http://cfstaffing.blogspot.com/2015/08/league-of-extraordinary-women.html

League of Extraordinary Women

Mother Warrior. Child Tamer. Super Mom.

Businesswoman. Manager. Employee.

Both are full time jobs, and neither one is easy. It requires a lot of work, time, and responsibility to be successful at either one. Now combine the two together, and what do you get? A league of extraordinary women.

This is not trying to downplay stay-at-home moms by any means (that’s a very difficult job as well). It’s a commendation for the brave women out there that make the choice every day to not only be a wonderful mom, but a successful woman with a career.

It’s hard, but it’s possible. Creative Financial Staffing is lucky enough to have some rock star moms who shared their own personal triumphs, difficulties, and advice for all the other working moms out there:

How do you balance being a mom and having a career?

Lauren Becker 

Managing Director – Hartford
“I am not sure that I have all, or most of the answers, but it is certainly a constant juggling act! One thing I try to do is to be present wherever I am. When I am at work, I give it 100% and leave all my responsibilities as a mom at the door. When I am at home, I try to do the same and leave everything from work at the office. My kids deserve to have my full attention when I’m with them and same for my time at work. Both need and require all of my focus when I am in each place.  I have started to leave my phone in my purse when I am home during the week. When I only have two or so hours with my children from when I get home from work to their bedtime, any email can wait until after 8 PM for me to respond to. I feel better about giving my children 100% of my attention and not being tempted to bring my focus to work/email. I have not once lost a job order because of not looking at my phone for a few hours each night!”

Veronica Concepcion

Branch Manager – Orlando

“Often times it is very difficult to be good at everything, so it’s important to accept that you will have to make sacrifices and show yourself a lot of grace. Have a plan and find time for yourself or you will burn out. It’s important to prioritize and also delegate when necessary both at home and at work.”

Tanya Hanson

Executive Recruiter – Madison

“It’s tough- there is not a perfect balance and if someone finds the perfect balance, I would love for them to share it with me. There are times where one simply has to trump the other. It’s all about priorities and you figure out as time goes on what is more important. I will never be able to be in a parent teacher organization and it is pretty unlikely that I can attend my kid’s programs if they are during the workday. That was hard reality for me to let go of, but I also know that I am setting a very strong example for my kid’s about career paths and work ethics.”Jackie Deace
Branch Manager – Grand Rapids

It’s challenging to balance it, but you don’t have a choice but to do it. In order to be a great mom, you have to be a strong woman and that means being independent. Before I had my daughter, I didn’t care when I left. Now, all that’s on my mind is getting the tasks done so I can get home as soon as I can. You have to separate the two, otherwise you won’t be successful at either.

By being a strong career woman, you’re going to be a great mentor for your child in the future. You’re providing a good, solid life for your daughter.

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What obstacles did you have to overcome as a working mom?

Pam Rodriguez

Managing Director, Staffing Division Manager – Houston

“It was difficult to fit in with the “non-working” moms when my daughter first started school. I was the mom that wasn’t on the field trips, didn’t volunteer daily at the school, and picked up my child from after school care. Obviously there are more working moms than just me, but I always felt like the outsider. It always seemed like I couldn’t make friends or set up play dates.  This past year, my friend told me that I needed to be at more so they would see me around more. We signed up my daughter for soccer through her school, which gave me time to meet all the moms at practices and games. I started volunteering at all the class parties- not just bringing something by but I took time off to set up or serve food at all of them.  Little by little, as my daughter became more active in after school activities, they got to know me better and the more they saw me, the more I felt like I was fitting in. Now, if there is an early swim practice or meet, they offer to take her for me or have her come over for a few hours if I am running late from a client meeting or in traffic.”

Meagan Ventura

Managing Director, Executive Recruiting – Boston

“Understanding that I’m not the same person who can work 50-60 hours and get home whenever I please. I have kids now and I have to be more regimented with my schedule. They are my priority. I thought that I could come back to work and pick up where I left off, and that wasn’t the case after my first child. I was having difficulty figuring out my schedule. I was definitely tired and overwhelmed and my billings showed it. I had a lot of guilt both at work and at home. I felt that I wasn’t good at either, but I have realized that I have to give myself a break. I know that I am doing the best that I can. Over time you figure out a new groove that works for you. If you can’t finish everything during the work hours then finish after the kids go to bed. To be honest, this is something that I work on constantly.”

