dlemaire@cfstaffing.com
Responsibilities:
Required:
Our client is looking for a self-starter that is eager to learn and contribute.
Overview:
Requirements:
dlemaire@cfstaffing.com
Senior Accountant:
Prepare journal entries and review transactional data to ensure accurate financial reporting
Reconcile, analyze, and review general ledger accounts in preparation for month-end close to ensure accuracy and validity of accounting transactions.
Bank Reconciliations
Record payroll journals
Maintain Patent and Trademark Schedule
Maintain Sales Productivity reports
Calculate Commissions
Be the back up for AR functions
Assist in Ad-hoc project/reports
Ability to work independently without close supervision
Required:
Bachelor’s Degree in Accounting-required
3+ yrs of experience
Must be excel proficient (pivot tables, vlook ups)
Preferred Oracle experience (not required)
Responsibilities
•Prepare and/or review technical accounting memoranda evidencing and supporting the company’s application of US GAAP to specific transactions, events, or contracts
•Evaluate anticipated transactions and structures and provide recommendations to meet business and financial needs while complying with US GAAP and regulations
•Formulate and update existing company accounting policies and procedures in accordance with U.S. GAAP
•Coordinate and effectively communicate accounting matters with various departments throughout the company, including operational reporting and consolidation departments
•Identify evolving business practices and their implications on company accounting policies and procedures
•Organize and lead accounting training sessions to assist accounting and finance personnel apply company financial standards
•Communicate with accounting and finance personnel to provide guidance to ad-hoc accounting and finance inquiries
•Support the planning and review of SEC filings and other financial statements (10-Ks, 10-Qs, 8-Ks, 11-Ks, proxy statements, pension plan financial statements), including timely completion of technical accounting documentation surrounding the company’s financial filings
Requirements
•Bachelor’s and Master’s degree in accounting required
•Certified Public Accountant (CPA) required
•5+ years of financial accounting experience with large public accounting firm and/or corporate/industrial experience
•Technical accounting (U.S. GAAP) proficiency
•Strong ability to work independently and lead significant projects related to implementation of new accounting standards
•Demonstrates leadership qualities, strong work ethic, attention to detail, and excellent organization and project planning skills
•Excellent written and verbal communication skills
•SEC reporting experience preferred
•Flexible to work overtime as required
7 Common Characteristics of Unproductive Employees BY ADAM HEITZMAN
When it comes to a business setting, you can think of “unproductive” in three different ways. First, an employee can be so outgoing and bubbly in the office that you actually miss the fact that he/she has never really actually been productive. Second, you can see that an employee’s work is starting to fade or decline and realize that the employee has become unproductive. Or lastly, and employee may just plain be unproductive and everyone knows it.
However, in all three situations, the characteristics of someone being unproductive are the same. How they got there or why they’re there might be a different story, but as an employer it all starts with being able to recognize some of these characteristics. If you can recognize that an employee is unproductive that’s the first step in making changes.
Consider some of these traits and actions to look for below:
It doesn’t matter why someone is complaining or whom he/she is complaining to (or about), complaints often show that someone is not willing to put in the work to make a change. It’s a time waster, and it’s almost always easier to complain than to be productive. As John Brandon mentioned in a past article, “The really productive people don’t dwell on the problem. They just do the work.”
Similar to complaining, making excuses is not the way to be productive. It’s one thing if things don’t get done because other things take priority, but if something doesn’t get done because of an unfair excuse, then that’s a problem with the employee. Start paying attention and see if there seems to be an excuse for everything. One or two every once in a while is OK, but excuses can get out of hand quickly.
This characteristic can go right along with excuses. Most of the time an employee will put something off because of an excuse, but sometimes you’ll notice that he/she will act like it can wait and brush a task off as “not a big deal.” Again, while this might be okay in small doses, if it becomes a habit you have a problem.
This may happen for two reasons: Either the employee is hoping the boss will just do the work or delegate it to someone else (usually because of excuses the employee lays out) or the employee doesn’t feel like he/she can be independent and get things done. In either situation, an employee won’t be productive. Part of productivity is being able to take the problems at hand and get creative and work hard to solve them, and actually wanting to solve them. Running to the boss doesn’t help anyone get to that point and therefore hurts productivity.
This is a classic sign of someone who does not really care about the job; therefore only worrying about being productive if it’s going to get him/her credit in the long run. In order to really be productive you have to be creative and innovative in your role–simply doing what your told and then stopping your work isn’t always using your time efficiently. Even more so than being unproductive, this is a characteristic that really shows when an employee is not motivated, which brings us to our next point.
