http://blog.getsqrl.com/10-myths-about-accounting/

 

 

January 2014
Industry News and Updates

Happy New Year! I hope everyone had a great holiday season and has started their new year off in a great way. The first 3 weeks tend to be a very slow time in the recruiting world and that is due to all the month, quarter and year end closes taking place. However, there is something very different about 2014. This is the busiest start to a year I have experienced in the 12 years of being in this great field of recruiting. We are seeing movement at all levels. If you watch the Houston Business Journal closely you will see that there have been a ton of CEO announcements in the past couple of months. With that comes changes at the CFO level and potentially turnover in the Accounting department or just simply replacements made by the new regime. With that, 2014 should be an interesting year, since the unemployment rate for degreed professionals is 3.3% and the economy is at full employment at 5%. That means that we are in short supply of great talent. Did you know that Houston unemployment rate is down to 5.6%? I sure do love the fact that we live in Houston, Texas! My prediction is another great year for our city and I look forward to keep you informed. Stay tuned for my next newsletter in March.

Local Statistics:
• National / Houston Unemployment rate: 5.6/6.2
• Price of Oil: $97 (last year $87)
• Oil Rig Count: 1769(last year 1789)
• Industries hiring: E&P / Oil & Gas Field Services / Manufacturing /Construction / Engineering / Chemicals
• Positions in demand: Controllers, Senior Accountants and Auditors, SEC experience is in high demand
• Sr. Financial Reporting Analyst (XBRL) – DT – 75 to 85K
• Controller, CPA, Manufacturing, North Houston, 110 to 130K
• Controller – West Houston, CPA, Public Accounting, 130 to 160K
• Financial Analyst, Galleria, 70 to 85K
• Inventory Accountant, NW Houston, 70 to 85K
• Staff Accountant, West Houston
• Senior Accountant, West Houston
• Consolidations Accountant – West Houston – 55 to 65K plus bonus
• Senior Tax Accountant, Local Firm, High Net Wealth Client Base, Galleria
• Accounting Manager, CPA – Stafford
• Tax Director, CPA – The Woodlands – Bringing tax in house 140 – 165K
• Senior Auditors and Supervisors – Public Accounting
• Audit Manger, local CPA firm, 100 to 140K
• Senior Auditor, 2 year rotational program, Oil & Gas
• Tax Manager, CPA, Galleria, 110 to 135K
• SEC Reporting Director, San Antonio,
• Senior Tax Accountant, Public Accounting Firm, Galleria, 75k+
• Senior Tax Accountant, Public Accounting Firm, North Heights, 75k+
• E&P Accountant, LOE experience, Galleria, 75-100k
• AR Lead, O&G Services, SAP, Very South Houston, 45-55k
• AR Clerk, O&G Services, SAP, Very South Houston, 16-20/hr
• Staff Auditor, O&G Services, Greenspoint, 60-75k
• Senior Transfer Pricing, Manufacturing, Memorial City, 70-90k
• Financial Analyst, Chemical Trading, Galleria, 40-60k + 50%+ bonus
• Staff Accountant, Restaurant, SW, 45-60k
• SEC Supervisor, Restaurant, SW, 80-90k
• Staff and Senior Auditor, Public Accounting Firm, Galleria
• Staff Accountant, Property Management, Galleria, 45-55k
• Controller, Manufacturing, SW Houston, 100-130k
• AP Analyst – SAP required, South Houston, 60-70k
• Payroll Associate – In-house payroll processing, Northwest Houston, 22/hr

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| 

 

http://www.careerbuilder.com/Article/CB-3313-Interview-Tips-How-to-survive-brain-teaser-interview-questions/?SiteID=CBHANDLE

 

Consolidations Accountant / Financial Analyst

The responsibilities of this position primarily include:

• Review of financial statements, supporting schedules and internally-generated audit reports; 
• Creation and review of trend analysis and various other analytical tools; 
• Assistance with the consolidation of the financial statements corporate entities; 
• Preparation of various journal entries required in the consolidation of financial statements; 
• Completion of special projects; and 
• Creation of ad hoc reports.

Desired Qualifications

The candidate must be:

• A team-first oriented employee;
• Able to excel in a fast-paced environment;
• Detail oriented;
• Highly analytical;
• Willing and able to work the necessary hours to accomplish the assigned tasks, especially during month- and quarter-end close process; and
• An effective communicator, including the use of both verbal and written forms of communication.