Kris Brault

Managing Director, Executive Recruiting – Hartford

“I still struggle with separating work and home at times. What we do often spills into our home life with always being connected; I constantly have to separate the two so that I can spend quality time with my family when I’m at home.

I also learned that it was ok to turn down business that is not good business. Your time is so valuable and I quickly learned this but had a hard time at first and wanted to please everyone. Soon you realize you’re not helping anyone effectively and have to really manage and protect your time.”

What’s something you wish you knew when you first became a working mom?

Kimberly Jordan Ort

Director, Executive Recruiting – Atlanta

“I wish I knew [at the beginning] how good it would make me feel to have ownership of something other than being a “mom”. Being very successful at my job has given me self-worth, an identity, and independence. I only saw a paycheck in the beginning and not the big picture of why working is so important for mothers so that we are more than “one dimensional”. It helped that my children adjusted very well to the change, and they actually became more independent without me being around all the time. ”

Julie Sorensen

Director of Business Development – Denver

“I wish I had known how hard it would be to leave my kids with someone else and go to work all day, and that it’s always hard, even two years later. I also wish I had known how rewarding it would be to have a successful career that allows me to provide well for my family and raise beautiful children all at the same time!Every day is a new day – some days you will feel like you’re failing at everything, but you just have to start over the next day. Things are never going to be perfect. I am a total perfectionist and I’ve had to let that go, which has been really hard for me. There will always be chores that need to be done, and emails you should respond to, and you will always wish for more time with your kids. Reading stories to your toddler at bedtime or snuggling with your baby is more important than doing the dishes or working. ”

Carlee Meador

Executive Recruiter – Bakersfield

“It’s exhausting, but you just do it! It’s SO hard leaving your baby, but for me, it gave me a sense of wanting to work harder to be a better provider for her. Now that she’s older she knows I work a lot and says she wants to be like me when she grows up, so I know I am doing something right….  I grew up where both of my parents were full-time working parents, and yet my mom was the president of our elementary school board, volunteered for the PTA, and was our 4-H leader, while also never missing one of my or my sister’s extracurricular activities. I was always taught the importance of “working for what you get”. I’ve had a job since I was 16 years old, so being a working mom and a hard worker in general is just part of who I am and how I was raised.”

What advice would you give other working moms?

Rachel Brindley

Managing Director, Executive Search – Nashville

“Don’t try to be perfect or be too hard on yourself. You will miss some field trips and you will have bags under your eyes at work from staying up with a sick child. However, keeping your eye on your goals is what is key. I like the quote “No matter how you feel, get up, dress up, show up, and never give up.” I would also say this to women- depend on yourself. It will make some tough decisions much easier, whether that being able to leave an abusive partner, applying with your own credit for a house, or just being able to stand on your own two feet. Why do I work so hard? I have always wanted my child to have the opportunities that I did not. For instance, I would have loved to be an exchange student or have taken piano lessons.”Diane LeMaire

Senior Managing Director, Executive Search & Branch Manager – Houston

“It was very hard to return to work after my first child was born. There is an unbelievable guilt you feel that truly never goes away. You have to tell yourself that you are setting an unbelievable example to your children that they truly can have it all…family and career! It is not an easy task and at times you are going to question yourself, but I know I am a better mom because I work and have the ability to give it my all.  Also, don’t be afraid to ask for help. That does not make you weak or unfit. It just proves that you are smart!”

Cindy Morton

Managing Director, Business Development – Columbus

“Get rid of the guilt! I realize I am a better mom because I work and have a career. Be present- when you’re at work focus on work. When you get home, leave work behind. Your kids don’t care about the “drama” that happened at work that day. They want to talk with you about their day and want you to be present! Don’t burden them with adult issues- they are kids. My daughter sees what it is to be a successful woman with a career and mind of her own.  She knows that she can be independent, confident and successful all on her own. I value the time I have with my family and feel like we get more quality time together because I am a working mom. I don’t take for granted the time we spend together.”

Denise Mills

Branch Manager – Fort Wayne

“The biggest thing that works for me is planning. I keep a master calendar that includes all of my commitments, both personal and professional. I try to put everything into Outlook, as well, so I get the reminders on my phone and so that my co-workers have access to my schedule. In addition to that, it is a matter of setting priorities. Don’t sweat the small stuff. It IS possible to be very successful at a demanding job and also be a great mom to your kids. However, it’s NOT possible if you think everything has to perfect. You have to develop a strong support network also with friends and family – they are willing to help…. Let them!”
Thank you, to all moms out there! Post about awesome dads coming soon…

For more information about Creative Financial Staffing, please visit www.cfstaffing.com or visit us on LinkedIn.

