Author: Dianedelgadolemaire

New this week! Accounting & Finance Opening – dlemaire@cfstaffing.com

Posted on by Dianedelgadolemaire

Fixed Asset Accountant – Pasadena

SEC Accountant – Staff or Senior – Katy!!!!

Senior Accountant – prepare division and corporate consolidated financials – Westchase

Senior Corporate Accountant for E&P Company – Memorial City Mall Area

AR/ Billing Specialist – Client Service Background – Galleria

Division Level Accountant – Hobby Airport

email me for more details dlemaire@cfstaffing.com

The VALUE of Using a Third Party Recruiter Via http://bullseyerecruiting.net by @willrecruits

Posted on by Dianedelgadolemaire

The VALUE of Using a Third Party Recruiter

image: http://bullseyerecruiting.net/wp-content/uploads/2015/06/Value.jpg

ValueWhat is a third party recruiter? Why should you consider using one? How do you go about choosing the right recruiter for your needs?   What VALUE does a third party recruiter bring to your organization?In 2015, the recruiting landscape is more competitive than we have seen it in years. If you are an employer or a candidate, you know that recruiting is one of the top priorities for organizations this year. You are either recruiting or being recruited.  THIS is THE year for change and growth.

As organizations strategize and plan for the rest of this year, most haven’t taken into account actually finding and onboarding individuals. Companies don’t realize the TIME INVESTMENT that is involved in recruiting. Managers are bogged down trying to recruit new talent in addition to the other demands of their role. Organizations and managers think that recruiting will be a quick and easy process and that candidates will want to join their organization just because of their company brand. Let me tell you, you are fooling yourself if you think it will that simple.

A corporate recruiter works for an organization and only represents THAT particular organization. Most of my career has been spent as a corporate recruiter. I have worked for Dell, eBay, Rosetta Stone and others and have recruited some of the best sales people from around the globe. I would carry an average requisition load of 30 positions at one given time. I was in charge of sourcing, selling the hiring manager and candidate, negotiating the salary, and onboarding the individual.

Corporate recruiters can be excellent multi-tasters with the ability to juggle a large requisition load.  SOME TIMES!! Many  corporate recruiters, however,  get bogged down with the demands of the business and aren’t able to successfully be EVERYTHING TO EVERYBODY ALL the time.

What is a third party recruiter?  It is an individual who focuses on finding niche roles within various companies, rather than working solely for one corporation.

There is great value in third party recruiters.  For example, not every organization has the budget to hire a corporate recruiter. Many organizations don’t have the headcount requirements to justify hiring someone on full-time to be a corporate recruiter. When this happens and your company needs to hire someone quickly, a third party can be a huge help.

When I decided to go third party this year, I realized there were some roles that weren’t getting the attention that they deserved. Those difficult to fill roles can be so time consuming that the corporate recruiter simply does’t have the TIME to do it all.   They need some help. Hiring a third party recruiter who can devote their focus on finding the “difficult to find” roles can free the corporate recruiter up to spend time filling other roles.

Third party recruiters can be hired on a “contingent” or “retained” basis. They also are hired for sourcing help. A “contingent” recruiter will charge a percentage of the salary of the employee when and only when the candidate is hired. A “retained” agreement simply means that a company charges a percentage upfront and has exclusive rights to the search. Should the employee be hired, then the remainder of the fee will be paid. If no one is found, the remainder of the fee is not due.

There is a ton of value a third party recruiter brings. In 2015,  some of the value is obvious and sometimes not so obvious.

  1. It frees up time for the managers to manage. Managers simply do not have the time to be full-time recruiters. Managers think they can do both, but something has got to give. There are too many things a recruiter does before a candidate is presented that managers just don’t see. Third party recruiters can put candidates on a silver platter rather than the manager going out and hunting themselves.
  2. A third party recruiter keeps the candidate engaged throughout the process. In 2015, you have to move fast. Not all companies can hire as fast as the managers WANT to hire.  There are processes and procedures that need to be followed that are often forgotten and bog down the hiring speed. A third party recruiter has to sell, re-sell and keep the candidate engaged. Offers are coming at every angle this year and a third party recruiter keeps the candidate grounded while the process is going on.
  3. There is a buffer in the negotiation process. Negotiation is part of the recruiting game this year.  Third party recruiters can be the arbitrator who hears both sides and helps the candidate and the employer come to an agreement. Third party assistance in the negotiation process is imperative this year to land the right people. Just because a company wants them does NOT mean they will get them!
  4. Third party recruiters are 100% dedicated to filling your roles. Our livelihood is dependent on finding the right candidates for you. We aren’t paid a salary and when everything is on the line, we are giving you only the best of the best. We will work around the clock to meet your needs

There are many things to consider when hiring a third party agency.  Check out my next blog for more on that topic. If you are looking for the best of the best and you want to be on target, every time, look no further than Bulls Eye Recruiting. We are dedicated to finding the best sales talent around the U.S. to help your company be successful.

image: http://bullseyerecruiting.net/wp-content/uploads/2014/05/willrecruits.png

willrecruits

Read more at http://bullseyerecruiting.net/the-value-of-using-a-third-party-recruiter/#wzZdKcZAukuSQ7zM.99

Senior Budgeting & Analysis Accountant – dlemaire@cfstaffing.com

Posted on by Dianedelgadolemaire

Primary Responsibilities

Budget

  • Prepare the annual operating budget and associated reports.
  • Review annual operating and capital budgets for completeness and correctness.
  • Update budget tool for position changes and user access.
  • Assist annual salary budgeting
  • Provide first-level support to department budgeters.
  • Year-end analysis and expense tracking.


