These are top 10 HR interview questions and will help you in preparing for the interview. The key thing to remember when responding to interview questions is to keep your answers brief and to the point. If you are faced with a difficult question, make sure you stay calm, don’t get defensive, and take a moment to think about your response before you answer.

Remember, the responses below are only suggestions. Try to personalise your response as much as possible.

Tell me about yourself.

Answer: Identify some of your main attributes and memorise them. Describe your qualifications, career history and range of skills, emphasising those skills relevant to the job on offer.

What have your achievements been to date?

A. Select an achievement that is work-related and fairly recent. Identify the skills you used in the achievement and quantify the benefit it had to the company. For example, ‘my greatest achievement has been to design and implement a new sales ledger system, bringing it in ahead of time and improving our debtors’ position significantly, saving the company £50,000 a month in interest’.

Are you happy with your career-to-date?

A: This question is really about your self-esteem, confidence and career aspirations. The answer must be ‘yes’, followed by a brief explanation as to what it is about your career so far that’s made you happy. If you have hit a career plateau, or you feel you are moving too slowly, then you must qualify your answer.

Constantly talking isn’t necessarily communicating.- Eternal Sunshine of the Spotless Mind (2004) – Joel Barrish (Jim Carrey)

What is the most difficult situation you have had to face and how did you tackle it?

A: The purpose of this question is to find out what your definition of difficult is and whether you can show a logical approach to problem solving. In order to show yourself in a positive light, select a difficult work situation which was not caused by you and which can be quickly explained in a few sentences. Explain how you defined the problem, what the options were, why you selected the one you did and what the outcome was. Always end on a positive note.

What do you like about your present job?

A: This is a straightforward question. All you have to do is make sure that your ‘likes’ correspond to the skills required for the job on offer. Be enthusiastic; describe your job as interesting and diverse but do not overdo it – after all, you are looking to leave.

What do you dislike about your present job?

A: Be cautious with this answer. Do not be too specific as you may draw attention to weaknesses that will leave you open to further problems. One approach is to choose a characteristic of your present company, such as its size or slow decision-making processes etc. Give your answer with the air of someone who takes problems and frustrations in your stride as part of the job.

What are your strengths?

A: This is one question that you know you are going to get so there is no excuse for being unprepared. Concentrate on discussing your main strengths. List three or four proficiencies e.g. your ability to learn quickly, determination to succeed, positive attitude, your ability to relate to people and achieve a common goal. You may be asked to give examples of the above so be prepared.

What is your greatest weakness?

A: Do not say you have none – this will lead to further problems. You have two options – use a professed weakness such as a lack of experience (not ability) on your part in an area that is not vital for the job. The second option is to describe a personal or professional weakness that could also be considered to be strength and the steps you have taken to combat it. An example would be: “I know my team think I’m too demanding at times – I tend to drive them pretty hard but I’m getting much better at using the carrot and not the stick”.

Why do you want to leave your current employer?

A: State how you are looking for a new challenge, more responsibility, experience and a change of environment. Do not be negative in your reasons for leaving. It is rarely appropriate to cite salary as your primary motivator.

Why have you applied for this particular job?

A: The employer is looking for evidence that the job suits you, fits in with your general aptitudes, coincides with your long-term goals and involves doing things you enjoy. Make sure you have a good understanding of the role and the organisation, and describe the attributes of the organisation that interest you most.

 

http://www.careerbuilder.com/Article/CB-2959-Resumes-Cover-Letters-Qualifications-versus-duties-Why-knowing-the-difference-matters/?siteid=cbhandle&app_data=%7B%22pi%22%3A%2239694_1370267377_175360281%22%2C%22pt%22%3A%22twitter%22%7D

Some job seekers have problems selling their skills. They list their basic duties, which most job seekers have in common. You can stand out in a job search by positioning those skills so they set you apart.

Think of how a salesperson sells a car. He doesn’t tout the fact that the car has four wheels, windows and functioning lights, because you’d expect that from every car. Instead, he sells the unique points of the car — design, safety, mileage — all of which make the car appealing to a potential buyer.

