http://www.bizjournals.com/houston/print-edition/2014/01/03/deal-of-the-week-houston-to-add.html?ana=e_hstn_rdup&s=newsletter&ed=2014-01-08

http://www.tlnt.com/2013/08/01/please-dont-hate-me-here-are-the-biggest-lies-that-recruiters-tell/

http://www.tlnt.com/2013/03/18/4-things-you-can-do-right-now-to-help-keep-your-best-employees/

Editor’s note: Laura Kerekes is the Chief Knowledge Officer for ThinkHR. She will be contributing regularly to TLNT.

The first quarter of the calendar year is the best time to consider employee retention efforts.

Everyone is back from their holiday vacations, and work is in full swing. Your employees have had a little time off, and during that time your best employees have been assessing their careers, work, health/family issues and planning ahead.

Talented employees always have options

By now, your employees have also received their W-2s and annual benefits/total compensation statements and are considering the value of continuing to develop their careers with your company versus looking at other career options. What can you do to keep your high performers engaged and excited about your business?

You’re a good employer and follow all of these best management practices, right? Remember, your most talented performers always have options and will find other employment.

Other good but less talented employees might also disengage from your business but might not physically leave – they emotionally leave you while still showing up for work and giving you less than 100 percent of what they are capable of doing.

What you can do
These four tips are mostly common sense — and they make good business sense, too. Now is a good time to audit your management practices to keep your best people, so consider the following:

1. Be clear about your expectations and employee policies and follow them. Nothing causes more employee discontent than unclear rules and expectations and inconsistent application of established rules and policies.

This “shifting sands” scenario leaves employees feeling unsure of their own footing and questioning the firmness of the company’s foundation. And it is probably the number one reason why employees join or actively petition to form a union too.

2. Take a sincere and active interest in your employees and follow the “platinum rule.” All of the management experts advise us to be actively engaged with our employees, manage by walking around, getting to know our people as complete human beings and not just workers, etc. It sounds a little bit soft, but it does affect the bottom line.

Numerous studies have been done that show the positive goodwill managers receive when they take the time to get to know their employees and use the “platinum rule.” We all know the “golden rule” (treat others the way YOU would like to be treated). Today’s Gen X and Gen Y/Millennial workers expect more from their managers, so use the “platinum rule” (treat others the way THEY want to be treated).

To follow the platinum rule with your employees, you need to know them first.

A positive way to show respect
3. Communicate, communicate, communicate and show respect. This follows from the “platinum rule”. Keep your employees informed about the business and treat them like the adults they are. Actively seek input and welcome ideas for improvement.

Don’t talk about one employee with another, unless you are having discussions with other managers to improve a subordinate’s performance. Nothing erodes trust and respect more; when you discuss another employee’s faults openly with someone else, that person will wonder what you are saying about him behind his back.

A positive way to show respect is to follow up on employee complaints, questions and emails with genuine concern and care. Don’t ignore them or treat employee concerns as irrelevant.

4. Provide a competitive pay and benefits package, including options for career development and career enhancement. This is very important, but not at the top of the list. In fact, studies have shown that employees will work for less pay and benefits if they believe that they are working for an employer they believe in and where there are opportunities for career advancement.

Employers who provide fair and competitive wages and benefits are less susceptible to having employees leave them for the “pay issue” or “taking offers for employment they just couldn’t refuse.” Employees talk to other professionals in their field as well as their friends and neighbors from competing businesses and are quick to realize when they are being paid less than others.

To the extent that employees feel they are earning less, they will be more likely to believe that they can get more somewhere else. Participate in wage-benefit surveys when you can and make sure you are competitive in your industry and your location. If your position in the community is not at the top of the scale, be prepared to explain why, including the trade-offs of the other non-monetary advantages of working at your company.

Keeping your best employees to help you meet your business goals should be a key strategy, along with your sales, operations and financial goals. By following these four tips, you’ll be well on your way to a successful year!

