Link to article: https://www.interviewsuccessformula.com/job-search-advice/6-common-reasons-why-employers-turn-you-down.php
Gone are the days when getting a job was simple. Nowadays, a job seeker has to go through a number of hurdles just to get an interview. Even then, there are still a lot of obstacles that you have to overcome. With the stress that comes with an interview, you are bound to make a mistake if you don’t plan properly.
To make sure that you don’t waste all of your efforts, it will help you to know these six common reasons that employers turn people down for jobs.
Inappropriate attire – While dressing well is just one factor among many, it certainly will give you a better chance. Looking the part will give an employer the impression that you are serious and know why you are there. It can also give you added boost of confidence, knowing that you already look the part.
Not looking interested – Your answers may be good, but you don’t sound and look convincing. Everything in you should show that you want the job—from your look, facial expression, body language, and tone—to convince an employer that you’re really interested.
No confidence – You’re uncomfortable making eye contact, smiling, standing straight, and giving a handshake, which is why your interviews are going south. Having and showing confidence is something that many employers look for, especially in a position where you have to represent the company.
Talking negatively about a previous employer – We all have had bad experiences with our bosses, but this part of our lives should be kept private, especially in an interview. No employer wants to hear an applicant say bad things about their last boss when you can do the same to them.
Giving in to your temptation – Gadgets are a major part of our daily lives today, and taking your hands off of them can be a little hard, especially when you want to make one last quick text or call. But even though you might want to do that, it’s better to leave it turned off—or better yet, leave it in the car, where you can’t reach for it.
No concrete examples – You believe that you are the most organized and smartest person among your competition, and maybe it’s true, but even that won’t be enough if you can’t give quantifiable examples of what you know and what you can do.
Getting an interview is a big deal; it’s a step closer to getting the job you want. If you don’t want your efforts to go to waste, you need to make sure that you don’t make any of those six mistakes.
It’s always a challenge to meet someone in authority, and the challenge can seem even larger when you’ve been searching for a job long-term.
Typically, there are several hurdles an applicant has to clear at the HR level. Executives usually have administrative assistants and human resource employees to handle employment processes, and they may filter hundreds of applicants before handing their selections in for the higher-ups to evaluate.
And then there’s the ever more common online application. You may have to answer questions (and the answers have to align with what the company is looking for) before you may have the chance to talk to an HR screener. Technology has made hiring pools smaller for busy companies, but at the same time, it can make it more difficult for job hunters to get an offer.
To help, here are some tips to get around and through the gatekeepers:
1. Maximize LinkedIn
If you really want to look for the key players in the company, search them using LinkedIn, under the departments you’re interested in. Using your contact of interest, look for mutual connections you might have, and find out what groups they have joined using the platform. Join some of the same groups and you’ll have something in common.
Feel free to send them a message, but don’t expect a quick response, especially if the contact is not currently looking for a job. Don’t be too aggressive—Avoid dropping multiple messages. (You want to look like a potential candidate, not a desperate stalker.)
2. Look for Mutual Connections
You can also look for mutual connections via informational interviews. Feel free to reach out to informational interview contacts once you have permission. (Doing this gives you more access to the person you’re trying to reach.) You can then confidently speak to the gatekeeper when that contact is expecting your call.
3. Activate Alumni Networks
It’s important to attend different networking events to grow your network. Find events by reaching out to your career services and alumni offices. At these events, you may see some familiar faces, and the odds are you’ll meet great new people working in a variety of fields, including the one you’re interested in.
Alan is the creator of Interview Success Formula, a training program that has helped more than 40,000 job seekers to ace their interviews and land the jobs they deserve. Interviewers love asking curveball questions to weed out job seekers. But the truth is, most of these questions are asking about a few key areas. Learn more about how to outsmart tough interviewers by watching this video.
CREDIT: Getty Images
You spent hours researching, cramming, and planning for the interview. You practiced hundreds of behavioral based questions and spent a much-needed vacation day interviewing. Yes, the hard part may be over, but there is still a critical step left in the process — the thank you note.
Although many see a follow-up email as a formality, a CareerBuilder survey revealed that 22 percent of managers said they were less likely to hire a candidate if they didn’t send a thank you note.
I don’t consider myself “The” subject matter expert, however, I’ve spent the past five years in executive search, HR and talent management. I’ve had the opportunity to coach hundreds of candidates on post-interview communications and I’ve definitely received a few. Here are some best practices that I’ve picked up along the way.
Follow the usual email etiquette
Write a subject line that’s meaningful and reflective of what’s inside. Be succinct and professional. Use appropriate salutations and a complimentary close. Even though you’ve built some rapport through the interview, now’s not the time to let down your guard and be casual or comical — unless the organization’s culture encourages it. Remember, everyone expects you to be on your best behavior during the interviewing process. If there is even a shred of doubt or concern regarding your professionalism, managers assume it will magnify once you start.