Click to access Economy_at_a_Glance.pdf

The Energy Outlook — After two months of relative stability, crude prices fell significantly in July. West Texas Intermediate (WTI), the U.S. benchmark for light, sweet crude, opened the month at $59.30 on the NYMEX spot market. When the final bell rang and markets closed on July 31, WTI had slipped to $47.20, a decline of $12.10, or 20.4 percent. Crude prices fell for a variety of reasons:

 Growing concern over slowing growth in China: The International Monetary Fund (IMF) forecasts the Chinese economy will grow 6.8 percent in ’15, down from 7.4 percent in ’14 and from double-digit growth as recently as ’10. Slower growth translates into weaker demand for oil. China’s oil consumption is slated to increase only 2.5 percent this year, compared to 3.3 percent last year and 16.8 percent in the boom year of ’04.

 Anxiety over the lifting of Iranian sanctions: Iran will likely boost exports by 500,000 barrels per day once sanctions are lifted later this year or early next. Within a year, exports could climb to 1 million barrels per day. Iran also has 40 million barrels of crude in storage that could quickly flood the market once sanctions are lifted.

 Marginal declines in domestic production: The North American rig count has been cut in half, but the reduction has not impacted crude output. The U.S. Energy Information Administration (EIA) estimates the nation produced 9.6 million barrels of oil per day in June, up from 8.9 million barrels when the rig count peaked in September.

 Stubbornly high inventories: Analysts had expected crude stockpiles to shrink as refineries revved up for the summer driving season. The inventory reductions have been marginal, however. Crude in storage peaked at 483 million barrels in April, slipping to 466 million barrels in June. That’s still well above the 384 million barrels in June last year. As vacations end and refineries begin their fall maintenance programs, inventories are likely to rise again.

A World Awash in Crude — EIA estimates the world currently produces 95.7 million barrels, consumes 93.1 million barrels, and generates a surplus of 2.6 million barrels of oil per day. Ironically, the 2.6 million barrel surplus equates to U.S. production growth over the past two years. Production continues to flow despite low prices. Collectively, Angola, Canada, China, Egypt, Iraq, Libya, Nigeria, Saudi Arabia and the United Kingdom pumped 2 million barrels more in April ’15 than they did in April ’14. For some, it’s a case of holding onto market share; for others, the need to offset in volume what they’ve lost in price.

A similar story is playing out at home, with several firms (e.g., Anadarko, Marathon, Noble Energy) reporting they’ve managed to boost production even though they’ve slashed their exploration budgets. And even though the rig count has plummeted 57 percent from the peak in the Eagle Ford, 56 percent in the Bakken, and 64 percent in the Permian, output in the nation’s three most prolific basins has fallen less than 2 percent. The reason: better technology, more experience drilling and fracking, and a keener understanding of the geology associated with tight oil. Five years ago, initial production from an Eagle Ford well averaged 102 barrels per day. In June this year, initial production averaged 717 barrels per day, according to data from the EIA.

The increased production has not flowed to the bottom line, however. Exxon, the biggest U.S. energy producer, recently reported its lowest quarterly profit since ’09. Chevron posted its worst quarter in 12 years. Earnings from Shell Oil’s upstream business fell 80 percent compared to the same quarter last year. And many independents such as ConocoPhillips, Marathon, and Chesapeake reported outright losses for the quarter.

Prior to the downturn, conventional wisdom held that the typical well in the Eagle Ford would be profitable as long as oil remained above $70 per barrel. Oil hasn’t traded above that level since November ’14. As prices fell, exploration firms demanded price concessions from the service firms, and the break-even point fell as well. Some E&P companies boasted their wells could make a profit at $50 and even $40 per barrel. The importance of that metric has begun to fade, however. The new focus is on corporate overhead, cash flow, debt service, capital discipline, and cost-cutting measures. Investors realize that even though individual wells are profitable, the company overall may be losing money.

A gradual realization seems to be emerging that the price of oil will remain low for the foreseeable future. Baker Hughes, in its second quarter earnings report, said headwinds from tumbling oil prices will persist for the rest of the year. The NYMEX futures market shows oil not trading above $56 a barrel until late in ’17. In its earnings report, Shell Oil stated crude prices may remain depressed for the next five years.