Laura Kerekes is the Chief Knowledge Officer for ThinkHR. She applies her extensive human resources and general management experience to a broad range of services for her clients, including: strategic HR consulting, interim human resources executive assignments and compliance/OD/training. Contact her at lkerekes@thinkhr.com.

http://www.bizjournals.com/houston/news/2013/12/20/houstons-unemployment-rate-continues.html?ana=e_du_pub&s=article_du&ed=2013-12-20

Olivia Pulsinelli
Web producer-
Houston Business Journal

The unemployment rate for both Texas and the Houston metropolitan statistical area continued to fall in November.

Texas’ seasonally adjusted unemployment rate was 6.1 percent in November, down from 6.2 percent in October. That’s the lowest unemployment rate since December 2008, according to the Texas Workforce Commission.

All metropolitan rates reported by the TWC are not adjusted for seasonal employment trends. For comparison, the state recorded a 5.8 percent rate, not adjusted, which is down from 6 percent in October and 6 percent in November 2012.

The Houston-Sugar Land-Baytown MSA recorded a 5.6 percent rate, not seasonally adjusted, which is down from 5.9 percent in October and 5.9 percent in November 2012.

Statewide, the McAllen-Edinburg-Mission MSA again had the highest unemployment rate at 10.3 percent, and the Midland area again had the lowest at 2.9 percent, not seasonally adjusted.

Both the state’s and the Houston area’s rates remain well below the national unemployment rate, which was 7 percent seasonally adjusted and 6.6 percent not adjusted.

Overall, Texas added 28,700 net jobs in November, with increases seen in trade, transportation and utilities; professional and business services; government and manufacturing. Growth in the construction sector was flat, and six sectors lost jobs during the month.

Lease & Fixed Assets Accounting Manager – West

Sr. GL Accountant – Katy

SEC Reporting Manager – 249 / Beltway

Senior Auditor – less than 10% travel – Greenway Plaza

XBRL Accountant – DT

Controller – small doctor office – Med Center

Sr. Loan Processor – West

AP Lead / Accountant – Champions Forrest Area

Controller (junior) – West Houston

Senior / Tax Accountant  – CPA Firm with flex hours

Treasury Analyst – Woodlands

Tax Director – Woodlands

SEC Reporting Supervisor – SW Houston

Contruction Accountant – DT

Sr. SEC Accountant – Galleria

Treasury Analyst – Galleria

Tax Manager – Galleria – CPA Firm

Assistant Controller – Greenspoint (looking for sr gl accountant)

EMAIL: dcd@fittsroberts.com

Responsibilities to Include:

• Interact with external  tax, audit and banking teams to provide financial data and maintain relationships
• Work with US and International Controllers to manage financial close process to ensure timely reporting
• Review minority interest investments’ financials for accuracy and proper consolidation in to corporate consolidated financial statements
• Manage corporate consolidation process for 15 international and 4 domestic entities.
• Manage monthly financial reporting package, expand current reporting package to provide management with more detailed financial comparatives and operational data
• Assist in creation of global cash management initiative, global tax planning, and cash flow financial forecasting
• Assist in compilation and consolidation of annual budget process
• M&A Due Diligence for CFO/CEO

• Accounting & Systems Analyst – DT – 
• Tax Director – Woodlands – Bringing Tax in house
• Financial Reporting Analyst – DT – XBRL
• Corporate Financial Accounting – DT – Oil & Gas
• Staff Accountant – Southwest Houston 
• SEC Supervisor – 85 to 95K – Southwest Houston
• Fixed Asset Supervisor – 85 to 85K – Southwest Houston
• Assistant Controller – Succession Plan – Greenspoint
• Property Accountant – Galleria
• Controller – small doctor office – Med Center
• Branch Manager for Mortgage Company
• Loan Office for Mortgage Company
• Lease & Fixed Asset Manager – West
• Senior Inventory Accountant – West 
• Financial Reporting Manager – NW – Oil & Gas
• Senior Auditor – 10% Travel – GWP
• Treasury Analyst – Woodlands
• Sr. SEC Accountant – Galleria – SAP
• Controller – West Houston – heavy analysis
• Sr. Accountant – Big 4 background – Sugar Land
• Accounting Manager – Small company – West Houston
• Staff Accountant – Property Management – West Houston 
• Audit Sr. Manager – Public Accounting
• Senior Auditor – DT – Public Accounting
• Tax Managers, Seniors – Public Accounting
• Bookkeeper – CPA Firm – GWP 
• Construction Accountant – Downtown 

