Report: Houston jobs outlook to improve – Houston Business Journal – by Casey Wooten Reporter

Tuesday, December 15, 2009, 2:09pm CST

Report: Houston jobs outlook to improve

Houston Business Journal – by Casey Wooten Reporter

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.

National Searches: 3 CFO Positions with Private Equity Group from 125K to 170K plus Equity!!!!

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

Public Accountants / Tax Professionals!!!! Do you love working for a CPA firm, but hate the hours????

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

Quarter of workforce could become temps as contract work grows

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.”

Job market shows big improvement

November job losses fewest since start of the recession. Unemployment rate decline is biggest in more than three years.

By Chris Isidore, CNNMoney.com senior writer

Last Updated: December 4, 2009: 12:22 PM ET

NEW YORK (CNNMoney.com) — The long-suffering U.S. jobs market improved significantly in November, as employers trimmed the fewest jobs of any month since the start of the recession, and the unemployment rate posted the biggest one-month decline in more than three years.

U.S. payrolls slipped 11,000 jobs in the month, far below any of the job losses posted over the last 23 months. Economists surveyed by Briefing.com had forecast a loss of 125,000 jobs in November.

The October and September job loss estimates were also revised sharply lower, trimming previous job loss estimates by 159,000 between them.

The new reading put October job losses at 111,000 jobs, and September’s loss estimate was cut to 139,000. Each of those new estimates would have been the smallest declines in more than a year.

The unemployment rate improved to 10% in the month. Economists had forecast it would remain at the 10.2% level reached in October, which had been a 26-year high. The unemployment rate had risen in 12 of the previous 13 months before November.

“I think it’s a little bit premature for champagne, but after enduring two years of really bad news, let’s enjoy this one,” said Jay Bryson, economist with Wells Fargo Securities. “You’ve got to walk before you start running. I don’t think we’re walking yet, but we’re starting to get back up on our feet.”

Long-term unemployment remains gloomy. Still, the number of jobs lost — even with the lower revisions — since the start of 2008 is 7.2 million. And that only captures the net loss of jobs, and doesn’t give a full picture of the large pool of those without work or income.

The report showed 15.4 million Americans are now unemployed and seeking work, although that’s down 325,000 from the October reading. Another 6 million want jobs but are not counted as part of the labor force because they have stopped looking.

Add to that group the 9.2 million who have only found part-time work when they want full-time jobs or have had their hours cut as a result of the downturn, and that brings to 30.6 million Americans who are not able to find the full-time job they want or need.

The long-term unemployment problem was worse in November than at any time in the 61 years those records have been kept. A record 5.9 million people have been out of work for more than 6 months, as the average length of time those with work have been without a job rose to 28.5 weeks.

Rises in work week, temp hiring. Still, there were signs of good news in the report beyond the overall drop in unemployment and sharp decline in job losses. One is that the average work week increased to 33.2 hours from a record low of only 33 hours in October, a sign that employers who had cut the hours of their workers were starting to restore those hours.

The jump in work week meant the total number of hours worked by American workers increased by 0.6%, the biggest such jump in three years, which was crucial to help lift the size of paychecks, even as average wages remained relatively unchanged. And that is important for feeding into the recovery in the economy.

“Consumer spending is a function of income, not jobs,” said Bryson. “Working people longer hours is a way of creating more income.”

Another hopeful sign cited by economists was a 52,000 increase in the number of temporary workers. Typically employers bring on temporary help before they add permanent employees. It was the biggest jump in temporary help in five years.

“The temporary workers and the longer hours, those are signs this is finally going in right direction,” said Tig Gilliam, CEO of Adecco Group North America, a unit of the world’s largest employment staffing firm. “Now we need to get to creating 200,000 to 300,000 jobs a month. That’s what it’ll take to get improvement in labor market. It’s very possible it can be in the second quarter of next year.”

White House still concerned. The report came the day after the Obama administration held a “jobs summit” at the White House, during which business leaders, economists and policymakers discussed what could be done to end the job losses.

President Obama continued to focus on the job situation during a trip to Allentown, Pa., Friday, at which he toured Allentown Metal Works and a community college. He said he would announce additional measures Tuesday that he will send to Congress in an effort to jumpstart private sector hiring.