Insurance Programs

  • Manages preparation of annual insurance policy renewals for property and casualty insurance policies
  • Participates in audits of various insurance policies

Quarterly Forecast

  • Coordinate and administer budget tool (currently Clarity) for quarterly revision process to create updated projections.
  • Update accounting system for revised forecast data.

Projects and Reporting

  • Various profitability reporting and analysis as requested.
  • Various special projects as requested.
  • Assist with Overhead Reports

Expense Review

  • Perform monthly variance analysis to budget and prior year.
  • Year-end analysis and expense tracking.

Account Reconciliations

  • Review Accounts.
  • Oversee Monthly process of account reconciliation status and review.

Other

  • Prepare and distribute agenda for bi-monthly meeting with Knowledge Services.
  • Participate in schedule preparation and gathering for annual audit.

 

Qualifications

  • Bachelor’s degree required.
  • Master’s degree preferred.
  • Experience (5 plus years) in public accounting (audit) or comparable experience required.
  • Strong technical aptitude and ability to learn new systems.
  • Strong Microsoft Excel skills required.
  • Strong customer service skills with internal customers.
  • Proficiency with all other Microsoft Office tools.

 

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| C: 713.594.4486 | dlemaire@cfstaffing.com | www.cfstaffing.com | LinkedIn

27 Words You Should Never Use to Describe Yourself Some are incredibly overused. Others just make you sound full of yourself. Either way, you lose. By Jeff Haden via www.inc.com

Posted on by Dianedelgadolemaire
27 Words You Should Never Use to Describe Yourself
Some are incredibly overused. Others just make you sound full of yourself. Either way, you lose.
BY JEFF HADEN Contributing editor, Inc.

Do you use cheesy clichs, overblown superlatives, or breathless adjectives to describe yourself in your social media profiles and marketing materials? Do you write things about yourself you would never have the nerve to actually say?

Here are some words that are great when other people use them to describe you–but you should never use to describe yourself, along with a few other words that everyone seems to use (many make annual appearances on LinkedIn’s lists of most overused words and phrases from LinkedIn profiles.)

Either way, think hard about swapping them out of your social profiles — and your website, marketing, and other company communications:

“Innovative”

Most companies claim to be innovative. Most people claim to be innovative. Most are, however, not innovative. I’m definitely not. And that’s okay, because innovation isn’t a requirement for success. (You don’t have to be new–you just have to be better.)

And if you are innovative, don’t say it. Prove it. Describe the products you’ve developed. Describe the processes you’ve transformed.

Give us something real so your innovation is unspoken but evident… which is always the best kind of innovative to be.

“World-class”

Usain Bolt: world-class sprinter, Olympic medals to prove it. Serena Williams: world-class tennis player. (Oh, let’s just say it: best female tennis player ever.)

But what is a world-class professional or company? Who defines “world-class”? In your case: probably just you.

“Driven”

Maybe you’re data driven. (Wow, you try to objectively think through decisions?) Or maybe you’re customer driven. (Wow, you try to please the people that pay you?)

Or maybe you’re just plain old driven driven.

No matter what the form, driven is like “motivated.” Or “inspired.” It’s filler.

Stop using it.

“Extensive experience”

Say you have “extensive experience in web design.” Fine…but how long you’ve been in business indicates nothing: you could still be the worst programmer in the world.

What matters more is what you’ve done: how many sites you’ve created, how many back-end systems you’ve installed, how many customer-specific applications you’ve developed (and what kind)….

Don’t tell us how long you’ve been doing it. Tell us what you’ve done.

“Authority”

Like Margaret Thatcher said, “Power is like being a lady; if you have to say you are, you aren’t.” Show your expertise instead.

“Presented at TEDxEast ” or “Predicted 50 out of 50 states in 2012 election” (Hi Nate!) indicates a level of authority. Unless you can prove it, “social media marketing authority” might simply mean you spend way too much time worrying about your Klout score. (If people still worry about Klout scores.)

“Results oriented”

Really? You focus on doing what get paid to do?

“Responsible”

“Responsible” cuts two ways. You can be responsible (but hopefully isn’t everyone?) or you can be responsible for (which is just a boring way of saying, hopefully, that you did something).

If you’re in social-media marketing, don’t say you’re “responsible for social campaigns;” say you grew conversions by 40% using social channels. “Responsible” is a great example of passive language begging to become active.

Don’t tell us what you’re responsible for. Tell us what you’ve done. Achievements are always more impressive.

“Global provider”

The majority of businesses can sell goods or services worldwide; the ones that can’t are fairly obvious.

Only use “global provider” if that capability is not assumed or obvious; otherwise you just sound like a small company trying to appear big.

“Motivated”

Check out Chris Rock’s response (not safe for work or the politically correct) to people who say they take care of their kids. Then substitute words like “motivated.”

Never take credit for things you are supposed to do–or supposed to be.