dcd@fittsroberts.com 

Perform general ledger accounting for corporate activities including

• Monthly corporate allocations to plants
• Other transactions related to assigned companies
• Perform monthly close functions for assigned companies including
• Ensuring assigned companies are closed in a timely manner
• Recording appropriate asset amortizations
• Recording appropriate accruals
• Maintaining intercompany balances and preparing monthly roll up entry
• Intercompany elimination entries
• Analyzing and reconciling general ledger balance sheet accounts
• Analyze and upload payroll data
• Analyze and invoice affiliated company related costs.
• Assist with the preparation of internal and external financial reporting, as well

as related analyses.

• Prepare quarterly reports to support preparation of SEC reports.
• Work closely with quarter/year-end audit processes with outside audit firm.
• Prepare and submit government reports.
• Must be knowledgeable with GAAP and related accounting regulations.
• Must have strong organization skills, attention to detail and be able to multi task.
• Assist in the development and implementation of Sarbanes Oxley procedures and practices including 302 and 404 Procedures.
• Perform the primary thinking encompassed by this job description.
• Comply with all Company policies and procedures.
• Fully supports Company goals of continuous improvement and operational

QUALIFICATIONS

Knowledge of computerized accounting systems including SAP is critical to the position.  Must be proficient with Microsoft Office including Excel (required) and Access (preferred). 

EDUCATION and/or EXPERIENCE

Bachelor’s degree in Accounting with preference towards a CPA.  Three to five years of experience in accounting.

 Public accounting experience desirable. 

http://www.houston.org/pdf/research/quickview/Employment-Forecast.pdf

http://www.businessinsider.com/us-regional-economic-map-nov-2013-2013-11

Industry News and Updates

Well just as suspected the 4th quarter has been very busy. Most of the hiring tends to take place the second half of the year, so don’t give up if you are still looking! There are hiring needs due to internal / external moves, promotions, growth and acquisitions. The market in Houston is great for Accountants right now. I am also seeing a lot more needs in the Finance arena. I still think Houston is on the upswing and I do believe 2014 is going to be a great year! We may not grow as fast as we did in 2013, but there will be a steady demand for great talent. So, if you are thinking about making a move make sure your resume is ready. Here is a great article to review:

http://wp.me/puDjI-Di　I do think that is an amazing　example of an eye catching resume. I hope you have a wonderful Thanksgiving Holiday and a fantastic end to your 2013! See you in 2014!

Local Statistics:

• National / Houston Unemployment rate: 7.3/6.1
• Price of Oil:$101 (last year $89)　　
• Oil Rig Count:1744 (last year 1834) 　
• Industries hiring: Anything related to Oil & Gas / Manufacturing /Homebuilding / Engineering & Construction
• Positions in demand:Public Accounting Tax and Audit, Supervisors and Accounting Managers, Controllers

Current Openings:

