Interesting read for those just following the unemployment rate. You have to look at the Labor participation rate too.
I just wrote my last newsletter of the year yesterday and will blog it on Monday. Good news: Houston’s manufacturing index is finally above 50 again!
http://www.cnbc.com/2016/12/02/unemployment-rate-fell-but-a-more-realistic-rate-is-higher.html
Controller – Oil & Gas – 200K total comp – SW
Controller – Manufacturing – 135K – SW
Staff Accountant – 45 to 55K – NW
Senior Auditor – less than 15% travel – DT
SEC Reporting Manager – 100’s
SEC Senior – 3 openings – west , gwp and nw
Cost Accountant – west
Senior Accountant – energy corridor – big 4 required
Staff Auditor – West and NW
Email: dcd@fittsroberts.com for more details!
Responsibilities:
• Perform all aspects of a full audit examination with limited managerial guidance. Essential elements of an Audit will include audit planning, walkthroughs, audit program development, risk and control identification, status reporting, decision-making, and time/budget management
• Plan, organize, and perform various audits.
• Develop accurate, meaningful and complete audit work papers and draft reports that adequately support audit findings and document work performed.
• Develop issue based reports based on audit points, summarize findings and recommendations.
• Prepare draft audit report to departmental and client management for review and discussion.
• Suggest recommendations on ways to improve audit work processes.
Education:
• Bachelor’s degree in Accounting, will consider other degrees based on level of Senior Auditor experience.
• CPA, CFA or CIA (or progress towards completion) preferred
Experience:
• Minimum of two years of relevant and progressive Internal Audit
• Working knowledge of the Sarbanes-Oxley Act, internal auditing standards, and GAAP
• Experience in leading projects and proven ability to drive results
Requirements:
Diane Delgado LeMaire | Managing Director, Accounting & Finance Recruiting | Creative Financial Staffing, a division of Fitts, Roberts CPA Firm | 5718 Westheimer Suite 800 | Houston, TX 77057 | 713-260-5238 | dcd@fittsroberts.com | www.cfstaffing.blogspot.com| www.twitter.com/CPARecruiterHOU| www.linkedin.com/in/dianedelgadolemaire
Happy Holidays!
‘Tis the season to reflect on 2009 and look forward to 2010!
My next publication was not scheduled until January, but I wanted to take the opportunity to try something unique; a moment of reflection on the past and call to action for 2010! December is the best time to reflect upon the last 12 months and measure your accomplishments. Your ability to remember the details of all your hard work and accomplishments will never be better than now! So, dust off your old resume and start by adding at least one accomplishment or new technical skill you’ve worked so hard for in 2009. It does not have to be pretty. Just jot down some new facts about yourself that express your new accomplishments.
December is also a great time to look forward to 2010. Ask yourself: “What are my professional goals? Do I want to go back to school? Tackle a certification? Make a career move?” Ask for a promotion? Below are links to local Universities and Certifications most requested by the employers I represent. I hope you find this information helpful.
Certifications:
CPA Certificate Programs:
Masters Programs:
Here is to a great 2010!
Diane Delgado LeMaire | Managing Director, Accounting & Finance Recruiting | Creative Financial Staffing, a division of Fitts, Roberts CPA Firm | 5718 Westheimer Suite 800 | Houston, TX 77057 | 713-260-5238 | dcd@fittsroberts.com | www.cfstaffing.blogspot.com| www.twitter.com/CPARecruiterHOU| www.linkedin.com/in/dianedelgadolemaire
Economic activity will improve in the first half of 2010, and by year’s end, Houston will have a net gain of 1,900 jobs, according the Greater Houston Partnership’s end-of-year forecast.
“Houston’s recovery has begun,” the report stated.
The numbers were presented Dec. 14 at a GHP-sponsored event at the Intercontinental Hotel featuring a panel of economic experts.
Demand for chemicals and plastics products used in construction and manufacturing will drive growth in 2010, the report said. An upturn in Asian economies is expected to bring growth to the city’s wholesale trade sector, which will add 5,200 jobs.
Other sectors expected to see a net gain in jobs are health care (2 percent gain); food services (0.5 percent) and administrative and support services, which is expected to pick up 5,400 jobs. Largely driven by gains in the public education sector, the public sector will add an additional 4,100 jobs.
Not all areas will see a recovery, however.