“This is good news, just in time for the season of hope. But I want to keep this in perspective,” the president said. “Good trends don’t pay the rent. We’ve got to actually grow jobs and get America back to work as quickly as we can.”

Alan Krueger, the Treasury Department’s chief economist, said the report and other economic readings show that the layoffs have slowed but that hiring still remains weak.

“The trend of slow healing continues but there is a long way to go before the labor market returns to full health,” he said. While Krueger said there are many encouraging signs in the report, “unemployment remained unacceptably high.”

Republican National Committee Chairman Michael Steele issued a statement pointing out that the economy has lost 2.8 million jobs since the Obama administration passed its economic stimulus bill in February, and that the unemployment rate remains in double digits.

“If President Obama is truly interested in job creation, then he should stop campaigning for re-election, stop pushing ‘Stimulus II,’ and start working with Republicans on common-sense conservative solutions,” said Steele. 

Unemployment rate is down!!!!!

Employment Situation Summary

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).

Position: Manager of Tax Planning and Strategic Projects / 130 – 175K

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.

6 Tax positions – Manager and Senior Manager

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

Current Openings November 2009

  • Director of Collections, $90-150K
  • Payroll Specialist, $38-54K
  • Staff Accountant, $45-50K (North Houston)
  • Accounting Supervisor, $50-60K
  • Billing and Coding, $35K
  • Accountant, $50-70K (Southeast Houston)
  • Tax Manager (Spanish), 85 to 110K
  • Senior Tax Accountant (3), 55 to 85K
  • Tax Manager – Flex schedule (30 hours during busy season), 85 to 150K
  • Auditor (10% travel), 55 to 70K
  • Fixed Asset Accountant, 45 to 55K
  • Controller (Conroe); Looking for a 3 year Senior Auditor out of Big 4
  • Financial Analyst (West Houston), 65 to 80K
  • Tax Manager, Federal, State, FAS 109, 90 to 110K

dcd@fittsroberts.com

713-260-5238

Coming Soon: Jobs! Why employment will rebound sooner than you think. By Daniel Gross

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/

Great Business Week Article!!!!!

BTW November 4, 2009, 2:06PM EST

BTW

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.

The hidden job market

Experts say many of the job openings out there are not advertised – resourceful applicants just need to seek them out.

By Jessica Dickler, CNNMoney.com staff writer
Last Updated: June 10, 2009: 3:23 PM ET

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.

Uncovering hidden jobs

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.

November Newsletter – You do not want to miss this one.

Here is your update for Houston:

Our unemployment rate is at 8.5% in Houston. Texas is at 8.1% and the Nation is at about 10.2% for October.  I know this does not sound good, but let me look for the positive here. I had the opportunity this week to attend the Houston Economic Symposium. The moderator every year is Dr. Barton Smith, University of Houston (Go Coogs!). He was able to shed a lot of light on the economic condition in Houston and I wanted to share that with you.

The Bad:

  • If we add 250,000 jobs per month it would take us 2.5 years to get back to where we were at the peak of our national economy
  • We have lost over 7,000,000 jobs in the U.S. since December of 2007 (the official start of the recession)

The Good:

  • We have cut the trade deficit in half (thanks to a weaker dollar our products are more attractive again)
  • Retail sales are stabilizing
  • New home sales will double in the next 5 to 6 years (great indicator of future jobs!!!)
  • Job losses in Houston are slowing and we are either at or very close to the bottom

The VERY GOOD:

  • Traditionally Houston is the last to enter a recession and the last to get out, BUT this time around we are the last to get in and will come out right around the same time as the National Economy (This is huge, since we generally lag about a year).
  • It looks like the worst is over from Houston (Purchasing Managers Index is right around 50)
  • The ONLY place we have to go it up. We will show a slight improvement in job growth in 2010. BUT – 2012, 2013 & 2014 will be great years for job change! There will be more jobs and not enough talent to fill them.

EVEN BETTER (Our CFS National Stats)

  • We have seen sales growth for the past 5 consecutive months
  • Our clients are calling us with needs again!!!!!!

So, whether you are looking or not, things are getting better. I think 2010 will be a much better year for all of us!!!!

