letters touch on future plans, resume concerns mostly the past

In cover letters, you have to answer the motivation questions (why consulting, why this firm). In resumes, that aspect is barely mentioned.

The most credible answers to those questions connect the job with your future plans – as such, the cover letter is not confined to the past like resumes.

Understanding your audience

The vibe inside the screening room.

Busy, tiring, and boring – that’s the vibe inside the screening room.”

Picture this in your mind:

A junior consultant is in the office on a Friday night, going through hundreds of applications. He has to do this as a form of goodwill for the company, on top of his ongoing project.

Everyone’s application looks the same, following one set format; a somewhat extraordinary resume catches his attention, so he checks the cover letter to see if there’s anything interesting, only to be disappointed because the letter is an exact recital of the resume.

If you want to grab the screener’s attention and make memorable impressions, you have to break that negative vibe, using an unordinary cover letter.

Most cover letters are just listings of achievement and cliched motivation statements – they feel like unoriginal walls-of-text that offer nothing new – and that’s the exact reason why many screeners don’t like cover letters. Write an exciting story instead – the screener will love it.

Why they read your cover letter

There are two main reasons why the screener reads your consulting cover letter:

• He wants to know more about your motivations and personality because your resume is both impressive and interesting/unordinary at the same time.
• He wants to clarify some ambiguous points in your resume – this happens if you appear highly competent, but your writing is not clear enough.

In both cases, there’s no excuse to repeat your resume in a paragraph format and disappoint the screener. You have all the reasons in the world to present an attractive, detailed, focused narrative – tell a story and get your interview.

Both the background and the purpose of cover-letter-screening suggest that an innovative story-telling approach is much more beneficial than the common, formulaic, overly-formal cover letters.

Such an approach will definitely make your cover letter stand out from the heap of some 200 other applications. It helps you grab the screener’s attention, and impress him in a memorable way.

Additionally, it makes reading the cover letter easier and more enjoyable. The screener is already tired, so there’s no point in making his life harder.

Whatever the reason, as the cover letter is opened AFTER the resume, the implication is that you need to perfect your consulting resume first!

If you haven’t read it, here’s an A-to-Z guide to writing the perfect consulting resume , from a former McKinsey consultant and resume screener!

Consulting cover letter – Step-by-step guide

All these elements must be presented in a coherent storyline and concise language.

Keep in mind this is a consulting cover letter – as such, your story should be backed up by impactful, specific, verifiable results.

To write impressive, fact-based stories that demonstrate all three necessary aspects of the candidate, I advise you to follow these four steps:

Step 1 – Self-reflect for storylines

Search your memory for events, experiences, ideas… that can serve as a basic storyline – the backbone of your cover letter. For each storyline, consider the following six criteria :

• Uniqueness: The base story should be something unique to you. If it’s something common or universal, you won’t have the screener’s attention.
• Attractiveness: Your story should be attractive and entertaining – only then can you trigger the screener’s curiosity. Usually, it’s something “big” and impactful, but not controversial
• Positiveness: The story should have a positive “vibe” to it. If it’s something sad or negative, don’t include it in your cover letter.
• Qualities: All three consulting qualities (leadership, achieving, analytical problem-solving) should be illustrated in your story. Otherwise, consider that story irrelevant.
• Motivations: Your story should at least help explain why you’re applying, if not providing direct answers to that question. Firms don’t like to hire candidates without clear motivations.
• Personality: Make sure you exhibit a likable personality. On the other hand, if that story suggests negative traits (pessimism, short temper, cynicism, etc.) you have to modify it.

Let’s see if these storylines of my own could match the requirements:

“I escaped from a near-death experience during a paragliding session using my gliding skills.”

This is not something you hear every day, and near-death stories are often quite attractive, so you have those two boxes checked; and for now, there’s no sign of “bad” personality traits.

However, it’s a near-death experience, so it does have a negative vibe. Additionally, it shows neither consulting qualities nor relevant motivations.

=> This story only meets 3 out of 6 criteria. Out!

“I founded an entertainment business which attracted lots of attention, but ultimately failed.”

Not everyone is a startup entrepreneur, so this story does meet the “uniqueness” criterion. It’s relatively easy to draw attention with startup stories, and it’s easy to explain a consulting career choice from a former entrepreneur perspective, too. No negative personality trait is visible.

While being a business owner suggests some leadership and problem-solving experience, as well as an achieving mindset, a failure story like this might raise some questions on the “qualities” aspect; it also creates a negative vibe.