The report said that construction is expected to continue to lag behind other sectors. Strict lending standards has meant that ground-breaking on new commercial projects has all but halted. Job losses in construction are expected to continue at an annual rate of around 3.1 percent.
Natural gas prices are expected to remain low, resulting in continued layoffs for the upstream energy industry into the new year. Oilfield services firms are expected to drop another 1,400 jobs during 2010.
The expected gains follow a year of dramatic losses for the local economy, with the city losing 93,000 jobs in fiscal year 2009. But the drop is mild compared to other major metros hard-hit by the recession. Phoenix, Miami and Atlanta all topped six-figure job losses.
CFO #1
Detroit, MI – Healthcare
Midwest-based healthcare services company (sub $20mm of revenue) seeks to hire a Chief Financial Officer. Along with the President and CEO, the CFO will be expected to provide leadership and management of finance, accounting and administrative functions. The CFO will be a key person on the executive leadership team responsible for planning and executing strategic growth initiatives. In particular, this person will (i) manage the Company’s accounting function including supervising accounting staff, (ii) interface with lenders and shareholders, (iii) be responsible for budgeting, financial analysis and financial reporting, including designing and implementing detailed operational and financial reports, and (iv) oversee all administrative functions such as HR, IT, insurance, facilities management, etc. Position includes equity ownership potential.
COMPENSATION RANGE
$140K – $170K salary, plus bonus, plus equity
CFO # 2
Tampa FL – Light manufacturing/service
Florida-based Company engaged in light manufacturing and business services (single facility, approximately $25mm in revenues) seeks to hire a Chief Financial Officer. Along with the President and CEO, the CFO will be expected to provide leadership and management in an entrepreneurial and growth-oriented environment. This person will (i) manage the Company’s accounting function, (ii) supervise accounting staff, (iii) interface with lenders and equity holders, and (iv) be responsible for budgeting, financial analysis and financial reporting, including designing and implementing detailed operational and financial reports. The initial 6-12 months of the position will include transitioning to a new internal accounting system. Longer-term, the CFO will be a key person on the executive leadership team responsible for planning and executing strategic growth initiatives. Position includes equity ownership potential.
COMPENSATION RANGE
$130K – $150K salary, plus bonus and equity opportunity
CFO #3
Springfield, IL – Trucking/transportation industry
Currently family owned and run – CEO and CFO will be staying on for a transition period. They truck agricultural liquid products like corn oil and corn syrup. Company is very profitable, business is consistent, very customer service oriented. About $20 million in revenue.
COMPENSATION RANGE
125-130K base, bonus and equity.
Diane Delgado LeMaire | Managing Director, Accounting & Finance Recruiting | Creative Financial Staffing, a division of Fitts, Roberts CPA Firm | 5718 Westheimer Suite 800 | Houston, TX 77057 | 713-260-5238 | dcd@fittsroberts.com | www.cfstaffing.blogspot.com | http://twitter.com/CPARecruiterHOU
| www.linkedin.com/in/dianedelgadolemaire
Do you really love working for a CPA firm, but need a little more WORK / LIFE balance????? We have the right opportunity waiting for you. One of clients is looking to add a tax professional to their practice. This position could be a Staff, Senior or even Manager level. Our client is looking for the right fit! The CPA Firm works with small and large organizations including high net wealth individuals, schools, foundations, musuems, agencies, small businesses and much more. The office is very casual and the hours are flexible. They offer paid overtime, but can not guarantee more than a 40 hour work week. The ideal candidate is a CPA with at least 2 years of public accounting experience in individual, trust, small business and / or non profit taxation. Tax Research capabilities are essential. They like team players!
Please email your resume to dcd@fittsroberts.com to find out more information.
https://dianedelgadolemaire.wordpress.com/| http://twitter.com/CPARecruiterHOU| www.linkedin.com/in/dianedelgadolemaire
By Paul Davidson, USA TODAY
An encouraging jobs report Friday underscored the growing prominence of temporary workers who some experts predict could constitute up to a quarter of the workforce in a few years.
A big reason employers shed a far-less-than-expected 11,000 jobs last month is that temporary staffing agencies found slots for 52,000 additional workers, the most since 2004, the Bureau of Labor Statistics (BLS) said.
That’s a good sign because cautious employers typically hire temps in a recovery before bringing on full-time staffers.
“Companies are hesitant to say demand is lasting and they go first to the contract labor market,” says Manpower CEO Jeff Joerres. The No. 1 staffing agency’s business rose 10% to 15% last quarter, he says.