The industry continues to sell assets and reduce headcounts to better function in a lowprice environment. This commodity cycle is following the typical pattern—the first wave of layoffs in the field and on the shop floor, impacting blue-collar and hourly workers; the second wave in the corporate offices, impacting white collar and professional staff. It’s too soon to tell what impact these layoffs will have outside the energy sector. The energy sector—exploration, oil field services, and oil field equipment manufacturing— accounts for 5.0 percent of total nonfarm payroll employment and 14.3 percent of total wages and salaries in the region. Two other sectors closely aligned with energy— fabricated metal products and engineering—account for another 4.5 percent of total em- These sectors are part of Houston’s economic base and as such support a significant number of jobs in the secondary sectors—retail, restaurants, real estate, etc. These jobs are at risk as well. The impact of the downturn on these sectors won’t be apparent until the end of this year or early next year.

On the Brighter Side — Despite the current slump in the energy industry, Houston’s long-term outlook remains bright. The metro area’s real (i.e., net of inflation) gross area product (GAP) is projected to more than double between ’15 and ’40, according to the recently released forecast by Ray Perryman, the Waco-based economist who has studied the U.S., Texas and metro economies since the ’70s.1 Perryman forecasts Houston’s real GAP to grow from $504.1 billion in ’15 to $1.15 trillion in ’40―an average annual growth rate of 3.4 percent. The industries with the fastest annual growth rates from ’15 to ’40 are: services (3.9 percent), manufacturing (3.8 percent), and mining (3.3 percent). These fastest-growing industries are also the largest industry sectors by dollar value. Mining is the largest contributor to Houston’s GAP in ’15 at $138.8 billion (23.1 percent of total GAP) followed by services at $113.4 billion (18.9 percent) and manufacturing at $109.5 billion (18.2 percent). “While the end of the oil surge will affect performance in the near term,” the Perryman report states, “the Houston area’s economy is far more diversified than in decades past and the downturn in oil prices is not likely to derail economic performance for an extended period of time.” The report also notes the importance of growth in non-energy sectors to compensate for the negative impact from lower energy prices.

Over the next quarter-century, the metro area is expected to add 3.4 million residents―an average annual growth rate of 1.7 percent. Wage and salary employment is forecasted to gain 1.5 million jobs―an average annual rate of 1.6 percent. The region is expected to account for one-fourth of Texas’ job growth during this period.

Employment Update — The Houston metro area gained 55,700 jobs in the 12 months ending June ’15, according to the Texas Workforce Commission (TWC). The corresponding 1.9 percent 12-month growth rate is the slowest since November ’11. The employment numbers are somewhat misleading, since all the job gains occurred in the latter half of ’14. Since December, the region has posted a net loss of 5,600 jobs. Employment gains in the service sectors so far this year have not been able to offset losses in the goods producing sectors. Some of the losses date back to the fall of last year. The employment numbers reflect the weakness in the oil patch. The sectors still adding jobs are those which depend heavily on population growth, activity outside the energy sectors, or are benefiting from the momentum built up over the past five years of robust economic expansion.

Still on Top — Houston exported $118.9 billion in goods and commodities in ’14, up $4.0 billion (3.5 percent) from the previous year, according to data recently released by the U.S. International Trade Administration (ITA). Houston led the nation in export sales last year, ahead of New York, Los Angeles, Seattle and Detroit. This marks the third consecutive year Houston has garnered the top spot. Houston’s exports have grown by $77.2 billion, a 185 percent increase, since ’05. No other U.S. metro has experienced comparable growth. Five sectors accounted for the bulk of Houston’s shipments in ’14: petroleum and coal products ($34.8 billion), basic chemicals ($16.6 billion), oil and gas extraction ($12.5 billion), resins and synthetic rubber ($11.2 billion), and heavy industrial machinery ($7.9 billion). Houston supplied 48.7 percent of Texas exports in ’14, down slightly from 51.2 percent in ’13. By comparison, the state’s next largest exporter, Dallas-Fort Worth, accounted for 11.7 percent of Texas exports. Houston’s and San Antonio’s contributions to state exports have grown significantly since ’05 while Austin’s and Dallas’ have shrunk, a reflection of the greater importance of global trade plays in the Houston and San Antonio economies. Readers should be aware that ITA’s export data differ somewhat from the HoustonGalveston Customs District data often cited in local publications. Customs district data reflect cargo that passes through the region’s ports. ITA data are an “origin of movement” (OM) series and reflect the metro from which cargo began its overseas journey. OM includes goods manufactured locally shipped out of Houston, goods manufactured locally that leave the U.S. from a port outside the Houston metro area, and goods produced elsewhere and consolidated in Houston for export.