Get the timing right
It’s best to send a thank you note within 24 hours of your interview. That way, you’re still on the minds of your interviewers and it’s easier for you to remember important details from your conversations. However, I would recommend that it’s a little longer than the first hour afterward. Although some may appreciate the enthusiasm, an immediate email can come across as desperate.
Show genuine appreciation
Open up the note with a thank you. But, make sure it’s sincere and authentic. A generic thank you will bolster a generic response. Show that you paid attention and care about the time they spent by mentioning specifics and highlighting details that you appreciated. It’s easy to make a mistake by being too brief when it comes to showing gratitude and too detailed when it comes to selling our backgrounds.
When you have a collection of business cards, it’s tempting to write a universal email and blind copy everyone involved. I get it. It’s much more efficient. But, I have seen people compare and analyze emails from candidates, and they’re not too impressed when they see how little effort went into the process. Taking the time to personalize your emails speaks to your interest in the position, your respect of each person involved, and leaves a positive impression.
Reiterate your interest
Job descriptions are often vague and generalized. After interviewing, you now have a better understanding of the position and a glimpse into the company’s culture. It’s important to recall this added detail and reiterate that you’re still excited, qualified, and interested in pursuing the opportunity. Make sure that you don’t leave any doubts in the minds of your interviewers.
Although I can never say that I’ve seen someone get a job because of their thank you note, I’ve definitely witnessed people unintentionally wreck their chances by not taking it seriously. These tips will ensure your thank you note is seen as a tribute to your personal brand and not a detriment.
(Sample Thank You Note)
Subject: Thank you, John! (Executive Recruiter Interview)
John Doe –
I wanted to express my sincerest appreciation for the time you devoted to learning more about my background as well as for the insights that you shared.
In addition to the clarification that you provided on the role, I was specifically excited to learn that ABC Company places a large emphasis on team collaboration. I believe that fostering an inclusive, team-based approach is essential to leveraging diversity and spurring innovation. Also, I was thrilled to hear that your team leverages “unique software.” I have “X” years of experience using this program and feel confident that I could hit the ground running.
After reviewing the “Executive Recruiter” position with you, I am even more enthusiastic about the prospect of joining ABC Company. Should you have any additional questions regarding my background, please do not hesitate to contact me.
Have a great week,
My client is a leading Engineering consulting firm that recently expanded into the Houston area. With offices in New York, Florida, Mississippi, Louisiana and Texas, after 30 years of success they are now looking to break into the rapidly growing Houston Market. This group is a leading firm involved in disaster management as well as public infrastructure projects.
Why work here?
- Rapid growth and opportunity
- Stability, proven track-record
- Tight-Knight group, very friendly
- An 8-5 working day
- Exciting travel options to New York, Florida, Mississippi, South Carolina (Optional)
- Strong benefits (3 wks+ of PTO, 401K 4% match)
- 5+ years of accounting experience (Up to 15 years is welcome)
- CPA is a plus (not required)
- Deltek Software Experience required
- Bachelor degree required
- 60 to 75K DOE
Who wouldn’t want to work for company that has been in business for almost 100 years! Talk about stability! This company also offers a laid back environment, a family culture and is number two in the nation!
• Posting, balancing, and reconciliation of the general ledger. Reviews entries to the ledger to assure accuracy.
• Performs bank reconciliation monthly. Verifies all deposits, withdrawals, and wire transfers. Addresses questions and problems from banking institutions.
• Performs account analysis and reconciliation, and sets up new accounts.
• Reconciles daily cash flow to monthly bank statements. Reviews daily cash bank reports and analyzes as required.
• Verifies, posts, and reconciles payroll.
• Assists General Accounting Manager with year-end audit.
• Maintains control over and distributes sales force incentive spreadsheets for all sales divisions.
- Bachelors in Accounting or Finance
- 1 to 2 years of Reconciliations experience
- Advanced Excel
Click the link to look at some resume cheat sheets. I really like the entry level one. Some times it is just hard to get started.
Senior Auditor – 30% travel – North Houston
Corporate Accounting Manager – Downtown (combo of public and industry)
Senior Auditor – 40% travel – Northwest Houston
Tax Manager – public accounting – 30 to 40 hour work week!
Non Profit Accounting Manager – Greeway Plaza area
IT Auditor – Greenway Plaza
AP Supervisor – West Houston
Most people walk out of a job interview feeling one of two ways: like they definitely nailed it, or like they completely bombed.
If you ever find yourself in the latter group, you’ll probably spend the hours and days following the interview over-thinking every response you gave and every gesture you made, wondering how the hiring manager felt about them.
But things don’t have to be a complete mystery in the time between when you walk out of the interview and when you hear whether or not you got the job.
According to career experts, there are some telltale signs to look for in the interview (and in the days following) that can help you figure out whether a job offer could be coming your way.
Here are 11 signs to look out for that don’t necessarily guarantee a job offer is in the cards, but are pretty promising:
1. Your interviewer was very smiley
Okay, you may have given a few lame answers, or froze when the interviewer tossed a brainteaser your way, but if the hiring manager was smiling and nodding a lot, this could be a really good sign.
