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Age is just a number… or is it?

January 20th, 2012

Since the market collapse of 2008, it’s been a rough go for millions of Americans searching for work—regardless of the industry.  As you can imagine, with this many people on the job hunt—and a limited amount of openings—the process can become quite competitive. The amount of experience, education and overall general background will all come into play during the selection process. However, there is another characteristic that could come into play—age. Read the rest of this entry »

The Art of Writing a Cover Letter

January 13th, 2012

As recruiters, we field cover letters and résumés on a daily basis. While some are extremely well crafted—perfectly showcasing all of their skill and attributes—some just fail to hit the mark. We understand that many of you may have a family, a second job and other obligations, but you must invest time and effort to your cover letter. In this blog entry, we will offer up a few trusty tips that will not only improve your cover letter, but will help you land the job of your dreams!

#1 Personalize it: There is nothing worse than a carbon copy cover letter. Sure it makes life a lot easier for you, but it doesn’t say much about your work ethic. Employers like prospects who have done their homework. By not doing your homework about the position shows that maybe you don’t really care about the job opportunity. If you don’t care about them why should they care about you?

#2 Highlight Your Resume: Whatever skill or experience you possess that best fits the position be sure to make that the focus of the introduction. Given the amount of cover letters a place of business may receive for a job opening, make sure the beginning grabs their attention.

#3 Spell Check: Even in the digital era where every computer has a built in spell check function, it is still common to find submitted cover letters and résumés with spelling and grammatical errors. The best way to avoid this issue is by simply taking your time. Scan each sentence carefully, checking for any minor typos you may have missed. Also, if possible hand it off to another person for a second pair of eyes. Remember: any cover letters with typos will get immediately filed to the bottom of the pile.

As recruiters we know what employers are looking for in a candidate searching for employment in the financial industry. If you’re an executive professional currently searching for a new opportunity, contact us today to learn more!

The Importance of Making an Informed Decision in Your Job Search

December 16th, 2011

After several months on the job search, it comes as a huge relief to be offered a position in your respected industry. As easy as it is to get ahead of yourself in the acceptance process, it’s important to take a moment to sit back and re-evaluate the position to ensure it is the best possible fit for your career. The job search process is a long, tedious and exhausting journey, which is why many people find themselves in less than ideal roles that they commonly accept out of simply the pure excitement of the moment. It’s important to take the time to ask yourself serious questions about the position you are about to accept. Some questions to consider: Read the rest of this entry »

The Game of Interview Telephone

December 9th, 2011

Being a people person is a great quality—it can take you above and beyond in the professional workplace. However, what happens if you aren’t particularly good on the phone? In today’s job market most pre-screening takes place over the phone, which is why it is important to know the best way to engage in phone interviews. There is currently a lot of competition in nearly every job market due to the down economic situation. We have compiled several tips that will help you to put a better step forward when faced with your next phone interview. Read the rest of this entry »

What Finance and Accounting Recruiters Really Look For

November 25th, 2011

No matter your industry, there will always be competition in the job market. Knowing what will make you stand out from the crowd is what makes the difference between getting the interview or not, getting offered that promotion or getting overlooked. To help you get noticed by recruiters and employers, we have put together some general tips that we, as finance and accounting recruiters, look for when searching through potential hire résumés. Read the rest of this entry »

A Financial Interview

September 29th, 2011

Advancing—or even jumping headfirst into the finance industry—can prove to be a monumental task. It’s vital for you to gain a competitive edge over other candidates by standing out and properly preparing yourself for the recruiting and interviewing process. We’ve put together some insights into the dynamics of for a career in finance. Read the rest of this entry »

The Financial Market Speaks to Entry Level Job Seekers

August 29th, 2011

AAFA (American Association of Finance & Accounting) is an alliance of executive search firms that focuses on recruiting and staffing finance and accounting professionals. They support over 45 offices across the United States that are staffed with more than 200 specialized accounting and finance job recruiters.

AAFA offers every accounting and finance job candidate national reach with local job market expertise and outstanding opportunities. We are fortunate to share this partnership in hopes of making the perfect match between financial recruiters and job seekers. Read the rest of this entry »

When Is It the Right Time to Hire?

March 10th, 2011

Now that the economy is starting to pick up, so is hiring. Is it the right time for you to hire some new employees?

