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.
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!
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:
National Unemployment Rate: 4.8 (last year 5.4)
Houston Unemployment Rate: 4.6 (last year 4.0)
Texas Unemployment Rate: 4.2 (last year 4.1)
Oil Rig Count: 654 (last year 1683)
Industries hiring: Consumer Products related companies, Downstream related companies, Real Estate, Public Accounting Firms!!!!
Positions in demand: Tax, Audit, Staff Accountants, HR support roles
Financial Reporting & Consolidations Senior – must have public – Galleria
GL Accountant – Galleria
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
Senior Accountant – 3 years GL experience – Galleria
Senior Accountant – SAP – Galleria
Bilingual Auditor
Senior IT Auditor
Reduced work week hours: Tax Manager or Supervisor – small public accounting firm
Financial Reporting & Consolidations Senior – must have public – Galleria
GL Accountant – Galleria
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
Senior Accountant – 3 years GL experience – Galleria
Senior Accountant – SAP – Galleria
Bilingual Auditor
Senior IT Auditor
Reduced work week hours: Tax Manager or Supervisor – small public accounting firm
Provides daily, monthly, and quarterly financial analysis
Partners with internal and external auditors in completing audits
Manages the preparation, distribution, and report processes for accounting for a multi-state corporation
Responsible for financial system setup and maintenance for all general accounting related items
Reconciles all general accounting related general ledger accounts monthly
Creates and submits all weekly, monthly, quarterly and year-end accounting related reports. These include both federal/state reports and management requested reports
Lead Month End Close by Performing various journal entries, account reconciliations, and provide General Ledger support as needed
Requirements:
Bachelor’s Degree- Accounting, Finance, or related discipline
Advanced Microsoft Excel skills
6+ years experience in Accounting with specific duties in Month End Close.
SOX Compliance experience and GAAP Accounting Knowledge
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:
1. Consider some of the most common skills recruiters search for.
“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:
Software you are proficient in (MS Word, PowerPoint, Excel, Office)
Project Management
Marketing
Sales
Customer Service
Budgeting
Recruiting
Management
2. Specialize your skills.
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.
3. Scan through a ton of job postings.
“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.”
4. Research people with the jobs you want.
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.
5. Diversify your list of skills.
“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.”
6. Don’t be afraid to make it personal.
“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.”
7. Consider what you’re proud of.
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?”
8. Quantify your skills.
Before you add any skills to your list, O’Donnell suggests you ask yourself a number of questions like:
How many projects have I led?
How many people were on the team?
How many customers were affected by my work?
How many people did I train?
How much money was involved?
What kind of results/savings did I get?
“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%.'”
9. Talk it out.
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.”
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/
5 Things to Watch on the Economic Calendar
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.
3 Rising Home Construction
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.
10.8%Increase in U.S. housing starts in 2015 compared with 2014
4 Fed Thinking
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.
James Bullard
DAVID ORRELL/CNBC/GETTY IMAGES
5 Manufacturing Woes
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.
Employees work on a motorcycle at a Harley-Davidson Inc. manufacturing facility in York, Pa.
• Compile and analyze financial information to prepare and post entries to general ledger accounts and to document business transactions.
• Perform and review general ledger functions to assist with monthly accounting activity and closings.
• Prepare monthly reconciliations of balance sheet accounts to general ledger, and may review and approve monthly balance sheet reconciliations.
• Prepare and review bank reconciliations and may perform other banking activities, such as letters of credit or collateral for specified accounts.
• Proactively detect, research, and resolve reconciliation items.
• Analyze and document revenue and expenditure trends and variances in account balances between periods and against budget.
• Prepare financial reports such as balance sheets, income statements, cash flow statements, budgets and footnote schedules.
• May assist with preparation and review of quarterly and annual SEC filings, as appropriate.
• Prepare financial reports such as balance sheets, income statements, cash flow statements, etc.
• Analyze revenue and expenditure trends and recommend appropriate budget levels, and ensure expenditure control.
Job Requirements
• Bachelor’s degree in Accounting or Finance or a related field or the equivalent education and/or experience
• CPA designation or progress towards CPA designation preferred
• Minimum of five years of relevant and progressive professional experience in accounting and/or finance
• Solid understanding of GAAP a
100 Essential Questions That Will Change Your Career Path (for the Better)
These 100 questions will help you understand where you are in your career versus where you want to be and help you to identify actionable steps towards making a powerful vision a reality
When we are not sure of ourselves, we often turn to family, friends and mentors for advice. We ask them what we should do about our jobs, relationships, opportunities and dilemmas. We often seek the approval of the majority, and use the opinions of others to make assessments of ourselves.
While we love the people in our lives from whom we seek advice, they are not always objective. In fact, it’s pretty hard for anyone to be objective and truly offer great guidance. That’s why great mentors and coaches are such game-changers: they help silence the noise of society and unearth your own truth.
I believe it’s easier to find your truth than you expect. The answer always lies within us–it just takes some time to excavate. Asking questions is a great way to be more objective about your situation and to discover new things about yourself and the path you want to be on.
These 100 questions will help you understand where you are in your career versus where you want to be and help you to identify actionable steps towards making a powerful vision a reality. Answer them honestly. Step away and then come back and read your answers with a fresh slate. You’ll know what you need to do.
What do you like to learn?
What do you do in your spare time for fun?
Do you do certain activities because you think it’s what you have to do?
Are you creating a career for your parents, society, from your own excitement or for money?
Do you believe that making money will make you happy?