Sure, they could have just been nodding and smiling because they are friendly, but if you notice a friendly and warm demeanor, things might be going your way.
Nodding, for instance, indicates the interviewer is listening to you intently — and is genuinely interested in what you have to say — which are good indications you’re on the right track.
2. They asked a lot of personal questions about your family, personal goals, and hobbies
No, they weren’t grilling you because they thought you were the worst. Stop being so paranoid!
“Showing an interest in your personal life means they’re seriously considering you, as it demonstrates an interest beyond just the professional résumé,” says Michael Kerr, an international business speaker and author of “The HumorAdvantage.”
But remember that you don’t always have to answer personal questions. Some are illegal.
3. The interview ran over the designated time
When you’re in the hot seat and things aren’t going as swimmingly as you’d like, it may feel like the interview is going on forever. But if you look at the clock and realize that’s because it did go over the 30-minute block, this could be a very good thing.
It may mean the employer wants to continue getting to know you a little better, says Amber Cloke, an academic adviser at Ithaca College. “You’ve likely already passed the initial criteria they were seeking, and the fact that they continue investing more time and energy toward you can be promising.”
4. The interviewer tried to sell you on the company
At some point in the interview, the hiring manager stopped asking questions and started talking your ear off. You may have been thinking, Oh no. They’re done with me … they have nothing else to ask!
But stop freaking out and think about what they were saying
Were they making a conscious effort to talk up the company? That’s a great sign they’re impressed with you and trying to sway you towards the position.
“You may be able to tell that your interview has gone well by how much the recruiter ‘sells’ the role and/or the organization,” says Dale Austin, director of the Career Development Center at Hope College. “If the recruiter spends a lot of time doing the talking, that may be one indicator that the organization is very interested in your candidacy.”
5. The interviewer talked a lot about perks, benefits, policies, and pay
This may have been part of their “sales tactic,” and it’s another positive sign.
If and when an interviewer starts discussing company policies and benefits — and even gets into a serious discussion about pay — there’s a good chance they’re planning to make an offer. They most likely wouldn’t waste their time voluntarily sharing all this information if they weren’t interested in you.
6. Your interviewer showed you around the office before you left
No matter how badly you thought you bombed, an office tour can give you some hope.
If the hiring manager takes the extra time to show you around the office or introduces you to employees before you head out, that could mean they’re thinking about offering you the role.
“Most interviewers will give you an idea of what the schedule will look like ahead of time,” says Cloke. “If, at the end of the interview, the employer unexpectedly offers to introduce you to the rest of the team, it could bode well for you.”
7. They said ‘you will’ rather than ‘you would’
If you spent the whole interview overthinking the weak handshake you gave at the very beginning of the interview, or the awkward moment you sat in the wrong chair in the hiring manager’s office, you may not have noticed some very subtle signs that they were actually really impressed with you.
For instance, if the interviewer shifted from a hypothetical tone to a presumptive one, this is a very good sign.
Lynn Taylor, a national workplace expert, leadership coach, and author of “Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job,” says this may mean they’re already be envisioning you at the company.
8. The interviewer asked for a list of references
No, this doesn’t mean they didn’t believe something you said and want to confirm their suspicions.
Well, it could mean that … but it probably doesn’t.
When the interviewer asks for references, it typically means they’re seriously considering you for the role.
Checking references is often the last step before an employer offers a candidate the job. So, you should stop feeling sorry for yourself and start feeling excited.
9. The follow-up process was pointedly discussed
On your way out, you’re feeling pretty badly about how things went. But then the hiring manager enthusiastically brings up the next step in the hiring process without you even asking.
This is a clear indicator you’re still in the running for the open role. Unless, of course, it’s just a generic: “We’’ll be in touch soon.”
“If an interviewer is interested in a candidate, they may even ask when you’d like to or need to have their decision by,” said Kevin Hewerdine, director of Career Service sand Employer Relations at Rose-Hulman Institute of Technology. “They won’t let you leave without knowing what your timeline looks like.”
10. You’re asked to come in for an additional round of interviews
You may be just one of a handful of finalists, but if you’ve been asked to return for a second round of interviews, that’s an encouraging sign that you’re a serious contender, says Taylor. “They want to clinch the decision by building consensus among managers.”
11. There was a lingering goodbye
If they disliked you as much as you’re worried they did, the hiring manager would probably try to get rid of you as quickly as possible. But if they seem to go on and on, continue asking questions or selling you on the company as you’re saying your goodbyes, you probably made a great impression.
Okay, maybe the hiring manager is just super talkative — but if they linger as they walk with you toward the main lobby or escort you out the door, this could be a very good sign.
Matthew Randall, executive director of the Center for Professional Excellence at York College of Pennsylvania, says: “Typically, interviewers unconsciously do this because they feel comfortable with you being a strong candidate and know that, since this relationship may continue in the future, they want to spend a few more moments to strengthen their professional rapport.”
