Author: Dianedelgadolemaire

35 habits that make employees extremely valuable

Posted on by Dianedelgadolemaire

Article originally published on Inc.

An employee doesn’t have to be a top salesperson to bring exponential value to a company. Amazing employees stand out from the crowd in many other ways. Simply put, their contribution far outweighs their cost, regardless of their expense.

Many employers today are willing to pay top dollar for the right people, but often they wouldn’t recognize those “A” players, because they aren’t looking for the right traits or they are too self-absorbed to know a good thing when they have it. Well, here is a list of traits that can easily be observed for solid company ROI.

If you are an employee, strive to make each of these a habit. If you are an employer, appreciate and reward the behavior.

1. They don’t wait to be asked.

Many employers are accustomed to just telling people what to do. Employees create value when they anticipate what is needed and get it done without any prompting.

2. They attack the disease, not the symptoms.

So much company time goes to firefighting on a reactive basis. Employees create value when they assess the root cause of the problems and make systemic change that eliminates the problems completely.

3. They are the pressure release, not the pressure builder.

Stress is natural in the workplace, and uptight people can feed off each other. Employees create value when they help people decompress so they can improve productivity.

4. They plan the work and work the plan.

Haphazard thinking and action usually delivers mediocre results. Employees create value when they add effective structure and drive the team forward with efficiency.

5. They do their homework.

Idea generation is useful, but not every suggestion is beneficial or appropriate. The wrong proposal can cause distraction or even derail the team. Employees create value when they research ideas before implementation so that little effort is wasted on the unachievable.

6. They look to be smarter than the boss.

People are never infallible, and even leaders need to learn. Employees create value when they bring knowledge to the table that fills the boss’s blind spots.

7. They view the path five steps ahead.

Many workers can barely see the tasks right in front of their face. Employees create value when they are looking out beyond step one and two. Often they will solve issues before they even come close to occurring.

8. They act with the big picture in mind.

People who only work in their own isolation often cause challenges for those in other parts of the company. Employees create value when they work to comprehend how their efforts impact the whole so they can adjust accordingly.

9. They build bridges, not bombs.

There are plenty of people looking to sabotage others while trying to get ahead. Employees create value when they encourage camaraderie and an environment where a rising tide lifts all boats.

10. They cross-train themselves and others.

A company with specified individualists is in constant danger of losing expertise or capability. Employees create value when they increase redundancy of process and talent.

11. They create a circle of influence.

A growing company needs leaders. Employees create value when they can inspire others to make things happen both internally and externally.

12. They work ahead of the curve.

The future is always moving closer, and signs of what’s to come are always present. Employees create value when they are future curious and consider what’s to come in their actions and thinking.

13. They proactively and effectively communicate.

Being ambiguous or leaving people hanging contributes to a frustrating work environment. Employees create value when they instigate consistent and complete communication that keeps everyone informed.

14. They know when to lead and how to follow.

A leader can’t lead all the time if others are going to grow. Employees create value when they encourage others to step up and support them as the enthusiastic second in command.

15. They fight for what’s right and commit to the achievable.

People who push without basis can eat time and cause consternation. Employees create value when they stand up for their beliefs and take a pragmatic view before going all in.

16. They make the office a great place to work.

People who are negative bring down morale and demotivate. Employees create value when they help create a positive environment that others can’t wait to join.

17. They integrate time for learning and working on the company.

There is more to growth than just the daily grind. Employees create value when they grow themselves in ways that can help advance the company toward lofty objectives.

18. They motivate their co-workers and superiors.

People need encouragement, no matter their position. Employees create value when they make everyone feel good about what they do and why they do it.

19. They instigate admiration for the company.

One bad representative of the company reflects on the whole crew. Employees create value when they provide a positive image that reflects well on everyone else.

20. They make others look amazing.

A showoff can alienate the whole team, creating frustration and rancor. Employees create value when they share credit with others on the team, elevating everyone’s happiness and confidence.

21. They create pleasant surprises everyday.

Any work environment can become dull and unimaginative. Employees create value when they stimulate energy and creativity in the workplace.

22. They are problem solvers, not whiners.

Constant complaining runs rampant in the business world. Employees create value when they brush aside the complaints and help people focus on the resolution.

23. They clean up messes.

Even the most productive people can sometimes move so fast the details are left undone. Employees create value when they make sure the company is safe, compliant, and protected from carelessness.

24. They maintain a happy home, at home.

Home life can easily intrude on the workplace, making others uncomfortable and creating distraction. Employees create value when they establish boundaries and set an example of work-life balance so others can learn from their best practices.

25. They turn troublemakers into rainmakers.

There will always be problem people in business. Employees create value when they can turn cynics into advocates and fear mongers into champions.

26. They resolve unhealthy conflict.

The workplace is stressful, and often people channel that stress onto others. Employees create value when they can diffuse tense situations and help people return to civility.

27. They engage in healthy conflict.

A company without strong debate is bound to head over a cliff or be passed by eventually. Employees create value when they bring important issues to the table, even when against the popular view.

28. They make most things seem easy, especially when they are not.

Work today is more involved then ever before. Employees create value when they manage tasks seamlessly, inspiring others to raise their performance as well.

29. They don’t just do, they teach.

Companies need people who can help others grow. Employees create value when they improve the work force and delegate, giving others the opportunity to gain proficiency and confidence.

30. They manage obstacles as if they were opportunities.

Bumps in the road are bound to happen. Employees create value when they take on those issues with positivity and excitement.

31. They expand everyone’s network of influence.

A company doesn’t grow by accident, and the CEO can’t be the only one to get the good word out. Employees create value when they promote the company as evangelists, generating opportunities at every turn.

32. They influence often, and manipulate when necessary.

Sitting in a corner and grinding out tasks is the minimum work for pay. Employees create value when they encourage people to reach their potential and help them overcome their internal demons.