“Creative”

See particular words often enough and they no longer make an impact. “Creative” is one of them. (Use finding “creative” references in random LinkedIn profiles as a drinking game and everyone will lose — or win, depending on your perspective.)

“Creative” is just one example. Others include extensive, effective, proven, influential, team player… some of those terms may truly describe you, but since they are also being used to describe everyone they’ve lost their impact.

“Track record”

We all have a track record. It may be good, it may be bad, but we all have one. (And they’re all “proven.”)

I actually like what “track record” implies: you’ve done stuff, hopefully awesome stuff. You’ve gotten results, made things happen, come through in the clutch…so share a few facts and figures instead.

Describe on-time performance rates, or waste percentages, or under-budget statistics…let your track record be proven by your achievements.

“Organizational”

Clearly this word is followed by another word: organizational development, organizational optimization, organizational behavior, organizational values, organizational communication….

Okay, let’s stop there before we both nod off.

“Dynamic”

If you are “vigorously active and forceful,” um, stay away.

“Guru”

People who try to be clever for the sake of being clever are anything but. Don’t be a self-proclaimed ninja, sage, connoisseur, guerilla, wonk, egghead, etc.

It’s awesome when your customers affectionately describe you that way. But refer to yourself that way and it’s obvious you’re trying way too hard to impress other people–or yourself.

“Curator”

Museums have curators. Libraries have curators. Tweeting links to stuff you find interesting doesn’t make you a curator… or an authority or a guru.

“Passionate”

I know many people disagree, but if you say you’re incredibly passionate about, oh, incorporating elegant design aesthetics into everyday objects, then to me you sound over the top.

The same is true if you’re passionate about developing long-term customer solutions. Try the words focus, concentration, or specialization instead.

Or try “love,” as in, “I love incorporating an elegant design aesthetic in everyday objects.” For whatever reason, that works for me. Passion doesn’t. (But maybe that’s just me.)

“Unique”

Fingerprints are unique. Snowflakes are unique. You are unique–but your business probably isn’t. That’s fine, because customers don’t care about unique; they care about “better.”

Show you’re better than the competition and in the minds of your customers you willbe unique–without ever having said so.

“Incredibly…”

Check out some random bios and you’ll find plenty of further-modified descriptors: “Incredibly passionate,” “profoundly insightful,” “extremely captivating…”

Isn’t it enough to be insightful or captivating? Do you have to be profoundlyinsightful?

If you must use over-the-top adjectives, spare us the further modification. Trust that we already get it.

“Serial entrepreneur”

A few people start multiple, successful, long-term businesses. They are successful serial entrepreneurs.

The rest of us start one business that fails or does okay, try something else, try something else, and keep on rinsing and repeating until we find a formula that works.

Those people are entrepreneurs. Be proud to be “just” an entrepreneur, because you should be.

“Strategic”

A strategic decision is one that is based on the big picture. Shouldn’t everyone be able to make decisions based on more than what is right in front of them?

“Strategic” is a close cousin of “strategist,” another buzzword that bugs me. I sometimes help manufacturing plants improve productivity and quality. There are strategies I use to identify areas for improvement… but I’m in no way a strategist. Strategists look at the present, envision something new, and develop approaches to make their vision a reality.

I don’t create something new; I apply my experience and a few proven methodologies to make improvements.

Very few people are strategists. Most “strategists” are actually coaches, specialists, or consultants who use what they know to help others. 99% of the time that’s what customers need–they don’t need or even want a strategist.

“Collaborative”

You won’t just decide what’s right for me and force me to buy it? Wow.

If your process is designed to take my input and feedback, tell me how that works. Describe the process. Don’t claim we’ll work together — describe how we’ll work together.

That’s my list – clearly subjective and definitely open to criticism. More importantly, what do you think? What would you add or remove?

Fixed Asset / Staff Accountant – Pasadena Area – dlemaire@cfstaffing.com

Posted on by Dianedelgadolemaire

RESPONSIBILITIES 

  • Maintain Fixed Asset schedule; calculate and record monthly depreciation; insure proper recording of new purchases and disposals.
  • Maintain prepaid amortization schedule; calculate and record monthly journal entries.
  • Reconcile and file monthly, quarterly, and annual sales tax.
  • Manage employee credit card applications and charges.
  • Prepare and record monthly journal entries.
  • Prepare monthly balance sheet reconciliations.

QUALIFICATIONS

  • Must be highly skilled in use of Excel Spreadsheets.
  • 2 plus years of accounting experience

EDUCATION 

  • Bachelor’s degree

The 7 Things Really Lucky People Actually Do By Chris Matyszczyk Owner, Howard Raucous LLC @ChrisMatyszczyk

Posted on by Dianedelgadolemaire

http://www.inc.com/chris-matyszczyk/the-7-things-really-lucky-people-actually-do.html?cid=sf01001

The 7 Things Really Lucky People Actually Do | Inc.com 

Some say luck doesn’t exist. It does. Here are a few ways you can train your mind to increase your chances of luck.

You see another person, a rival sports team, or especially a Bush or a Clinton enjoy extraordinary fortune and you hiss through your teeth: “Lucky baskets.” Well, that’s how it sounds when hissed through teeth.