Other industry officials are reporting an even bigger jump, partly because of a long-term shift to contractors in the workplace. Temporary placements for Nelson Staffing, a Sonoma, Calif., staffing agency, are up about 20% the past five weeks and expect to climb another 5% early next year, marketing head Courtney Dickson says.
“Product launches used to take several years – now it can be only six months,” says Barry Asin, chief analyst at Staffing Industry Analysts, which studies the field. “You need a flexible workforce to ramp up and move to the next project.”
If a new product fizzles, contract workers can easily be let go. And so-called contingent workers can cost up to 30% less than regular employees because they typically don’t receive benefits such as health insurance or unemployment – a key selling point in a fragile economy.
JOBS FORECAST: Outlook for employment in all 50 states, 384 metro areas
Contract employees who sign on with a firm for several weeks or months constitute about 8% of the U.S. workforce, Asin says, or 10 million Americans. The lion’s share are independent contractors not tracked by BLS.
Gary Mathiason, vice chairman of Littler, the No. 1 employment law firm, predicts half the jobs created in the recovery will be filled by contractors, consultants and other temps.
Fifteen years ago, most temporary slots were for office work, but more than half are now filled by professionals such as engineers and physicians, Asin says. Business Talent Group, which places executives, saw its second-quarter business rise 70%.
“You can choose your projects and if something’s not working out, you can move on” or “take a hiatus,” company co-founder Amelia Tyagi says.
The trend is giving rise to new services. Start-up oDesk serves small businesses that want to monitor the computers of remote employees. Client Erik Budde, CEO of AboutAirportParking.com, says six of his nine employees are contractors: “In this economy it’s nice to have that flexibility.”
Source: http://www.bls.gov/news.release/empsit.nr0.htm
Transmission of material in this release is embargoed USDL-09-1479
until 8:30 a.m. (EST) Friday, December 4, 2009
Technical information:
Household data: (202) 691-6378 * cpsinfo@bls.gov * www.bls.gov/cps
Establishment data: (202) 691-6555 * cesinfo@bls.gov * www.bls.gov/ces
Media contact: (202) 691-5902 * PressOffice@bls.gov
THE EMPLOYMENT SITUATION -- NOVEMBER 2009
The unemployment rate edged down to 10.0 percent in November, and nonfarm
payroll employment was essentially unchanged (-11,000), the U.S. Bureau of
Labor Statistics reported today. In the prior 3 months, payroll job losses
had averaged 135,000 a month. In November, employment fell in construction,
manufacturing, and information, while temporary help services and health care
added jobs.
Household Survey Data
In November, both the number of unemployed persons, at 15.4 million, and the
unemployment rate, at 10.0 percent, edged down. At the start of the recession
in December 2007, the number of unemployed persons was 7.5 million, and the
jobless rate was 4.9 percent. (See table A-1.)
Among the major worker groups, unemployment rates for adult men (10.5 per-
cent), adult women (7.9 percent), teenagers (26.7 percent), whites (9.3 per-
cent), blacks (15.6 percent), and Hispanics (12.7 percent) showed little
change in November. The unemployment rate for Asians was 7.3 percent, not
seasonally adjusted. (See tables A-1, A-2, and A-3.)
Among the unemployed, the number of job losers and persons who completed tem-
porary jobs fell by 463,000 in November. The number of long-term unemployed
(those jobless for 27 weeks and over) rose by 293,000 to 5.9 million. The
percentage of unemployed persons jobless for 27 weeks or more increased by
2.7 percentage points to 38.3 percent. (See tables A-8 and A-9.)
The civilian labor force participation rate was little changed in November at
65.0 percent. The employment-population ratio was unchanged at 58.5 percent.
(See table A-1.)
The number of people working part time for economic reasons (sometimes re-
ferred to as involuntary part-time workers) was little changed in November
at 9.2 million. These individuals were working part time because their hours
had been cut back or because they were unable to find a full-time job. (See
table A-5.)
About 2.3 million persons were marginally attached to the labor force in
November, an increase of 376,000 from a year earlier. (The data are not sea-
sonally adjusted.) These individuals were not in the labor force, wanted and
were available for work, and had looked for a job sometime in the prior 12
months. They were not counted as unemployed because they had not searched
for work in the 4 weeks preceding the survey. (See table A-13.)
