Below is one of the quality positions currently available with our clients. To be considered an applicant, please send cover letter and resume (Word format only) to resumes@stewartmcgovern.com.
Inside Sales Associate – Purchase, NY Job #1297058 Salary: $30,000 - $40,000
Client is a closely-held, profitable software company located in the New York City suburb of Purchase, NY.
The candidate will be persistent and focused with the desire to build & sustain business relationships while developing new ones. We are looking for a candidate with 1-3 years experience, recent college graduates are invited to apply. This role is an entry level role for an Account Executive position.
Qualifications/Abilities:
*Bachelor's degree or equivalent combination of education and relevant experience
*Extremely strong follow-up skills on generated new sales leads is critical to the success in this position - qualify and close opportunities
*Must be able to work independently, self-starting and driven to succeed
*High attention to detail
*Microsoft Office Skills (Word, PowerPoint, Excel, Access)
*Outstanding verbal communication skills/diction.
*Strong presentation skills
Wednesday, November 7, 2007
Position: Accountant (Mentor, OH)
Below is one of the quality positions currently available with our clients. To be considered an applicant, please send cover letter and resume (Word format only) to resumes@stewartmcgovern.com.
Accountant – Mentor, OH Job ID #1297057 Salary: $50,000 - $60,000
The Accountant position will perform general accounting duties including, but not limited to, the following:
- Prepare monthly journal entries, account reconciliations, accruals, intercompany reconciliations
- Calculate and record Bad Debt and Customer Complaints reserves
- Administration of Customer Rebate Program (accruals and payouts)
- Amortization of Corporate Allocations to multiple divisions
- Monitor AFE related projects at Headquarters to ensure timely capitalization
- Track and monitor equipment and building leases
- Monitor accounts payable match exceptions and work with buyers to resolve and improve processes to prevent future exceptions
- Various analysis
- Completion of quarterly Corporate Schedules
- Support external audit requirements
- Support Sarbanes Oxley requirements (testing of controls for compliance)
The ideal candidate will have:
* Bachelor’s Degree in Accounting or Finance, CPA a PLUS
* will have worked in public accounting, manufacturing, and/or with companies with at least $250 million in revenue
* have 2+ to 5 years of experience
Accountant – Mentor, OH Job ID #1297057 Salary: $50,000 - $60,000
The Accountant position will perform general accounting duties including, but not limited to, the following:
- Prepare monthly journal entries, account reconciliations, accruals, intercompany reconciliations
- Calculate and record Bad Debt and Customer Complaints reserves
- Administration of Customer Rebate Program (accruals and payouts)
- Amortization of Corporate Allocations to multiple divisions
- Monitor AFE related projects at Headquarters to ensure timely capitalization
- Track and monitor equipment and building leases
- Monitor accounts payable match exceptions and work with buyers to resolve and improve processes to prevent future exceptions
- Various analysis
- Completion of quarterly Corporate Schedules
- Support external audit requirements
- Support Sarbanes Oxley requirements (testing of controls for compliance)
The ideal candidate will have:
* Bachelor’s Degree in Accounting or Finance, CPA a PLUS
* will have worked in public accounting, manufacturing, and/or with companies with at least $250 million in revenue
* have 2+ to 5 years of experience
Position: Financial Consultant (Canton, OH)
Below is one of the quality positions currently available with our clients. To be considered an applicant, please send cover letter and resume (Word format only) to resumes@stewartmcgovern.com.
Financial Consultant – Canton, OH Job ID #1297059
Salary: COMMISSION ONLY
NOTE: This is a COMMISSION ONLY position. Most consultants average $90k to $120k per year in commissions.
Responsibilities:
Responsible for obtaining, retaining, and managing semi-affluent clients with the objective of advancing the client to the private banking area. Recognizes clients' sales and service needs. Advises clients by providing solutions or referring them to experts. Manages a portfolio and cross-sells to clients and prospects. Develops and maintains strong relationships with and coach branch partners. Provides referrals and cross sell opportunities to branch partners.
Qualifications:
Requires Series 7,63, LA&H licenses; 65 a plus.
Requires a Bachelor's degree or equivalent work experience.
Advanced degree or CFP a plus.
3+ years investment sales experience.
Heavy travel.
Financial Consultant – Canton, OH Job ID #1297059
Salary: COMMISSION ONLY
NOTE: This is a COMMISSION ONLY position. Most consultants average $90k to $120k per year in commissions.
Responsibilities:
Responsible for obtaining, retaining, and managing semi-affluent clients with the objective of advancing the client to the private banking area. Recognizes clients' sales and service needs. Advises clients by providing solutions or referring them to experts. Manages a portfolio and cross-sells to clients and prospects. Develops and maintains strong relationships with and coach branch partners. Provides referrals and cross sell opportunities to branch partners.
Qualifications:
Requires Series 7,63, LA&H licenses; 65 a plus.
Requires a Bachelor's degree or equivalent work experience.
Advanced degree or CFP a plus.
3+ years investment sales experience.
Heavy travel.
Position: Director of Accounting (Chicago, IL)
Below is one of the quality positions currently available with our clients. To be considered an applicant, please send cover letter and resume (Word format only) to resumes@stewartmcgovern.com.
Director of Accounting – Chicago, IL Job ID #1297060 Salary: $100,000 - $140,000
Director of Accounting needed for a newly created position.
The company seeks a highly motivated, energetic, and results-oriented leader to aid the company in managing several accounting functions. The Director will be in-charge of streamlining processes and strategically creating the appropriate staffing structure to facilitate the increased volume of transactions. This is a highly visible role within the company that requires timely, concise, and frequent communication with management.
QUALIFICATIONS
* College degreed in accounting or finance, CPA mandatory, Sarbanes-Oxley experience ideal
* 5 years of experience, preferably Big 6, with a minimum of 2 years demonstrated leadership experience
* Ideal candidate will have experience in software/ sales or healthcare.
* Excellent interpersonal skills with the ability to interact at all levels of the company and with customers.
* Ability to promote cooperation and coordination between Finance, Operating, and Corporate
Director of Accounting – Chicago, IL Job ID #1297060 Salary: $100,000 - $140,000
Director of Accounting needed for a newly created position.
The company seeks a highly motivated, energetic, and results-oriented leader to aid the company in managing several accounting functions. The Director will be in-charge of streamlining processes and strategically creating the appropriate staffing structure to facilitate the increased volume of transactions. This is a highly visible role within the company that requires timely, concise, and frequent communication with management.
QUALIFICATIONS
* College degreed in accounting or finance, CPA mandatory, Sarbanes-Oxley experience ideal
* 5 years of experience, preferably Big 6, with a minimum of 2 years demonstrated leadership experience
* Ideal candidate will have experience in software/ sales or healthcare.
* Excellent interpersonal skills with the ability to interact at all levels of the company and with customers.
* Ability to promote cooperation and coordination between Finance, Operating, and Corporate
Thursday, August 16, 2007
I need your input on my new eBook subject
Earlier today, I had a conversation with another person regarding how to properly search for the next position in your career. While talking, I had some ideas for new lectures and/or eBooks, and I would like everyone's opinion on these topics.
Would you, or someone you know, be interested in attending lectures or reading about either of these topics:
1. How to use the power of networking to help you get into your first-choice college, and to help you decide on your dream career? (targeted to ages 15 to 20)
2. How to tap your existing personal and professional networks, to help you if you have been downsized out of your existing position, when you are particularly close to retirement? (targeted to ages 50 and above)
I've already written an eBook and deliver lectures on how to network your way into the career of your dreams (I've Finished My MBA. Now What?) What about the people who have been established in their careers and are looking for one last "hurrah" in their career that their current position doesn't allow? Or, what about the high school student who wants to attend an Ivy League school but cannot unless they either win scholarships, incur tremendous debt (via student loans), or know "someone"?
I'd think that either of these two scenarios would benefit from either of my two lecture ideas.