Golfer Gary Player insisted: “The harder I practice, the luckier I get.” This is, of course, complete nonsense. Plenty of golfers practiced just as hard as Player and saw nowhere near his success or riches.

Sadly, cliches such as this get repeated ad infinitum, until they’re an ad for infinite vacuousness.

So I’d like to offer my own thoughts culled from observing the luckiest people I know. And I know quite a few people who are very lucky indeed. And, yes, don’t be fooled — luck exists.

1. They Bother To Know Themselves Quite Well. Player knew he was good at golf. He knew that by adding a little more practice, he’d raise his chances of good fortune. However, if it was practice that made him so lucky, why did he always wear black? He claimed it was his branding device. I could easily make the case that if he’d gone out in all red, all the practice in the world wouldn’t have helped his luck. Wearing red would have got inside his head. Lady Luck (or, as he was actually arguing, the lack of it) would have left him for another man. No, the lucky people I know bother to understand themselves quite well and rarely waste their time trying to achieve things they know they won’t achieve.

2. They Look At The World As If It Makes No Sense. Another great supposed sporting truth that’s been adopted by business people to the point of nausea was uttered by Wayne Gretzky: “I skate to where the puck is gonna be, not where it has been.” Many interpret this as some uncanny second sight, an instant permutation of all the possible outcomes of a play and a calculation of where the puck is likeliest to end up. Your human hockey algorithm. (It’s a wonder he doesn’t work for Google now.) How clever if that were true. I suspect much of the truth lies in Gretzky simply not skating to where you might expect the puck to go. He can’t possibly have known the puck would turn up at his stick. What he knew was that life is not rational — it’s faintly silly, even — so he had instincts that took him to unusual places and hoped the breaks would come his way. Many of the lucky people I know have an astoundingly sanguine view of logic and allow its opposite to frequently enter their lives.

3. They Don’t Get Hurt. You can take this in literal sports terms, if you like. LeBron James is enormously talented and has a very fortunate life. But if he’d suffered two ACLs like so many other players, you wouldn’t think he was so lucky at all. But look at this at the emotional level. Those who are oversensitive, Prima-Donnaish, instantly reactive, whiny and are known to headbutt people in bars rarely seem to enjoy good fortune. It’s almost as if their actions preclude it. Lucky people seem to have a way not to internalize too deeply the bad things that come their way. This leaves them far more emotional energy to accept opportunities when they actually come along — even when they might not be sure that what’s come along is actually an opportunity. (The one exception to this observation is, of course, John McEnroe, a wonderfully raging Prima Donna. Although, if he’d got injured, he wouldn’t have been lucky at all.)

4. They Naturally Like People. This isn’t necessarily easy. People can be brutal, vindictive and have more faces than the Apple Watch. Lucky people, though, seem to accept the existence of others and not sweat excessively the difficulties that others can bear as gifts. In business, therefore, lucky people are prepared for opportunities to come from more sources. The sources might, to some, seem shiftier than a $7 bill. However, luck by its very definition is unexpected. If you stay in your lane, you’re cutting out many possibilities. If you happily drift beyond it, you never know what luck you might find.

5. They’re Not Lazy. I’ve never heard any of the truly lucky people I know say: “I can’t be bothered.” This doesn’t mean that they buzz about the planet insistently being active, proactive, super-active and actively annoying. They work. They often get up early and have a good internal organization of the mind. But they instinctively allocate the appropriate amount of energy for every purpose. I don’t think they think about it too much. I think they have a certain mental balance. This, in turn, exudes a certain mystical air that allows others to breathe in their presence without feeling as if the air won’t be sucked dry any moment.

6. They Have Really Nice Kids. Teenagers are like advertising. Half of them are a waste, you just rarely know which half. One thing I’ve noticed about truly lucky, successful people is that their teenagers are a pleasure to be with. They’re intelligent and curious without being slapworthy brats. They’re also extremely aware of their parents’ shortcomings — and the ways in which those parents have been lucky — and can chuckle at them without brutishness. These kids have a way of thinking for themselves and deciding what their own life should be. There is a palpable difference between the purely successful adults and the truly successful and fortunate ones. You can see it in their kids.

7. When You Accuse Them Of Being Lucky, They Admit It. Why am I reminded of President Obama offering: “If you’ve been successful, you know you didn’t get there on your own”? Too many successful people in business truly believe they did it themselves. Their heads are larger than Greece’s debt. They bring their kids up to think they’re great as well. American individualistic culture encourages this. The media’s quite fond of painting pictures around this idea too. The truly lucky, though, are extremely aware of all the things that could have gone wrong. They know that the winds blew their way without them necessarily knowing these winds were even coming. Ours is a society that adores post-rationalization, wants to find the reasons why something occurred. The lucky look around and go: “Phew, let’s open a bottle of Amphora Sangiovese.”

Senior Staff Accountant Role by Hobby Airport!!!!! dlemaire@cfstaffing.com

Posted on by Dianedelgadolemaire

Responsibilities:

• Compiles and analyzes financial information to prepare journal entries and document business transactions. Prepares monthly and quarterly operational performance reports. In doing so, utilizes discretion and judgment as to matters of significance.