33. They leave a trail of manageable process behind.

Often companies move so fast they are constantly reinventing the wheel. Employees create value when they document what works and encourage replication.

34. They attract other valuable employees.

Valuable employees are hard to find, but they tend to know each other. Employees create value when they act as a beacon for others looking to be exemplary.

35. They embody the company’s core values.

A company misaligned is a company adrift and unlikely to succeed long term. Employees create value when they demonstrate to others the behavior and attitudes that will lead everyone to success.

Have questions about your job search? We want to hear them! Comment below or contact one of our expert recruiters today! Find the closes CFS location to you here.

Read the original article published on Inc.

 

September 2016 Newsletter for Accounting Professionals from Diane Delgado LeMaire @ CFS

Posted on by Dianedelgadolemaire

Industry News and Updates

Houston has come a long way since January! I think everyone in this city held their breath when oil dropped below 26 dollars a barrel. I have to admit I was pretty nervous the first 6 months of 2016. Houston is much more diversified today than it was in the 80’s, but let’s face it Oil & Gas still dominates this city. This year has been a tougher year for our business, but it does not even begin to compare to the downturn in 2008/2009 or even 2001/2002. I have been recruiting in Houston for 14 years and am very hopeful that we have seen the bottom of this downturn and are on our way back up again. Personally, I have been pretty busy for the past 6 weeks! Most job seekers tend to give up searching around this time year. However, the third and fourth quarter of the year tend to be the busiest months for our office. I can feel the market improving slowly. There are more jobs being advertised and more clients calling us finally ready to make that hire they have been putting off or to replace someone who has moved on to another company. While this is not a boom time for hiring, there are plenty of jobs to be found out there. It just takes a little more time and a little more effort on the job seekers behalf. So I will end this update letting you know that I believe the worst is behind us and I have a positive outlook for the end of 2016 and even more so for 2017!

See you again in November!

Local Statistics:

  • National Unemployment Rate: 5.1 (last year 5.6)
  • Houston Unemployment Rate:  5.8 (last year 5.0)
  • Labor Participation Rate: 62.8% (last year 62.60%) – All time high January 2000: 67.30%
  • Manufacturing Index: 46.1 (last year 47.3) – from what I have read 50 is the magic number!
  • Oil Rig Count: 481 (last year 833)  – all time high around 1900 in 2012!
  • Price of Oil: 44.65 (last year around 50.90)
  • Industries hiring: Retail, Manufacturing, Non Profit, Public Accounting Firms!!!!
  • Positions in demand: Staff &  Senior Accountants, Tax, Audit, small company Controller

Interesting Articles:

Current list of openings:

  • Plant Controller – Spring Branch
  • Senior Accounting Analyst – Special Projects – 3 to 4 years of public accounting – Southwest
  • Treasury Staff Accountant – Downtown
  • Reduced work week hours: Tax Manager or Supervisor or Senior – small public accounting firm
  • Consultant with professional services firm – Big 4 Auditors – Downtown
  • Non Profit Senior Auditor – Greenway Plaza
  • SEC Accountant – Woodlands
  • Real Estate Financial Analyst – Galleria
  • Senior Internal Auditor – Northwest
  • Tax Manager – Clearlake
  • International Tax Senior – Galleria
  • Audit Coordinator Banking – Greenway Plaza
  • Portfolio Manager Banking – Greenway Plaza
  • Financial Reporting Accountant – Downtown
  • Non Profit Accounting Manager– Greenway Plaza
  • Staff Internal Auditor – Galleria
  • Tax Staff Accountant – Galleria
  • Tax Senior Accountant – High Net Wealth
  • JIB Accounting – Northwest
  • Revenue / Severance Tax Accountant – Northwest
  • Corporate Accounting Manager – SAP/CPA – Galleria
  • Non Profit CFO – Southwest
  • Staff Auditor – Public Accounting
  • Senior Auditor – Public Accounting
  • Senior Accountant – NW Houston
  • Senior Insurance Accountant – NW Houston
  • Staff Accountant – NW Houston
  • Accounting Manager – Real Estate – Woodlands
  • Payroll Administrator, CPP – Woodlands
  • Controller, CPA – Hobby Airport
  • Property Accountant ]
  • Audit Senior – 60% travel
  • Staff Job Cost Accountant
  • Associate Manager / Manager – Professional Services Firm – Consulting on high profile projects – full time role – need at least 2.5 year of public accounting and maybe a splash of industry to qualify

 

Diane Delgado LeMaire

Senior Managing Director, Executive Search & Branch Manager

www.linkedin.com/in/dianedelgadolemaire/

https://dianedelgadolemaire.wordpress.com/

www.facebook.com/CPARecruiterHouCFS

 

Real Estate Senior Financial Analyst – dlemaire@cfstaffing.com

Posted on by Dianedelgadolemaire

Primary Responsibilities

The Real Estate Financial Analyst will be responsible for providing in-depth research and valuation analysis pertaining to residential and commercial real estate projects in various stages of development. 

  • Prepare comprehensive financial models which evaluate a property’s value, cashflowing ability, internal rates of return and returns on investment for new and ongoing real estate development projects, based on an in-depth research and due diligence process.
  • Present financial findings to general managers and ownership on a quarterly or as needed basis.
  • Analyze acquired assets on an ongoing basis to assist the asset management team with project management.
  • Track expenses and revenues vs. budget and reforecast and analyze fluctuations and prepare annual project budgets. Prepare quarterly operating reports.
  • Provide guidance to other departments and assist with special projects related to commercial real estate.
  • Review third-party appraisal/due-diligence reports for assets as necessary.

 

Education 

 Bachelor’s Degree in Accounting, Business, Economics or Finance.

Master’s Degree preferred.