So, folks, I'm asking for your honest opinions. Would you or someone you know be interested in either attending a lecture or reading a book about these topics? Or, is there another topic that you think would be useful to your particular career? Tell me!! Send your emails to: info@stewartmcgovern.com.
And, as my way of thanking you for your help, I'm going to give a FREE, AUTOGRAPHED copy of Keith Ferrazzi's book, Never Eat Alone, to ONE lucky responder! Keith's book has been a constant source of inspiration to me and it's one I highly recommend to everyone. The drawing will be held September 01, 2007 and we will notify all entries the name of our winner!
Also, 5 lucky responders will be chosen at random, to receive a copy of my eBook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB, just for participating!
Kind Regards,
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
Wednesday, August 15, 2007
Never Eat Alone
We all know a Keith Ferrazzi in our lives. Keiths are people who are always "in the know", always a step ahead of everyone else. They seem to know everyone and, if they don't, they know someone who can introduce them to that elusive person.
Keith Ferrazzi is a master networker. He knows how to develop a good network and how to use that network to generate more business in a month than many other people do in a year.
For those who are unfamiliar with Keith, I highly suggest reading his book, Never Eat Alone. In it, he discusses his very humble beginnings (son of a steel mill worker and a housekeeper), how he learned from his father that *sometimes* just asking others will pay off major dividends (in Keith's case, just asking lead to a scholarship to one of the best prepatory schools in the country, which opened up the doors of Yale and Harvard Business School to him via scholarships earned because of who he met, which then lead to him being the youngest partner EVER in the history of Deloitte Consulting.)
Never Eat Alone lays out the steps needed to, as the old telephone company commerical used to say, "reach out and touch someone." And to be sincere about it, not to become that crude, "hey can I give ya my card?" jerk that everyone meets at every convention.
The book preaches Keith's personal form of networking. A form based on being generous, helping friends and colleagues connect, building genuine relationships along the way. It's not about keeping score (i.e. I did you a favor, now you owe me one...) It's about how to get what you want and making sure that the person giving it gets what they want/need, as well.
Keith recommends you "ping" your connections regularly. By "pinging", he means reach out and stay in touch. Find out who is looking for a new job or who needs to hire someone. See if you can make that introduction. Sure there isn't anything in it for you now but, down the road, when something that is in your realm of expertise becomes available, these people are more likely to remember you favorably and most likely will give you a call.
Never eat alone, especially at corporate and social events. Nothing says "failure" better than being "invisible" at these events. You should spend this time cultivating and nuturing your connections, building new ones, and making yourself seen and heard.
In the end, it's all about the relationships you have, the relationships you build, and the relationships you want to establish. Make it happen.
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
The Martha Rules
The other day, I finally got around to reading the copy of The Martha Rules, the book Martha Stewart wrote when she first was released from prison back in 2005. Mind you, this book has been sitting on my bookshelf, gathering dust, for at least a year and a half. I never read it before because I figured it was your typical ghost-written celeb crap that tries to be a "serious" book. Boy, was I wrong!
Martha (or whomever she may have had as a ghost writer - if she had one at all) put together an excellent primer for anyone who is considering starting their own business. Her rules are pretty straightforward, sometimes obvious in their simplicity.
Below are her 10 essentials for being successful in business:
1. What's passion got to do with it?
Build your business success around something that you love - something that is inherently and endlessly interesting to you.
2. Ask yourself, What's the Big Idea?
Focus your attention and creativity on basic things, things that people need and want. Then look for ways to enlarge, improve, and enhance your Big Idea.
3. Get a telescope, a wide-angle lens, and a microscope.
Create a business plan that allows you sto stay true to your Big Idea but helps you focus on the details. Then remain flexible enough to zoom in or out on the vital aspects of your enterprise as your business grows.
4. Teach so you can learn.
By sharing your knowledge about your product or service with your customers, you create a deep connection that will help you learn how best to build and manage your business.
5. All dressed up and ready to grow.
Use smart, cost-effective promotional techniques that will arrest the eye, tug at the heart, and convey what is unique and special about your business or service.
6. Quality is everyday.
Quality should be placed at the top of your list of priorities, and it should remain there. Quality is something you should strive for in every decision, every day.
7. Build an A-team.
Seek out and hire employees who are brimming with talent, energy, integrity, optimism, and generousity. Search for advisors and partners who complement your skills and understand your ideals.
8. So the pie isn't perfect? Cut it into wedges.
When faced with a business challenge, evaluate or assess the situation, gather the Good Things in sight, abandon the bad, clear your mind, and move on. Focus on the positive. Stay in control, and never panic.
9. Take risks, not chances.
In business, there's a difference between a risk and a chance. A well-calculated risk may very well end up as an investment in your business. A careless chance can cause it to crumble. And when an opportunity presents itself, never assume it will be your last.
10. Make it beautiful.
Listen intently, learn new things every day, be willing to innovate, and become an authority your customers will trust. As an entrepreneur, you will find great joy and satisfaction in making your customers' lives easier, more meaningful, and more beautiful.
- Comments welcome.
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com//!
Wednesday, August 8, 2007
The Differences Between X and Y
Normally I despise labels; however, the one chosen to describe my generation seems to fit - Generation X. Us Gen X'ers are the "slackers," the frustrated, cynical underachievers of the 1980’s and 1990’s. Remember the students in any John Hughes film? Yep, that was me, my friends, and my classmates back in High School. We grew up to become the cast of Singles – young, recent college graduates, broke, unable to decide what we wanted to be now that we’re all grown up.
Despite all this and the generally negative image cast upon us by the media, my generation and I somehow managed to become successful in our chosen careers. Some of us (myself included) have even switched careers once or twice, and continued being successful.
You're probably asking yourselves where I'm going with this...
The other day I was talking with a potential candidate - this one, one who was born during the Reagan Administration's first term, during the era known as Generation Y. As I started talking about a position currently available with a client of mine, she stopped me to ask the following questions within the first five minutes of the conversation:
· What accounts and clients will I be working on?
· What’s the salary and benefits package?
· What level in the organization is this position? If it isn’t Senior or Manager, then I’m not interested.
· How soon will I be eligible for promotion?
· Oh, I’m leaving for 3 weeks in Europe in December, so I’m going to need 15 days of paid vacation.
· What other areas can I work with? And, if I can’t pick these areas, I’m just going to pass on this opportunity.
Generation Y? Seems more like Generation WTF to me. I’ve noticed more and more Gen Y’ers who approach their career searches like this – like they are fully within their rights to dictate the terms after *at most* three to five years of “on the job” experience. I have candidates with 15 to 20 years experience who don’t have the chutzpah to do this – and they probably should!
Why does the younger generation think they are entitled to be so picky?
1. They think because their skills are “fresh” and they are more comfortable with the new technologies out there – things they’ve grown up with, like email and cell phones.
2. They don’t see the offsets of demanding rapid promotions and raises. That is, they cannot (or will not) fathom the possibility of ever being downsized. So they don’t understand that, if they get promoted to managing an entire department just a year or two out of school, then are downsized a year later, they really won’t be able to compete with someone who rose steadily up the ranks. Also, raises come with promotions. They can price themselves out of comparable positions and promotions if their current salary is too high by industry standards. They don’t all understand the phrase “overpaid and underqualified.” It’s much better to be “in the middle” of the pack – your odds are incredibly better there.
3. Unlike generations before, Gen Y’ers expect to have fun and balance work to allow for this. Many Gen Y’ers figure that, with all the technological advances, they’re entitled to take time off. All work and no play?! No chance! Unlike generations before them, this younger group doesn’t see unused vacation time as a “badge of honor.”
Look, I’m trying not to generalize too much here. I’m just saying this is something I see professionally on a daily basis. There are too many 22 to 28 year olds who come across my desk for me to not see a correlation.
I usually need to explain, very gently so as to not hurt anyone’s feelings, that you need to be realistic. Potential employees cannot dictate all the terms of employment. They need to understand that they must be flexible and accepting of the potential employers’ policies and needs. And, while the majority of my Generation Y candidates are accepting and adapting, there are a few who hang up on me and never reestablish contact. That’s too bad because they are (for the most part) ideal potential candidates in terms of education and skills, they just don’t understand how Baby Boomers and Gen X’ers manage employees.