 Current Openings:

  • Non Profit Audit Manager and Senior Manager for Public Accounting Firm
  • SEC Accountant (2) North and Galleria
  • Payroll Accountant (West Houston)
  • Fixed Asset Accountant (The Woodlands)
  • Area Credit Manager (Downtown)
  • Senior Financial Analyst (West)
  • Credit Analyst (Jr. and Sr.) – Downtown
  • Senior Accountant (Southeast Houston)
  • Non Profit Audit Manager and Senior Manager
  • Internal Audit – less than 10% travel – 40 to 45 hour work week!!!!!
  • Tax Accountant Senior (5) – Public Accounting – Galleria
  • Federal & State Tax Manager (West Houston and Downtown)
  • Forensic Accounting Senior Manager, Manager & Supervisor
  • Controller (Conroe) – No more than 4 years total experience, prefer Auditor out of public accounting

Nationwide Searches:

  • Director of Excise Tax – Florida to 125K
  • Gift and Estate Tax Senior Manager – 150 to 200K, San Antonio, TX
  • Manager of Derivatives Accounting, Miami, Florida

dcd@fittsroberts.com

http://twitter.com/ddelgadolemaire| www.linkedin.com/in/dianedelgadolemaire

Estate & Gift Tax Sr. Manager for a prominent CPA firm located in San Antonio, TX.

This particular role will be responsible for taking charge of the Estate & Gift Tax practice and providing top notch and excellent client service. The firm promotes an entrepreneurial environment in which responsibilities will include training & developing staff members, cultivating & developing client relationships, tax return review and preparation, consulting with clients regarding tax matters and tax planning.

A little about San Antonio San Antonio is the second largest city in Texas and famous for its River Walk, the Alamo, Tejano culture, and being home to Sea World and Six Flags Fiesta Texas theme parks, the city is visited by 20 million tourists per year. San Antonio is one of the most attractive and livable cities in America. Despite its size, San Antonio maintains the atmosphere of a smaller town.

The job description is below and the salary range for this particular opportunity is $150-200k base.  Moreover, the firm offers financial compensation for individuals that bring business and generate business and will adjust compensation as need be.

Again, this is a prime opportunity for the fast track to Partner role.

Qualifications Bachelors degree in accounting required, Masters preferred CPA required 8+ years public accounting experience required Estate & Gift Tax experience a must!

Excellent communication skills High energy and self sufficient

Ability to work in a team environment

Ability to deliver excellent client service

Compensation $150-200k ++ – the firm will also provide relocation assistance.

Audit Positions

Do you really love Audit, but would prefer not to be a road warrior? Our client is centrally located in Houston and growing tremendously. They are adding 2 more Auditors to their staff. They have grown over 500% in total revenues in the past 5 years. Interested???

Responsibilities: Audit Functional and Operational Business Units Financial, IT and Operational Audits Develop Audit Scope Perform internal audits and prepare reports Identify and evaluate risk areas Travel 10 – 15%

Qualifications: BBA Accounting or Finance CPA or CIA a huge plus 3 years of internal audit or public accounting experience

Please email your resume to dcd@fittsroberts.com

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Interview Preparation

The more prepared you are the more confident you will be.

  • Read the Interview Preparation Packet
  • Buy a Portfolio if you do not have one
  • Make copies of your resume
  • Make sure your suit is dry-cleaned and ready!!!!
  • Do your research! Go to the company website, Yahoo Finance, Hoovers and MSN Money. Look for goals and objectives, corporate culture and any new press releases. This information will be imperative for the interview.
  • Google the company name and the interviewer’s name.
  • Compare your resume to the job description. Think about accomplishments you can point out. Make sure you can explain all reasons for leaving. Make the responses short and to the point. Never, ever say anything negative about an employer in an interview. Believe it or not, it IS a very small world.
  • Prepare a list of at least 5 questions per interviewer and have them ready in your portfolio.
  • Make sure you have the directions.
  • Role-play with anyone!!! Interviewing is not your profession. You have to practice!!!! Practice the hard to answer questions. You never want to sound scripted or that you are fishing for an answer. If you do not know how to answer specific questions, ask your recruiter for advice!!!!