 

The ideal candidate should have, at a minimum:

• Successfully retained a Bachelor’s degree, with a major in accounting, from a reputable business college;
• A firm understanding of accounting principles;
• One to three years of relevant experience in accounting at a large, multi-location corporation and/or public accounting firm;
• Retained, or be eligible and desire to achieve, certification as a public accountant;
• Proficiency handling multiple, simultaneous projects;
• An intermediate to advanced working knowledge of Microsoft software products, particularly Excel and v-lookups, as well as a general ledger software package; and
• · A working knowledge of Hyperion.

Keywords: Accounting, finance, financial analyst, consolidations, financial statements, excel, hyperion, general ledger

http://www.usatoday.com/story/money/business/2014/01/22/mayors-conference-report-on-2014-economy/4775553/

 

 

 

There is so much talk on line about job searching and being a good candidate.

What about being a good client?

I know, as recruiters we’re often afraid to go there publically…………..I’ll tread carefully. Most recruiters who have sought training through guys like Peter Leffkowitz or have worked with large scale staffing firms have been given the 101s of client management. Many “good habits” of client management stem from kvetches, but I can avoid that.

Companies that recruit well through their own recruiters or through the use of agencies have a few things in common.

Here are 9 traits that come to mind:

1. CREATION OF STRONG CANDIDATE EXPERIENCES

– They are conscious of their employer brand and candidate experience taking strides to make sure their market reputation is solid.. They do this in a few ways:

– They treat potential candidates with respect and offer timely feedback after interviews;

– They DO NOT put their job orders out to dozens of recruiting firms;

– They limit how long a job is posted (candidates and recruiters track this stuff);

– Talent teams with hiring managers and recruiters to develop great job specifications;

– They boast leadership teams of hiring managers who are adept at selection to hire and retention;

– They know that canned tests are not the best way to screen candidates and work at developing innovative ways to define what will and will not make it through their culture and skills filters, if they must have them;

– They take chances and think long term looking beyond skills and at traits like potential and fit;

– They give recruiters full access to the hiring manager before starting the search and offer opportunities to dialogue throughout the search process;

– They create and share campaigns about work experiences that are 100% accurate and make sure to appeal to their target employee demographics – a potential oil rigger for ESSO is going to have a whole different set of criteria than a potential client service specialist at ZAPPOS right?

– They are aware that employee and candidate experience has got to be solid, social media tells all and so does RATE MY EMPLOYER.

2. PROVISION OF CONSISTANT FEEDBACK

– Don’t ask a recruiter to find someone for you and ignore their follow up emails and phone calls; it puts a really bad taste in the candidate’s mouth and the recruiters;

– Establish or agree to timelines and schedules when it comes to start dates, interview availability, feedback and offers. State immediately how many interviews to hire;

– Give all candidates feedback, make it constructive.

3. TELL GREAT STORIES ABOUT CAREER GROWTH AND RETENTION

– If you want to sell a passive candidate on a job, tell them about the opportunities for growth and the career path that awaits them – everyone loves seeing this in the career section of a website;

– All job seekers want to know about retention – strong employers take this very seriously and evaluate their leadership accordingly.

4. LIVE UP TO PROMISES

– Do not woo a recruiter to recruit for your company by promising potential employees things that will never happen, they’ll expect you to deliver and when you don’t – get ready for disengagement and resignations. Promises should be documented and followed up on. Things like shared ownership, salary increases, and RSP contributions stock options come to mind.

5. COMPENSATE AT MARKET RATE OR ABOVE

– Don’t expect great candidates to take pay cuts – and don’t expect candidates who take pay cuts to stick around

6. GIVE RECRUITERS HEADS UP IF A CANDIDATE ISNT WORKING OUT

– Give the recruiter a chance to replace the candidate or at least be prepared to help them land somewhere else or better yet brain storm for repurposing if they have talent and potential.

7. CREATE OPPORTUNITIES FOR PERSONAL GROWTH AND WELLNESS

– I get asked about benefits, gym subsidies, community work hours, and educational subsidies all the time.

8. STRIVE TO BE SOCIALLY RESPONSIBLE

– Clients that do good things for the community, humanity and the earth win accolades with potential employees.

9. CREATE GREAT FIRST IMPRESSIONS

Note: Many candidates will drive by before they decide to interview, especially if they are commuting, that includes walking into the building and standing outside to see what the activity is like…

– Have a comfortable reception area with a receptionist that makes EVERYONE feel welcome;

– Make sure every interviewer is presentable and well versed as to how to put candidates at ease;

– Take candidates and recruiters for a tour of the facilities: (keep them clean and well maintained)

Carmen Jeffery is a self employed recruiter in Toronto, be sure to follow Carmen on Twitter >>

@CJsearch4TO

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| My LinkedIn | My Blog |

Creative Financial Staffing (CFS) is the nation’s largest, privately-held accounting and financial staffing firm. We provide qualified accounting and finance professionals on a temporary and permanent basis across a broad range of industries. Our affiliation with leading accounting firms provides us with resources that help us better understand our client’s needs, attract a higher caliber of candidate, and best assess candidate potential. For more information please visit our website at

 

www.cfstaffing.com.