You can usually tell if someone does not have motivation or drive for a business if they’re doing all of the things mentioned above–making excuses, putting things off, complaining, always bothering the boss, etc. All of these feelings combined with a lethargic attitude contribute to not being productive. Why would an employee be productive if they don’t care about the company and what that productivity could produce? After all, being productive takes work.
In some cases, there is a lack of motivation and productivity simply because that employee was the wrong fit to begin with.
This is usually what happens when people get complacent at their job. Maybe they’re doing what they’re told and not making excuses or complaining, and maybe even sometimes they solve problems on their own and get things done, but if their personal brand and betterment is slipping then the work turns to routine and productivity. Part of being productive is learning new skills and taking pride in an online brand (even if it’s just to help the company). This shows independence and it shows motivation. Without this, productivity lacks.
As you can see, a lot of the characteristics mentioned above compliment one another and string together. It almost works like a domino effect, so you’ll likely see an unproductive employee exhibiting more than three or four characteristics on the list. The best thing you can do as an employer is be able to look for and recognize these traits and then take steps to re-motivate the employee.
via How to Write a Resume that Will Definitely Get Read.
via 5 Little-Known Excel Tips That Will Make You Look Smarter Than Your Co-Workers – BRAD EDGAR.
By Mark Wilkinson
Deciding to embark on a new career, within a new company, is a risk.
Will I fit in? Will I be able to do the job? Will the management team like me?
The “easy” option would be to stick with what you know (unless what you know is truly terrible).
So by definition, your job hoppers are actually a lot more likely to be risk-takers and apparently, smarter than your average Joe too!
Across different companies, your job hopper will encounter a variety of different people and will be asked to complete a variety of different tasks.
It’s therefore pretty essential that they can adapt – to different people, company cultures and roles.
So, if you’re looking for someone who gets stuck in to everything and who gets on with most people, the job hopper could be right choice for your business.
(Of course, if they only ever stick around for a couple of months and haven’t got any employment references, then the complete opposite could be true, so be wary!)
Even companies in the same industry will use different strategies, programs and techniques to get things done, which means your job hopper will have picked up a variety of different skills.
(From simple things like CRM systems to entirely different ways of working).
Your job hopper will be a keen learner and could bring some fabulous skills and techniques to your business.
You never know when a job hopper’s own network will come in useful!
From their previous clients and employers to colleagues and suppliers, you’d be surprised how many useful connections one person can build.
(And because they’re adaptable, they’re likely to have good relationships with these people.)
Your job hopper will be able to bring a wider variety of new ideas to the table.
Perhaps they’ve used a better CRM system, have used various research tools and techniques, have trialled a variety of agencies or products etc.
The knowledge they have gained across different companies could improve your own processes!
The most common type of job hopper is one who keeps leaving for bigger and better things.
When they feel they’ve gone as far as they can at their current workplace and that there’s nothing left on offer, they move on (this is a common behaviour amongstmillennials).
Of course, ambitious employees are much more likely to be enthusiastic about making a difference to your business (and making a name for themselves in the process).
Job hoppers know what they want and they aren’t afraid to go get it!
I’ve heard many recruiters call job hoppers lazy… but I’ve never actually found that myself.
Think about it; looking for, securing and starting a new job is definitely not easy; in fact, job hunting is pretty much a full-time job these days.
As such, I tend to find that job hoppers are more proactive, enthusiastic and ambitious – how else would they have to energy to re-write CVs, attend interviews and change careers?
Sticking with what you know is certainly less effort.
Does it even really make a difference if a candidate is a job hopper? Is it fair to pigeon-hole them?
At Coburg Banks, we think everyone should be given the benefit of the doubt.
If you’re unsure then ask the question; find out whythey’ve left other businesses – they may just have been unlucky and not found their dream company yet – you’ll never know if you don’t ask.
Don’t risk losing a great employee, for the sake of an old stereotype.
The 8 reasons I’ve outlined above are all based on trends I have personally picked up on (and a bit of common sense) but of course, you will occasionally just come across a bad egg!
Recruiter Pro Tip
Here are some warning signs that your candidate could be one of the “bad” job-hoppers:
- They don’t have any references from previous companies (are they a trouble-maker)?
- They regularly flit between careers and industries (do they actually know what they want)?