  • Assists the Division Controller in ensuring there are proper internal controls in place including compliance with company policies and procedures, Sarbanes Oxley and all other statutory requirements. In doing so, utilizes discretion and judgment as to matters of significance.
  • Reconciles balance sheet accounts and statistical data and fully analyses financial statements in accordance with GAAP and company policy.
  • May assist the Division Controller in the management of accounting personnel. May provide direction to the different accounting functional areas (invoice processing, billing, cash receipts, work order processing, credit analysis, receivable collections, month-end close, journal entries, statistical data, and payroll).
  • Supports the Division Controller during the annual budget and interim forecasting process and assists with analytical review.
  • Supports the accounting aspects of capital expenditures, transfers and retirements.
  • Assists with periodic financial audits including internal audits, external audits and peer reviews.
  • Provides support and responds to information requests from corporate (accounting, tax, treasury, IT, HR, sales, environmental compliance, legal, etc.) as well as region and area field financial management as required.
  • Performs other job-related duties as assigned or apparent.

Minimum Qualifications:
• A Bachelor’s Degree in Accounting, Finance or closely related field of study.

New Accounting & Finance Openings this week – dlemaire@cfstaffing.com

Posted on by Dianedelgadolemaire

Not finding what you are looking for? Email me at dlemaire@cfstaffing.com

  • E&P Controller – North
  • VP Finance – North – Need PE and E&P
  • Senior Accountant – Westchase – Must have some public accounting audit in background
  • AP Accountant – 40K – Greenspoint
  • SEC Reporting Director – DT – CPA / Public Accounting
  • Audit Manager / Senior Manager – CPA Firm
  • Tax Supervisor – CPA Firm
  • Revenue Accountant – Staff – Downtown
  • Oil & Gas Senior Accountant – Downtown
  • Auditor – must have E&P – Downtown
  • AP Manager with construction experience
  • AP Clerk – GWP – 40 to 45K – must have 3 years of experience
  • Healthcare Controller – SW Houston

dlemaire@cfstaffing.com

7 Things to AVOID SAYING in a Screening Interview BY @willrecruits via http://bullseyerecruiting.net/

Posted on by Dianedelgadolemaire

I just love his articles! Take 2 seconds to read this.

7 Things to AVOID SAYING in a Screening Interview

7 Things to AVOID SAYING in a Screening Interview

image: http://bullseyerecruiting.net/wp-content/uploads/2015/06/Nottodo.jpg

NottodoWith the recruiting market picking up, I am screening more candidates than I have in a long time.  A majority of the candidates I am talking to haven’t looked for jobs in years.  I’m not blaming the candidates for being a little rusty on their interview skills.  I must admit, I get a little frustrated with the answers I get from some individuals.  You have to remember, I  interview people for a living.  The longer I am in this industry, the more direct I am with the candidates.  I am not trying to piss candidates off as much as I am trying to help the candidates.  Last year I wrote 10 Questions Recruiters Ask In a Screening Interview which is to this date, the most popular and most read post on Bulls Eye Recruiting.  This year, I have to go further and talk about some of the ridiculous things I hear and hopefully you won’t make the same mistakes.There are some things you just don’t say.  There are some things you just don’t do in a screening interview.  The examples I am going to give are REAL.  They DID happen and more importantly, they continue to happen.  If you aren’t getting to the next round of interviews, you may not even realize what you are doing.  I know you may be perfectly suited for a job, and as a 3rd party recruiter, I want to help you.  I know I am not the only guy calling you and I genuinely want to help you succeed.

  1. “I got fired”-  Seriously- this shit happens.  People, I know things happen to you.  It is 2015.  There are “corporate layoffs”, there is “restructuring”, companies “lose their funding”.  All 3 of those are pretty good answers.  Please for the love of Moses, don’t tell me you got fired.  You are just shrinking your credibility.  I’m telling you, spin it a little better than that.  You don’t have to lie, but getting fired is a pretty bad answer.
  2. “My boss sucked”-  Okay, don’t be an idiot here.  Telling me you can’t work with others is not the smartest thing you have ever done.  Tell me about the things you learned.  The good relationships you built.  Tell me about the positives of your job.  Don’t start on a negative.  Make a negative into a positive.
  3. “I can talk after 5 or before 8″- Listen, I get it.  You are busy.  You have a life.  You have a job.  I am a recruiter and will take calls whenever I can.  There are only so many calls I can make before 8 or after 5.  If you don’t take initiative, the next candidate that does will steamroll you in this candidate marketplace.  If you wait too many days to talk to a manager or recruiter, the candidates that took the time during the business hours will potentially get the job first.
  4. “I forgot”-  There is nothing more like fingers on a chalkboard then I forgot.  Believe me when I tell you, it makes you sound like you don’t have it together.  If you have a scheduled interview, have it on your calendar and be available.  I understand things come up and if you had a conflict.  Life happens.  Don’t lie and try to backtrack through.  You will get caught.  It will cost you a job opportunity and your credibility.
  5. “I won’t” OR “I can’t”-  I’m searching for the best of the best.  I don’t want to hire people who say those things.  Again, I would prefer to hear “I’m open to learning”  or “here is an example of what I did when I didn’t have the skills”.  Don’t have a defeatist attitude.  You are not my candidate if you say those things.
  6. “My LinkedIn profile is my Resume”-  In 2015, you should have a great LinkedIn resume.  You should also have an updated resume.  If you are looking for a new job passively or actively, you should think about putting your resume together.  You never really know when a recruiter is going to call and offer you your dream job.  In 2014 there were more jobs created than any other year since 1999.  You should always have your resume handy.
  7. “That sounds good.  I’m interested”-  So if you aren’t interested in the job, don’t move forward!  Be true to yourself.  There is nothing more that pisses me off than someone who goes through the screening interview and says they want to take next steps and are nowhere to be found after you talked.  You don’t have to commit if you are unsure.  I am okay with someone thinking about the opportunity and exploring further.