Are you looking for your next dream job? Contact one of our expert recruiters today! Find the closes CFS location to you here.
- The day before
Yes, I know it is a hassle, but take the time to drive by the location the day before your interview. It will make you feel much more relaxed when navigating to the location. The last thing you need the day of the interview is to get lost and arrive stressed out. This does not set a good tone for the day!
Arrive at the building 20 to 30 minutes early to review your notes, but do not go in until 5 to 10 minutes before the interview (depending on building security). You do not want to throw the interviewer off. They have a schedule too and they may be taking that time to prepare for you!
3. Pre-Interview Jitters?
Before you even walk into the lobby, wash your hands with cold water if you tend to have sweaty palms! Also, give yourself a little pep talk and walk in with confidence.
4. Cell Phone
I can’t believe I even have to say this, but do not play on your cell phone! It does not make a good impression to be playing candy crush on your phone, when the manager walks out to come greet you. Another option is just to leave your phone in your car. This way you can’t be distracted by it
Greet the receptionist and please be nice. Believe it or not this person could hinder your ability to get the job! They will be the first person to speak up if you are rude.
Sit up tall and with confidence. Look up and around. Smile at the people walking by. You will be making a great first impression with several people without formally meeting them!
7/ Double check
One more time! Yes, please make sure your phone is off. Yes, completely off. I know you didn’t leave it in the car. You do not want to risk the phone ringing or even vibrating in the interview. The world will not come to an end if you cannot be reached for an hour.
Have your portfolio with your resume, notes and prepared questions organized and ready to go. Please make sure the portfolio is appropriate for a professional interview!
Diane Delgado LeMaire, Creative Financial Staffing, Senior Managing Director, Executive Search & Branch Manager
Do you have 2 to 3 years of experience in construction or job cost accounting? Are you looking for a growing company and ready to expand your skill set? Would you like to work on the Southeast side of Houston? Well then email me to find out more about the Construction Accountant role I am currently trying to fill!!!!
My email is firstname.lastname@example.org
- Accounting Degree
- Job Cost / Project Cost / WIP or POC experience
- 1 to 4 years of total Accounting experience
- Senior Tax Accountant or Supervisor – Family Office – Downtown
- Senior Accountant – Small Accounting Team – Fast Paced Environment – Midtown
- Senior Staff Accountant – GL, Month End – SW Houston
- Staff Accountant – 0 to 2 years of experience – Downtown
- Assistant Controller – 5 to 8 years of experience – Small company – Galleria
- Internal Auditor – Staff or Senior – Galleria
- Corporate Director FP&A – Downtown
- IT Audit Lead – West Houston
- IT Auditor – Galleria
- E&P Tax Manager or Director – Downtown
- Controller – Start Up – Greenway Plaza
- High Net Wealth Tax Manager – Greenway Plaza
- Internal Audit Senior – 40% Travel – Downtown
- Prepare, analyze and/or review various internal and external financial statements, reports, depreciation schedules, and variance analysis in accordance with GAAP, with a high level of accuracy while ensuring deadlines are met
- Ensure accurate and timely close process through preparation or review of monthly close schedules, journal entries, reconciliations, etc.
- Assist in the coordination and completion of annual financial audits and preparation of audit schedules
- Prepare reconciliations as necessary to ensure the accuracy of the books
- Prepare bank reconciliations on a monthly basis
- Develop and implement procedures by analyzing current processes and recommending changes; monitor the implementation and maintenance of internal control procedures
- Ensure financial records are maintained in compliance with accepted policies and procedures, including document storage for reports and working papers
- Provide excellent customer service to both internal and external clients
- Bachelor’s degree in Accounting
- Strong financial background including two or more years of work experience,
- Strong Excel skills including pivot tables, v-lookups, interest calculations, present value calculations and other advanced formulas
Industry News and Updates:
Boom or Bust? Neither! The first question I seem to get when I speak to both hiring managers and candidates is: “How is the market doing?” My answer is: It’s not 2014 where every company in Houston seemed to be hiring, but it is also not the 80’s bust either (I personally have only heard stories about this time). Houston has come such a long way and has diversified from being just an oil town since then. We are so much more! Don’t get me wrong there are industries in Houston that are truly hurting, but there are also industries that are doing just fine. The price of oil does impact our economy directly and indirectly, but I am so excited to report that it seems to be ticking up every week. Today the price is around $45 a barrel. Most economist will tell you that we need to get to $60 dollars a barrel and a lot of them have predicted we will hit that number by the end of the year.
It is harder to find a job today and you have to use multiple resources. You cannot simply go online, upload your resume to CareerBuilder and wait for the phone to ring. First, you have to make sure that you have a good resume (there are some links listed below with resume writing tips) and then you have to use great recruiters, your network, LinkedIn, networking functions, ads, niche job boards and yes CareerBuilder. One source is not enough in the present job market. The great news is that our unemployment rate is still below 5%; which technically speaking, means that we are at full employment. As you know, I always like to see the bright side of things!