Among the marginally attached, there were 861,000 discouraged workers in
November, up from 608,000 a year earlier. (The data are not seasonally ad-
justed.) Discouraged workers are persons not currently looking for work be-
cause they believe no jobs are available for them. The remaining 1.5 mil-
lion persons marginally attached to the labor force had not searched for
work in the 4 weeks preceding the survey for reasons such as school attend-
ance or family responsibilities.
Establishment Survey Data
Total nonfarm payroll employment was essentially unchanged in November
(-11,000). Job losses in the construction, manufacturing, and information
industries were offset by job gains in temporary help services and health
care. Since the recession began, payroll employment has decreased by 7.2
million. (See table B-1.)
Construction employment declined by 27,000 over the month. Job losses had
averaged 117,000 per month during the 6 months ending in April and 63,000
per month from May through October. In November, construction job losses
were concentrated among nonresidential specialty trade contractors
(-29,000).
Manufacturing employment fell by 41,000 in November. The average monthly
decline for the past 5 months (-46,000) was much lower than the average
monthly job loss for the first half of this year (-171,000). About 2.1 mil-
lion manufacturing jobs have been lost since December 2007; the majority of
this decline has occurred in durable goods manufacturing (-1.6 million).
Employment in the information industry fell by 17,000 in November. About
half of the job loss occurred in its telecommunications component (-9,000).
There was little change in wholesale and retail trade employment in November.
Within retail trade, department stores added 8,000 jobs over the month.
The number of jobs in transportation and warehousing, financial activities,
and leisure and hospitality showed little change over the month.
Employment in professional and business services rose by 86,000 in November.
Temporary help services accounted for the majority of the increase, adding
52,000 jobs. Since July, temporary help services employment has risen by
117,000.
Health care employment continued to rise in November (21,000), with not-
able gains in home health care services (7,000) and hospitals (7,000). The
health care industry has added 613,000 jobs since the recession began in
December 2007.
In November, the average workweek for production and nonsupervisory workers
on private nonfarm payrolls rose by 0.2 hour to 33.2 hours. The manufacturing
workweek increased by 0.3 hour to 40.4 hours. Factory overtime rose by 0.1
hour to 3.4 hours. Since May, the manufacturing workweek has increased by
1.0 hour. (See table B-2.)
In November, average hourly earnings of production and nonsupervisory workers
on private nonfarm payrolls edged up by 1 cent, or 0.1 percent, to $18.74.
Over the past 12 months, average hourly earnings have risen by 2.2 percent,
while average weekly earnings have risen by 1.6 percent. (See table B-3.)
The change in total nonfarm payroll employment for September was revised from
-219,000 to -139,000, and the change for October was revised from -190,000 to
-111,000.
_____________
The Employment Situation for December is scheduled to be released on Friday,
January 8, 2010, at 8:30 a.m. (EST).
Industry:Large SEC bank
Location: Columbus, Ohio
Relocation: Yes
Salary: 130 to 175k plus bonus 10-15%
Job Description: ¡ Duties of the Manager of Tax Planning and Strategic Projects: ¡ Tax research, analysis and planning to minimize tax liabilities and to identify tax saving opportunities. ¡ Manage tax planning projects to achieve targeted goals. ¡ Evaluate impact of proposed transactions, including the management of modeling. ¡ Evaluate potential impact of tax law changes. Manage and prepare responses to complex inquiries from taxing authorities.
Required: ¡ MUST 7+ years tax experience within banking and /or financial services. ¡ Bachelors Degree in Accounting or Finance. ¡ MS/MBA Taxation required or working towards ¡ CPA required ¡ Expert knowledge of federal and state tax laws. ¡ Knowledge of Tax Research databases such as CCH and RIA. Strong reconciliation, analytical and problem solving skills.
1) Manager/Sr. Manager – Nashville
2) Tax Senior Manager – Los Angeles
3) Senior Manager – Ft. Lauderdale
4) Site Leader (Sr. Manager) – Grand Rapids, MI
5) Federal Tax Practice Leader – Cleveland
6) Sr. Staff – Lexington, KY
dcd@fittsroberts.com
713-260-5238
Like some gothic serial novelist, the Bureau of Labor Statistics delivers another chapter of the same grim tale on the first Friday of every month. In October, the unemployment rate spiked to 10.2 percent, the highest since April 1983. Since December 2007, payroll employment has fallen by 7.3 million jobs. The ratio of unemployed workers to job openings is 6.1 to 1; in December 2007, it was 1.7 to 1. But some recent data points, and an understanding of the behavior of companies at different phases of the business cycle, suggest we’ll have job creation sooner rather than later.