Experience

  • 3-5 years of experience in a fast paced environment analyzing and evaluating complex commercial real estate transactions. Audit experience preferred.

 

Treasury Staff Accountant – Downtown Houston – dlemaire@cfstaffing.com

Posted on by Dianedelgadolemaire

 

–       Daily treasury function for multiple companies including wires, positive pay, ACH, deposits, etc. and assist with cash management.

–       Weekly cash reporting as well as quarterly cash reports for Board meetings.

–       Assist with management of banking relationships.

–       Assist with preparation of annual budgets.

–       Assist with annual audits.

–       Special projects as directed or determined on own initiative.

–       Potential to expand into other areas such as oil & gas and investment accounting

 

Qualifications:

–       Degreed accountant with accounting experience – In public accounting or industry

–       2 – 3 years’ total experience

–       CPA or CPA candidate a huge plus

 

Reason Why You Shouldn’t be too Nervous about the Interview Written by Alan Carniol

Posted on by Dianedelgadolemaire
 http://www.interviewsuccessformula.com/interview-advice/reason-why-you-shouldnt-be-too-nervous-about-the-interview.php

Interview Nerves

Anyone can feel interview jitters before an interview, so why wouldn’t you? The opportunity is finally here for you to turn things around after a long period of being unemployed or to get away from a bad boss.

If you have an upcoming interview or know someone who will, here are the reasons why you shouldn’t be too nervous about the interview.

Remember that you’re already qualified – One of the things most job applicants forget is that they already meet the qualifications. There is no reason for an employer to invite you in for an interview if he doesn’t think that you can do the job. The reason employers invite people in for an interview is to look for the person that not only can do the job but can also fit in with the company.

There is no perfect candidate – All employers want to have a perfect employee, but keep in mind too that there is no perfect person. What you need to do is show that you are better than the others, not the perfect employee. There is no need for you to convince yourself that you need to be perfect to get the job.

You have a role to play, too – When you talk about interviews, what might come to mind first is the interviewer asking you questions, but don’t neglect the part where you get to ask the questions. The interview is a two-way street; they evaluate your fitness in the company, and you evaluate if the company fits what you’re looking for.

If those reasons aren’t enough to get you to calm down, here are two tips for you:

Think about the worst-case scenario and prepare for it – We all have scenarios that we fear: having to explain an employment gap in your resume, being asked why you were fired on your last job, or some other question that you don’t want to be asked. There are no assurances that you can avoid these scenarios, so the only thing left to do is to prepare for them – well!

Use self-awareness to your advantage – If you’re still worrying about being unqualified, use it. Go through the interview using that self-awareness to your advantage by looking for signs or indicators of whether you can do the job or not. Ask questions that can help you decide on your future with the company.

When you get invited to an interview, you’re going to feel both excited and nervous. However, don’t let those emotions get the best of you. Always keep in mind that they invited you for an interview because you’re already qualified, but they just need to know whether you’re a good fit.

IT Auditor – dlemaire@cfstaffing.com Houston

Posted on by Dianedelgadolemaire

 

Responsibilities

  • Demonstrate an understanding of COBIT, COSO and related frameworks.
  • Demonstrate an understanding of general business operations and the supporting role of information systems.
  • Demonstrate a thorough understanding of applications and IT general controls including security administration, program change management, program development, and computer operations.
  • Develop a thorough understanding of professional standards and their relation to IT Advisory Services.
  • Execute engagement planning for basic or recurring engagements.
  • Execute the engagement plan in more complex IT areas.
  • Research issues and best practices and make recommendations thereon.
  • Demonstrate the ability to prioritize and manage multiple assignments of varying sizes and complexity within given timeframe and budget.
  • Exhibit initiative, sense of responsibility, and independence by following through on open items and issues to obtain completion.
  • Develop and assist in the training of other staff; create an environment that fosters learning.
  • Demonstrate the ability to perform, and deliver work independently with limited supervision on smaller engagements.
  • Supervise staff members on multiple concurrent engagements.
  • Monitor and supervise progress of Associates and Interns, where applicable, and provide performance feedback as needed.
  • Assist in the review of work papers prepared by engagement staff.

 

Experience:

  • Bachelor’s degree in Management Information Systems, Computer Science, Accounting, Finance, or other relevant field.
  • 2- 3 + years or more equivalent experience (public accounting / external audit, internal audit, information technology and/or staff accountant responsibilities).
  • Excellent written and oral communications skills.
  • Team orientation and strong interpersonal skills.
  • Basic familiarity with GAAP, GAAS and IIA standards.
  • Proficient at Microsoft Office product suite.
  • Knowledge of IT controls and how they affect the control environment. COBIT, COSO, and related standards preferred.

6 mistakes stopping you from landing the job via http://cfstaffing.blogspot.com/

Posted on by Dianedelgadolemaire

Article originally published on The Muse

Some people make the job search process harder than it needs to be. Obviously it’s not their intention to make an already difficult journey any longer. But sometimes job seekers (unwittingly) do things that work against them.

So, if your search has dragged on longer than you’d like, see if one of these reasons might be the culprit. Just know that before you start reading that all of these behaviors are totally fixable once you identify them.

1. You Keep Your Search Between You and Your Laptop

Getting a job is a team sport, and savvy people build teams of advisors who work to help them succeed through support and advice. For example, some people are best at helping you identify strengths and weaknesses. They can review your resume, make introductions, and provide honest feedback.

Others will encourage you when you’re ready to throw in the towel. So, don’t let your computer be your only confidant. Reach out to your network for help and support.

2. You Only Apply Through Traditional Means

Whether you’re targeting smaller firms or big brands, don’t forget that many companies pay a referral fee to employees who find the next hire—meaning there’s something in it for everyone when you get referred. And, it’s thebest way to get hired.