=> Overall, 4.5 to 5 out of 6. Not really the best storyline for a consulting cover letter, but usable with some modifications.

“I broke McKinsey’s code of conduct, convinced a client to pay their long-overdue service fees, and was celebrated for it.”

Is there anyone who doesn’t like those “breaking rules” stories? I’m quite confident this experience is quite unique and attractive. Because this is actual consulting work, it’s undoubtedly easy to point out all the important consulting qualities, as well as to provide a basis for my motivations.

However, this “breaking the rules” story may suggest rebellious tendencies, so if I’m going to use it I’ll again need some modifications.

=> This story scores 5.5 / 6. Quite good but I do need to be careful with it.

Step 2 - Add and classify details

Rack your memory and jot down everything related to your storyline; don’t worry about having too many details, you will be trimming the story later.

Pay special attention to the details best illustrating relevant qualities , motivations , and personality , because you will need to emphasize them.

Step 3 – Structure and enhance

Arrange the details of your story in a logical, intuitive structure; the most common method is:

1. Describe a notable, relevant experience using the problem-action-result structure to impress the interviewer with your qualities first.

2. Try to link it up with the present/future parts of your story (ideas, philosophies, plans) to explain your motivations.

Trim all non-essential and technical details, they do nothing but confuse the reader and bore them to death. Your story should be told in a way even your grandmother can understand.

Then, arrange and enhance the remaining details so that the story feels more dramatic, i.e the uniqueness and difficulty of the problem should be emphasized.

On a related note, consultants dislike lengthy cover letters – in fact, one A4 page is the maximum length – so there’s one more reason to start trimming.

Step 4 – Amplify consulting features

First, make all three key consulting traits stand out from your story – leadership, achieving mindset, and analytical problem-solving.

Then, make subtle references to consulting work using the industry’s terminology and concepts. Most screeners, being consultants themselves, will subconsciously appreciate this. However, avoid buzzwords and slangs found on the Internet, or you’ll appear superficial and unprofessional.

Consulting cover letter – Tips

To write the best cover letter, you must thoroughly understand the industry, its major firms, and even the very office you’re applying into.

To achieve such an understanding, there is quite a bit of research to do – and here are three tips for you to ease that process!

Tip 1: Networking

Successful networking goes a long way in the consulting recruitment process and in cover letters.

Firstly, management consulting firms are relatively publicity-shy, so having a connection within these firms allow you to gain very specific and authentic insights about the firm, the job, as well as the consulting world in general, helping you make better choices and deliver more convincing reasons.

Secondly, you may earn a referral ! The screening stage is harsh – it’s where most candidates are filtered out, both in absolute and proportional terms – and referrals help a great deal with that.

Remember to show your networking efforts by mentioning the names of consultants at the office you’re applying into, as well as their projects. The screener will know you really do care about the job, and you’ve done your homework.

Tip 2: Read consulting news

The websites of major consulting firms all have countless articles on current affairs as well as their own projects – read them frequently and regularly .

For one thing, those articles will deepen your understanding of management consultants and their work, helping you make better choices and explain them more effectively to the screener.

Additionally, reading consulting articles regularly will help you know more about the specific projects of each firm, which you can bring up in cover letters.

Tip 3: Build “cheat sheets”

A few ready-to-use “cheat sheets” containing all the important details on the consulting industry and major firms will significantly ease the writing process.

I recommend making three different groups of sheets – one for the consulting world in general, one for the firms, and the last one about the specific offices you’re applying into.

Be implicit and “smooth” when using these sheets. Make sure to sound as natural and seamless as possible when mentioning your references; avoid putting them at the focus of your sentences, but to use them as supplements to the main idea (e.g: I was awed by the network of experts supporting our project with McKinsey back in 2016).

Consulting cover letter – Visual format

Consulting cover letters are not the place for creative, colorful designs. Format your letters in a conservative, text-dense, black-and-white fashion – that’s how actual consultants do it.

One A4 page is the maximum length for consulting cover letters.

Inside the busy screening room, nobody has the time and energy to read a two-page worth of story, no matter how attractive it is.

If your cover letter exceeds that maximum length, trim away the less important details and shorten your expressions; you can also tweak your font size, spacing, and margins to squeeze the most content into one page.

Use formal, conservative fonts, such as Times New Roman, Calibri, Cambria, Garamond, etc.

Keep your font size at 10-12. Larger text tends to feel somewhat “messy”, and they’re space-consuming. Smaller text, on the other hand, feels difficult and tiring to read.

Additionally, the typeface in your cover letter should match that on the resume.