Before things get better, they have to get worse more slowly. That’s already happening. After the credit meltdown, companies prepared for Armageddon by hacking jobs indiscriminately. Between November 2008 and April 2009, employers reduced payrolls by 645,000 per month. But in October, BLS reported that the U.S. economy lost 190,000 jobs, and it revised down the job loss figures for August and September. First-time unemployment claims are falling. Other data give more reason to hope. In the third quarter, productivity—econospeak for companies doing more work with the same amount of labor—rose at a 9.5 percent annual rate.
We’ve just witnessed the fastest two-quarter productivity surge since the first year of the Kennedy administration. Economists can read these omens the way Roman priests read chicken entrails. And here’s one of their explanations: Just as investors and businesspeople don’t believe things could ever go wrong at the peak of the boom, they have difficulty imagining things can get better at the trough of the bust. And so they respond to rising demand not by hiring new employees but by coaxing existing employees to work harder. But just as hamsters can run only so fast on their treadmills, there are limits to productivity growth. “If you look at economies over many centuries, you can’t grow productivity for 7 or 9 percent for more than two or three quarters,” said Lakshman Achuthan, managing director at New York-based Economic Cycle Research Institute, whose leading employment indicators are looking up. “At a certain point, people will start to collapse at work.”
Should the economy expand in the fourth quarter at the same 3.5 percent annual rate it did in the third quarter—as it shows every sign of doing—companies won’t have any choice but to hire, says Michael Darda, chief economist at MKM Partners. “There’s an outside chance we could see job growth by the end of the year.” In October, even as companies were cutting jobs, John Deere and Caterpillar recalled some laid-off factory workers and City Center, the mammoth casino-hotel-condo complex in Las Vegas, began hiring 12,000 workers for its December opening.
According to Challenger, Gray & Christmas, in October companies announced they plan to hire 57,520 workers, the highest number since July 2007—and nearly eight times the total from October 2008. Layoffs and restructurings are continuing at blue-chip companies: Time Inc., Johnson & Johnson, and Microsoft have announced workforce reductions in recent weeks. But we shouldn’t expect job growth to come from the Fortune 500.
According to a new study from the Kauffman Foundation, companies less than five years old created nearly two-thirds of net new jobs in 2007. Growth will come from the two guys subletting an office suite in Palo Alto who may be creating the next Google, or from the hole-in-the-wall Mexican spot that could be the next Chipotle. That’s what Leo and Oliver Kremer are hoping. The twentysomething brothers last year left Berkeley for New York. Victims of the slack job market, they decided to create their own jobs—by opening Dos Toros Tacqueria, a San Francisco-style Mexican food joint near Union Square. “Really, it was a great time to open a business,” said Leo Kremer. “You can negotiate for good rents, and find really great locations.” After a few Craigslist postings generated more than 200 résumés, they hired eight full-time and seven part-time workers. With its biodegradable utensils, chairs made from reclaimed barn word, and locally raised chicken, Dos Toros, which opened the night before Halloween, is tapping into the ethos of sustainability.
If the incipient recovery in the economy is to be sustained—and if the bearishness about employment will be overcome—it will be by the likes of these two bulls. Jessica Ramirez contributed to this story, which also appears in Newsweek.
Daniel Gross is the Moneybox columnist for Slate and the business columnist for Newsweek. You can e-mail him at moneybox@slate.com and follow him on Twitter. His latest book, Dumb Money: How Our Greatest Financial Minds Bankrupted the Nation, has just been published in paperback. Article URL: http://www.slate.com/id/2235477/
Are Your Employees Just Biding Their Time?
The high unemployment rate has scared working Americans into hanging on to their jobs at all costs. The Bureau of Labor Statistics says the “quit rate”—the portion of U.S. employees who voluntarily leave their jobs—was just 1.3% in August, about half the rate that prevailed when the BLS began collecting such figures at the end of 2000.
But don’t count on workers’ loyalty to outlast the recession. A survey by benefits consultant Watson Wyatt (WW) found that the “engagement,” or loyalty, of top-performing employees has dropped by 25% over the past year, largely because people who kept their jobs have been soured by layoffs, bonus and benefit cuts, and a halt in promotions. “Employers are really nervous that the minute the job market picks up, all these people that are very disengaged are going to take off,” says Laurie Bienstock, the firm’s national practice director for strategic rewards.