Hopefully these things helped.  I know they sound basic, but they happen way too frequently.  Getting through the screening interview is just the first step.  Once you get past that, you have a slew of additional questions.  If you somehow make it to the next rounds and say these things, you will not get very far.  Trust me.

image: http://bullseyerecruiting.net/wp-content/uploads/2015/01/@willrecruits.png

@willrecruits

Read more at http://bullseyerecruiting.net/7-things-to-never-say-in-a-screening-interview/#KO5aSyEudcUHiVDI.99

Update: Current Accounting & Finance Openings Houston, Texas – dlemaire@cfstaffing.com

Posted on by Dianedelgadolemaire
  • Small E&P Company Controller – Need CPA plus E&P – North Houston
  • Small E&P Company VP Finance – Need E&P and Private Equity experience – North Houston
  • Tax Supervisor – CPA Firm – Looking for future partners!!!! – Galleria
  • Controller – healthcare staffing – CPA and Healthcare a must – Galleria
  • Senior Accountant – Land Development / Real Estate – MUST have public accounting background
  • Senior Federal Tax Lead Accountant – West Houston
  • Assistant Controller – West Houston – MUST have POC
  • Project Accounting Manager – Irving
  • SEC Controller – West
  • Corporate Reporting and Consolidations – West Houston – Oil & Gas
  • Financial Analyst – Finance Majors only – Downtown Houston – SUPER fast growing company
  • Internal Auditor – PRE-IPO company – downtown Houston
  • Payroll Accounting Supervisor – Must have accounting degree – north Houston
  • AP Manager – West, Central and North
  • Financial Planning / Reporting Supervisor – West Houston
  • Senior Accountant – Downtown
  • Junior Financial Analyst – Downtown
  • HR Supervisor – West Houston
  • HR Manager – NE Houston
  • JIB AP Accountant – NW Houston
  • Senior Accountant – Budgeting & Analysis – Downtown
  • International Accounting and Tax Manager – Downtown
  • Project Controller (800M) – South Houston
  • Project Controller – Corpus Christi
  • Food Manufacturing Controller – Woodlands – CPA MUST
  • Inventory Accounting Manager – West Houston
  • Budget Analyst – Staff level – Southwest Houston

dlemaire@cfstaffing.com

8 Ways to Get Yourself Eliminated from Candidate Consideration QUICKLY By Will Thomson via http://bullseyerecruiting.net/

Posted on by Dianedelgadolemaire

8 Ways to Get Yourself Eliminated from Candidate Consideration QUICKLY

8 Ways to Get Yourself Eliminated from Candidate Consideration QUICKLY

image: http://bullseyerecruiting.net/wp-content/uploads/2013/12/CandidateEllimination.jpg

CandidateElliminationI just don’t get it?!! Why didn’t I get called back? I thought I interviewed great! What do you mean “We decided to go another direction”?Have you ever heard these words or thought these thoughts? If you haven’t, you are one of the few. Interviewing for a job is tough. It is frustrating. It can be a long process. You develop a rapport with your recruiter. When you get the call, or even worse the “no call”, it is hard not to get down.

So the question is “How can YOU avoid these things?”. Truth is, sometimes you can’t. Sometimes there is already a candidate in mind before you even submit your resume. That being said, there are some things you can do to HELP YOURSELF from being eliminated and at least getting to the second round of interviews.

Getting an interview, is half the battle. The other half, is getting to the second round of interviews and progress through the process. Don’t shoot yourself in the foot. Here are 8 things that WILL get you eliminated from consideration.

  1. Not Doing Research on the Company and the Role – We have all done it. Let me say as a recruiter, though, it is extremely frustrating when you haven’t done your homework. Look up the company on the internet. Get a good understand what they do. Know the key executives. Know the financials. Be able to articulate how you could help.
  2. Not Acting Enthused About The Role – Have your morning cup of coffee and your notepad. Take notes & listen. Genuinely be interested in what role the person is talking to you about. Remember they are taking time out of their day to talk to YOU. Give them a level of respect!
  3. Coming Across Abrasive or Overconfident – Recruiters truly don’t care how great awesome you are. We are looking for culture fit. We are looking at a lot of intangibles. If you come across abrasive and the know it all, it is a huge turnoff! It is okay to show what you know, but don’t do it in a way that comes across as someone that would have difficulty working with others. Be humble.
  4. Not Being Able to Do the Skills on Your Resume – There are now Sourcers in recruiting for this exact reason. Don’t say you can program and code Java on your resume if you can’t! Don’t say you have been in outside sales for 15 years when you have gone on 3 meetings with an outside sales person and you are an TRULY an inside sales person.
  5. Over Pricing Yourself – Don’t say you want 20k more than you know they can pay. If you are out of their budget, or more than they WANT to pay, you won’t get called back.
  6. Being Inflexible – Saying things like “I will only telecommute” or I don’t want to do that part of the job EVER shows that you won’t be a very good employee.
  7. Not Able To Explain Employment Gaps – Let’s face it. There are layoffs, there is downsizing, and sometimes you just aren’t a great fit. Maintain relationships with a former employee and stay on good terms. If you can’t explain why you left then you are in trouble.
  8. Bad Mouthing Your Former Employer – The employer is looking to employ YOU. If you bad mouth a former employer, what says you won’t do that to them? Be careful what you say! You could say things like “I learned a lot from the company and it has helped me in XYZ areas. Never say “the company was awful and my boss was a jerk”. That will get you nowhere in life!