Spacing, margins, and alignment

Use spacings of 1.15 between lines and 1.50-2.00 between paragraphs. Consulting cover letters are quite text-dense, so it’s important to use these white spaces to ease the visual strain.

Always align your text on the left side. Left-aligning is the standard in the United States, where most major consulting firms are based; additionally, left-aligning keeps the horizontal spacing between words even, unlike justified where that spacing varies considerably between each line.

All four margins should be equal at 1 inch. That should keep your letter neat and tidy while maximizing the amount of text on one page.

Other reminders

If you know who’s screening, address them by name. Otherwise, generic salutations are fine.

I’ve come across pages claiming it’s no longer acceptable to write generic salutations (“ To whom it may concern ”); however, in consulting firms where the screening process is assigned to junior consultants on an availability basis, you don’t always know who’s reading your letter, so such salutations are okay.

On the other hand, if you happen to be applying into a small, new office, and your networking efforts are successful, you may know your screener. In that case, refer them by name for a greater impact.

Replacement test

If you can replace the industry and the firm in your letter with something similar and it still makes sense, your tailoring is not enough.

Your motivations should be based on unique and defining descriptions – for example, McKinsey having the largest support network for consultants, or Bain being the frattiest among MBB consulting firms.

Non-unique reasons, such as “prestigious brand name” or “interesting projects” can apply to basically every major consulting firm out there, so they’re not strong bases for your choices.

Maintain formality

Use formal language throughout, and keep standard your heading and salutation.

Show your uniqueness and creativity only through the main content sections. Other “procedural” parts of the cover letter should always remain formulaic – see the sample section.

The language in the main paragraph should also remain formal, i.e no slang, no contraction, no overuse of exclamations.

Avoid short-term motivations

Don’t say you’re in for a 2-year learning experience, or your application will be heading for the bin very, very quickly.

It’s costly to turn fresh graduates into effective consultants, so firms don’t want candidates who will bail out just after they’ve become useful. They want people who will stay in the firm for as long as they can – they want future partners.

You might include long-term plans concerning other industries, but don’t give the impression that you’re bailing out in a few years. If that’s your plan, don’t even mention it.

Proofread and edit

Writing cover letters should be a long process of continuous proofreading, feedback, and editing.

It’s best to find a former/working consultant or at least someone who’s knowledgeable about the industry to help you out. Consulting cover letters differ from normal ones quite considerably, so generic guidelines won’t be of much use.

It’s also very helpful to allow intervals of at least a few days between writing and proofreading sessions; you will find it easier to spot errors if you proofread with a “fresh” mind.

Try to avoid format, spelling, and grammar mistakes at all costs. In consulting cover letters, such mistakes are much less tolerated.

Cover letter file format

Always send your cover letters in the PDF format (most screeners expect you to do so).

This file format will make sure your cover letter appears the same on every computer, and it minimizes the damage that may occur in the file transfer process (by contrast, DOC files are vulnerable to numerous errors).

Depending on the computer, PDFs may look cleaner than DOCs – one possible bonus point for appearance.

Still not sure whether your cover letter is good enough? Book a meeting with former consultants. Our coaches will show you how to make your resume stand out among thousands of candidates. 

Cover letter example

Now that you’ve learned the secrets to the best story-telling cover letter, let’s have a little exercise and help the First President write one to McKinsey, shall we?

(The content in this sample letter is largely fictional for illustration purposes)

George Washington [email protected] Mount Vernon Plantation, Fairfax County, Virginia, U.S.A July 4, 1789

To whom it may concern,

My purpose in life is to liberate the American people and lead them to prosperity. The revolution of the Thirteen Colonies was up against the largest military force in the world – the British Empire – at a four-to-one disadvantage – few if any country had come up against such odds victoriously. And that was the situation I was in, as the leader of the revolution.

Under my lead, the revolutionaries mobilized internal support from 2.4 million soon-to-be American citizens and external support from allies in France. This support allowed us to remain operational even after severe defeats, which would otherwise put an end to the revolution. After six years, the Colonies came out victorious and was recognized as the new United States of America. War is over, so my new task is to steer the newfound States towards economic prosperity – and consulting experience at McKinsey will help a great deal with that.

I happen to also run a plantation business – Mount Vernon by name – which was McKinsey’s client during our expansion project in 1785. I was extremely impressed by the highly structured and data-based approach that McKinsey consultants took to deliver their solutions, and even more impressed by the incredible network of experts that was backing our project.