See you again in July 2016
- National Unemployment Rate: 5.1 (last year 5.6)
- Houston Unemployment Rate: 4.9 (last year 4.3)
- Oil Rig Count: 437 (last year 976)
- Price of Oil: 45.9 (last year around 55)
- Industries hiring: Consumer Products / Service related companies, Chemical, Real Estate, Non Profit, Legal, Public Accounting Firms!!!!
- Positions in demand: Staff & Senior Accountants, Tax, Audit, Management level roles in Accounting
- 5 Things on You Should NEVER Say or Do on a Resume: http://wp.me/puDjI-1g2
- How to: Write Your LinkedIn Summary Like a LinkedIn Influencer: http://wp.me/puDjI-1f7
- Time saving tricks for your job search: http://wp.me/puDjI-1eM
- Did you know: 5 tips when updating your resume: http://wp.me/puDjI-1fg
- Financial Reporting & Consolidations Senior – must have public – Galleria
- GL Accountant – 59 & Main
- Associate Manager / Manager – Professional Services Firm – Consulting on high profile projects – full time role – need at least 2.5 year of public accounting and maybe a splash of industry to qualify
- Senior Compliance / IT Auditor
- Senior Federal & State Tax Accountant
- Payroll Manager with PeopleSoft
- Senior Internal Auditor – low travel
- Reduced work week hours: Tax Manager or Supervisor – small public accounting firm
- Senior Accountant, Great Plains preferred
- Senior Accountant – NW Houston
- Senior Insurance Accountant – NW Houston
- Staff Auditor – Woodlands
- Senior Staff Accountant – Woodlands
- Senior Auditor – Woodlands
- Junior Property Accountant – Greenspoint
- Accounting Manager – Real Estate – Woodlands
- Senior Auditor, Downtown, 40% travel
- Staff Accountant (big 4) – 2 openings
- Audit Manager – Non Profit – 10M dollar Budget
- Tax Staff Accountant – Galleria
- Senior IT Auditor – Galleria
- Tax Supervisor – CPA Firm – are you a senior ready for the next step?
- International Controller
- Director of FP&A (must have MBA)
- Treasury Analyst, DT, Must have Big 4 Audit
- Billing Specialist with Elite
West Houston/Energy Corridor:
- Accounting Director (public accounting background)
- Payroll Coordinator – Rosenberg
- Audit Senior – 70% travel – West
Consulting & Temporary Roles:
- Accounting Assistant – Hospitality
- 4 Fixed Asset Accountant – West
- Interim Controller with Dynamics – West
- Contracts Analyst – Sugar Land
- Receptionist, Southeast
- HR / Recruiter – Non Profit
- Receptionist – Non Profit
San Antonio Openings:
- Bank Auditor-Top San Antonio Employer (Up to 122k)
- Staff Bank Auditor- Top San Antonio Employer(up to75k)
- Audit- Sox with Exotic Travel (Insurance Industry, up to 75k)
- Tax Analyst- Federal & State Tax, (Renewable Energy, ~70s)
- Controller- Implement new policies & procedures (Automotive Industry, 120-150k)
Mid size and fast growing healthcare related coming is looking to add a Senior Accountant to their team. If you love to have you hands in all aspects of accounting and love a fast paced environment this role is for you!
The Staff Accountant reports to the Accounting Manager.
DUTIES AND RESPONSIBILITIES
- Prepare and analyze the monthly budget/forecast to actual variance reports;
- Perform general accounts analysis and reconciliations, including bank statements, fixed assets, employer’s benefit costs, accruals and prepaid expenses;
- Heavy Excel- pivot tables, v-lookups, if statements, formatting;
- Assist in the preparation of financial reports such as balance sheets, income statements, and cash flow.
- Ability to work in and out of 10 different softwares to pull reports when needed.
- Assist with tax preparation- pulling reports, docs and liaison between CPA firm
SKILLS & COMPETENCIES
- Strong organizational skills and ability to prioritize workload in order to meet tight deadlines in a fast-paced and dynamic work environment.
- Excellent analytical and problem-solving skills
- Proficient in Microsoft Office (Word, Power Point, especially Excel).
- 2-4 years of relevant experience (accounting operations and/or audit).
- Experience in the healthcare industry is a plus, but not required.
- Must have a degree in Accounting.
Our client is bringing their accounting in house. They are currently on QuickBooks. This is a VERY hands on role until the company starts taking off. They are expecting a huge amount of growth in the next 18 to 24 months. Please email me at email@example.com for more details.
Primary duties include but are not limited to the following:
- Prepare monthly, quarterly and annual internal financial reports, including Profit & Loss Statement, Balance Sheet and Cash Flow Statements.
- Prepare scheduled and ad hoc financial reports and analyses for internal and external audiences.
- Financial Analysis & Monitoring. Develop and maintain tools for financial analysis. Keep CFO apprised of existing or developing financial and/or cash flow issues.