Obviously, the first question you should ask yourself is “Can we afford it?” After assessing your cash flow, existing revenue and inventory, you may be unsure. But don’t make the mistake of thinking that the cost of hiring a new employee will have a negative impact on your bottom line. Consider the problem from another perspective by asking yourself the following questions:

1. In recent months, have you needed to extend deadlines, defer product deliveries, or revise schedules to meet commitments? If recent projects have had to be extended or if products have not been delivered on time, most likely you are understaffed.

2. Have a number of employees expressed dissatisfaction about working conditions? If you’ve overheard employees objecting to increases in work, or if people have brought to your attention more issues than usual, they may be experiencing job-induced stress. If a number of them are feeling overworked, it may be time to hire.

3. Have you noticed an increase in doctor’s appointments and sick/personal days? If employees are working too hard, or working in areas beyond their knowledge or skill levels, they may be in legitimate need of doctor’s care or time off. They may also be out looking for a new job that doesn’t present these issues. Either way, the result can be damaging to your company’s finances.

4. What percentage of your employees are consultants or temps? Although using consultants and temps is a wise strategic staffing move for different reasons at different times, over-reliance on consultants is a common sign of understaffing.

5. Have you spent too much or too little time and money on training? If you have had to train more employees than usual, that could mean that too many of your current employees are missing skills that you need, or that they are being asked to do work beyond their assigned function. If you are spending less time and money on training, could it be a sign that your staff doesn’t have the time?

6. Have you noticed an increase in overtime costs, employees working through lunches, or people having to arrive early/stay late in order to get work done? If so, your company is probably understaffed.

7. How frequently are new solutions, methods, technologies or workflow enhancements integrated into your workplace? If productivity and efficiency have stalled, or if new ideas and technologies are not being implemented, then workers may be overwhelmed. They may be too focused on routine tasks and don’t have time for process improvement.

If you detect more than three or four of these issues in your workplace, then it’s time to start thinking about hiring.

Just be sure that you budget the time and energy that you will need. If you have a specific start date in mind for the new hires, make sure you start the process far enough in advance to meet that deadline. Depending on the position you are trying to fill, estimate that the entire process will take anywhere from 3-10 weeks and plan accordingly. If the skills you seek are considered hard to find, you can expect to add 2-6 weeks to your timeframe. And if you feel you don’t have the time, Morgan Hunter Corporate Search is here to help.

Accountant vs. CPA – Which One is Right for Your Company?

February 28th, 2011

When you need someone to look after your company’s financial records and handle your taxes, an accountant and a Certified Public Accountant perform almost the same duties. They can both monitor your equity, cash flow, chart of accounts and balance sheet and tell you how these factors are affecting your business.

While most people use the terms interchangeably, the two are not the same. Not all accountants are Certified Public Accountants. A CPA is a professional whose licensing is regulated by the state. Though the requirements to become a CPA vary from state to state, in general they must take 150 hours of business courses at their college or university, put in a year of corporate experience under the supervision of a CPA, then pass a test of business, auditing, and general accounting skills. Every year a CPA must complete 40 hours of continuing professional education (CPE) to keep up with the new rules and regulations in the financial, accounting, and business world.

CPAs can provide more services than an accountant. They often serve as business and financial strategists who help chart the paths of businesses. They can analyze information, determine effective financial and business strategies, advise on the profitability of new product lines, seek creative financing opportunities, help diversify investments and provide a variety of other consulting and business services.

So which financial professional do you need?

Both can manage your finances and taxes, but the difference may come into play when dealing with the government. Accountants can prepare detailed financial reports, perform audits of the books of public companies, and prepare reports for tax purposes, but they have no standing with the IRS with regards to signing tax returns or representing clients at tax audits. A CPA can do everything an accountant can do plus sign your tax returns, and also represent you before the IRS for audits and other matters.

If you hire an accountant, find a firm that is run or supervised by CPAs. This will ensure that you will have good records all year long so that you can make good financial decisions about your business. Also, your tax bill will be much lower as your records will be in order. If you hire a CPA, be prepared to pay more. CPAs generally charge more because they provide more in-depth services.

Remember, the cost of hiring either professional is usually canceled out by the savings they provide.