Through Ms. E.M – the Engagement Manager for our project from McKinsey’s DC Office – I came to be aware of the firm’s expertise in the public sector – which was recognized as being the overall best among major consulting firms.

And for that reason, I realized a consultant position at McKinsey DC will give me invaluable exposure in the public sector, both from its projects and its vicinity to the country’s capital.

I will be looking forward to speaking with you in person, about how I can put my experience as a former head-of-state and an entrepreneur to work at McKinsey.

Sincerely yours, George Washington

Scoring in the McKinsey PSG/Digital Assessment

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2024 Graduate Scheme | Strategic Communications

🔍 united kingdom, england, london.

What You Will Need to Succeed

• A desire to work in communications and PR
• A 2:1 degree (or equivalent) obtained/expected at any university or degree discipline
• A proven interest in working in communications through relevant work experience,  examples of which may include: interning at a communications agency, running a university society, writing for a website or magazine, or presenting a radio show
• Outstanding communication skills - in person, in writing and on the phone
• Strong detail orientation, time management and self-organisation
• An ability to work individually and as part of a team
• A strong work ethic and ‘can do’ attitude
• Creative flair and the ability to think outside the box
• Proactivity, and confidence to volunteer for a task without being asked
• A flexible approach to work, particularly in pressurised situations, and being able to think on your feet
• An ability to grasp and succinctly summarise complex issues

How to apply

Candidates are required to submit:

• A current curriculum vitae or resume
• A cover letter clearly outlining how their suitability for the role and describing how their skills meet the requirements for the role
• Answer the application portal questions (These will be sent to you after you have submitted your application)
• Applications open: 4 September 2023
• Closing date for applications: 9 November 2023
• Successful candidates from the application will be asked to complete a written test by 24 November 2023
• Candidates for assessment centres will receive invites by end of w/c 11 December 2023
• Assessment centres to be held in w/c 8/15/22 January 2024
• Successful candidates will be contacted following assessment centres for a September 2024 start date

Our Benefits 

Our goal is to support the well–being of you and your families—physically, emotionally, and financially. We offer  market competitive benefits (including pension), supplemented by 15 flexible benefits, to meet your needs. These include health, lifestyle and family friendly options. We also offer professional development programme, wellness, recognition, community volunteering initiatives, and flexible/hybrid working arrangements.   

About FTI 

 FTI Consulting is a global business advisory firm dedicated to helping clients with their most significant opportunities and challenges. With more than 7,600 employees located in 31 countries, our broad and diverse bench of award–winning experts advise their clients when they are facing their most significant opportunities and challenges. At FTI Consulting, we embrace, cultivate and maintain a culture of diversity, inclusion & belonging, which are fundamental components to our core values. FTI Consulting is publicly traded on the New York Stock Exchange and has been named the #1 Professional Services Firm on Forbes List of America’s Best Employers and the best firm to work for by Consulting Magazine. For more information, visit www.fticonsulting.com and connect with us on Instagram and LinkedIn. 

FTI Consulting is an equal opportunity employer and does not discriminate on the basis of race, color, national origin, ancestry, citizenship status, protected veteran status, religion, physical or mental disability, marital status, sex, sexual orientation, gender identity or expression, age, or any other basis protected by law, ordinance, or regulation.   

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Within the Corporate Finance practice, our Power, Renewables & Energy Transition (PRET) team is a leading adviser to businesses, lenders, equity and infrastructure investors, law firms, and utilities in the US, UK, Europe and internationally.

Please read more about PRET’s open positions and apply below.

Managing Director : We are looking for candidates with 10+ years of experience in industry sectors associated with power, renewables, or the energy transition or equivalent experience in delivering large scale transaction advisory, merger integration/carve out, performance improvement, or financial advisory engagements. If you have this background and are interested in joining a rapidly expanding global practice of corporate finance professionals who possess the same characteristics, please submit your CV and a brief cover letter to [email protected] .

Senior Managing Director: We are looking for candidates with 15+ years of experience in industry sectors associated with power, renewables, or the energy transition and who possess track record of professional services revenue generation. If you have this background and are interested in joining a rapidly expanding global practice of corporate finance professionals who possess the same characteristics, please submit your CV and a brief cover letter to [email protected] .

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2025 entry level consultant – economic consulting – 240ib.

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This job posting will remain open from August 5th to September 13th at 11:59pm EST.