So, don’t be afraid to ask friends, relatives, and contacts to refer you to open positions where they work. So long as you’ve done your due diligence beforehand and you’re considerate about it, they’ll likely help you out if they can.

3. You’re Only Going After Big Companies

If you cannot name five up-and-coming organizations in the industry you’re targeting, you don’t really know the sector as well as you think you might.

Lesser-known companies may not be as sought after as the Google’s and Microsoft’s of the world, but they may just have a culture where you’ll thrive and the opportunity you’re looking for. If you’re pursuing big-name firms because they’re all you know, you need to expand your search.

4. You (Always) Communicate Assertively

Many people strive to project a sense of control and competency. That makes sense because in order for others to have confidence in you, you need to have confidence in yourself.

However, if you overdo it, you can turn people off. Allowing yourself to be honest—when networking, for example—can help others connect with you more easily.

Nobody wants to be sold anything, and most people are not impressed by bravado. Remember that being vulnerable from time to time may be one of the best things you can do for yourself as a job seeker.

5. You Doubt Yourself

Some people spend precious emotional energy assuring themselves that the hunt is taking as long as it is because they simply aren’t good enough. And when you stop believing in yourself, you’re in trouble.

Don’t rush into a decision like taking a position you feel uneasy about or heading back to school simply out of fear. Instead remind yourself of all the reasons you might not be getting a call back that have nothing to do with you (like if you’ve been applying to roles you truly aren’t qualified for).

6. You Don’t Play to Your Strengths

The other day I worked with a student who had an unbelievable talent for numbers, yet the roles she had applied for only marginally allowed her to use her unique talent. So, while she had a skill that differentiated her from others, she wasn’t targeting jobs that allowed her to demonstrate what she did best.

Ask yourself what it is that you excel at, and don’t be scared to use these attributes as a starting point. Target roles that would maximize your talents: You’re more likely to get a call back—and achieve greater job satisfaction and career success after you’re hired.

Are you a status quo job seeker—someone who’s afraid to be bold? The time may have come for you to create a plan that fits you. Be creative. Generate big breaks for yourself by going against the norm and trying what has not been done before. And above all, sidestep these common mistakes, which are only getting in your way.
Read the original article published on The Muse.

WHY EYE CONTACT IS IMPORTANT TO YOUR PERFORMANCE via http://www.interviewexpertacademy.com/

Posted on by Dianedelgadolemaire

My two cents: Look at someones eyebrows instead of their eyes if this makes your nervous. They will never know the difference!

http://www.interviewexpertacademy.com/eye-contact-performance/

Eye contact

 

Sam sat opposite me. He was tall, lean and smartly dressed. My first impressions were good. So that was a tick in the box for him. His CV highlighted his skills, expertise and knowledge for the marketing job I was recruiting for.

I was looking forward to this interview. If he performed as well he looked and described himself, he’d likely get the job.

But…

Unfortunately, the interview didn’t pan out the way I had hoped.

As I asked him questions, he would answer them without looking at me. At first I put it down to nerves, but as the interview went on, it kept happening.

Even when he asked me questions at the end, he didn’t look at me when I was responding.

I thought, ‘this is odd’. I felt rather uncomfortable.

I quickly decided that Sam wasn’t who I hoped he would be. He most certainly wasn’t going to be joining us.

Why?

Because he didn’t make eye contact with me once during the interview. And that made me feel uncomfortable. It didn’t feel right.

Eye contact is an extremely important non verbal communication. It’s important to get it right.  Too little or too much can give off signs that make the receiver feel uncomfortable.

My First Sales Lesson

One of the best pieces of advice I ever received was:

‘You have two ears and one mouth, so use them in those proportions.’

In other words listen at least twice as much as you speak.

Why then if we listen with our ears are our eyes that important? Well, for starters it’s hard to have a conversation with someone who avoids eye contact with you.

Lack of Eye Contact

Numerous studies have found that those don’t use eye contact tend to be:

  • Hiding deceit
  • Masking emotions
  • Insecurity
  • Unprepared
  • Less believable
  • Less confident
  • Fearing rejection

Is that how you want to come across in your interviews? Absolutely not!

The Importance of Eye Contact

So what have studies found for those people who maintain eye contact. Well, they are usually perceived to be more:

  • Reliable
  • Warm
  • Sociable
  • Honest
  • Confident
  • Personable
  • Attractive
  • Likeable
  • Qualified
  • Skilled
  • Competent
  • Valuable
  • Sincere
  • Emotionally stable

Amazing how one simple body language technique can help you so dramatically.

Additional Benefits of Eye Contact

There are some important additional benefits to maintaining eye contact.

1. Respect – eye contact demonstrates respect for the person talking.

2. Interest – it demonstrates interest in what someone is saying. Looking away comes across as aloof.

3. Appreciation and Understanding – you can easily and quickly convey appreciation and understanding with your eyes – without having to say anything.

4. Connection – eye contact generates a powerful subconscious sense of connection between two people.

5. Concentrate – maintaining eye contact helps you concentrate on the conversation (active listening). It helps your mind from wandering.

6. Belief – it demonstrates a believe in what you’re saying.

7. Sustained Eye Contact – can make you feel more assertive.

8. Stature – by looking in someone’s eyes for 3-5 seconds, your speech will naturally slow down and you will sound more presidential.

You don’t just have to use this in interviews. You can and should use it in everyday life too. And that’s the perfect place to trial, test and hone your skill. That way eye contact in your next interview will come very naturally.

 

 

Audit Coordinator / Analyst – dlemaire@cfstaffing.com

Posted on by Dianedelgadolemaire

Overview: 

The Audit Coordinator supports Audit objectives administratively and functionally. Audit objectives include performing audits and providing recommendations to improve processes, systems and controls in the company.