While writing this, I started thinking Who is my ideal candidate? I guess it would be someone with the current knowledge of a Generation Y member, the understanding of a Generation X’er, combined with the professional drive of a Baby Boomer. Put them all together in the blender, hit “whirl”, and out comes the ideal “Candidate Smoothie”. lol
Well, I should wrap this up, as I am starting to feel really old. Maybe I should yell at the young whippersnappers to get off my lawn? : P
- Comment welcome.
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
Despite all this and the generally negative image cast upon us by the media, my generation and I somehow managed to become successful in our chosen careers. Some of us (myself included) have even switched careers once or twice, and continued being successful.
You're probably asking yourselves where I'm going with this...
The other day I was talking with a potential candidate - this one, one who was born during the Reagan Administration's first term, during the era known as Generation Y. As I started talking about a position currently available with a client of mine, she stopped me to ask the following questions within the first five minutes of the conversation:
· What accounts and clients will I be working on?
· What’s the salary and benefits package?
· What level in the organization is this position? If it isn’t Senior or Manager, then I’m not interested.
· How soon will I be eligible for promotion?
· Oh, I’m leaving for 3 weeks in Europe in December, so I’m going to need 15 days of paid vacation.
· What other areas can I work with? And, if I can’t pick these areas, I’m just going to pass on this opportunity.
Generation Y? Seems more like Generation WTF to me. I’ve noticed more and more Gen Y’ers who approach their career searches like this – like they are fully within their rights to dictate the terms after *at most* three to five years of “on the job” experience. I have candidates with 15 to 20 years experience who don’t have the chutzpah to do this – and they probably should!
Why does the younger generation think they are entitled to be so picky?
1. They think because their skills are “fresh” and they are more comfortable with the new technologies out there – things they’ve grown up with, like email and cell phones.
2. They don’t see the offsets of demanding rapid promotions and raises. That is, they cannot (or will not) fathom the possibility of ever being downsized. So they don’t understand that, if they get promoted to managing an entire department just a year or two out of school, then are downsized a year later, they really won’t be able to compete with someone who rose steadily up the ranks. Also, raises come with promotions. They can price themselves out of comparable positions and promotions if their current salary is too high by industry standards. They don’t all understand the phrase “overpaid and underqualified.” It’s much better to be “in the middle” of the pack – your odds are incredibly better there.
3. Unlike generations before, Gen Y’ers expect to have fun and balance work to allow for this. Many Gen Y’ers figure that, with all the technological advances, they’re entitled to take time off. All work and no play?! No chance! Unlike generations before them, this younger group doesn’t see unused vacation time as a “badge of honor.”
Look, I’m trying not to generalize too much here. I’m just saying this is something I see professionally on a daily basis. There are too many 22 to 28 year olds who come across my desk for me to not see a correlation.
I usually need to explain, very gently so as to not hurt anyone’s feelings, that you need to be realistic. Potential employees cannot dictate all the terms of employment. They need to understand that they must be flexible and accepting of the potential employers’ policies and needs. And, while the majority of my Generation Y candidates are accepting and adapting, there are a few who hang up on me and never reestablish contact. That’s too bad because they are (for the most part) ideal potential candidates in terms of education and skills, they just don’t understand how Baby Boomers and Gen X’ers manage employees.
While writing this, I started thinking Who is my ideal candidate? I guess it would be someone with the current knowledge of a Generation Y member, the understanding of a Generation X’er, combined with the professional drive of a Baby Boomer. Put them all together in the blender, hit “whirl”, and out comes the ideal “Candidate Smoothie”. lol
Well, I should wrap this up, as I am starting to feel really old. Maybe I should yell at the young whippersnappers to get off my lawn? : P
- Comment welcome.
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
Monday, August 6, 2007
Overtime
How many of us currently work (or have worked) where the company policy on overtime is: No overtime will be paid unless management approves the request for overtime hours and pay.
Another question: How many of us currently work (or have worked) where you end up working more than the "standard per the handbook" 35 hours per week (40 hours less 5 hours for lunch breaks)? (Okay, people, stop laughing... we know that most of us don't work 35 hour weeks unless we took a day off without pay. Just go with me here on this, okay?)
Okay, one more question: Did you know that your employer is required by law to pay for any overtime worked regardless of what the company policy says?
Yep, folks, you read that right. So, if you have one of those bosses who runs out at 5:15pm, saying "See ya later" as they go home, while you are checking out the take-out menus, for yet another dinner at your desk *grr*, they may be in some trouble.
According to the law, your boss isn't as safe as he/she may think. He/she may think that, because the policy states overtime isn't paid out if it wasn't approved in advance. Not so. If it's a reasonably known fact that you and your dinner companions/coworkers are working late every night, then the law is on YOUR side. And it can be very harsh to your employer.
Oh, and those smaller, growing firms who think that their employees can give up their "overtime rights"? Just because the firm is small and everyone gets along like one big happy family doesn't mean that you, the employee, are able to give up your legal rights to overtime compensation. (BTW... I come from a big family and most of the time we're at each other's throats. So where did this expression really come from? hmm...)
"Some smaller firms may be financially strapped or have limited resources, so employees might volunteer to work late," says Joseph M. Sellers, a partner and director of the civil rights practice group at the Washington D.C.-based law firm of Cohen, Milstein, Hausfeld & Toll. "The owner thinks to do so is a reflection of their loyalty by giving up the rights to overtime. It can't be done. The whole reason the law is set up is the government recognizes that employers have enormous leverage with employees. Employees may feel pressured to give up the overtime. The employer may have the best or worst of intentions when they ask an employee to help out, but it doesn't matter."
But what about the companies who offer comp time in exchange for your overtime? You, the employee, can opt for comp time instead of overtime pay, but the law is pretty strict about it, as well.
According to the law, any comp time must be used during the SAME pay period as when the overtime was worked. The law states that it must be handled exactly the same way that overtime pay would be - that is, paid out during the same pay period the overtime was incurred.
For example, all the public accounting administrative assistants who work all those insane extra hours during tax season and are planning on taking comp time in May and June. Guess what? Doesn't work that way. It's in direct violation of the law.
So know you are all probably asking yourself, "Well, Mary.. who's eligible for coverage under this law?" I know I would be storming into my HR office if I wasn't self-employed. Basically, any employee who has supervisory responsibilities or such a high level of independence in their job duties probably isn't covered. But, then again, it's up to the employer to prove that the employee isn't covered.
Many employers think that, if they classify an employee as a "manager", they are safe from the overtime rules and regulations. But, turns out, it's the nature of the job - not the title - that determines eligibility. For example, if employee "A" is a supervisor but has no one directly reporting to them, employee "A" is most likely entitled to overtime even though the employer thinks the position is "management."
Law enforcement is usually targeted directly at larger employers (i.e. more $$ to earn in fines from those not in compliance); however, anyone can file a complaint if they feel that they were improperly denied overtime pay. If a complaint is filed at any size employer, state and federal officials may chose to audit the firm's employment records. If the employer is found "at fault", they usually have to make up the unpaid overtime plus interest. If the officials find proof that the employer knew what was going on and still not paying, then they may have to pay double the amount. Plus the Dept. of Labor may add penalties to all this.
If, while investigating, the Dept. of Labor has any question about the unpaid overtime situation, they take the "worst case" scenario - the maximum unpaid overtime - and require the company to pay up.
Nowdays, it just makes sense for any and all firms (no matter industry or size) to usew time clocks. With the technology that's in place at so many firms, where they are able to track who entered which door at what time, it's not too much further "to go". Accurate time/attendance records can help employers minimize the risk and *ideally* reduce risk and fines.
"In the long run, employers want to be cautious," says Sellers. "They should either be training their human resources people to learn the basics of wage and hour laws or get legal advice. It's an area that requires legal compliance. It's not less or more important than the attention given to ensuring payroll taxes are paid, it's just another aspect of managing a work force. If you neglect it, it will become trouble."