image: http://bullseyerecruiting.net/wp-content/uploads/2015/01/@willrecruits.png

@willrecruits

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Healthcare Controller, CPA – Southwest Houston – dlemaire@cfstaffing.com

Posted on by Dianedelgadolemaire

The controller position is accountable for the accounting operations of the company, to include the production of monthly financial reports, maintenance of an adequate system of accounting records, and a comprehensive set of controls and budgets designed to mitigate risk, enhance the accuracy of the company’s reported financial results, and ensure that reported results comply with generally accepted accounting principles. The Controller position reports to the Chief Financial Officer.

Education and/or Experience:

CPA, bachelor’s degree (B. A.), in accounting; healthcare experience essential; public accounting experience a plus.

Essential Duties and Responsibilities:

  • Oversee the operations of the accounting department.
  • Prepare monthly board packages and annual financial statements with footnotes.
  • Implement, modify, document, and coordinate implementation of accounting systems and accounting control procedures for compliance with company P&P.
  • Monitor compliance with lenders financial covenants.
  • Prepare and submit to the bank the company’s calculation of the monthly A/R borrowing base.
  • Primary contact for company’s annual audit.
  • Monitor compliance with generally accepted accounting principles and company policies and procedures.
  • Review and analyze new accounting pronouncements and document as appropriate the company’s adoption of such pronouncement/s.
  • Determine proper handling of financial transactions.
  • Perform analytical review on balance sheet and income statement and explain significant changes or fluctuations.
  • Review, investigate, and correct errors and inconsistencies in financial entries, documents, and reports.
  • Calculate the company’s estimate of monthly revenue utilizing data extracted from the company’s practice management system.
  • Calculate and record federal and state tax provisions.
  • Work with tax consultants to provide data for the preparation of the company’s tax returns.
  • Prepare monthly consolidation, including supporting schedules.

.

Staff Accountant – Greenspoint – 1 to 2 years of experience – dlemaire@cfstaffing.com

Posted on by Dianedelgadolemaire

Responsible for assisting the Controller in various areas of accounting including, but not limited to, financial statements, month end processes, cash maintenance, compliance reporting, monthly reporting, budget reporting, and related functions.

  • Oversee daily cash process
  • Maintain cash flow analysis
  • Process Manual Adjustments
  • Process ME Adjustments for all markets
  • Book ME Journal Entries
  • Record balance sheet reconciliations for all markets
  • Prepare monthly deferred  schedules
  • Prepare statements
  • Maintain Gross Margin Analysis
  • Bachelor’s Degree in Accounting, Finance or related discipline required

dlemaire@cfstaffing.com

Senior Internal Auditor with less than 15% travel – Greenway Plaza – email: dlemaire@cfstaffing.com

Posted on by Dianedelgadolemaire

The Senior Internal Auditor is responsible for performing individual internal audit projects, as part of the total internal audit plan. Work performed will include coverage of functional and operating units and focusing on financial, IT, and operational processes.

Responsibilities

  • Developing internal audit scope, performing internal audit procedures, and preparing internal audit reports reflecting the results of the work performed
  • Performing follow-up on the status of outstanding internal audit issues
  • Assisting internal audit management with periodic reporting to the audit committee, development of the annual internal audit plan, and championing internal control and corporate governance concepts throughout the company
  • Directing and reviewing the work performed by other internal audit personnel, including resources from a co-sourcing firm, as needed
  • Identifying business objectives and related risks per process
  • Formulating and identifying control and process gaps and creating recommendations for remediation activities
  • Evaluating management action plans and performing follow up
  • Collecting audit evidence, i.e. execute the audit program by gathering information (i.e. conduct interviews, flowchart the process and identify controls, examine documentation and re-perform certain activities) and documenting findings
  • Identifying possible root causes for observed control weaknesses in order to contribute to an enhanced internal control environment
  • Creating high quality audit work papers in accordance with professional standards
  • Perform other duties as assigned by manager

Requirements

  • Understanding of internal control concepts and experience in applying them to plan, perform, manage and report on the evaluation of various business processes/areas/functions
  • Ability to work independently, with limited required direction and guidance, and provide appropriate direction to other internal audit project team members
  • Strong verbal and written communication skills, to effectively present to peers and management
  • Exhibit the leadership skills needed to sell ideas and obtain management buy-in for constructive change
  • Strong understanding of internal auditing standards, Sarbanes-Oxley (SOX), COSO and risk assessment practices
  • Understanding of the technical aspects of accounting and financial reporting
  • Experience in performing multiple projects
  • Strong organizational skills to properly plan and execute responsibilities