Responsibilities: 

Support administratively and functionally in ad-hoc and regular organizational audits and other projects to improve people, processes, and systems within the company
Support in the administrative tracking of audits, the audit follow up schedule, and centrally storing audit reports
Support in metrics based tracking the effectiveness and efficiency of accomplishing internal audit objectives
Coordinate the collection, organization and delivery of PBC items for audits and exams
Coordination of company policies and procedures
Support in compliance with applicable regulations

Education/Experience:
Bachelors degree is preferred (Accounting or other audit related).

Portfolio Manager – Review – dlemaire@cfstaffing.com

Posted on by Dianedelgadolemaire
Overview: 

Manage the Portfolio Review department, which conducts periodic loan reviews in accordance with the Bank’s SOX control to ensure that credit issues and risk exposures are thoroughly analyzed and effectively presented, the credit decisions are acceptable and the structures appropriately mitigate the Bank’s risk exposure, the credit actions adhere to Credit Policy as well as, all applicable state and federal banking regulations and the assigned Risk Ratings are accurate and justified.

 
Responsibilities: 

• Overall supervision of the department, ensuring the Periodic Reviews are conducted timely in accordance with the SOX control, setting performance standards, giving clear direction, delegating and scheduling work.
• Managing the third-party Loan review process as well as with external auditors and regulatory agency personnel facilitating their loan review process.
• Coordinating the CRE stress testing of the portfolio on an annual basis; or more frequently if required.
• Directs the continuous review of all types of commercial, CRE, consumer and mortgage loans and commitments for the purposes of classifying loans, determining the degree of attention required, identifying potential credit problems, and ensuring conformity with company policy, advising senior credit and loan personnel on the company’s overall lending policy, noting significant trends and recommending policy changes if necessary.
• Present findings to the Audit to the Audit Committee and Directors Loan Review Committee as required.
• Assist the CCCO with portfolio risk assessment and asset quality due diligence for mergers and acquisitions.

 
Experience:
• Bachelor’s degree in finance, economics, accounting or a related field.
• Seven to 10 years’ experience in Commercial Loan Administration/Loan review.

Just How Many Versions of a Resume Do You Need? Written by Alan Carniol

Posted on by Dianedelgadolemaire

Interview Success Formula

http://www.interviewsuccessformula.com/job-search-advice/just-how-many-versions-of-a-resume-do-you-need.php

How Many Versions of a Resume Do You Need

Tailor your resume for each job in six easy steps.

Resumes have to be tailored for every job you apply to, and it’s normal to have a resume stockpile in double digits. If you’ve achieved little success with your store of resumes, then it’s time to do some editing to bring the application process to the next level.

Here are some tips to help:

Create a master resume. Obviously, a master resume should be a staple for all job seekers, no matter what the stage of their careers. This resume should include your solid background of skills and accomplishments, all the way up to your present career. This will serve as your cheat sheet for future resumes and you can easily add something new to the template as needed.

Include your jobs, internships, education, professional training, licenses, certificates, awards, volunteer work, languages and other relevant information.

Clean it up. Don’t fill your master resume with every piece of your job history. If you do, it may become a dumping ground over time that will become too complicated to organize properly. Before everything piles up, clean up your resume now and keep it neat and tidy so that it’s ready for the right opportunities.

Review and edit your resume regularly. Update the format when needed and make sure to review a hard copy as necessary to more easily spot errors. Ask a friend to help make sure any embarrassing errors or important omissions are caught.

Once all the information is appropriately organized, you can build a new version of your resume to make small revisions as needed for new job applications.

Dissect the job description. Once you’ve come across a job posting, make sure to read the job description closely. Highlight the required and preferred qualifications. If you think you’re a good match, feel free to apply. In your response, don’t forget to focus on what the job requires and what skills are needed, and what you can bring to the job.

Save the resume. Make sure not to accidentally alter your master resume when drafting a new version. You can avoid this by using the “Save As” command instead of the Save button.

Add keywords that count. Look at the job posting — see if you can use the same terms and words in your resume. Keywords can make the early stages of the hiring process easier for recruiters. If you choose to use matching keywords, do so in a meaningful way.(Don’t just sprinkle the words randomly.)

Review as many times as you can. It is critical to review your work — once, twice, three times, more. Checking the print version of a resume is always best — long periods in front of a computer screen can cause unintended errors (that get missed).

If you’re exhausted, put aside editing your resume and go back to it at a time when you’re fresh. You’re content will be stronger and you’ll be less likely to make errors.

Creating a strong, organized and clean master resume is the key to a smart resume for every job you’re applying for, and makes the job search process easier.

11 signs you nailed the interview Article originally posted on Business Insider

Posted on by Dianedelgadolemaire

Most people walk out of a job interview feeling one of two ways: like they definitely nailed it, or like they completely bombed.

If you ever find yourself in the latter group, you’ll probably spend the hours and days following the interview over-thinking every response you gave and every gesture you made, wondering how the hiring manager felt about them.

But things don’t have to be a complete mystery in the time between when you walk out of the interview and when you hear whether or not you got the job.

According to career experts, there are some telltale signs to look for in the interview (and in the days following) that can help you figure out whether a job offer could be coming your way.

Here are 11 signs to look out for that don’t necessarily guarantee a job offer is in the cards, but are pretty promising:

1. Your interviewer was very smiley

Okay, you may have given a few lame answers, or froze when the interviewer tossed a brainteaser your way, but if the hiring manager was smiling and nodding a lot, this could be a really good sign.

Sure, they could have just been nodding and smiling because they are friendly, but if you notice a friendly and warm demeanor, things might be going your way.

Nodding, for instance, indicates the interviewer is listening to you intently — and is genuinely interested in what you have to say — which are good indications you’re on the right track.

2. They asked a lot of personal questions about your family, personal goals, and hobbies

No, they weren’t grilling you because they thought you were the worst. Stop being so paranoid!