Job seekers need to do the same when selling their qualifications. Instead of saying you’ve used Microsoft Excel, tell the employer how you’ve solved problems or increased efficiency by creating a basic accounting process through Microsoft Excel.

Kyra Mancine, a professional copywriter with a career development background, says a list of job responsibilities is her biggest resume pet peeve. “The key is to take a simple job duty and expand it to match the [job posting] with quantitative evidence of accomplishments,” Mancine says. “It may take some thought and creativity, but it can be done for any job, no matter what the level. I don’t care if you’re a sanitation worker, CEO or seamstress; anyone can do this.”

By adding numbers, statistics and adjectives applicable to the posting, job seekers can set themselves apart from others who have submitted more generic resumes.

How to quantify accomplishments

To give an example, here’s a real job posting from a bank looking for a call-center representative:

Serves as first-line response for incoming customer calls.

Accurately and expediently answers inquiries from customers on all types of new and existing products and services, drawing on a detailed knowledge base of bank products, services, policies and procedures.

Sells and cross-sells bank products and services to new and existing customers who have contacted the bank by telephone.

Efficiently performs routine follow-up work and initiates requests for detailed follow-up work.

Relies on excellent verbal and written communication skills to fulfill customer requests and to ensure customer satisfaction.

 

If you’re applying for this job and all you’ve listed on your resume is that you answered phone calls in a call center, you probably won’t get an interview, Mancine says. Instead, she suggests rewriting your resume to match the bullets listed in the job posting, quantifying your successes. Mancine shares this example of how an applicant could restructure her resume to address the posting above:

Primary call-center contact for a high volume of customer service inquiries, ranging from orders to returns.

Successfully handled hundreds of incoming consumer calls daily from across the country.

Received recognition for product upsells, resulting in a 5 percent increase in weekly sales.

Tapped into strong base of product knowledge on thousands of product stock-keeping units, quickly and courteously relaying product information to existing and new customers.

Consistently acknowledged for speed, accuracy to details and follow-through on catalog requests, Web order processing, batches and data entry.

Committed to going above and beyond to ensure customer satisfaction, resulting in being named Employee of the Month for June 2011.

Here’s another test that can help determine if you’ve listed qualifications or just duties: Look at each bullet point on your resume and ask yourself, “So what?” If you’re not impressed, why would a recruiter be?

Don’t neglect the cover letter

“Cover letters are most often left out or even sent as generic notes with resumes says Tiffani Murray, a ressume writer and career coach. She says that the cover letter is a great place to sell your personality and breathe life into your application.

“If a job posting specifically asks for a cover letter, this is a great opportunity to match up your skills and experiences with the requirements of the job,” Murray says. “Make sure to detail how you can perform the tasks of the job you are applying for, but also add to the company, team or overall business with your knowledge and success in similar roles.”

Justin Thompson is a writer and blogger for CareerBuilder.com and its job blog,

The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues.

 

Last Updated: 27/03/2012 – 2:27 PM

Job description

This position will lead and manage multiple tax engagements to deliver top-quality tax services to our clients. Specific responsibilities include:

Review and/or prepare federal and state returns for exempt organizations.

Build new and existing client relationships and demonstrate knowledge of client affairs.

Assist clients with challenging tax compliance issues.

Prepare internal memoranda, written correspondence/guidance, and other documents for distribution to clients.

Train staff, review and evaluate their work.

Manage multiple clients, budgets and production goals.

Experience and Attributtes

Bachelor’s degree in accounting required.

CPA Certification required.

3+ years prior experience in public accounting tax experience.

Significant supervisory experience (2 years plus).

Experience preparing individual, business, and exempt organization tax returns.

Strong accounting and analytical skills.

Strong computer capability: proficiency in Tax software, Excel, Word, and Adobe.

Excellent interpersonal, oral and written communication skills.

Detail oriented & ability to multi-task.