So, if you are an employee and not sure if you "qualify" for overtime pay, contact your Human Resources Dept. or an Employment lawyer (if you are in Cleveland, I can make a couple of recommendations) for your own protection.
- Comments please.
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
Another question: How many of us currently work (or have worked) where you end up working more than the "standard per the handbook" 35 hours per week (40 hours less 5 hours for lunch breaks)? (Okay, people, stop laughing... we know that most of us don't work 35 hour weeks unless we took a day off without pay. Just go with me here on this, okay?)
Okay, one more question: Did you know that your employer is required by law to pay for any overtime worked regardless of what the company policy says?
Yep, folks, you read that right. So, if you have one of those bosses who runs out at 5:15pm, saying "See ya later" as they go home, while you are checking out the take-out menus, for yet another dinner at your desk *grr*, they may be in some trouble.
According to the law, your boss isn't as safe as he/she may think. He/she may think that, because the policy states overtime isn't paid out if it wasn't approved in advance. Not so. If it's a reasonably known fact that you and your dinner companions/coworkers are working late every night, then the law is on YOUR side. And it can be very harsh to your employer.
Oh, and those smaller, growing firms who think that their employees can give up their "overtime rights"? Just because the firm is small and everyone gets along like one big happy family doesn't mean that you, the employee, are able to give up your legal rights to overtime compensation. (BTW... I come from a big family and most of the time we're at each other's throats. So where did this expression really come from? hmm...)
"Some smaller firms may be financially strapped or have limited resources, so employees might volunteer to work late," says Joseph M. Sellers, a partner and director of the civil rights practice group at the Washington D.C.-based law firm of Cohen, Milstein, Hausfeld & Toll. "The owner thinks to do so is a reflection of their loyalty by giving up the rights to overtime. It can't be done. The whole reason the law is set up is the government recognizes that employers have enormous leverage with employees. Employees may feel pressured to give up the overtime. The employer may have the best or worst of intentions when they ask an employee to help out, but it doesn't matter."
But what about the companies who offer comp time in exchange for your overtime? You, the employee, can opt for comp time instead of overtime pay, but the law is pretty strict about it, as well.
According to the law, any comp time must be used during the SAME pay period as when the overtime was worked. The law states that it must be handled exactly the same way that overtime pay would be - that is, paid out during the same pay period the overtime was incurred.
For example, all the public accounting administrative assistants who work all those insane extra hours during tax season and are planning on taking comp time in May and June. Guess what? Doesn't work that way. It's in direct violation of the law.
So know you are all probably asking yourself, "Well, Mary.. who's eligible for coverage under this law?" I know I would be storming into my HR office if I wasn't self-employed. Basically, any employee who has supervisory responsibilities or such a high level of independence in their job duties probably isn't covered. But, then again, it's up to the employer to prove that the employee isn't covered.
Many employers think that, if they classify an employee as a "manager", they are safe from the overtime rules and regulations. But, turns out, it's the nature of the job - not the title - that determines eligibility. For example, if employee "A" is a supervisor but has no one directly reporting to them, employee "A" is most likely entitled to overtime even though the employer thinks the position is "management."
Law enforcement is usually targeted directly at larger employers (i.e. more $$ to earn in fines from those not in compliance); however, anyone can file a complaint if they feel that they were improperly denied overtime pay. If a complaint is filed at any size employer, state and federal officials may chose to audit the firm's employment records. If the employer is found "at fault", they usually have to make up the unpaid overtime plus interest. If the officials find proof that the employer knew what was going on and still not paying, then they may have to pay double the amount. Plus the Dept. of Labor may add penalties to all this.
If, while investigating, the Dept. of Labor has any question about the unpaid overtime situation, they take the "worst case" scenario - the maximum unpaid overtime - and require the company to pay up.
Nowdays, it just makes sense for any and all firms (no matter industry or size) to usew time clocks. With the technology that's in place at so many firms, where they are able to track who entered which door at what time, it's not too much further "to go". Accurate time/attendance records can help employers minimize the risk and *ideally* reduce risk and fines.
"In the long run, employers want to be cautious," says Sellers. "They should either be training their human resources people to learn the basics of wage and hour laws or get legal advice. It's an area that requires legal compliance. It's not less or more important than the attention given to ensuring payroll taxes are paid, it's just another aspect of managing a work force. If you neglect it, it will become trouble."
So, if you are an employee and not sure if you "qualify" for overtime pay, contact your Human Resources Dept. or an Employment lawyer (if you are in Cleveland, I can make a couple of recommendations) for your own protection.
- Comments please.
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
Thursday, August 2, 2007
Congratulations to Skoda, Minotti & Co.
Congratuations to Skoda, Minotti & Co. in Mayfield Village, OH for receiving one of the inaugural World Class Customer Service Awards presented by SmartBusiness Cleveland and Metro Lexus!
Wednesday, August 1, 2007
"Why Should I Hire You?" and other questions you should anticipate at your next interview.
These days, it's getting more and more crowded on the interview path. How can you make sure you stand out and are the one the hiring managers remember at the end of the process? Easy, BE PREPARED. Anticipate the type of questions they may ask and work on your answers (both for clarity and content.)
To help you along, here are some of the most frequently asked interview questions (and why they are asked.)
Describe the toughest assignment/part of your current position so far.
This gives the prospective boss an immediate feel for what you perceive as a weakness. This one tells a lot about you and how you overcome professional challenges.
Share a conversation you have had with your supervisor where you were given feedback that was less than positive.
This little gem tells much about your character and how you handle criticism/feedback. This question gets sticky because it forces you to show yourself in an unflattering light. The best way to deflect it is to tell the story and emphasize what you did to improve/overcome.
What will you do if you don’t get this job?
Now is not the time to say something snarky. This question tells the hiring manager how serious you are. If you are prepared and have a solid answer, it shows you’re really thinking this through. If you don’t have a solid answer, you end up looking like this isn’t something you take seriously. Plus, if you mention that you’re interviewing at other places, it tends to light the proverbial fire under their rear ends. My favorite answer is, “I’ll work for your competitor.” If you can sound confident (but not cocky or arrogant), it just bolsters your value to the firm.
Why should I hire you?
This question shows how much you want this position. Your answer tells if this is something about which you are passionate.
Have you ever had to fire someone?
Your response tells how well you work with others, whether you are willing to help subordinates get up to par, and how well you handle tough career decisions.
What are your long-term goals?
This shows your initiative and vision. Best answer? Easy… tell them you want THEIR job. It lets the hiring managers know you’re prepared to work hard and that you value and appreciate what they’ve done to progress their own careers.
What book is currently on your night stand?
This tells a lot about you as a person. Most managers just want to hear that you are reading something, as many equate reading with a thirst for learning. Just be honest about what you’re actually reading. If you say that you’re reading the IRS tax code changes for the upcoming year. You’re more likely to have someone roll their eyes at you for this blatant suck-up than if you were to say that you’re pretty busy and only have time to read whatever magazine came in that day’s mail.
- Comments welcome.
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
Monday, July 30, 2007
What's stopping YOU?
What's stopping YOU?
I was emailed the following and I thought it was worthy of sending along to my contacts.
Enjoy!
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
**********
Have you ever caught yourself saying something like the following?:
1. "Oh, I can't ask for that much!"
2. "That's too much to hope for!"
3. "I could never get that much!"
4. "They'll never pay me that much!"
5. "I'll never get that much in time to pay a bill that size!"
6. "I'll never get enough in time to pay all these bills!"
7. "I'm only looking for..."
Those things, those types of statements are "brakes".
Brakes are good things to have in our vehicles to keep us from running into
real-world walls but, even in the real-world, we can't always be applying
the "brakes" if we hope to get beyond where we are, now.
Yes, using brakes is a sane thing to do but, it becomes an insane thing to
do if you do it all the time. Some times we need to stop braking and start
accelerating.