- They don’t have a reason for leaving their current job (do they just get bored)?
…use your gut instincts and probing questions to suss these things out!
If you’d like to read more about attracting a recruiting good egg, click here to subscribe to this blog; we’ll send over a quick weekly update with the latest industry news and advice!
Houstonomics (@Houstonomics)
Map Shows How Many Times Each State Can Fit into Texas pic.twitter.com/PuU2mCpWYD
February 2016
Industry News and Updates:
I know everyone is ready for my update & opinion on the Houston employment market. Here you go: I still remain cautiously optimistic about 2016. The job market is definitely taking a hit locally (E&P and Field Services have been impacted the most), but there are a lot of industries that are still doing very well. There are also some positive things happening on a macro level that will impact our job market locally. First, we can finally export oil. The first shipments have already left Houston. We are yet to see how this will impact us, but I have to believe it will be good! Second, it sounds like Saudi Arabia, Russia, Venezuela and Qatar have agreed they will freeze output levels for a while. My hope is that would at the very least stabilize the price of oil and keep it above 30 dollars! Third, we still have a very low unemployment rate in Houston and nationally. That means that we are still at full employment and top talent is still hard to find. Finally, the BLS report states that the demand for Accountants and Auditors will grow by 16% through 2020. So, Houston is not going to experience another boom year, but we are also not going to bust either and that is great news!
See you again in April 2016!
Local Statistics:
Interesting Articles:
Local Searches:
Galleria area:
North Houston:
Downtown/Central:
West Houston/Energy Corridor:
Consulting & Temporary Roles:
Diane Delgado LeMaire | Senior Managing Director, Executive Search & Branch Manager | Creative Financial Staffing (CFS) 5718 Westheimer Suite 800, Houston, Texas 77057 – T: 713.490.6003 | dlemaire@cfstaffing.com | www.cfstaffing.com |
If you or someone you know would be interested in learning more about any of these positions, please contact/send resume to: dlemaire@cfstaffing.com
Local Searches:
Galleria area:
North Houston:
Downtown/Central:
West Houston/Energy Corridor:
Greater Houston Partnership
2016 Houston Employment Forecast
http://www.houston.org/assets/pdf/economy/Employment%20Forecast-2016-web.pdf
Responsibilities:
Requirements:
If you’re sitting in front of your computer, wracking your brain trying to come up with skills to add to your résumé, fear not.
With the help of some career experts, you can easily — and honestly — pad out your résumé with key skills recruiters look for.
Here’s how:
“The most common skills people forget to showcase are the transferable skills that recruiters use general search terms to find — things that can be measured,” says J.T. O’Donnell, a career and workplace expert, founder of career advice site,CAREEREALISM.com, and author of “Careerealism: The Smart Approach to a Satisfying Career.”
These include:
The skills recruiters look for when they scan through résumés depend on the type of position they’re trying to fill, says Rita Friedman, a Philadelphia-based career coach.
For example, if you’re applying for a position that requires technical knowledge, include specific examples of technology or equipment you use, even if it could be reasonably assumed you must know these things, Friedman suggests.
“To ensure that you’re including relevant information on your résumé, carefully review job postings and highlight the parts that make you say, ‘Oh, I do that all the time!'” Friedman suggests. “When you’re writing your own resume, it can be hard to be objective, and you may forget about things that you’re so good at doing they come to you automatically.”
Friedman and O’Donnell both suggest checking out the LinkedIn pages of people whose jobs you’d like. Check out their “Skills & Endorsements” section and identify which ones you could justify putting on your profile too.
“When evaluating a résumé, recruiters are looking for two big qualities: hustle and curiosity,” says Kate Swoboda, creator of the Courageous Coaching Training Program.
She says employers today are looking for résumés that demonstrate the person takes initiative and is motivated by curiosity.
“These days, coders are now expected to interact with clients, and the person in charge of crafting the company’s next great tweet might also be called upon to help with some aspects of visual design,” Swoboda explains. “Recruiters are looking for people who are curious enough and motivated enough to go beyond their technical job description because that adds more value for a company.”
“I’m very much in the camp of not hiding your personal life, skill set, and interests from a prospective employer,” says Michelle Ward, a creative career coach and co-author of “The Declaration of You!“
She suggests including skills you’ve learned from outside passions, whether that includes owning an Etsy shop or planning your best friend’s wedding.