Key Words: Tax, manager, CPA, federal tax, state tax

http://finance.yahoo.com/news/houston-unstoppable-why-texas-juggernaut-125536748.html

http://www.careerbuilder.com/Article/CB-3263-Job-Search-Strategies-5-Secrets-to-Working-With-a-Recruiter/?siteid=cb_handle&app_data=%7B%22pi%22%3A%2239694_1369144192_1004062715%22%2C%22pt%22%3A%22twitter%22%7D

Diane Delgado LeMaire |　Area Director, Executive Search & Branch Manager | Creative Financial Staffing, a division of Fitts, Roberts CPA Firm | 5718 Westheimer Suite 800 | Houston, TX 77057 |713-490-6003 | dcd@fittsroberts.com|

• Accounting Degree
• Excel
• Prepare financial entries and analyze account information
• Maintain accounting controls
• Reconciles accounting discrepancies
• Prepare financial reports
• Assist with month end close

dcd@fittsroberts.com

 

The Accounting Supervisor will work closely with 4-5 senior/staff accountants to perform and supervise all day to day accounting functions, manage the monthly close process and provide assistance to the Controller in preparing consolidated monthly, quarterly and annual reports.
The supervisor should ideally have in-depth knowledge of Great Plains accounting software and Management Reporter to perform day to day functions, implement additional GP modules and leverage GP applications for continuous improvement in accounting and reporting processes. The supervisor will also help in special projects and managing the annual audit process.

Key Position Requirements
Strong monthly reporting, consolidated financial statement preparation knowledge.
Candidate should be a team player with experience in supervising and training staff accountants.
Experience in corporate accounting department for 5-7 years is a must.
Accounting Degree, CPA a plus

Email: dcd@fittsroberts.com

http://www.fordyceletter.com/2013/05/03/temp-workers-account-for-almost-20-of-aprils-165k-job-growth/?utm_source=The+Fordyce+Letter&utm_campaign=7aafa14c17-why-0-unemployment-is-good-for-your&utm_medium=email&utm_term=0_346d7853c3-7aafa14c17-287675665#more-10819

 

Position Summary:

• Prepare and review state and federal income tax returns for S corporations, partnerships, private foundations, benefit plans, trusts, and individuals.　
• Prepare and review information returns, quarterly tax depletion/depreciation and income estimates, unaudited financial statements, and tax return workpapers with complex Excel spreadsheets.
• Research various state and federal income and franchise tax issues, communicate with tax authorities.
• Analyze capital expenditures for tangible/ intangible characteristics and expense versus capitalization issues.

 Qualifications

• Minimum of BBA in Accounting with CPA.
• Masters in Tax or Professional Accounting preferred.
• Minimum 1 year experience with public accounting experience preferred.
• Strong knowledge of basic tax accounting and principles, partnership and S corporation taxation, state income/franchise tax required.
• Knowledge and experience in oil & gas a plus
• Must be proficient in Excel, Word, and tax return software (Ultratax a plus).

 dcd@fittsroberts.com

 

Running daily reports from our collections system in order to create invoices and reports to send to clients

• · Recording and reconciling A/R and following up with clients on discrepancies
• · Recording wires sent to clients
• · Bank reconciliations (approx. 40 bank accounts)
• · Working with other staff accountants and accounting clerk to ensure all transactions are properly recorded
• · Assisting with other monthly close items and financial reporting
• · Special projects as needed

dcd@fittsrobrerts.com

Responsibilities:

• Day to day duties will include cross training with A/R and A/P functions, as well as inventory adjustments
• Preparing monthly sales tax returns
• Month-end closing procedures, including production of monthly financial statements
• Account reconciliations
• Monthly and quarterly bank reporting procedures
• Assisting the CFO with various projects as needed
• Assisting with IT issues including troubleshooting and managing third party IT support

Qualifications:

• B.S. in Accounting or related degree, CPA a plus
• 6 – 8 years of related experience, including experience in manufacturing
• Hands on IT experience
• General ledger experience