FTI Consulting is the world’s leading expert-driven consulting firm. Over the last 40 years, FTI Consulting experts have served as the trusted advisor to Fortune 500 companies and the world’s leading law and private equity firms when they are facing their greatest opportunities and challenges. Our strong performance and continued success are a direct reflection of the ambition, energy and commitment of our talented professionals across the globe to make a positive impact for our clients and communities.

At FTI Consulting, you’ll work side-by side with leaders who have shaped history, helping solve the biggest challenges making headlines today. From day one, you’ll be an integral part of a focused team where you can make a real impact. You’ll be surrounded by an open, collaborative culture that embraces diversity, recognition, professional development and, most importantly, you.

Are you ready to make your impact?

About The Role

Are you an innovative, collaborative, and highly motivated student that is looking to exercise their entrepreneurial spirit in the workplace? FTI Consulting is looking to invest in your future and the future of FTI Consulting by considering you for a full-time Consultant opportunity upon graduation.

Candidates would jumpstart their career with FTI Consulting between July 2025 – September 2025.

What You’ll Do

As a Consultant, you will become a member of a project team and work closely with our professionals and senior leaders to meet our clients’ needs. We strongly recommend you take time to educate yourself on the Economic Consulting segment, one of our 5 business segments, as well as the practice areas within Economic Consulting on our Careers Site . After submitting your application, you will have the opportunity to select your practice area and location based on your interests.

The available practices and market locations for this segment are listed below:

• Location(s): Washington, DC
• Location(s): McLean, VA

How You’ll Grow

We are committed to investing and supporting you in your professional development and we have developed a range of programs focused on fostering leadership, growth and development opportunities. We aim to promote continuous learning and individual skills development through on-the-job learning, self-guided professional development courses and certifications. You will be assigned a dedicated coach to mentor, guide and support you through regular coaching sessions and serve as an advocate for your professional growth.

As you progress through your career at FTI Consulting, we offer tailored programs for critical professional milestones to ensure you are prepared and empowered to take on your next role.

What You Will Need To Succeed

Basic Qualifications

• Actively pursuing a full-time bachelor’s degree or completing a fifth-year master’s program with a graduation date between December 2024 – August 2025.
• Minimum 3.0 Cumulative GPA
• Applicants must be currently authorized to work in the United States on a full-time basis; this position does not provide visa sponsorship
• Ability to travel to clients and FTI Consulting office(s)

Preferred Qualifications

• Major(s): Economics, Statistics, Computer Science, Data Analytics, Data Science, Healthcare or related field.
• Experience with Excel and at least one statistical programming packages such as STATA, Visual Basic, SAS, R, MATLAB, or Mathematical
• Proficiency in Spanish, Portuguese or French preferred.

Recruiting Process & Timeline

• Apply to a business segment posting
• The Preference Form will allow you to indicate a preferred market location and practice area of interest within this respective segment.
• Pre-Recorded Video Interview – Consists of 2 questions with 1 minute to respond to each.
• Candidates will be notified of their application status and potential next steps within 1 week of applications closing on September 13th.
• Final update regarding candidacy will be communicated no later than October 25th.

Our Benefits

Our goal is to support the well–being of you and your families—physically, emotionally, and financially. We offer comprehensive benefits such as the following:

• Competitive total compensation, including bonus earning potential
• Full package of benefits plans, including health, dental, vision coverage, along with life and disability insurance
• Generous paid time off and holidays
• Company matched 401K
• Potential for flexible work arrangements
• Generous paid parental leave with available planning tools, virtual expert coaching services and flex return support
• Family care benefits, including back-up child/elder care
• Employee Wellness Platform
• Employee Recognition Programs
• Paid time off for volunteering in your community
• Corporate matching for charitable donations most important to you
• Make an impact in our communities through company sponsored pro bono work
• Professional Development and Certification Programs
• In office free snacks and drinks
• Free smartphone and plan
• FTI Perks & Discounts at retailers and businesses
• Upscale offices close to public transportation
• Pet insurance

About FTI Consulting

FTI Consulting is a global business advisory firm dedicated to helping clients with their most significant opportunities and challenges. With more than 8,000 employees located in 33 countries and territories, our broad and diverse bench of award–winning experts advise their clients when they are facing their most significant opportunities and challenges. At FTI Consulting, we embrace, cultivate and maintain a culture of diversity, inclusion & belonging, which are fundamental components to our core values. FTI Consulting is publicly traded on the New York Stock Exchange and has been named the #1 Professional Services Firm on Forbes List of America’s Best Employers and the best firm to work for by Consulting Magazine. For more information, visit www.fticonsulting.com and connect with us on Instagram and LinkedIn .