“Showing an interest in your personal life means they’re seriously considering you, as it demonstrates an interest beyond just the professional résumé,” says Michael Kerr, an international business speaker and author of “The HumorAdvantage.”

But remember that you don’t always have to answer personal questions. Some are illegal.

3. The interview ran over the designated time

When you’re in the hot seat and things aren’t going as swimmingly as you’d like, it may feel like the interview is going on forever. But if you look at the clock and realize that’s because it did go over the 30-minute block, this could be a very good thing.

It may mean the employer wants to continue getting to know you a little better, says Amber Cloke, an academic adviser at Ithaca College. “You’ve likely already passed the initial criteria they were seeking, and the fact that they continue investing more time and energy toward you can be promising.”

4. The interviewer tried to sell you on the company

At some point in the interview, the hiring manager stopped asking questions and started talking your ear off. You may have been thinking, Oh no. They’re done with me … they have nothing else to ask!

But stop freaking out and think about what they were saying

Were they making a conscious effort to talk up the company? That’s a great sign they’re impressed with you and trying to sway you towards the position.

“You may be able to tell that your interview has gone well by how much the recruiter ‘sells’ the role and/or the organization,” says Dale Austin, director of the Career Development Center at Hope College. “If the recruiter spends a lot of time doing the talking, that may be one indicator that the organization is very interested in your candidacy.”

5. The interviewer talked a lot about perks, benefits, policies, and pay

This may have been part of their “sales tactic,” and it’s another positive sign.

If and when an interviewer starts discussing company policies and benefits — and even gets into a serious discussion about pay — there’s a good chance they’re planning to make an offer. They most likely wouldn’t waste their time voluntarily sharing all this information if they weren’t interested in you.

6. Your interviewer showed you around the office before you left

No matter how badly you thought you bombed, an office tour can give you some hope.

If the hiring manager takes the extra time to show you around the office or introduces you to employees before you head out, that could mean they’re thinking about offering you the role.

“Most interviewers will give you an idea of what the schedule will look like ahead of time,” says Cloke. “If, at the end of the interview, the employer unexpectedly offers to introduce you to the rest of the team, it could bode well for you.”

7. They said ‘you will’ rather than ‘you would’

If you spent the whole interview overthinking the weak handshake you gave at the very beginning of the interview, or the awkward moment you sat in the wrong chair in the hiring manager’s office, you may not have noticed some very subtle signs that they were actually really impressed with you.

For instance, if the interviewer shifted from a hypothetical tone to a presumptive one, this is a very good sign.

Lynn Taylor, a national workplace expert, leadership coach, and author of “Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job,” says this may mean they’re already be envisioning you at the company.

8. The interviewer asked for a list of references

No, this doesn’t mean they didn’t believe something you said and want to confirm their suspicions.

Well, it could mean that … but it probably doesn’t.

When the interviewer asks for references, it typically means they’re seriously considering you for the role.

Checking references is often the last step before an employer offers a candidate the job. So, you should stop feeling sorry for yourself and start feeling excited.

9. The follow-up process was pointedly discussed

On your way out, you’re feeling pretty badly about how things went. But then the hiring manager enthusiastically brings up the next step in the hiring process without you even asking.

This is a clear indicator you’re still in the running for the open role. Unless, of course, it’s just a generic: “We’’ll be in touch soon.”

“If an interviewer is interested in a candidate, they may even ask when you’d like to or need to have their decision by,” said Kevin Hewerdine, director of Career Service sand Employer Relations at Rose-Hulman Institute of Technology. “They won’t let you leave without knowing what your timeline looks like.”

10. You’re asked to come in for an additional round of interviews

You may be just one of a handful of finalists, but if you’ve been asked to return for a second round of interviews, that’s an encouraging sign that you’re a serious contender, says Taylor. “They want to clinch the decision by building consensus among managers.”

11. There was a lingering goodbye

If they disliked you as much as you’re worried they did, the hiring manager would probably try to get rid of you as quickly as possible. But if they seem to go on and on, continue asking questions or selling you on the company as you’re saying your goodbyes, you probably made a great impression.

Okay, maybe the hiring manager is just super talkative — but if they linger as they walk with you toward the main lobby or escort you out the door, this could be a very good sign.

Matthew Randall, executive director of the Center for Professional Excellence at York College of Pennsylvania, says: “Typically, interviewers unconsciously do this because they feel comfortable with you being a strong candidate and know that, since this relationship may continue in the future, they want to spend a few more moments to strengthen their professional rapport.”

Are you looking for your next dream job? Contact one of our expert recruiters today! Find the closes CFS location to you here.

Read the original article published on Business Insider.

Controller with CFO Track – Rapid Growth – San Antonio, Texas

Posted on by Dianedelgadolemaire

 

Motor Fuels Excise Tax experience a HUGE plus! 

Essential Duties and Responsibilities of the Controller:

Directs financial activities for all companies by performing the following duties

  • Oversee the activities of the Accounting Department for the accurate and timely processing of financial management including, but not limited to, daily cash management, bank reconciliation’ (Multi-state accounts), ACH Notification, ACH drafting of customer accounts, internal and external monthly financial statements, coordinating the month-end and year-end closing process and annual audits and annual budgets.
  • Oversee the activities of the Accounts Receivables to ensure the accurate and timely management of all Accounts Receivable aging components including billings, cash receipts application, etc; funding service management which includes weekly funding reports and customer service; quarter and year-end payroll closing including federal and state reports; and check statistic management.
  • Oversee the activities of the Accounts Payables, ensuring the accurate and timely processing of accounts payable, purchase orders, petty cash, core employee expense reports, cash control, core payroll processing and total corporate payroll tax compliance. Resolve / answer any A/P Vendor inquires and/or discrepancies.
  • Assure corporate income tax compliance to assure the accurate and timely completion of all corporate income tax returns taking full advantage of all favorable tax codes.
  • Advise management about insurance coverage for protection against property losses and potential liabilities. Direct determination of depreciation rates to apply to capital assets.
  • Prepare reports that summarize and forecast company business activity and financial position in areas of income, expenses, and earnings based on past, present, and expected operations.
  • Prepare reports required by regulatory agencies.
  • Oversee Payroll Administrator.  Serve as quality control for Payroll function.
  • F.E.T. Return / EPA Reporting

Job Knowledge, Skills and Abilities of the Controller:

  • Strong general ledger, accounts payable, accounts receivable, payroll, income tax and banking working knowledge.
  • Should have 10 years’ experience in all aspects of accounting.
  • Proven supervisory experience.
  • Exceptional communication skills.
  • Proficient knowledge of Excel, problem solving and analytical skills required.