• Controller – Galleria – Small Services Company 100K
• Financial Reporting Manager, NW Houston, 100 to 130K plus, plus
• Accounting / Systems Implementations/ Business Analyst – DT – 90 to 110K
• Sr. Financial Reporting Analyst (XBRL) – DT – 75 to 85K
• Senior Tax Accountant, Local Firm, High Net Wealth Client Base, Galleria
• Fixed Asset Supervisor – SW – 75K
• SEC Supervisor – SW – 80K (senior ready for the next step)
• Accounting Manager, CPA – Stafford
• Tax Director, CPA – The Woodlands – Bringing tax in house 140 – 165K
• AP Lead – E&P – NW Hooton – 55 to 75K
• Assistant Controller – The Woodlands – 100 to 115K
• Senior Auditors and Supervisors – Public Accounting
• Staff Accountant – Katy – 45K
• Senior Accountant – Katy – 65K
• Accounting Manager – Lease & Fixed Assets – Katy – 85K
• Assistant Controller, CPA　- Controller track – Greens point – 85K plus, plus
• Senior Auditor, 10% Travel, Oil & Gas, DT, 60 to 90K
• Staff Auditor, Woodlands, Local CPA Firm
• Audit Manger, local CPA firm, 100 to 140K
• Senior Auditor, 2 year rotational program, Oil & Gas
• Property Accountant, Greenway,　50K
• Revenue Accountant,　Greenpoint – 75 to 85K
• Revenue Accountant,　Galleria – 85K
• Construction Accountant – DT – 65 to 85K
• Tax Manager,　CPA, Galleria, 110 to 135K
• Staff Auditor, Greenspoint, 10% travel, EL Accountants　apply!!!!
• SEC Reporting Director, San Antonio,　

http://www.bizjournals.com/houston/morning_call/2013/11/houstons-economy-among-fastest.html?ana=e_hstn_rdup&s=newsletter&ed=2013-11-20

http://mashable.com/2013/11/17/linkedin-tips-2/

You know the drill. You’re unhappy in your current job — or unhappy with no job — and are desperately updating your LinkedIn profile that hasn’t been touched since the last time you were in this situation.
Well, you’re not alone; this sums up the dysfunctional relationship many professionals have with their LinkedIn profiles. While some flock to LinkedIn only when in need and apply to already posted positions, the platform is at its best when maintained regularly and optimized to allow hiring managers to reach out to you.
LinkedIn’s career expert Nicole Williams helps elaborate on six ways to optimize your profile and attract more recruiters to you now.
1. Develop a Keyword Strategy
If search engine optimization is not your expertise, here is a mini lesson. LinkedIn’s search functionality makes it easy to find people by their name, skills and any other words that appear in their profile — which is why these words should be chosen with thought.
First, make a list of terms associated with your skills and experience. Ask yourself, “What words would someone search for to find me?” If strapped for terms, seek inspiration from a job positing you are interested in.
Next, take those terms and rework them from the perspective of a searching recruiter. For example, you may have the term “digital strategy” in your LinkedIn profile; however, a recruiter would be more likely to search for the term “digital strategist.” Synonyms are also important; you never know if recruiters will search for “digital,” “online” or “Internet,” so include them all. Lastly, you want to organically incorporate these key terms into your profile to attract both the search engine and human reader alike.
2. Say Cheese
Williams says that “hiring managers are seven times more likely to view your profile if you have a photo; it’s a must have.”
Not only does a photo allow your profile to stand out in the search results, but also shows recruiters that you are active on the network and LinkedIn is a viable way to contact you. Williams suggests using a photo that places you in the context of your job. You want to help hiring managers envision you in that position.
“If you are a chef, feel free to show yourself in a kitchen, or in front of a whiteboard if you are a marketer,” Williams says. “But don’t use a picture of yourself with your dog, unless you’re a veterinarian.”
3. Be Vain
Williams also prompts all passive and active job seekers to claim their vanity URL. This is a customized URL that drives directly to your profile.
“Using your name in your vanity URL gives it a chance to appear in a Google when someone searches for you,” says Williams.
This makes it easier for hiring managers to find you and share your information with other hiring managers. If your preferred vanity URL is already claimed, incorporate a relevant key term, for example http://www.linkedin.com/in/CarlySimonSinger.
4. Rack up Recommendations
Solicit recommendations from people you have worked for or with. “Make a strategic plan for your recommendations,” says Williams. “Approach different people and suggest particular skills or experiences you would like them to highlight.”
This strategy helps provide hiring managers with a more holistic view of you and your past work. However, the most important part of the recommendation is not necessarily the content, but that it exists at all. It shows that someone was willing to take the time to personally vouch for you.
5. Strategic Connections
The more connections you have on LinkedIn the more likely you are to come up in a hiring manager’s search results. Strategically identify people you’d like to be linked to and approach them with a custom connection request.
“The biggest mistakes users make is asking for too much in the first request,” says Williams. LinkedIn are no different than connections in real life.
“Find an affinity you have in common, ask a question, but don’t ask for a job in the first connection.”
Groups work similarly and if you and a recruiter are in the same group, you can rise to the top of their search results. Join groups that are relevant to the industry you are in and a few recruiters in your field will most likely be members as well.
6. Now Share with your Connections
“Don’t just set up your profile; actively engage in LinkedIn,” says Williams. Share useful content or comment on the shared content of others to make your profile more viewable. Interacting with others on the platform not only makes you visible to them, but also their connections.
If you don’t have time to scour the Internet for shareable content, Williams suggests leveraging LinkedIn Today, a feature that allows you to receive the most read news on your chosen topics. Choose one story per day from that feed and not only will it help you in your current job, but it might catch the eye of a hiring manager for a future position.