FTI Consulting is an equal opportunity employer and does not discriminate on the basis of race, color, national origin, ancestry, citizenship status, protected veteran status, religion, physical or mental disability, marital status, sex, sexual orientation, gender identity or expression, age, or any other basis protected by law, ordinance, or regulation.

Economic & Financial Consulting

• What you will do
• What we offer you

How to apply

Opportunities.

Our team of consultants come from a wide variety for academic backgrounds. At FTI they develop skills in economics and finance whilst drawing on their problem-solving and analytical skills to answer a range of questions for high-profile clients.

We specialise in two main areas:

• providing valuation advice about anything from large public companies to patents and trademarks. We do all types of work, but in particular we are the leading firm in advising on valuation issues before courts and tribunals all around the world; and
• economic regulatory advice, where we apply economic theory and in-depth experience to offer advice to both regulators and regulated companies on a wide range of issues.

We have offices in cities across the world, with more than 240 staff worldwide. In London, our EFC practice has more than 150 people.

Examples of questions our clients have asked us:

• What impact did Uber have on the earnings of Black Cab drivers in London?
• What is a fair way to distribute money from streaming service royalties to music artists?
• How much extra cost did the NHS incur because a generic drug was kept off the UK market by an invalid patent?
• How much is the brand name of a Premier League football club worth?
• What is the value of an airport in South Africa?
• Do US stock exchanges undervalue Chinese companies?
• As part of the Foskett Panel, how much compensation should business owners receive after they were wrongly made to close by Lloyds Bank?
• Does an econometric analysis of a European bank’s share price indicate that it was affected by the release of inside information?
• How large are the benefits of subsidising rural broadband networks in Europe?

Read our EFC Recruitment Brochure

What You Will Do

Our graduates play a key role in our project teams by performing industry research and developing the knowledge and experience to perform detailed economic analysis and financial modelling to solve interesting questions. They benefit significantly from working closely with managers and other team members in small teams, as well as from direct exposure to some of the top experts in the industry.

After comprehensive training, some of your day-to-day tasks will include:

• Preparing and reviewing financial models, using Excel and financial databases such as Bloomberg and CapitalIQ
• Using statistical software packages to perform econometric analysis of industry and market data
• Researching companies, markets or geographies to understand what industry features are relevant to the project
• Reviewing the regulatory landscape and drawing parallels with our client’s industry
• Summarising your work in emails or memos, clearly presenting your results and drawing out the implications
• Taking responsibility for the quality of the final product

What We Offer You

As a graduate you will have the opportunity to apply your intelligence and critical thinking skills to stimulating economic, financial and business issues across many different industries.

You will be supported through professional qualifications to become a Chartered Accountant (ACA) or a Chartered Financial Analyst (CFA). In addition, we have a comprehensive in-house learning and development programme. As you take on new responsibilities, your training will help you develop into an effective and professional consultant.

You will receive a competitive starting salary of at least £45,000, a signing bonus, an annual discretionary bonus and a comprehensive benefits package. We also offer a well-defined career path with regular appraisals and opportunities for accelerated promotion for star performers.

There may also be the opportunity for secondment to our international offices (in Paris, Dubai, Hong Kong, Singapore, Seoul, Toronto or South Africa). Our people are also encouraged to provide pro-bono support to charities and contribute to other outreach projects.

We also offer summer internships and 12-month industry placements.

Summer Internship

Applications for our 8-week Summer Internship will open in September. As an intern, you will have the opportunity to apply your intelligence and analytical skills to stimulating economic, financial and business issues across many different industries. Our interns will have the opportunity to experience a variety of different projects across a range of industries.

12-month year in industry

EFC also offers a 12-month internship for students on courses which require an industry placement. Every year we take on up to 5 students, who get to experience life as a graduate at FTI.

Round 1 – Online Application

The deadline for the Industry Placement Year was 31st October 2023 – APPLICATIONS FOR THIS ROLE ARE NOW CLOSED.

The deadline for the Graduate Scheme is 9th November 2023.

The deadline for the Summer Internship and Black Heritage Internship is 31st January 2024.

Round 2 – Online Assessment

Round 3 – assessment centre/interviews.

Candidates are advised that different roles at FTI Consulting have different application requirements. In order to be considered for these roles at EFC, candidates must:

• Upload their CV (cover letters and other documents are not required)
• Answer the motivation question (provided when online tests are sent out) in less than 200 words. Your motivation response should include an understanding of our work, what you find interesting about it, and why your are suited to the role.