And have you ever wondered why the above types of statements are so much
more "acceptable" more "natural" than statements like these (accelerators)?:
1. "Based upon the value I offer, I choose to ask for this much."
2. "I choose to believe that's not too much to hope for so, I'm hoping it
will start happening - today"
3. "I choose to believe that if I tie value into my asking price, I can get
that much - and possibly even more"
4. "I choose to believe if I present my true qualifications, they'll pay me
that much - and possibly even more!"
5. "I choose to believe that if I do everything within my power today, I'll
be able to pay my biggest bills."
6. "I choose to believe that if I use all resources available to me today,
I'll be able to pay all my bills."
7. "I choose to ask for a fair price based upon current market value and
future market trends."
The latter statements are not just about mere wishful thinking or
daydreaming but, rather, about choosing, acting, value, and asking - some of
the most fundamentally important constants for us to focus on in this
rapidly changing world.
Though the world has significant problems, there's never been greater
opportunities in human history to embrace this world's awesome abundance.
Don't be afraid to do so.
What's your E.T.A. to Embrace The Abundance?
I was emailed the following and I thought it was worthy of sending along to my contacts.
Enjoy!
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
**********
Have you ever caught yourself saying something like the following?:
1. "Oh, I can't ask for that much!"
2. "That's too much to hope for!"
3. "I could never get that much!"
4. "They'll never pay me that much!"
5. "I'll never get that much in time to pay a bill that size!"
6. "I'll never get enough in time to pay all these bills!"
7. "I'm only looking for..."
Those things, those types of statements are "brakes".
Brakes are good things to have in our vehicles to keep us from running into
real-world walls but, even in the real-world, we can't always be applying
the "brakes" if we hope to get beyond where we are, now.
Yes, using brakes is a sane thing to do but, it becomes an insane thing to
do if you do it all the time. Some times we need to stop braking and start
accelerating.
And have you ever wondered why the above types of statements are so much
more "acceptable" more "natural" than statements like these (accelerators)?:
1. "Based upon the value I offer, I choose to ask for this much."
2. "I choose to believe that's not too much to hope for so, I'm hoping it
will start happening - today"
3. "I choose to believe that if I tie value into my asking price, I can get
that much - and possibly even more"
4. "I choose to believe if I present my true qualifications, they'll pay me
that much - and possibly even more!"
5. "I choose to believe that if I do everything within my power today, I'll
be able to pay my biggest bills."
6. "I choose to believe that if I use all resources available to me today,
I'll be able to pay all my bills."
7. "I choose to ask for a fair price based upon current market value and
future market trends."
The latter statements are not just about mere wishful thinking or
daydreaming but, rather, about choosing, acting, value, and asking - some of
the most fundamentally important constants for us to focus on in this
rapidly changing world.
Though the world has significant problems, there's never been greater
opportunities in human history to embrace this world's awesome abundance.
Don't be afraid to do so.
What's your E.T.A. to Embrace The Abundance?
Tuesday, July 24, 2007
Why “I Go To Extremes” Wasn’t Just a Billy Joel Song Title to Me
How many of us have a 40-hour work week at our current job? Wow, check out the lack of hands going up at that question! Well, everyone can stop laughing. Looks like we’re not alone. According to the December 2006 Harvard Business Review, it’s estimated that 1.7 million Americans have “extreme jobs.” An “extreme job” is defined as “high pressure positions that require 70 hours or more a week.”
Geez! All us accountants are “extreme”?!? And we all thought that 70+ hour work weeks was called “tax season” and are what it took to get recognized, promoted, etc.
Doesn’t it have a nice ring to it, though? “Extreme jobs.” Seems the United States is a culture that thrives on “extreme” everything – from TV shows (Extreme Makeover – Home Edition) to sports (extreme Frisbee, anyone?), if it’s “extreme” – Americans embrace it.
But why do we continue to do it – even after the promotions, raises, recognition? Why are there those of us who feel the need to work 70, 80, 90 hours a week after the raises push compensation packages into the 6 figure range – placing them in the top 6% of American salary earners?
For most people, it’s just their personalities. Most accountants are Type A people. To quote Sir John Gielgud in Arthur, “It’s what I live for…” Others, it’s the trill of working excessively long hours. Yeah, some do find a thrill here that others (myself included) just don’t see. And, I’m sure, many find those increasingly larger paychecks very alluring! The Harvard study shows the majority of these “extreme” employees love it. Yep, they claim that there doesn’t appear to be too much employee resentment (notice there’s no mention of the family’s reactions to these long hours.)
Now, I’m not going to question the choices made by “extremers.” Having spent almost 15 years in accounting and finance, I’ve been “extreme.” Of course, my husband and children will be the first ones to tell you how much they hated it. Long hours in the office, coupled with constant cell phone calls during dinner and e-mails all weekend tend to make even the most supportive families resentful.
Of course, I didn’t see how bad this all was until I was grocery shopping at 7:00am on a Saturday (because I just didn’t have any other free time) while discussing monthly and quarterly P&L statements with the president of my company.
Not too long after this did I begin to realize how wrong it all was. Yes, the money, power, and prestige were nice. But at what cost? I was constantly breaking out in hives (from the stress), I was pushing family obligations to the back burner (come on – grocery shopping at 7:00 am on a SATURDAY?!), I was hardly seeing my kids (and boy did they let me know it!), and my husband joking about talking more to my office’s receptionists than with me. Yes, I was in full-blown burnout.
At the time, we were renting a house in a very ritzy suburb of New York City (Greenwich, CT) and knew we couldn’t afford to stay if I wasn’t going to continue to be an “extreme” employee. Three months later, we moved into an incredible house in a very middle class suburb of Cleveland, OH – Mentor, where I actually spent the bulk of my childhood. Not only did our mortgage become one-third of what we were paying for rent, I could finally wind down my “extremeness.” Granted, I still work 60 + hours a week, but it’s on my terms. I own my own executive recruiting firm. There is no one to complain that I’m taking a half-day off, to help with my older two daughters’ classrooms. And if I choose to take an hour off and attend a tea party hosted by my 4 year old daughter, who’s going to yell? And if my 19 month old daughter is having a rough night sleeping, there’s no “tsk tsk” from other “extremers” because I’m not starting to work until 9:00am.
A lot of companies are trying to combat “extreme employee burnout.” That’s why more and more firms every day are offering concierge-style services, like dry cleaning pick up and delivery, on site child care, and massage therapists on salary. They are hoping these incredible employees won’t do what I did back in 2004 – burn out and run away like the wind. It’s because these companies are now listening to their human resource managers. These managers know that it’s increasingly difficult to replace an “extreme” employee. Let’s be realistic here – how many new employees are going to devote themselves to an organization knowing that the previous employee hit burnout and fled? Companies are forcing employees to utilize their vacations. Some firms even occasionally cover the costs for a spouse to go along on certain business trips. And we’ve all seen the upswing in telecommuting and flextime.
Would all these perks have encouraged me to stay at my old position? Probably not. While I loved my job (and the two offices that came with it – one a corner office on Park Avenue in the Upper West Side of NYC and the other, a waterfront office in Greenwich, CT), enjoyed working with my coworkers (some of the hardest working people I have ever met), and the pleasure of working for one of the most brilliant minds around, none of this could ever make up for the looks of relief and gratitude on my family’s faces when they realized that they really did come first.
Plus, there’s a lot to be said for not breaking out in hives during the past three years!
- Comments welcome.
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
Geez! All us accountants are “extreme”?!? And we all thought that 70+ hour work weeks was called “tax season” and are what it took to get recognized, promoted, etc.
Doesn’t it have a nice ring to it, though? “Extreme jobs.” Seems the United States is a culture that thrives on “extreme” everything – from TV shows (Extreme Makeover – Home Edition) to sports (extreme Frisbee, anyone?), if it’s “extreme” – Americans embrace it.
But why do we continue to do it – even after the promotions, raises, recognition? Why are there those of us who feel the need to work 70, 80, 90 hours a week after the raises push compensation packages into the 6 figure range – placing them in the top 6% of American salary earners?