Diane Delgado LeMaire | Area Director, Executive Search & Branch Manager | Creative Financial Staffing, a division of Fitts, Roberts CPA Firm | 5718 Westheimer Suite 1300 | Houston, TX 77057 | 713-490-6003 | dcd@fittsroberts.com|

Responsibilities:

Assisting business in identification and documentation of key internal controls.
Performing internal control walk-throughs to assess control effectiveness.
Performing and/or coordinating internal controls testing.
Assisting business in remediation of internal control gaps noted during documentation, walk-through and testing processes.
Assisting Internal Audit management with periodic reporting to senior management and the Audit Committee.
Participating in scoping exercise to identify key financial statement elements and business processes in scope for SOX compliance.
Championing internal control and corporate governance concepts throughout the business.
Directing and reviewing the work performed by other internal audit personnel, including resources from the co-sourcing firm.
Representing internal audit on organizational project teams, at management meetings, and with external organizations.
Developing and maintaining productive client and staff relationships through individual contacts and group meetings.

Required Skills
Professional verbal and written communication skills, with the ability to clearly articulate thoughts and ideas
Organizational skills with the ability to handle multiple tasks and/or projects at one time
Analytical and interpretation skills including departmental, utilization, financial and operations data
Decision-making skills with the ability to investigate and weigh alternatives and select the course of action that provides the greatest benefit to the organization
Creative thinking skills with the ability to ask the needed bigger-picture questions that lead to process and team improvements
Time management skills with the ability to prioritize and schedule daily activities for the most efficient use of time
Problem solving skills with the ability to look for root causes and implementable, workable solutions
Interpersonal skills with the ability to work in a fast-paced environment and participate as an independent contributor with little supervision or as an active team member depending on the situation and needs
Must have a track record of producing work that is highly accurate, demonstrates attention to detail, and reflects well on the organization

Required Experience

Bachelor’s degree in accounting or finance
CIA or CPA designation
Minimum 3 years of SOX audit experience from either private industry and/or public accounting with knowledge of internal controls, accounting, and finance areas
Understanding of the technical aspects of accounting and financial reporting
Experience with and strong understanding of Sarbanes-Oxley Section 404, Internal Controls over Financial Reporting and COSO standards
Proven experience identifying and assessing internal controls in compliance with SOX 404
Track record in performing complex internal audit projects
Knowledge of management information systems terminology, concepts, and practices
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

http://www.businessinsider.com/why-this-is-an-excellent-resume-2013-11

Diane Delgado LeMaire|　Area Director, Executive Search & Branch Manager | Creative Financial Staffing, a division of Fitts, Roberts CPA Firm | 5718 Westheimer Suite 1300 | Houston, TX 77057 |713-490-6003 | dcd@fittsroberts.com|