- Accounts Payable – Disbursements. Approve payments, prepare and input AP.
- Maintain & reconcile cash, balance sheet, and payroll-related accounts monthly and resolve any discrepancies.
- Responsible for the month-end and year-end G/L close process as well as maintenance of all accounting ledger.
- Accounts Receivable. Develop receivables policy to keep days receivables to a minimum. Manage preparation of all invoices/billings. Prepare complex billings/invoices. Review and approve invoices in general ledger. Oversee systematic implementation of receivables collection procedures.
- Cash Receipts. Manage all coding, deposits, data entry, and posting in GL.
- Develop annual operating and departmental budgets.
- Recommend benchmarks for measuring the financial and operating performance while paying special attention to the major profit/loss centers in the company.
- Manage debt balances and ensure proper and timely payments as required, including accrued interest and capital lease accounts.
- Provide financial perspective and analysis on business decisions including profitability, cost analysis, and cost savings initiatives.
- Serve as primary liaison for external CPA firm relationship including all financial, tax and consulting matters.
- Ensure compliance with applicable federal, state and local regulatory reporting requirements and guidelines.
- Ensure adequate controls are installed and that substantiating documentation is approved and available such that the company would pass independent audits.
- Accounting Degree
- 10 to 12 years of accounting experience
- Strong experience with QuickBooks and Systems Implementations a plus
- Expert knowledge of Excel
- Must be able to work both strategically to develop and manage integration plans as well as tactically to develop routine reports to support business operations
- Experience with professional services billing procedures strongly preferred
- Experience with SOC 1 and SOC 2 preferred
How to: Write Your LinkedIn Summary Like a LinkedIn Influencer
Posted by Siofra Pratt
We trawl through and judge candidates on their LinkedIn summaries all day, every day trying to determine if they have what it takes to do the job we or our client needs them to do. But have you ever stopped to consider what a candidate might think of your LinkedIn summary if the shoe were on the other foot?
Many recruiters seem to forget that LinkedIn works both ways. While we use it to find, research and reach out to potential candidates, our potential candidates are also using it to scope us out once they know we’re interested.
“They are checking you out before responding to you. They are stumbling upon you as they network online,” saysKate Reilly in her LinkedIn blog on the topic. “If you consider your summary as a strategic piece of content that can work for you, you can improve your effectiveness as a recruiter”.
Which is why today we’re asking, if a candidate were to go looking at your profile (which they inevitably will), would they be impressed, inspired, intrigued, shocked, bored or annoyed by your LinkedIn summary? Does your LinkedIn summary do you justice? Does it compel potential candidates to respond to your communication with them? Or is it something you’ve even considered before now?
You have 2,000 characters with which to express your unique personal brand by telling people why you’re important and why they should pay attention and listen to you and what you have to say. So how do you go about mastering this particularly tricky piece of writing and more specifically how do you master it as a recruiter? Here are the Do’s and Do Not’s of writing your LinkedIn summary like a LinkedIn Influencer:
1. DO NOT… write your summary in the 3rd person
Sooooo many people (even those you’d think would know better) use this approach when it comes to their LinkedIn summaries! You don’t talk about yourself in the 3rd person in real life (or at least I sincerely hope you don’t), so why in the name of all that is good, would you want or try to do so on your LinkedIn profile?!
LinkedIn is a social networking site, and social networking is all about developing personal connections through conversation. And there’s nothing more impersonal or less conversational than referring to yourself in the 3rd person. Don’t do it. End of.
2. DO… tell your story
“The simple act of being on LinkedIn is marketing. Don’t be lazy and cut-and-paste your resume and expect people to be interested. Spend a little time and tell a story. It’s well worth your time and those reading your profile will appreciate the effort” says Mark Amtower, and according to him your story “should be designed to educate, entertain and illustrate your area of expertise, enticing people to reach out by giving them a taste of who you are and what you do”.
To do this successfully, Craig Rosenberg recommends answering the question “Who do I help and how do I help them?” When answering this question, William Arruda advocates that you pay special attention to the “who” you help. According to Arruda, the “who” refers to the decision makers you would like to impress and influence with your LinkedIn summery. In your case, those decision makers are your candidates. That’s why Arruda believes that in answering Rosenberg’s question, you also need to bear the following three questions in mind; 1. What do you want them to know about you? 2. What do you want them to do? 3. How do you want them to feel?
My professional mission as a content writer is to create valuable, shareable content that helps recruiters do what they do better and faster. I’ve answered Rosenberg’s question by stating that I help “recruiters” and that I help them by creating “valuable” and “shareable” content that helps them “do what they do better”. As a tech recruiter, your professional mission might be to help talented UX Developers realise their own professional goals by finding them their next challenge in the company that’s right for them. You’ve identified that it’s UX Developers that you help and you help them by finding their next challenge with a company that suits them.
Check out some of the professional mission statements these recruiters have made in their LinkedIn summaries for example:
The next thing you need to do is elaborate a bit further on your professional goal and get specific about how you go about trying to achieve your professional goal.