Our client is growing and adding a Financial Analyst to their team. The company has an aggressive growth plan in place, which creates tons of growth possibilities. Our client is looking for someone with a Finance or Accounting degree and 3 to 5 years of analysis experience. They use an in house system and Excel. Please email me for more details. Email: dcd@fittsroberts.com

• Develop financial models to support analysis of a variety of financial and operating activities
• Develop financial forecasts for operations
• Assist with analyzing opportunities for business expansion and new business opportunities
• Understand key business metrics and assist in making the financial analyses work products consumable for business decision-making
• Drive models and develop assumptions with senior management
• Prepare performance evaluation and analysis – actual results vs. budget or prior performance utilizing multiple reporting tools
• Assist in periodic budgeting and reporting processes
• Assist with forecasting and cash management functions
• Create Margin and historical data reports
• Prepare ad hoc financial analyses and analytical support as needed

Controller, CPA – West Houston – 150K plus bonus

Controller – Southwest Houston – 120 to 135K plus bonus

Controller – Conroe -130 to 140K plus bonus (SAP, Manufacturing)

Staff Accountant – West Houston – 40 to 45K

Staff Accountant – SW Houston – 50K

SEC Supervisor – SW Houston – 90K plus 

Senior Accountant – West Houston – 60K plus bonus

Admin Assistant to C-Level Execs – West Houston – 40 to 50K

HR Coordinator – Galleria – 50 to 60K

Transfer Pricing Senior Tax Accountant – West Houston

Bookkeeper – Public Accounting Firm – Sugar Land

Senior Tax Accountant – Small Public Accounting Firm – Central – Great work life balance!

Gas Plant Accountant – DT – 80 to 105K

Interim Controller – non profit – DT

Accounting & Tax Manager, CPA – Sugar Land – 90 to 120K

dcd@fittsroberts.com 

http://www.careerbuilder.com/Article/CB-3332-Salaries-Promotions-5-ways-to-better-position-yourself-for-a-pay-raise/?SiteID=CBHANDLE

In 2013, the average worker can expect a raise of 3 percent, according to human resources and consulting group Aon Hewitt. Top performers may be able to snag an additional 1 percent. Although this may seem like small potatoes, many businesses are struggling to give their employees that much. Every bit counts in a down economy, and there are ways you can position yourself for that higher-than-average pay raise at work. If you’re curious about how to get started, read on.

1. Show up early every day

Don’t just show up on time; show up early. Especially if you live in a city with traffic issues, always give yourself more than enough cushion to arrive on time. On the days you arrive early, get settled in and get your secondary tasks out of the way before it’s time to get down to business.

2. Never complain

We all have negative opinions about some things, just keep yours to yourself. Neither your boss nor your co-workers want to hear about your problems. They want to hear only about your solutions. Present any constructive and proactive ideas to your boss in a professional manner, and you just might find yourself in an improved working environment and in a better position for a pay raise.

3. Create your own set of goals

Bosses love it when staff members come up with their own set of goals. It shows initiative, a desire to get ahead and the ability to think creatively. Write out your goals and ask your supervisor for a convenient time to discuss them. Maintain written documentation of all your accomplishments and use this information during your next review.

4. Consult with your supervisor

Don’t wait until your next performance review to find out how others think you can improve. Ask your supervisor what you need to do in order to improve your performance today. This gesture shows initiative, a willingness to learn and eagerness to succeed — all of which sure to impress any boss.

5. Always volunteer

If you find yourself with extra time on your hands, volunteer for additional projects. Sometimes, other departments simply need more bodies rather than any particular expertise, so don’t be shy about exploring new terrain at the workplace. Keep an eye out for any upcoming projects and always put your name in the hat.

Final thoughts

Of course, the last thing you want is to be perceived as a suck-up to your boss. Keep all your discussions with your boss professional and above-board and never gloat if you get any coveted opportunities. Let your actions speak for you. By positioning yourself for the highest possible pay raise, you can lessen the burden of your month-to-month finances and make it easier to attack long-term concerns, such as saving for retirement and college for the kids.

David Bakke is a contributor for Money Crashers Personal Finance, where he frequently writes about money management, careers and small business.

 

 

http://www.houston.org/pdf/research/quickview/Economy_at_a_Glance.pdf

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