The Day of the Interview:

Don’t forget to smile and have a positive attitude. First impressions can make or break an interview!

  • Arrive Early (if you do not know the location drive by the night before)
  • Review your notes before you go in.
  • Give yourself a prep talk (you should be a little bit nervous, this is normal).
  • Walk in with confidence and tell the receptionist whom you are there to see.
  • Make sure you are looking for your interviewer. Do not sit and read. Sit with confidence and a smile on your face!!!!
  • Don’t forget a firm handshake. If you have a tendency to have sweaty palms, wash your hands with really cold water before you enter the reception area.
  •  If you have a problem with direct eye contact, look at their eyebrows. They will never know the difference.

The Interview:

Don’t worry if you have done your homework you are well on your way.

  • Rule number 1…People love to talk about themselves. Don’t forget to ask about the interviewer’s background and why they like working for their employer.
  • It is very important to establish rapport. Look for commonalities.
  • Ask to have a typical day described to you; ask about projects and how you can make an immediate impact. Remember: The employer is probably doing his job and the one you are interviewing for as well. The more you can help, the more likely they are to hire you.
  • Talk about your accomplishment and goals. Be prepared to talk about challenges and how you met them.
  • Always know the answer to strength and weakness question. Don’t forget about your 5-year goal.
  • Make sure you ask the questions you prepared. Don’t forget to include questions to better understand the job and what it would take to be successful.
  • Don’t ask about benefits or money. This is about the job and the company. Your recruiter can get you that information.
  • If the money question comes up tell them it is more about the opportunity and you are sure they would make you a fair and competitive offer. If they press you tell them what you are making. If they keep pushing you give them a range. Never, ever give them a number!!! And do not put a number on their application.
  • Don’t forget to ask a lot of questions and show enthusiasm. Most candidates are cut from the process simply because the manager does not think the candidate is interested.

The Close:

This is your chance to bring it all together.

  • Tell them you are interested.
  • Ask if there are any concerns about your ability to do the job. This is your last chance to sell yourself!!!!
  • Explain that after learning more about the company and the position you are even more excited about this opportunity. Review the experience you can contribute and ask for the job or the next step in the process.

The Follow up:

  • Call your recruiter immediately. It is essential that we speak to you before we speak to the client to gage your interest level.
  • Very few candidates actually write a thank you note. I recommend an email immediately after and a hand written note as well.

Diane Delgado LeMaire

Managing Director, Accounting & Finance Recruiting

Creative Financial Staffing, a division of Fitts, Roberts CPA Firm

713-260-5238

dcd@fittsroberts.com 

http://twitter.com/ddelgadolemaire

www.linkedin.com/in/dianedelgadolemaire

More Positions….

  • Payroll Accountant
  • Junior and Senior Credit Analyst
  • Area Credit Manager
  • Corporate Recruiter
  • Internal Auditor – 10 to 15% travel
  • Non Profit Senior Accountant
  • Marketing Assistant
  • Staff / Senior Accountant (Southeast Houston)
  • Oil & Gas Controller (Small E&P Company)
  • SEC Accountants!!!!!!!
  • Manager Derivatives Accounting (Miami, Florida)

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  |https://dianedelgadolemaire.wordpress.com/| http://twitter.com/ddelgadolemaire| www.linkedin.com/in/dianedelgadolemaire

National Search: Controller – Dover, Ohio

 

Job Summary

Provides financial and analytical support to assigned functional business units.

 

Principal Duties & Responsibilities

Analyze, report, project budgets and variances, product costing for strategic business units.

Build and maintain a formal and informal network of key individuals to obtain the critical impact of financial decisions on the business unit.

Ensure information is available to subordinates and internal customers at appropriate times so that sound decisions about efficiencies and prioritization are made.

Participate in the development of annual budgets for capital spending.

Participate on special projects or productivity initiatives for strategic business units.

 

Expected Areas of Competence (KSA’s)

Strong analytical and problem-solving skills.

Strong written and oral presentation skills.

Broad-based financial management experience.

Provided financial support to multi-category business.

Understanding of industry trends and competitive strategy outlook in order to identify opportunities.

Microsoft Office Suite.

Mastery of accounting principles, internal controls, and financial analysis.