Link: 

http://www.thehrdirector.com/business-news/graduates-and-employment/engaging-gen-z-more-tradition-less-tech?utm_content=buffer4a080&utm_medium=social&utm_source=twitter.com&utm_campaign=buffer

Engaging Gen Z? More tradition, less tech

New research reveals that 16-19 year olds – ‘Gen Z’ – crave convention and security, Gen Z expect a pension rather than free technology from future employers and prefer face-to-face recruitment.

‘Gen Z’ – or those aged 16-19 years old – are fast approaching the workplace. As the first generation of workers to boast ‘native’ digital skills, many anticipate a new breed of employee characterised by vastly different demands and habits. However, new research from recruiter Adecco reveals that Gen Z are far more conventional than previously assumed. Contrary to the assumption that Gen Z will kick start a new era in the digital job search, the research reveals that Gen Z prefer traditional approaches to recruitment.

Over a third (34 percent) of the respondents think the best way for employers to engage with young people is at school and university level, ahead of the 27 percent who favour social media channels. A similar number (33 percent) would revert to family or friends, over online sources, when searching for their first job. The research also shows that long-term security is far more appealing to Gen Z than short term perks when searching for their dream job. Gym memberships (12 percent), free technology (16 percent) and time off to travel (26 percent) are firmly rejected in favour of qualifications and job security; 43 percent and 41 percent, respectively. Most surprisingly, 35.2 percent of 16 – 19 year olds expect a pension as standard with their first job.

Gen Z are also as ethically minded as they are ambitious. The research shows that two-fifths (41 percent) of the Gen Z’ers surveyed said they would turn down a potential employer due to their ethical practices, compared to less than a third (30 percent) who would reject an offer due to an insufficient salary.

However, the research shows strong personal ambition and high expectations from employers: whilst a half of those surveyed expect a promotion within their first year of employment, the same number also expect to move on from an employer within two years. In the long-term, nearly three-quarters (70 percent) of Gen Z expect to earn more than their parents at the height of their career. In comparison, respondents from Gen Y are more concerned with securing bigger bonuses than their Gen Z counterparts, and care far less about their workplace surroundings or their organisation’s ethics.

Alex Fleming, Managing Director of Adecco, said: “Contrary to popular opinion, this research shows that Gen Z have rather conventional expectations of the world of work. Our research provides key lessons for businesses recruiting the next generation: don’t be tempted to abandon tried and tested recruitment methods, such as university careers fairs, for digital only approaches. Employers should also prioritise a traditional package featuring a pension over more short term offers such as gym membership.

“Evidently, Gen Z are a focused bunch, with the determination and energy to succeed. With expert digital skills and global mobility on their side, top talent from this age group will be difficult to hold on to and messages from employers will have to be quite unique to stand out and get their attention. Listening to their values and expectations and developing recruitment and workplace engagement accordingly, will go a long way in encouraging young employees to stay loyal”.

Created on: 18-Jun-15 13:45

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Requirements: –       5+ years accounting experience and preferably Microsoft Dynamics/Great Plains software experience –       The ideal candidate for this role will have a bachelor’s degree in a business related field, preferably accounting, and 5+ years’ experience working in an accounting role. The ability and desire to obtain CPA licensure is desirable. Overview: –       Assist in leading the support of the accounting department in all phases of corporate accounting, including monthly close of general ledger and the compilation of financial statements and reports for assigned companies. –       Responsible for knowing and understanding all processing duties within the company’s Great Plains G/L system, including coordinating journal entries, posting interface runs and entries, and performing research. –       Monthly close process ensuring all sub ledger departments have closed, all close journal entries have been recorded, and the generation of preliminary financial statements for subsidiary companies. For assigned companies, this person will perform in-depth financial analysis on a monthly basis and serve as the primary accounting contact person with the business leaders. –       Recognizes and escalates urgent/sensitive issues to controller. –       Assist with completion of management reporting and variance reporting.

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