For most people, it’s just their personalities. Most accountants are Type A people. To quote Sir John Gielgud in Arthur, “It’s what I live for…” Others, it’s the trill of working excessively long hours. Yeah, some do find a thrill here that others (myself included) just don’t see. And, I’m sure, many find those increasingly larger paychecks very alluring! The Harvard study shows the majority of these “extreme” employees love it. Yep, they claim that there doesn’t appear to be too much employee resentment (notice there’s no mention of the family’s reactions to these long hours.)
Now, I’m not going to question the choices made by “extremers.” Having spent almost 15 years in accounting and finance, I’ve been “extreme.” Of course, my husband and children will be the first ones to tell you how much they hated it. Long hours in the office, coupled with constant cell phone calls during dinner and e-mails all weekend tend to make even the most supportive families resentful.
Of course, I didn’t see how bad this all was until I was grocery shopping at 7:00am on a Saturday (because I just didn’t have any other free time) while discussing monthly and quarterly P&L statements with the president of my company.
Not too long after this did I begin to realize how wrong it all was. Yes, the money, power, and prestige were nice. But at what cost? I was constantly breaking out in hives (from the stress), I was pushing family obligations to the back burner (come on – grocery shopping at 7:00 am on a SATURDAY?!), I was hardly seeing my kids (and boy did they let me know it!), and my husband joking about talking more to my office’s receptionists than with me. Yes, I was in full-blown burnout.
At the time, we were renting a house in a very ritzy suburb of New York City (Greenwich, CT) and knew we couldn’t afford to stay if I wasn’t going to continue to be an “extreme” employee. Three months later, we moved into an incredible house in a very middle class suburb of Cleveland, OH – Mentor, where I actually spent the bulk of my childhood. Not only did our mortgage become one-third of what we were paying for rent, I could finally wind down my “extremeness.” Granted, I still work 60 + hours a week, but it’s on my terms. I own my own executive recruiting firm. There is no one to complain that I’m taking a half-day off, to help with my older two daughters’ classrooms. And if I choose to take an hour off and attend a tea party hosted by my 4 year old daughter, who’s going to yell? And if my 19 month old daughter is having a rough night sleeping, there’s no “tsk tsk” from other “extremers” because I’m not starting to work until 9:00am.
A lot of companies are trying to combat “extreme employee burnout.” That’s why more and more firms every day are offering concierge-style services, like dry cleaning pick up and delivery, on site child care, and massage therapists on salary. They are hoping these incredible employees won’t do what I did back in 2004 – burn out and run away like the wind. It’s because these companies are now listening to their human resource managers. These managers know that it’s increasingly difficult to replace an “extreme” employee. Let’s be realistic here – how many new employees are going to devote themselves to an organization knowing that the previous employee hit burnout and fled? Companies are forcing employees to utilize their vacations. Some firms even occasionally cover the costs for a spouse to go along on certain business trips. And we’ve all seen the upswing in telecommuting and flextime.
Would all these perks have encouraged me to stay at my old position? Probably not. While I loved my job (and the two offices that came with it – one a corner office on Park Avenue in the Upper West Side of NYC and the other, a waterfront office in Greenwich, CT), enjoyed working with my coworkers (some of the hardest working people I have ever met), and the pleasure of working for one of the most brilliant minds around, none of this could ever make up for the looks of relief and gratitude on my family’s faces when they realized that they really did come first.
Plus, there’s a lot to be said for not breaking out in hives during the past three years!
- Comments welcome.
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
Spice up your Wardrobe with Prints
Okay, I admit... I'm stealing this from my friend, Kristen Kaleal's blog. BUT for the fashion-challenged of us (myself included), this should be considered Fashion 101!
Enjoy!
- Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
Spice up your Wardrobe
with Prints
By Kristen Kaleal
A couple of years ago, I realized how blasé my wardrobe had become. I had precious few patterns in my closet, but those that I had, I wore quite often.
Several patterns I didn't feel were "right" and they quickly wrote their own ticket out of my closet. I looked at the patterns I wore the most to see what they all had in common and tried to figure out why I felt great and looked good in them.
I realized all the patterns shared one trait - they all contained beige or yellow. They worked with my coloring because I am a champagne blonde. It's all about harmony - my hair color was repeated in the patterns I wore.
I started using this new tactic, and you know what? I started buying (and more importantly, wearing) interesting patterns! My closet isn't boring anymore!!
Most of us appreciate a rule of thumb so we are assured that what we buy will look great on us. Fortunately, this concept works for everyone - whether male or female, and regardless of hair color - brown, red, black, gray, or blonde.
A pattern will generally work on you if your hair color is repeated in it. I think that's why leopard print is perpetually 'in'. It contains so many of our hair colors - blonde, light and dark brown, white, and black. And redheads can wear it because it's in their color palette!
A few more tricks for wearing prints:
The 80/20 Rule
This is for anyone who has attended one of my color events. For best results, when you buy prints, make sure 80% of the colors in the print are from your own palette. The other 20% can be any color in the spectrum. Remember, it's all about creating harmony!
Filling Your Closet
The easiest way to incorporate prints is to use the following list in descending order:
Stripes
Plaids
Checks
Dots
Abstracts
Florals*
*A quick note - be careful with florals in the professional world - they can undermine your credibility
Mimic your face and body shape
If your facial features are on the angular side with dramatic high cheekbones, a square jawline, or thin lips, and you are tall and/or slender, opt for bold, geometric patterns.
If you have softer features and are more curvy, choose soft or rounded prints, like paisley, swirls, and abstract florals.
A mishmash of prints from my very own closet:
clothes, bags, shoes, scarves
As you can see, I'm on the softer, curvier side, so I select patterns that are more rounded, leafy, or swirly - nothing too angular or with hard edges.
--------------------------------------------------------------------------------
Mixing Patterns
Guys do it all the time - a pinstripe suit, striped shirt, polka dot tie. Women, on the other hand, are generally afraid to mix patterns for fear of looking silly, I suppose. I do it quite a bit and I can assure you I don't look silly. I will pair striped or plaid pants with abstract print shirts or jackets.
There are a few tricks to making this look work:
Don't combine more than 2 patterns - unless you are going for a very fashion forward look
Items must have at least 2 colors in common
Make sure the prints are different proportions - for instance, herringbone (a very tight pattern) and a large print brocade jacket can work well together if you follow all the other rules
Mixing patterns mandates toned-down accessories
--------------------------------------------------------------------------------
Kristen Kaleal is an image consultant and corporate speaker. She is the style and image expert for ClevelandWomen.com and can be reached at (440) 742-0385 or kristen@ClevelandWomen.com.
Enjoy!
- Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
Spice up your Wardrobe
with Prints
By Kristen Kaleal
A couple of years ago, I realized how blasé my wardrobe had become. I had precious few patterns in my closet, but those that I had, I wore quite often.
Several patterns I didn't feel were "right" and they quickly wrote their own ticket out of my closet. I looked at the patterns I wore the most to see what they all had in common and tried to figure out why I felt great and looked good in them.
I realized all the patterns shared one trait - they all contained beige or yellow. They worked with my coloring because I am a champagne blonde. It's all about harmony - my hair color was repeated in the patterns I wore.
I started using this new tactic, and you know what? I started buying (and more importantly, wearing) interesting patterns! My closet isn't boring anymore!!
Most of us appreciate a rule of thumb so we are assured that what we buy will look great on us. Fortunately, this concept works for everyone - whether male or female, and regardless of hair color - brown, red, black, gray, or blonde.
A pattern will generally work on you if your hair color is repeated in it. I think that's why leopard print is perpetually 'in'. It contains so many of our hair colors - blonde, light and dark brown, white, and black. And redheads can wear it because it's in their color palette!
A few more tricks for wearing prints:
The 80/20 Rule
This is for anyone who has attended one of my color events. For best results, when you buy prints, make sure 80% of the colors in the print are from your own palette. The other 20% can be any color in the spectrum. Remember, it's all about creating harmony!