Ability to manage a P&L externally or internally.

 

Education/Experience Requirements

Must possess a Bachelor’s Degree in Finance or Accounting. 10+ years experience in a significant financial management position that included responsibility for managing budgets, CAR’s capital budgets, and strategic plans, or equivalent combination of education and experience.

A MBA is preferred.

Previously served in a financial analysis capacity in a global company and held a non-financial operational assignment.

A CPA is preferred.

Current Openings

SEC Accountant (Galleria and North Houston)

Joint Venture Accountant

Fixed Asset Supervisor

Internal Auditor

Tax Manager Public Accounting

Non Profit Audit Manager Public Accounting

Payroll Accountant

Accounting Analyst – Southeast Houston

Part Time Accountant (30 hours per week) Height Location – Temp to Hire

Controller – Conroe Location – Oil & Gas

Banking Auditor

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  |https://dianedelgadolemaire.wordpress.com/| http://twitter.com/ddelgadolemaire| www.linkedin.com/in/dianedelgadolemaire

CFO – Mechanical Construction – New Mexico

CHIEF FINANCIAL OFFICER –

JOB DESCRIPTION

Our client is a leading southwest mechanical construction firm. We are seeking a Chief Financial Officer (CFO) who does more than “crunch the numbers”, i.e., someone who can inspire confidence with management and subordinates, and who does not wait for problems to occur, but who proactively seeks to develop strategic and tactical solutions to meet the Company’s operating needs and longer term strategic goals.

The CFO must:

• Direct the overall financial activities for the Firm. Anticipate financial needs and issues caused by net capital requirements, expense and revenue flows, etc. and develop solutions to address these needs and issues. • Be comfortable participating in strategic initiatives for future Company growth, including proactively partnering with the COO and department heads to maximize execution and results. • Have commercial construction experience and be familiar with all phases of construction accounting. • Be familiar with market practices to address cash flow and project execution • Manage finance and IT departments for the Company. • Lead relationship management with the Company’s external auditors, bank and bonding company.

KEY ACCOUNTABILITIES

• Create, coordinate, and evaluate the financial programs and supporting information systems of the company to include budgeting, tax planning, real estate, and conservation of assets. • Approve and coordinate changes and improvements in automated financial and management information systems for the company. • Ensure compliance with local, state, and federal regulatory reporting requirements and union reporting requirements. • Oversee the approval and processing of revenue, expenditure, and position control documents, department budgets, payroll, ledger, and account maintenance and data entry. • Coordinate the preparation of financial statements, financial reports, special analyses, and information reports. • Review and maintain finance, accounting, billing, and auditing procedures. • Establish and maintain appropriate internal control safeguards. • Interact with other managers to provide consultative support to planning initiatives through financial and management information analyses, reports, and recommendations. • Ensure records systems are maintained in accordance with generally accepted accounting principles. • Develop and direct the implementation of strategic business and/or operational plans, projects, programs, and systems. • Assist in obtaining and maintaining the necessary licenses and insurance required to support the business. • Establish and implement short-and long-range departmental goals and objectives. • Serve on management committees. • Oversee financial management of foreign operations to include developing financial and budget policies and procedures. • Oversee and handle all reporting requirements for the company’s benefits packages. • Responsible for the reporting and repurchase obligation for the company ESOP. • Other duties as assigned.

POSITION REQUIREMENTS

The ideal candidate for this role could presently be the Controller -CFO for a commercial construction organization, where s/he has been functioning and working closely with operating management to achieve growth and profitability targets. • Extended experience with commercial construction business(es). • Strong accounting knowledge required; a bachelor’s degree from an accredited college or university in Accounting or Finance, a CPA is a plus. • Strong analytical skills. • At least 3 -5 years of commercial construction accounting and management experience • Proven leadership skills and the ability to meet the needs of the business and internal/external financial requirements • Excellent organizational and interpersonal skills and significantly above average verbal and written communication skills. • Self-motivation, a strong commitment to excellence as it relates to all functional areas under his/her management control, the ability to work well under pressure, prioritize and multi-task. • 

COMPENSATION

The Firm offers a competitive compensation package including salary, benefits, bonus and equity participation.

 

dcd@fittsroberts.com

713-260-5238