Education and Experience Required for the Controller:

  • Bachelor’s degree in Accounting or Finance plus CPA certification. Must have 10 years of hands-on accounting managerial experience.

 

Manufacturing / Divison Plant Controller – Small Company – Houston – dlemaire@cfstaffing.com

Posted on by Dianedelgadolemaire

Our client truly wants to hire someone who wants to be part of the leadership team and work with operations. This is a “impact the bottom line” controller role. They are centrally located and definitely have a “small business” feel to them even though they are owned by a large global company!
The Controller will be accountable for the reliability and accuracy of financial reporting, tax returns, and payroll for both entities and report directly to the General Manager. They will be managing a team of 2.

Responsibilities:
• Day to day duties will include managing A/R and A/P functions, performing inventory adjustments and account reconciliations
• Month-end closing procedures, including production of Group monthly reporting package
• Year-end financial statements and audit
• Lead Budget process
• Support business with information and analysis and performing admin tasks
• Preparing monthly sales tax returns and provide information for income tax return
• Prepare payroll and manage benefits
• Monthly and quarterly bank reporting procedures
• Cash management, collection and forecast
• Interface with the Vice-President Administration and Finance with various projects as needed
• Assisting with IT issues including troubleshooting and managing third party IT support
• Liaise with third parties : banks, insurance brokers, auditors, advisers

Qualifications:
• B.S. in Accounting or related degree, CPA a plus
• Minimum 8 years of related experience, including experience in manufacturing
• Hands on IT experience
• General ledger experience

Other Desired Skills:
• Team player
• Works well independently
• Geared towards results
• Strong written and verbal communication skills
• Professional demeanor with the ability to interact with executive management
• Versatile employee with the ability to wear many “hats” within the organization

 

Houston Economic Update: A Summer Lost in Limbo? Written by: Robert W. Gilmer, Ph.D. Institute for Regional Forecasting

Posted on by Dianedelgadolemaire

September 6, 2016

The dictionary defines limbo as an uncertain situation that you cannot control, and where there is no progress or improvement. This spring saw oil prices look like they were on the mend, pushing steadily back to $50 per barrel – only to spend the summer directionless and range-bound near $45. Data from the Texas Workforce Commission say that local payrolls absorbed the winter shock from the collapse in drilling with only scattered overall job losses, and stabilized over the spring and summer. As summer ends, the recent lack of conviction by oil markets also has left the local economy in an uncertain and directionless state.

The oil bust turned very bad late last year – very ugly – worse than anything anticipated as the downturn began. In many ways, this drilling downturn is worse than the 1980s, particularly in the speed of the decline. It took five years from 1982-87 to achieve the percentage declines in drilling activity that we have seen this time in less than 18 months. And when the Baker Hughes rig count fell through 488 working rigs on March 11, it marked the smallest number of working rigs in the 67-year history of the Baker Hughes rig count. Drilling activity now seems to have bottomed at 404 rigs, and returned to near 500 rigs, but the number still sits close to that previous record low. Future improvement remains uncertain as oil prices hover near $45.

Official Figures Point to No-Growth Scenario

The official employment figures for Houston show weak growth in an economy that is directionless and apparently waiting for oil markets to provide some direction. After creating only 16,100 jobs in 2015, Houston lost 4,600 jobs over the first seven months of the year. See Figure 1. Job losses now total near 70,000 in oil- and gas-related industries such as oil production, oil services, machinery, fabricated metal, wholesale trade, and oil-related professional and business services. Despite the collapse of oil prices and the rig count in late 2015, the Texas Workforce Commission’s (TWC) payroll employment figures show oil-related job losses slowing in 2016, perhaps as cuts for many companies have finally reached muscle and bone. See Figure 2.

Since the oil bust began in late 2014, job gains have continued in many sectors and have offset the energy losses. Solid growth in the U.S. economy, together with strong expansion in east Houston led by booming petrochemical construction, have provided broad support for many local businesses that are not tied to drilling. Continued job gains have come in eating and drinking establishments (26,600), health care (22,000), retail trade (14,500), and local government (11,000).

Figure 1: Official Figures Point to Job Growth that Is Slow or Slightly Negative
Figure 2: Job Losses Are Driven By Energy

As discussed in earlier updates, however, many of these job gains have also been built on residual growth and momentum left over from the oil boom years, and we can’t count on them to carry the economy much longer. From December 2003 to December 2014, metropolitan Houston created 683,000 jobs, equivalent in number to a new Oklahoma City. Just because job growth slowed sharply in 2015, it did not mean that the catch-up phase was over for medical care, restaurants, retail, or housing. High levels of construction of hospitals, schools, and highways continue even now, although single-family homes, apartments and offices are finally pulling back. But momentum continues to dwindle as Houston’s economy looks for direction.

Or is Houston Already in Recession?