Filling Your Closet
The easiest way to incorporate prints is to use the following list in descending order:
Stripes
Plaids
Checks
Dots
Abstracts
Florals*
*A quick note - be careful with florals in the professional world - they can undermine your credibility
Mimic your face and body shape
If your facial features are on the angular side with dramatic high cheekbones, a square jawline, or thin lips, and you are tall and/or slender, opt for bold, geometric patterns.
If you have softer features and are more curvy, choose soft or rounded prints, like paisley, swirls, and abstract florals.
A mishmash of prints from my very own closet:
clothes, bags, shoes, scarves
As you can see, I'm on the softer, curvier side, so I select patterns that are more rounded, leafy, or swirly - nothing too angular or with hard edges.
--------------------------------------------------------------------------------
Mixing Patterns
Guys do it all the time - a pinstripe suit, striped shirt, polka dot tie. Women, on the other hand, are generally afraid to mix patterns for fear of looking silly, I suppose. I do it quite a bit and I can assure you I don't look silly. I will pair striped or plaid pants with abstract print shirts or jackets.
There are a few tricks to making this look work:
Don't combine more than 2 patterns - unless you are going for a very fashion forward look
Items must have at least 2 colors in common
Make sure the prints are different proportions - for instance, herringbone (a very tight pattern) and a large print brocade jacket can work well together if you follow all the other rules
Mixing patterns mandates toned-down accessories
--------------------------------------------------------------------------------
Kristen Kaleal is an image consultant and corporate speaker. She is the style and image expert for ClevelandWomen.com and can be reached at (440) 742-0385 or kristen@ClevelandWomen.com.
Wardrobe Mixology
Yep, more stuff "stolen" from Kristen's latest newsletter. Great stuff for those of us who live in black clothes (although, today I took a break from my "uniform" and am wearing an off-white top with off-white pants with various shades of blue pinstripes.)
Enjoy!
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
One of the most frequent challenges facing my female clients, as one of the most popular questions I am asked, is about how to make one's wardrobe more interesting. For some women, clothes are simply utilitarian and serve a purely functional purpose. These may be the women who have way too many pairs of jeans or call black pants their most valuable fashion asset. Or they may simply be stuck in a style rut – never varying their standard look. People always know what to expect from them – whether it's a twinset, T-shirt, or even fancy shoes. They may fear that they have become too boring and predictable.
If you're one of those women who routinely plays it safe, but feels uninteresting and knows she is missing out on something, it's time to add some fun to your wardrobe.
And if you're one of those who is routinely fabulous, there is a way to take your fabulosity to the next level.
I get a lot of comments about the way I dress. When women say, "I could never put that kind of an outfit together – how do you know it's all going to work together when you put it on?" My secrets? Start by only buying clothes you love. Dress in what expresses your mood.
And throw them a curve.
Color and pattern not only communicate our feelings to the world, but they can also have an immediate effect on our own mood!
For more of my secrets for wearing patterns, click here.
Here's how to use this little guide:
We have our BASICS – our base garments. The vodka of our wardrobe. The pieces that can be construed as a little boring if we aren't careful. But if we don't have these pieces, then our wardrobe has no solid foundation and we may either end up looking like we have no clue about how to put an outfit together.
Next, add a SHOT. This is if you're a typically uninteresting dresser, or if you feel like you're missing something. Go for a quick shot of something unanticipated. A bright teal blouse. Red pumps. Zebra print bag.
And if you're a little more daring, throw in a TWIST of the truly unexpected (maybe even over the top) to the outfit. Something that says "WOW". An item that truly sings. A piece that no one saw coming, but makes people stand up, take notice, and tells them that you know exactly what you're doing, stylishly speaking.
Here are a few examples from my own closet:
..:namespace prefix = o />
..
1)
BASICS – Gray jacket, black pants (boring!)
SHOT – Bright red shirt
TWIST – Gold bag and leopard print shoes.
Cool colors and warm colors can go together beautifully.
2)
BASICS – White denim jacket
SHOT – Here, the base garment is the shot – an orange T-shirt and cotton skirt
TWIST – Accessories! Both the necklace and bag had the same colors in them, so I simply pulled out the teal from both and selected patent teal slingbacks.
Casually elegant!
..
3)
BASICS – Dark wash jeans
SHOT – Lemon yellow twinset
TWIST – Red ballet flats and red polka dot tote
I put this together in 2 minutes one day! Looked like I had actually put a lot of thought into it.
4)
BASICS – White pants with black pinstripe
SHOT – Black patterned top, gold shoes
TWIST – The straw bag adds another layer to this outfit. Playing with texture can be fun.
Interesting, but conservative. Great for business casual.
Here are 3 rules for adding color and pattern into your own wardrobe!
1. Have a color palette you shop within. When you find pieces like purses, shoes or necklaces that incorporate a lot of the colors you wear, buy them!
2. Buy items together. If you pick up a pair of great looking royal patent slides, pick up a top that matches them as well as a bracelet or necklace, perhaps. It's not the idea that you will wear all of these items at one time – don't be "matchy-matchy" – the idea is that you have the option to wear a couple of them at a time to look put together. It does an amazing job of curing "I have nothing to wear" syndrome. Trust me on this.
3. Use RESTRAINT. I say this very seriously. There is a fine line between being enjoying color, pattern and accessories and being a fashion victim. Use the rule of two. Wear a maximum of two patterns. Repeat an accent color only twice. Two colors in your outfit gives you a better basis to add interesting accessories.
Of course, rules are meant to be broken, but having the basic knowledge will take your wardrobe to that next level, help you be more daring, and truly enjoy getting dressed and have fun with your clothes.
Isn't that really what it's all about?
Kristen Kaleal is an image consultant and corporate speaker. She is the style and image expert for ClevelandWomen.com and can be reached at (440) 742-0385 or kristen@kkimagedesign.com.
Enjoy!
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
One of the most frequent challenges facing my female clients, as one of the most popular questions I am asked, is about how to make one's wardrobe more interesting. For some women, clothes are simply utilitarian and serve a purely functional purpose. These may be the women who have way too many pairs of jeans or call black pants their most valuable fashion asset. Or they may simply be stuck in a style rut – never varying their standard look. People always know what to expect from them – whether it's a twinset, T-shirt, or even fancy shoes. They may fear that they have become too boring and predictable.
If you're one of those women who routinely plays it safe, but feels uninteresting and knows she is missing out on something, it's time to add some fun to your wardrobe.
And if you're one of those who is routinely fabulous, there is a way to take your fabulosity to the next level.
I get a lot of comments about the way I dress. When women say, "I could never put that kind of an outfit together – how do you know it's all going to work together when you put it on?" My secrets? Start by only buying clothes you love. Dress in what expresses your mood.
And throw them a curve.
Color and pattern not only communicate our feelings to the world, but they can also have an immediate effect on our own mood!
For more of my secrets for wearing patterns, click here.
Here's how to use this little guide:
We have our BASICS – our base garments. The vodka of our wardrobe. The pieces that can be construed as a little boring if we aren't careful. But if we don't have these pieces, then our wardrobe has no solid foundation and we may either end up looking like we have no clue about how to put an outfit together.
Next, add a SHOT. This is if you're a typically uninteresting dresser, or if you feel like you're missing something. Go for a quick shot of something unanticipated. A bright teal blouse. Red pumps. Zebra print bag.
And if you're a little more daring, throw in a TWIST of the truly unexpected (maybe even over the top) to the outfit. Something that says "WOW". An item that truly sings. A piece that no one saw coming, but makes people stand up, take notice, and tells them that you know exactly what you're doing, stylishly speaking.
Here are a few examples from my own closet:
..:namespace prefix = o />
..
1)
BASICS – Gray jacket, black pants (boring!)
SHOT – Bright red shirt
TWIST – Gold bag and leopard print shoes.
Cool colors and warm colors can go together beautifully.