Accounting Manager – NW Houston (between 610 and beltway) – CPA preferred – dlemaire@cfstaffing.com

Posted on by Dianedelgadolemaire

Job Duties:

  • Determines accounting support requirements of external clients through effective listening and thorough needs analysis. Identifies appropriate staff to assign to projects.
  • Supervises and mentors team of Staff Accountants.
  • Reviews and assists in preparation of consolidated internal and external financial statements; provides feedback and direction to project staff and external clients.
  • Develops and implements accounting procedures by analyzing current procedures; recommending changes.
  • Answers accounting and financial questions by researching and interpreting data.
  • Special projects as needed by management and clients
  • Protects organization’s value by keeping internal and client information confidential.
  • Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
  • Accomplishes accounting and organization mission by completing related results as needed.
  • Provides excellent customer service to team members and clients through productive communication, effective problem-solving skills, and timely follow-up.
  • Performs all tasks in an effective and efficient manner in order to maintain proper billable activity gains.

Skills/Qualifications Required:

  • Bachelor’s degree in Accounting
  • CPA
  • Strong Accounting and Finance background with demonstrated Supervisory strengths:
  • 5+ years accounting and financial reporting experience
  • 2+ years of public accounting work experience
  • 2+ years experience supervising accounting professionals
  • Advanced skill level in MS Excel and Accounting software packages
  • Solid financial analysis and problem-solving skills
  • Demonstrated organizational skills and strong attention to detail
  • Proficiency in fundamental GAAP accounting practices and SFAS Rules.
  • Excellent written and oral communication skills required; ability to comfortably (and productively) work with customers over the phone and in person.
  • Proven multi-tasking ability, and the ability to prioritize effectively.

Financial Reporting Analyst – dlemaire@cfstaffing.com

Posted on by Dianedelgadolemaire

Reporting to the Corporate Financial Reporting Lead, the Financial Analyst will have responsibilities for monthly corporate accounting and internal reporting activities as well as periodic external reporting.

Detailed Description

Overall

  • Ensure adequate reporting controls to maintain accuracy and integrity of financial results.

Financial Reporting

  • Prepare / verify consolidated financial statements and related notes.
  • Ensure compliance with GAAP and other applicable authoritative literature.

SEC / Periodic Filings 

  • Prepare / verify SEC filing content and ensure compliance with reporting requirements.

Technical Accounting Research

  • Perform technical research and provide implementation advice.
  • Provide consultation and assistance to solve accounting-related issues.

External Audit

  • Active participation in quarterly and annual audits with Big 4 Audit Firm.

Other

  • Assist with other accounting and corporate finance special projects as needed.
  • Prepare and review journal entries, account reconciliations and account analysis.
  • Prepare / verify complex accounting entries such as domestic and international DD&A, commodity derivative activities and stock-based compensation, as well as perform ceiling test calculations and year-end oil and gas disclosures.

Job Requirements

  • Bachelor’s or master’s degree in Accounting.
  • Prefer total of 2-3 years relevant experience.
  • Experience with consolidated financial statements and SEC reports.
  • CPA or industry experience in Oil and Gas a plus, but not required.

Additional Details

  • Honest, sincere, unquestionable integrity, credibility and moral character.
  • Ambitious and highly motivated professional with excellent interpersonal skills and self-confidence.
  • Demonstrates initiative, resourcefulness and adaptability.
  • Hands on team player with ability to effectively interact and communicate with staff, peers and management.
  • Quick learner, strong analytical and reasoning skills with great attention to details.
  • Multi-tasker who can meet tight deadlines and solve problems in time-sensitive environment.
  • Exceptional people skills.

Stop! Don’t Look for a New Job Before Answering These 10 Questions By Bernard Marr Via www.linkedin.com

Posted on by Dianedelgadolemaire

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Financial Reporting & Analysis Supervisor – Houston – dlemaire@cfstaffing.com

Posted on by Dianedelgadolemaire

Financial Reporting & Analysis Supervisor

Public Company or Public Accounting Experience Required

Why take a Financial Reporting & Analysis Supervisor role with this company?

  • Exposure to multiple business units domestic and international
  • Key part of Accounting team
  • Very diverse and non routine days, weeks and months
  • Ability to grow within the accounting department and / or move to other area of the organization

What the Financial Reporting & Analysis Supervisor will do…

  • Heavy variance analysis of financial results on monthly, quarterly and yearly basis
  • Coordinate with various Finance Managers around the globe
  • Budgeting and Forecasting
  • Prepare presentations for earnings release and investors
  • Heavily involved with a variety of Ad Hoc Projects!!!!!

What the company needs in a Financial Reporting & Analysis Supervisor:

  • Bachelor’s Degree in Accounting, Finance or a related field; CPA/CIA is a plus
  • 5+ years of public accounting or publicly traded company experience
  • SEC or XBRL experience a plus
  • EXCEL advanced user needed

Perks of the Financial Reporting & Analysis Supervisor role:

  • Strong medical benefit package
  • 401-K with match
  • Exposure to all areas of the company’s finance infrastructure
  • Interaction with C-Level Executive team; very visible role