What is your definition of work?
Do you believe that you can love what you do and make money doing it?
What is your dream?
Is that dream realistic?
Do you believe in yourself?
What challenge excites you the most in your life right now?
What impact do you want to have on other people’s lives or in the world?
Do you feel confident that you are exceptional at something?
Who can you count on for support?
Do you believe that with hard work and focus that you can do whatever you set your mind to?
Do you think your intelligence is set?
If you think it is, how does that affect your career choices?
If you think it’s not, how does that affect your career choices?
Who do you get career advice from?
Can these people be objective about you? (i.e. they are not family or friends)
When you were in college, what did you envision for yourself and your career?
What do you want: more joy or more power?
Do you want to be like your parents?
Why or why not?
What do you do that builds your confidence?
Can you do that more often?
If you can’t, why not?
Do you exercise, eat healthy and take care of yourself?
If not, why not?
Do you like your job?
Do you feel like you are valued?
Do you trust your superiors and your colleagues?
Do you wake up excited to be working in this job?
If no, why not?
What excites you about the work you are doing?
How often are you bored?
Are you pro-active about sharing your ideas with your team and managers?
How would you describe the work culture?
Does that culture work for you?
Do you laugh at work frequently?
Are you inspired by the leaders in the organization?
Do the leaders talk to you?
Are you clear what the next level is for you at this organization?
Does that excite you?
How important is loving your job to you?
How important is it that people you work with love what they do?
Do you have a career vision?
Do you think of that vision often?
How important is security to you?
Are you willing to take a risk with your career and your comfort zone?
When was the last time you did something that scared you?
Was that exhilarating?
Do you feel fulfilled by your work?
Do you care about being fulfilled?
What is the advantage of being purpose driven, if you are not currently?
Who do you admire most?
Are they passionate and purpose driven by their work?
Do you think you deserve to have a job you love and get paid well?
Are you confident most of the time?
What is your number one confidence barrier?
What can you do to work on that barrier?
What is your greatest fear?
What new behavior would help you achieve your goals?
Do you think you are the best at what you do?
Why or why not?
Do you care what other people think of your success?
When you make decisions about your career, do you often consider what other people will think of your decision?
Are you money or power driven?
Why or why not?
What advice would you give to yourself today about where you are in your career based on where you want to go?
If you are an entrepreneur, have you always believed you were meant to be an entrepreneur?
What is your favorite part of running your own business?
Least favorite?
Are you in your dream job?
If not, do you know what your dream job is?
Do you feel confident most of the time or do you struggle a lot?
Do you enjoy working alone?
How do you do your best thinking?
Where do you do your best thinking?
Do you feel fulfilled by the work you are doing?
If you don’t, why not?
Do you give yourself time to think?
Do you feel like you are efficient with your time?
If not, what is your main distraction?
How can you eliminate that distraction?
Do you have a clear vision for yourself and your business?
Is the work you are doing a reflection of your greatest strength?
If not, can you hire someone to support you in doing work that is not in line with your strengths?
What do you think your performance barriers are? What behaviors are holding you back?
Do you have a plan for eliminating the performance barriers?
If no, why not?
If yes, what is it? Can you start that today?
Are you pushing your comfort zone at least once a week?
What can you do to ensure you are getting out of your comfort zone more regularly?
Do you feel successful?
What does success mean to you?
What is driving you?
Do you use that driving force in your business?
If you don’t, how can you bring more of that to your daily work-life?
What have you learned about yourself and your status by answering the above questions?
Today’s Hot Job! I am looking for a Compensation Analyst in Houston, Texas.
Evaluate and analyze salary data and jobs for market and internal competitiveness
Conduct market research and salary surveys
Review, approve, and communicate compensation related transactions
Maintain a current knowledge of state and federal laws regarding compensation activities
Administer compensation programs
Work with business partners to create and maintain job descriptions and matrices
Recommend, review and analyze current and proposed compensation programs, policies and procedures to ensure regulatory compliance as well as project potential cost
Create and prepare reports and presentations
Participate in compensation surveys
Qualifications:
Bachelor’s degree in Business, Accounting, Mathematics or relevant field of study preferred
2+ years of compensation or analytical experience preferred
Executive and equity compensation experience preferred
Looking Back — Economic data for ’15 continue to trickle in. Oil prices, the rig count and drilling permits finished the year well below where they started. Home sales continued at a brisk pace until the early fall, then began to trail off. Construction followed a similar path. By October, the metro area managed to generate modest job growth. And the region set an annual record for vehicle sales. Given the challenges the region faced all year, ’15 turned out better than many expected.
This issue of Glance focuses on how seven economic measures—employment, energy, manufacturing, commercial real estate, home sales, construction and consumer prices— fared in ’15. The details follow. Tepid Job Growth — The Houston-The Woodlands-Sugar Land Metro Area1 created 23,200 jobs in ’15, a 0.8 percent increase, according to the Texas Workforce Commission. That’s in line with the Partnership’s July forecast of 20,000 to 30,000 jobs by year’s end.
Job growth fell well below the pace of recent years: Houston added 491,500 the previous five years. Given the flood of layoff announcements throughout the year, weaker job growth was to be expected. The Partnership anticipates the metro area will create approximately 21,900 jobs in ’16. 2
Across different companies, your job hopper will encounter a variety of different people and will be asked to complete a variety of different tasks.
The most common type of job hopper is one who keeps leaving for bigger and better things.
Houston's F&A Recruiter and Talent Connector 