Graduate Scheme Requirements:

• Numerate, logical and inquisitive team players from any degree subject
• Ability to think independently and creatively
• Ability to demonstrate their quantitative skills, whether academically or in other ways

Industry Placement Requirements:

• Candidates must be available for a 12-month placement in our London office, from September 2024 to August 2025.
• Applicants should be studying a sandwich course
• Must be able to demonstrate their quantitative skills, whether academically or in other ways

APPLICATIONS FOR THE INDUSTRY PLACEMENT ARE NOW CLOSED.

Summer Internship Requirements:

• Candidates must be available for an 8-week internship at our London office during the summer of 2024. Applicants should be in their penultimate year of study
• Numerate, logical and inquisitive team players from any degree subject
• Candidates must be able to demonstrate their quantitative skills, whether academically or in other ways

Black Heritage Internship Requirements:

• Candidates must be of Black heritage

Please note: for summer internship and Black Heritage internship applicants, as our deadline is 31st January 2024 we will review all applicants and be in touch after this date.

Nicola Barton

Senior Consultant MEng Chemical Engineering at Bath Joined (full time) 3 years ago

Coming from a STEM background, I applied to EFC for my one-year industry placement because I was interested in finding a job that allowed me to apply the critical thinking and quantitative skills I’d developed throughout my degree to a different context. At the end of my placement, FTI offered me a full-time job and so I came back to EFC as a graduate after completing the final year of my degree.

I was attracted to EFC compared to other types of consulting because of the analytical nature of its work and the opportunity to think deeply and carefully about the correct approach to tackle complex problems.

I did not study finance or economics but EFC has been supportive in helping me learn and develop the necessary knowledge by providing ongoing training and, since I’ve been back, sponsoring me through the ACA qualification.

During my time at EFC I have worked on projects across a wide range of industries, from clean energy to commodities and agriculture. Each project has presented new challenges as there is never a one-size-fits-all approach, so I have been able to build on a variety of skills. For example, on some projects I have built detailed financial models in order to value companies, while on others I have learned how to review licensing agreements. In one of my cases, I analysed agreements between the largest players in the mobile phone industry to estimate what handset manufacturers should pay to use the technology behind 4G and 5G.

I really like that the project teams are relatively small – generally only three to six people. I have worked with a different group of people on each project. This has meant that I have worked closely with people at a range of levels and had the opportunity to learn new ways of working from each team.

Project: Assessing losses in a dispute relating to wind turbine components. 

Our client was a wind farm operator claiming to have been provided with faulty turbines by their supplier. The supply of faulty turbines meant that they had not been able to generate as much electricity as they had originally projected. As a result, they were claiming compensation for not being able to generate and sell as much electricity.

We worked alongside a team of FTI’s clean energy experts and external wind engineers, who provided us with information about how well the turbines were working relative to original expectations. To make matters more complicated, one of the turbines burned down while we were working on the project! This meant that the engineers were unable to carry out a physical examination of the turbine to determine how it was actually operating, therefore increasing the uncertainty of our valuation and requiring us to think about appropriate assumptions.

To determine our client’s losses, we forecast how much money the wind farm would make over the next 20 years, based on the actual performance of the turbines. We then compared this to a forecast assuming that the turbines perform as originally expected. We then used the discounted cash flow approach, which accounts for the riskiness of those future payments and the time value of money, to convert this into a lump sum that our client was owed by the supplier to cover the future losses.

When I began working on the project, there were only three team members. This meant that I was able to take responsibility for analysing the data we were provided and building our valuation model in Excel, in line with the conceptual approach determined by the more senior team members and industry experts.

We had already received a report from the experts employed by the turbine manufacturer which described what they thought the damages should be. My first task was to review and critically evaluate the analysis conducted by the opposing experts to determine whether we agreed with their approach and their assumptions, and whether they had made any errors.

Next, I worked on building our own financial model. We worked closely with the clean energy experts to come up with reasonable assumptions to feed into our discount rate calculation. As a cross-check to our model, we also considered the performance of similar companies in the industry. To do this, I used Capital IQ (a provider of financial data) to identify similar companies in the wind industry. I then analysed their performance to check that our forecasts were reasonable.

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Four Lessons for Companies Defining Their Next Normal

June 18, 2021

An open letter from two communications professionals to their colleagues

Dear Colleagues,

To say it's been a crazy-busy, often frustrating, sometimes daunting year would be an understatement. Communicating in the constantly evolving circumstances of a global pandemic is not for the meek, and it feels like we’ve been on the cusp of moving forward for a long time now. Mask restrictions are lifting in many regions in the United States. More vaccines are getting into arms. Many of us can start to dream about what the next normal will be and are thrilled to no longer be languishing. But the details are still vague, and for some of our colleagues, the dream is still way off in the distance.