Other Desired Skills:

• Team player
• Works well independently
• Strong written and verbal communication skills
• Professional demeanor with the ability to interact with executive management

Versatile employee with the ability to wear many “hats” within the organization

The Top 10 Mistakes Hiring Managers Make

by

Nicole Cox on April 3, 2013, 2:05 am

http://www.fordyceletter.com/2013/04/03/the-top-10-mistakes-hiring-managers-make/

It takes two to tango, but only one to tangle things up. Here’s my list of the top 10 mistakes hiring managers make during the candidate courtship:

1. Damaged goods? —

Plenty of good talent was downsized during the recession, through no fault of their own. More important is what the candidate has been doing with that time off — it might be an eye opener. For example, a hiring manager looking for business development talent may discover that a candidate has been launching an online side business, demonstrating exactly the kind of entrepreneurial spirit the job requires.

2. Talking too much –

Sure, hiring managers should talk about their expectations, management style, etc. But it’s just as important for them to listen, and then probe deeper based on the answers they hear.

3. R-E-S-P-E-C-T –

　 I’ve heard stories of hiring managers (HMs) arriving late to in-person interviews and even no-showing for phone interviews. HMs are busy, just as we all are, but even a small slight can send the wrong signal.

4. Scare tactics –

This amounts to self-sabotage. Every job has challenges, but there are ways of framing that information. I’m not saying HMs shouldn’t be up front, but they shouldn’t talk the candidate out of accepting!

5. Love ‘em or leave ‘em, but don’t lead ‘em on –

Pretending to be interested after the interview just to avoid being uncomfortable is spurious and, well, chicken. In fact, a couple of nuggets of feedback could prove to be golden for a candidate. For example, you might say, “Thanks for coming in, but I’m looking for someone with a stronger background in continuous improvement.”

6. What’s in it for them? –　

Most HMs are quick to list what they need in a candidate, but they also need to be able to explain why the position is a good fit for the candidate.

7. Show me the money –

Some HMs think that as long as they know the salary range and the candidate’s salary history, they have enough to justify a low-ball offer. But hiring is a market transaction, and HMs need to consider market data as well.

8. Wouldn’t you like to know? –

– Don’t ask, “What year did you graduate from college?” That’s right: it opens the door for accusations of age discrimination. Encourage HMs to represent their company with professionalism, and also to be aware of legal and risk management issues in interviewing and recruiting.

9. Too many dates and too little commitment –　

That is a sure way to kill interest. HMs may want multiple people to interview a candidate, but they should try to schedule them all on the same day.

10. You said you’d call –

If there is an unavoidable delay between the offer and the start date, HMs need to keep a new hire engaged. Recommend that the HM invite the candidate to a team event, or to meet for lunch.

Nicole Cox is Chief Recruitment Officer for Decision Toolbox handling all corporate recruiting operations including quality, training, sourcing and advertising functions. She also serves as functional liaison between clients and Decision Toolbox’s technology and delivery teams to design and implement best practice strategies. Nicole began her recruiting career in 1996 as co-owner of The Group Real Estate/Mortgage. She worked for for several recruiting firms, including another venture of her own, which focused on the medical device, biotech, and pharmaceutical sectors. Founded in 1992, Decision Toolbox provides recruitment solutions for a 7% cost per hire on average. DT is recognized as a “Thought Leader” by organizations such as SHRM, PIHRA, and the NHRA, and was awarded the Alfred P. Sloan Award for Business Excellence in Workplace Flexibility in 2009, 2011 and 2012. DT is a Women’s Business Enterprise National Council (WBENC) certified company, the Gold Standard.

Diane Delgado LeMaire |　Area Director, Executive Search & Branch Manager | Creative Financial Staffing, a division of Fitts, Roberts CPA Firm | 5718 Westheimer Suite 800 | Houston, TX 77057 |713-490-6003 | dcd@fittsroberts.com| Blog| Twitter| LinkedIn