For example, Rachel states that she takes “pride in ensuring that placements are a strong match for all parties” and that she’s “interested in finding people careers rather than simply jobs”.
Craig tells us “partnering with my leaders to help them think differently and coaching the talent I work with to attain the unattainable is what motivates me to continuously improve in this ever evolving industry”, and that he spends a considerable amount of time “driving key initiatives at CommBank from LGBTI to gender equality to creating greater cultural awareness”. Craig’s passion for what he does as a recruiter is palpable, and any candidates reading his summary will be able to see that clearly, making them more likely to respond to his communications with them.
3. DO NOT… ramble
It’s called a summary for a reason. This is not your personal memoir in which you try to list everything you’ve ever done, every job you’ve ever had, or every achievement you’ve ever been awarded. The aim is simply to tell people why you do what you do and how what you do can be of value to them. So, keep it short and to the point. And asKate Reilly says, “don’t use a five-syllable word when you can use a one-syllable word that is just as good. Keep your words, sentences, and paragraphs tight.” We suggest 250 words or less.
Oh, and your LinkedIn professional summary is no place for mentioning your family, your pets, or your penchant for water skiing (unless of course you recruit water ski instructors), so please don’t include them. Keep that stuff for Twitter, Facebook, Tumblr, Instagram, Snapchat… anywhere except LinkedIn!
4. DO… include a strategies section
“To improve your standing when candidates search LinkedIn and Google, you’ll want to include keywords that highlight your top skills. One approach is to list your ‘Specialties’ at the end of your summary,” says Kate Reilly.
Including a specialities section in your summary gives you the opportunity to include all of the keywords you want to be associated with in your profile, which will then make it easier for candidates to find you when they perform a keyword search online:
5. DO NOT… use self-indulgent buzzwords
When J.T. O’Donnell shared with the readers of the Careerealism blog what she dubbed “The Worst LinkedIn Summary”, it read like this:
Why did O’Donnel dub this the worst LinkedIn summary of all time? She says it’s because each and every claim made in this summary (e.g. “dynamic and high spirited leader”, “highly organized individual”, “highly adaptable” etc.) is completely subjective and unsubstantiated by any actual evidence that the person possesses those qualities. Oh, and because the summary is littered with overused buzzwords! In fact, this summary alone contains 3 of the Top 10 Most Overused Buzzwords on LinkedIn Profiles.
“Stay away from buzzwords and empty phrases,” warns Kate Reilly. “Words such as ‘motivated’ and ‘driven’ are so overused they lose their significance. Cross-check your summary with the most overused buzzwords on LinkedIn profiles and tap your thesaurus for alternatives”.
6. DO… end with a call to action
You’ve impressed the candidate with your professional mission and you’ve convinced them of the value you’ll bring to their career, but what do you want them to do now?
Always end your summary with a solid call to action that tells the candidate what to do next. If you’d like them to get in touch with you, direct them to the best way to do that e.g. phone (include your number), email (include your email address), InMail, Twitter (include your Twitter handle), or if you specialise in tech recruitment for example, ask them to connect somewhere where they might feel more comfortable like Stack Overflow or GitHub.
7. DO NOT… neglect formatting
“People have short attention spans and many will skim your text. So steer clear of long dense paragraphs,” says Kate Reilly, which is why the marketing whiz kids over at Hubspot, suggest that the best way to format your LinkedIn summary is using the 3X3 rule – three paragraphs with three or fewer sentences each.
- The first paragraph should state your purpose or your professional goal i.e the first part of telling your story as discussed above.
- The second paragraph should be used to elaborate on how you go about achieving your professional mission.
- The last paragraph should include a concise call to action that makes it very clear to the reader what they should do next to get in contact with you.
Your specialities section should be located below these three paragraphs.
So, in order to create a LinkedIn summary that a LinkedIn Influencer would be proud of, be sure to do the following:
- Write your Linkedin summary how you speak – in the first person.
- Tell your story – explain to your specific audience why you do what you do and how you can help them do what they do.
- This is a summary so keep it short and to the point – steer clear of buzzwords.
- Always end with a call to action that tells the candidate what they are to do next.
- Format your summary by utilising the 3×3 rule – and don’t forget to include a separate “Specialities” section to house your keywords.
The Internal Audit Manager is responsible for monitoring and updating the organizations risk assessment, preparing and monitoring an annual audit plan, and executing the audit plan. The Audit Manager will manage a team of internal and outsourced auditors.
Areas of Responsibility and Essential Duties include:
- Maintains and annually updates the organizations Risk Assessment.
- At least annually updates an Internal Audit Plan.
- Creates, monitors, and tests all internal controls.
- Guides internal audit decisions by establishing, monitoring, and enforcing policies and procedures.
- Monitors and confirms financial condition by conducting audits; providing information to external auditors.
- Achieves budget objectives by scheduling expenditures; analyzing variances; initiating corrective actions.