The good news is we’ve all learned a lot that can help guide us forward. After many conversations with our communications colleagues and clients, here’s what’s rising to the surface for our team.

Support Your Teams Before They’re Back in the Office

Virtual work is hard, and many people feel overworked and under-supported. They’re lonely. They’re stretched thin. Getting tasks done feels like the second shift they pull when the videoconferences have finally ended.

Virtual workers need help and they need it now, whether or not that aligns perfectly with broader return-to-the-workplace plans.

Small gestures from team leaders can make an immediate impact. Streamlining priorities, reducing the number of meetings or shortening them, flexing the workday and reaching out as fellow humans are just a few of the ways leaders can offer genuine support. These gestures can also open the conversation about how teams might start doing things differently as we enter this next phase. Plus, making small changes now will yield positive results when teams begin to return to the workplace.

Expand the Tent to Reflect the Diversity of the Full Enterprise

Let’s be frank: Many leaders driving companies’ COVID responses have had it pretty good in comparison to others. They often reside in developed countries, where healthcare is accessible and vaccines are widely available. As a result, their experiences and responses may not align with the needs of team members in other parts of the world or even harder-hit U.S. communities.

Companies need to bring more people into working groups to ensure strategies represent the needs of all team members and communications land as intended across the company’s full footprint in ways that advance diversity and inclusion. While your company's underlying policies and messaging should be applied uniformly, COVID communications are not one-size-fits-all.

Be Purposeful in Planning for In-Person & Remote Workers

The research is consistent: Employees who have been working remotely successfully for more than a year expect to maintain a degree of flexibility in their schedules. Some have even said they would leave for a lower-paying job to achieve their desired work-life balance. At the same time, many managers have expressed concerns about how they will maintain productivity if virtual work becomes the norm and feel ill-equipped to manage a hybrid team.

Decision makers and communicators alike would be wise to embrace this paradox from the start, helping to bridge the gaps between the employee and manager ideals before they become a risk to retention or performance. Providing better tools and training to support leaders who are managing hybrid teams for the first time and encouraging them to be intentional about how time and space are used are key to success. If teams are required to be on-site, for instance, it's essential to assign purpose to that time and deliver a differentiated, value-added experience relative to how employees work at home.

If workers are offered flexibility, managers must similarly take responsibility for ensuring all team members — in-person and remote — feel included, engaged and set up for success. Teams have to work differently, and human resources and communications teams must collaborate to prepare them.

Know the Paradigm Is About to Shift Dramatically

We love data and strongly encourage all employers to anchor their strategic decisions and related communications in research that focuses on the needs, concerns and preferences of team members in different roles and geographies. A simple employee survey or series of focus groups that you come back to over time can do wonders to validate or challenge underlying assumptions decision makers are using and ensure communications address the issues that matter most to their intended recipients.

Taking time to listen shows team members that you care — and it’s a relatively small investment to make when you consider the potential implications for talent retention, recruitment, customer experience and other success metrics.

At the same time, we should enter this next phase knowing that the whole game will shift as soon as a critical mass of workers returns onsite. The preferences your remote employees express today may not hold if they feel they’re missing out on in-office opportunities, and the same is true on the other side of the fence. If the learning, collaboration and fun that people associate with their time on-site doesn’t materialize when they get there, they may stop coming into the office.

It’s our job as communicators to help set the right expectations from the start and to be prepared to move nimbly as preferences — and potentially COVID numbers — change. The journey of leading our teams through the pandemic doesn’t end with the return to the workplace, and we’d all be wise to cultivate a culture that embraces change as a continuous opportunity for improvement.

In Conclusion . . .

As much as we’d like to say otherwise, there is no proven road map for the journey we’re now undertaking — but we can provide a compass. For us, the return-to-workplace conversation begins with candid dialogue about the purpose of the physical workplace, why anyone would want to be there and how the organization will need to evolve to stay competitive strategically and operationally. But that’s only the beginning.

The secret sauce is in how we equip leaders to keep their team members motivated and engaged and build the culture that encourages them to stay with the company for the long term. The best is yet to come.

© Copyright 2021. The views expressed herein are those of the author(s) and not necessarily the views of FTI Consulting, Inc., its management, its subsidiaries, its affiliates, or its other professionals.

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