“I think, more and more, companies want to see a well-rounded, inquisitive, personable candidate that is right for the job and would be someone interesting to have in the office,” she says. “Just make sure to relate that experience back to how it’d be value for the company/position you’re applying for.”
Friedman suggests you make a list of the things you’re especially proud of accomplishing in your jobs and then think about what skills you used to accomplish these.
“If you reduced the amount of time it takes to complete a task, you may have strong skills revolving around process improvement or automation,” she says. “If you got back the business of a former client who left, you may have a talent for repairing damaged relationships.”
Ward adds that you should ask yourself, “What do people thank me for? What do I get complimented on, repeatedly?”
Before you add any skills to your list, O’Donnell suggests you ask yourself a number of questions like:
“If you ask yourself enough of these, you find your way to validate and quantify your experience in a way a recruiter can understand,” she says.
Friedman agrees and says it’s always better to show rather than tell on your résumé.
“For example, if you’re in sales, you don’t just need to hit keywords like ‘business development’ or ‘consultative selling;’ you need to have quantifiable examples of your skillset in action: ‘Increased sales over previous year by 63%.'”
In determining if you have the skills necessary, when creating a résumé, talk about your experiences out loud with someone, preferably a professional or someone who has work experience,” suggests Alyssa Gelbard, founder and president of Résumé Strategists.
“They hear things differently and can help you translate your internships, jobs, extracurricular, and educational experiences into important skills for a potential job.”
dlemaire@cfstaffing.com
JOB Overview:
• Bi-Weekly processing of Payroll
• Bi-Weekly processing of G/L
• Bi-Weekly processing of account reconciliation of payroll
• Bi-Weekly reconciliation of Intercompany Payroll Transactions
• Complete Worker’s Compensation Payroll Reports as needed
• Complete Ad Hoc Payroll Reports as needed
• Complete Vacation reconciliation monthly & quarterly
• Complete the Certified Payroll requests
• Complete the Electronic Archiving of Transactions processed daily
• Must have knowledge with the electronic child support orders
• Maintain garnishments weekly
• Gathers all information related to all payroll audits, including worker’s compensation for monopolistic states, regulatory agencies, internal audits, and external audits
• Completes Wire Requests to fund Exception Garnishment Payments or Payroll Corrections
QUALIFICATIONS
• Must be bi-lingual, must be able to speak and write in Spanish fluently
• Bachelor’s degree in Accounting or Finance, or Human Resources required & FPC or CPP required
• Minimum of Three (3) years’ experience in a Payroll Processing role with ADP Enterprise Version 4 or 5
Link to article: http://blogs.wsj.com/briefly/2016/02/12/5-things-to-watch-on-the-economic-calendar-106/
The state of the economy is a hot topic amid volatile stock markets and rising fears of a recession. After the Presidents Day holiday, measures of industrial production, home building and inflation highlight the week of economic indicators.
Output by major industries–factories, mines and utilities–is one of the main indicators economists pay attention to when trying to gauge the economy’s health and the risk of a recession. Industrial production has slipped for three straight months. The report on January industrial production, out Wednesday by the Federal Reserve, will show how much lower oil prices, the strong dollar and weak exports are continuing to weigh on output.
The precipitous decline in oil and global economic weakness are tamping down inflation, making the Fed’s job that much tougher as it considers lifting short-term interest rates further. Look for an update on the inflation picture with the Labor Department’s release of the January consumer-price index, out Friday, and the producer-price index, out Wednesday.
The housing market–including sales and construction–helped buoy the U.S. economy last year. Housing startsdeclined in December from November, but for all of 2015, they were up nearly 11% compared with 2014.Wednesday’s release of January housing starts, along with Tuesday’s release of the National Association of Home Builders survey for February, will show whether the sector is sustaining momentum.
The week will also bring clues about the Fed’s thinking on the economy and future interest-rate increases. Wednesday, the central bank releases minutes from its Jan. 26-27 meeting, when it left doubts about whether it would raise rates in March. Meanwhile, a slew of officials are set to speak publicly, including San Francisco FedPresident John Williams–considered a policy centrist–on Thursday and St. Louis Fed President James Bullard, a voting member of the Fed’s policy committee, on Wednesday.
The strong dollar, weak exports and lower oil prices have walloped U.S. factories. Two reports on regional factories–the New York Fed’s Empire State survey Tuesday and the Philadelphia Fed survey Thursday–will offer a peek at how the manufacturing sector is performing. Each survey covers activity for February.
Houston's F&A Recruiter and Talent Connector 