- Prepares internal audit reports by collecting, analyzing, and summarizing internal audit information.
- Completes internal audit requirements by scheduling and assigning employees and/or outsourced consultants; following up on work results.
- Maintains internal staff and outsourced consulting staff by recruiting, selecting, orienting, and training employees.
- Maintains internal staff and outsourced consulting staff job results by coaching, counseling, and disciplining employees; planning, monitoring, and appraising job results.
- Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
- Protects the organization by keeping financial information and plans confidential.
- Contributes to team effort by accomplishing related results as needed.
- Adheres to and promotes the values, policies and procedures of the organization.
- Performs other duties as assigned.
- Undergraduate degree in accounting, finance or business. Graduate degree preferred.
- Current CPA license.
- 8-10 years of relevant experience with increasing responsibility.
- Managing Processes, Financial Software, Developing Standards, Audit, Accounting, Corporate Finance, Tracking Budget Expenses, Financial Skills, Analyzing Information, Developing Budgets, Performance Management.
- Proven ability to effectively manage people and supervise work assignments.
- Must be able to set goals and complete duties and assignments under the pressure of deadlines.
- Resourceful, detail oriented, strong time-management skills and the ability to effectively multi-task and prioritize.
- Highly developed written and oral communication, customer service, and problem solving skills.
- Have an excellent working knowledge of grammar usage, letter writing, and proofreading.
Are you a Tax professional looking to join a dynamic corporate tax team? Our client, a reputable and rapidly growing organization, is looking to add a strong Tax Analyst to join their team. Do you enjoy problem solving and being an integral part of a growing team? If yes, then this is the position for you!
Why take a Tax Analyst role with this company?
• Exposure to a growing, multi-billion dollar global Fortune 500 company
• Key part of the corporate tax team
• Opportunity to work with a high-performance team
• Ability to grow within the tax/accounting department and/or move to other area of the organization (financial reporting, business analysis, etc)
What the Tax Analyst will do:
• Assist in the state tax provision process
• Prepare state tax payable/receivable reconciliations
• Prepare state tax returns, estimated tax payment and extensions
• Track state tax attributes including state NOLs and valuation allowance
What the company needs in a Tax Analyst:
• Bachelor’s degree in Accounting or Finance
• Minimum of 1-2 years of public accounting (Big 4 preferred) or corporate tax experience
• CPA Eligible or CPA Certified required
Perks of the Tax Analyst role:
• Competitive base salary up to $80K
• Strong benefits package
• 401-K with match
- Participate in audit risk assessment, planning and audit scope development, as well as project execution as a critical team member on large, complex projects
- Provide SOX and compliance expertise and consulting to the organization, ensuring compliance with all SOX information technology internal controls, application controls, and key reports requirements
- Prepare and present reports and metrics to management, ensuring controls are accurately maintained and action plans are implemented within designated timelines for remediation
- Ensure systems, databases, applications, and IT processes comply with all SOX IT General Controls (ITGC)
- Support new system implementation and ensure compliance with existing policies
- Update process narratives annually through collaboration with business partners to ensure proper documentation of all significant processes
- Participate in special projects and initiatives
- Develop, implement, and maintain audit plans, systems and controls
- Present audit findings to management
- Drive successful completion of audit projects by closely coordinating with management, internal and external auditors, external consultants and business process owners
- Assist in the execution of audit department planning including risk assessment
- Provide performance feedback to staff auditors and create developmental plans for identified weaknesses
- Review audit work papers and draft reports prepared by audit staff
- Develop a thorough understanding of policies, procedures and safety rules
- Bachelor’s degree in Computer Science, Management Information Systems, Accounting, Business Administration or similar field of study required
- Certified Information Systems Auditor (CISA), Certified Information Systems Security Professional (CISSP), or other IT audit-related certification preferred
- 3+ years of experience with IT Sarbanes-Oxley (SOX) controls in an audit or IT controls implementation and maintenance capacity
- Experience working within an Internal Audit or Information Technology organization, supporting enterprise level IT functions and processes
- Experience executing audits within a complex organization that includes mainframe, distributed, and network platforms
- Knowledge of ERP systems, data warehouses and knowledge management systems
- General understanding of business analysis and project management
- Ability to perform risk assessments, develop audit plans, perform financial and operational audits, report results
- Knowledge of Sarbanes-Oxley, COSO and COBIT standards, GAAP, current audit practices, new legislation and regulatory requirements and internal auditing standards
- Demonstrate ability to plan and execute IT audits focused on general computer controls
- Familiar with IT applications, hardware and software systems, and software development life cycle (SDLC)
- Strong interpersonal, written and verbal communication skills to interface effectively with individuals at various levels
- Ability to remain organized, pay attention to detail, and meet critical deadlines
- Ability to work well under pressure while consistently meeting time sensitive deadlines
- Analytical with strong problem-solving abilities and creative resolution skills
- Ability to collect and analyze complex data, evaluate information, and draw logical conclusions
- Strong Microsoft Office experience, including Excel and Word