The monthly payroll employment figures generated by the Texas Workforce Commission, in partnership with the Bureau of Labor Statistics (BLS), are the most timely and comprehensive data that we receive on Houston’s economy. Payroll employment is essentially the number of local workers eligible for unemployment compensation, and administrative records will ultimately provide us with a very accurate count. However, it will take several months for any administrative records to be pulled together, and a couple of years before the numbers are no longer subject to routine revision. The timeliest monthly figures that we receive are based on a sample of local employers in a variety of industries, with the accuracy of the results dependent on the size and quality of the sample. For a large and complex metro area like Houston, a sample drawn and used to capture small month-to-month changes can sometimes go astray at turning points in the business cycle.

Data to begin revising the sample estimates are available from the Quarterly Census of Employment and Wages (QCEW) several months after initial estimates are made, but the TWC holds off on major revisions until early March of each year, when it incorporates the new employment data in its annual re-benchmarking process. We are still six months out from official revisions, but the Federal Reserve Bank of Dallas publishes preliminary revisions for Texas and its metropolitan areas as the QCEW data become available. This provides a preliminary, but continuously-revised window into the local payroll employment data.

Figure 3 shows the result of the Dallas Fed’s latest local revision based on QCEW data through 2016Q1, and the figures are not pretty. Instead of a gain of 16,100 jobs in 2015, Houston shows a loss of 300 jobs; and in 2016, a published December to July loss of 4,600 turns into a reduction of 27,500. Job losses were evidently underestimated in energy-related manufacturing (7,500), wholesale trade (8,300), and professional and business services (2,000). Job gains in leisure and hospitality (most likely in eating and drinking establishments) was over-estimated by 12,700 jobs.

Figure 3: All That Done and Said … The Job Numbers Are Subject to Revision

Has Houston slipped into recession? Given the speed and depth of the drilling downturn, no one should be surprised if the answer is yes. But we have also moved into a useful if somewhat murky statistical world based on second-party revisions subject to more revisions. The TWC’s major re-benchmarking in March will rely on data and methodology not always available to the Dallas Fed. Further, while payroll employment is widely regarded as a very good coincident indicator over the business cycle, before declaring recession we would surely want to look at a broader set of data.

The Dallas Fed provides another product that is specifically designed to track the business cycle of Texas and its metro areas by looking at four variables: payroll employment, the unemployment rate, real wages, and real retail sales. These variables are combined into a business cycle indicator (BCI), specifically intended to track local business conditions. The current Houston index is shown in Figure 4, and it says that the local business cycle peaked last December and has since contracted 1.5 percent.

Figure 4: Houston Business Cycle Index Falls In Early 2016: Is It Recession?

It is probably still too early to definitively say if we are in recession or not. Like the payroll employment figures, the data on real wages and real retail sales arrive a couple of quarters late, and are also subject to further revision. The Business Cycle Dating Committee of the National Bureau of Economic Research is the official umpire that declares turning points in the national business cycle, and it often waits several quarters to announce that a recession has begun or ended, waiting out revisions and looks for signals from multiple data sources. Since regional data comes with even longer time lags and more statistical noise, a similar wait is easily justified here.

If it is a recession in Houston, some readers will quickly jump to a comparison to the 1980s. The 1980s were indeed very bad, but as the BCI shows in Figure 4, we have had two other recessions in Houston since the 1980s, one mild (2001-03) and one severe (2008-09). Recession doesn’t come in just one size and shape. In the current case, we are talking about a possible loss of 27,500 jobs, or a less than one percent decline in payrolls. Between 1982 and 1987, Houston lost 210,000 jobs or 13.3 percent of payroll employment. The local economy in 1982 was almost exactly half the size it is today, and an equivalent job decline in 2016 would be 420,000 jobs, or 14 times the losses discussed here. The 1982-87 decline in the Dallas Fed’s BCI for Houston was 17.2 percent, not the current 1.5 percent. If there is really a local recession now underway, it is not yet within an order of magnitude of the 1980s.

Where from Here?

If current economic conditions are difficult to sort out, then peering into the economic future presents some real challenges. Our Fall Economic Symposium on November 10 will dive deeply into all these issues, and we will try at that time to distill them into an economic outlook for Houston.

  • The U.S. economy has performed well throughout the oil downturn, providing a critical source of local job growth. Over long periods of time, broad trends in national growth probably deliver two-thirds of Houston’s new jobs. The probability of national recession remains low, but this is a rapidly aging expansion. Also, how do we explain the current strange split between several quarters of very slow GDP growth and continued strong job growth?
  • The other major factor that keeps Houston’s economy afloat during the drilling collapse is the $50 billion in petrochemical construction underway in east Houston. This one-time event is now coming to a close, however, and the work will wind down quickly in coming months. This important and timely source of job growth in the early stages of the drilling downturn will slowly build into a drag on the economy as thousands of construction workers are laid off in coming quarters.
  • The big question is still where oil prices are headed. Current oil prices, muddling along between $40 and $50 per barrel, are not high enough to deliver sustained recovery in the oil patch. The gap between global oil supply and demand has never been large – only a couple of million barrels per day – but it has been difficult to close. However, analysts are increasingly pointing to a return to balanced markets in coming months.
  • Has the rig count made a definitive turn? Higher oil prices in the spring and early summer seemed to bring drilling back to life, as producers increased capital spending and put rigs back to work. But can this upturn continue as oil prices stall out? We need a definitive turn in drilling to convince producers and oil service companies to begin hiring again in 2017. We need these drilling jobs to offset losses in chemical construction.

The bottom line: if Houston has not already slipped into recession, it will be very hard to avoid recession going forward. Even assuming strong U.S. growth, the combination of an end to petrochemical construction and a prolonged or slow turn in oil prices and drilling markets would likely bring a downturn. Avoiding recession now will take a convincing surge in oil prices – one that begins very soon and looks like it is here to stay.

Written by:
Robert W. Gilmer, Ph.D.
Institute for Regional Forecasting
September 6, 2016