The loyalty that employers enjoy now is “totally cyclical,” agrees Sean Bisceglia, CEO of TalentDrive, which sifts through online résumés. Indeed, many employees are already hunting for other places to work. In a Monster.com (MWW) survey back in May, 79% of jobholders said they had stepped up their search for a new place to work since the recession began.
Employers may not fully grasp what it takes to retain good people. In its latest biannual survey, released in October, temp firm Spherion Staffing Solutions asked about 300 employers and about 2,500 workers to name the top “drivers of retention.” As they did in 2007 and 2005, the bosses listed soft stuff: “management climate” and “supervisor relationship,” for instance. Employees’ top two in all three surveys? Benefits and compensation. And this year, only 27% are “very satisfied” with their pay. Just 37% are equally happy with their benefits.
NEW YORK (CNNMoney.com) — Can’t seem to find a job? Maybe you’re just not looking in the right places.
Because of the overwhelming number of job seekers ready to pounce on new openings, employers often bypass the big online job boards and even placement agencies, and try to fill job openings directly.
Over 80% of today’s jobs aren’t advertised, according to Howard Poplinger, owner of human-resource company Epic Development and Evaluation.
Companies are relying more heavily on their current employee networks, or on local or specialized job pools, to avoid the flood of unqualified candidates that comes with high unemployment.
“Businesses go to employees first and ask if they know anybody,” Poplinger said. That way, managers don’t have to go through the time-consuming process of placing an ad and sorting through applicants, he explained.
With nearly 14 million people unemployed, there are more than five job seekers per opening, according to the Labor Department’s most recent data.
“Employers are definitely leaning on their employee population to get referrals for people that their employees trust,” said Kathy Robinson, the founder of TurningPoint, a career consulting firm in greater Boston. “Otherwise they have to screen thousands of applicants.”
According to Robinson, open positions may eventually make it onto big job sites, but only after employers reach out to their employees or a select group of recruiters first.
“The first couple of weeks is the quiet period, which is mostly word of mouth,” she explained.
For example, one company recently reached out to Robinson, looking for qualified candidates to fill an opening for a human resources associate, which was neither posted on the company’s Web site nor listed on any job boards.
When employers do advertise, they are much more selective in where they post by utilizing smaller, free sites that are unique to a skill set or a specific market, according to Tig Gilliam, CEO of Adecco Group North America, a unit of the world’s largest employment staffing firm.
Small or mid-sized business owners, in particular, generally have more luck finding a qualified resource through a site specific to engineers in Pittsburgh, for example, rather than a major job board that caters to all types of job seekers nationwide.
“Big job boards are of limited help for them because so many of the users aren’t in the area they are recruiting,” he said.
Gilliam recommends that job seekers expand their search tools and reduce their dependency on the major job sites that have become so popular over the last decade.
Remember the help wanted ads in your local paper? Gilliam suggests adding them to your search repertoire, in addition to smaller online job boards that specialize in a certain skill set, community or region.
A Google search can usually bring up any job boards specific to your home town. More targeted industry listings can be found on the Web sites for professional associations and societies, such as the Software Contractors’ Guild or the American Institute of Certified Public Accountants.
Even the local listings on Craigslist can be an asset for some job seekers.
Vanchinathan Chandrasekaran found his new job on a Florida Craigslist site.
When Chandrasekaran, 25, was looking for a job he said the response rate from Craigslist far exceeded that from the more popular job search sites.
“Though the companies were small, I was happy that someone was looking into my r�sum�,” he said.
Soon, Chandrasekaran found a position as a software developerwith a firm in Boca Raton through a Craigslist ad and started his new job in January.
According to career experts, there are also ways to tap into a company’s network to find out about openings, even if the positions are never advertised publicly.
Robinson suggests that job seekers “dig deeper when thinking of connections” at choice companies.
Joining local networking groups for your profession or LinkedIn may uncover a connection to an employee at the company — such as sharing the same alma mater — which could be the foot in the door you need, she said.
Joining a company’s community online, through sites like Facebook and Twitter may also provide access to openings before the general public.
Without an “in” at the employer of choice, job seekers can still gain an advantage by contacting the company directly, even if there are no open positions posted.
When it comes to finding out about jobs that are unadvertised, it often boils down to “knocking on doors,” Poplinger said.
Houston's F&A Recruiter and Talent Connector 