2)
BASICS – White denim jacket
SHOT – Here, the base garment is the shot – an orange T-shirt and cotton skirt
TWIST – Accessories! Both the necklace and bag had the same colors in them, so I simply pulled out the teal from both and selected patent teal slingbacks.
Casually elegant!
..
3)
BASICS – Dark wash jeans
SHOT – Lemon yellow twinset
TWIST – Red ballet flats and red polka dot tote
I put this together in 2 minutes one day! Looked like I had actually put a lot of thought into it.
4)
BASICS – White pants with black pinstripe
SHOT – Black patterned top, gold shoes
TWIST – The straw bag adds another layer to this outfit. Playing with texture can be fun.
Interesting, but conservative. Great for business casual.
Here are 3 rules for adding color and pattern into your own wardrobe!
1. Have a color palette you shop within. When you find pieces like purses, shoes or necklaces that incorporate a lot of the colors you wear, buy them!
2. Buy items together. If you pick up a pair of great looking royal patent slides, pick up a top that matches them as well as a bracelet or necklace, perhaps. It's not the idea that you will wear all of these items at one time – don't be "matchy-matchy" – the idea is that you have the option to wear a couple of them at a time to look put together. It does an amazing job of curing "I have nothing to wear" syndrome. Trust me on this.
3. Use RESTRAINT. I say this very seriously. There is a fine line between being enjoying color, pattern and accessories and being a fashion victim. Use the rule of two. Wear a maximum of two patterns. Repeat an accent color only twice. Two colors in your outfit gives you a better basis to add interesting accessories.
Of course, rules are meant to be broken, but having the basic knowledge will take your wardrobe to that next level, help you be more daring, and truly enjoy getting dressed and have fun with your clothes.
Isn't that really what it's all about?
Kristen Kaleal is an image consultant and corporate speaker. She is the style and image expert for ClevelandWomen.com and can be reached at (440) 742-0385 or kristen@kkimagedesign.com.
Position Available: Senior Information Technology Auditor - Cleveland, OH
A colleague of mine has a client in Cleveland looking for a SENIOR INFORMATION TECHNOLOGY AUDITOR. Below is the job description. If you feel you would be a good match, please email your resume immediately to resume@stewartmcgovern.com for consideration.
Responsibilities:
Participate in the development of recommendations and remediation of reported control weaknesses within the IT area. This position requires a versatile individual who must be action-oriented, decisive, and who can get to the heart of a problem. Responsibilities: • Develop IT audit programs, program steps, and /or tests to meet audit objectives • Conduct IT audits and identify and document risks and controls. • Train, assist, and review work of other IT auditors • Assist in the conduct of audits and examinations by external auditors and regulatory examiners. • Communicate audit findings to IT management.
Skills Desired:
• Big 4 background experience a plus. • Individuals applying must possess strong leadership abilities, organizational, and analytical skills. • Must be a critical thinker, and be able to think "outside the box" while fully understanding the critical nature of audit process flow. • Knowledge of information technology, and internal controls are essential, as well as fundamental knowledge of auditing concepts. • Strong written and verbal communication skills.
Education Notes:
• Bachelor's degree in Information Systems, Accounting or Finance. • One or more of the following Certifications preferred: CPA, CIA, CBA, CRP, or CISA.
Experience Notes:
• Minimum of 3-5 years experience as an Internal Auditor in either a financial institution or a public accounting firm.
Salary:
Salary - $80,000 - $90,000 (with some profit sharing)
Responsibilities:
Participate in the development of recommendations and remediation of reported control weaknesses within the IT area. This position requires a versatile individual who must be action-oriented, decisive, and who can get to the heart of a problem. Responsibilities: • Develop IT audit programs, program steps, and /or tests to meet audit objectives • Conduct IT audits and identify and document risks and controls. • Train, assist, and review work of other IT auditors • Assist in the conduct of audits and examinations by external auditors and regulatory examiners. • Communicate audit findings to IT management.
Skills Desired:
• Big 4 background experience a plus. • Individuals applying must possess strong leadership abilities, organizational, and analytical skills. • Must be a critical thinker, and be able to think "outside the box" while fully understanding the critical nature of audit process flow. • Knowledge of information technology, and internal controls are essential, as well as fundamental knowledge of auditing concepts. • Strong written and verbal communication skills.
Education Notes:
• Bachelor's degree in Information Systems, Accounting or Finance. • One or more of the following Certifications preferred: CPA, CIA, CBA, CRP, or CISA.
Experience Notes:
• Minimum of 3-5 years experience as an Internal Auditor in either a financial institution or a public accounting firm.
Salary:
Salary - $80,000 - $90,000 (with some profit sharing)
Job Title: IT Corporate Auditor - Akron, OH
A colleague of mine has a client in Akron looking for an IT CORPORATE AUDITOR. Below is the job description. If you feel you would be a good match, please email your resume immediately to resume@stewartmcgovern.com for consideration.
Responsibilities:
• Ensure that adequate controls are maintained and to provide the production of quality EDP reports and the protection of data stored or transported in magnetic or electronic form.
• Audits and reviews will be performed as directed by Senior Management in the examination and evaluation of effectiveness of the organization's systems of internal controls and the quality of performance of assigned responsibilities and safeguarding of Company Assets.
Skills Desired:
• Excellent understanding of concepts related to information systems audit as it relates to mainframe, UNIX, networking, Oracle Lawson, disaster recovery, business continuity planning, computer operations, information security, firewalls, electronic commerce, network security, database management systems, program change controls and project management standard practices.
• Familiarity with Information Systems, Accounting and control practices as well as possess a broad understanding of business operations, analytical techniques and professional standards.
• Diligent, thorough detail oriented documentation skills, a strong analytical and creative approach to problem solving, the ability to manage multiple assignments and tasks simultaneously and excellent oral and written communications skills.
• Must be proficient in Microsoft Office (Excel, Word, Access, PowerPoint)
• Excellent communication skills
• Detail Oriented
• Ability to work in a team environment or individually with minimal supervision
• Excellent writing skills and presentation preparation
• Must be flexible in terms of performing multiple tasks/projects
• Sarbanes-Oxley 404 compliance experience
• Big 4 experience strongly preferred
Education Notes:
• Bachelor's Degree in Computer Science, Management Information Systems, Accounting or related field.
• Professional certification (CPA, CIA, or CISA) certification preferred
Experience Notes:
• 1-3 years experience in IT Audit, Security and Controls Consulting, Programming and System Administration, Risk Management or Internal Audit.
• 2-4 years of related experience.
Salary:
Salary - $45,000 - $73,000 + bonus
Responsibilities:
• Ensure that adequate controls are maintained and to provide the production of quality EDP reports and the protection of data stored or transported in magnetic or electronic form.
• Audits and reviews will be performed as directed by Senior Management in the examination and evaluation of effectiveness of the organization's systems of internal controls and the quality of performance of assigned responsibilities and safeguarding of Company Assets.
Skills Desired:
• Excellent understanding of concepts related to information systems audit as it relates to mainframe, UNIX, networking, Oracle Lawson, disaster recovery, business continuity planning, computer operations, information security, firewalls, electronic commerce, network security, database management systems, program change controls and project management standard practices.
• Familiarity with Information Systems, Accounting and control practices as well as possess a broad understanding of business operations, analytical techniques and professional standards.
• Diligent, thorough detail oriented documentation skills, a strong analytical and creative approach to problem solving, the ability to manage multiple assignments and tasks simultaneously and excellent oral and written communications skills.
• Must be proficient in Microsoft Office (Excel, Word, Access, PowerPoint)
• Excellent communication skills
• Detail Oriented
• Ability to work in a team environment or individually with minimal supervision
• Excellent writing skills and presentation preparation
• Must be flexible in terms of performing multiple tasks/projects
• Sarbanes-Oxley 404 compliance experience
• Big 4 experience strongly preferred
Education Notes:
• Bachelor's Degree in Computer Science, Management Information Systems, Accounting or related field.
• Professional certification (CPA, CIA, or CISA) certification preferred
Experience Notes:
• 1-3 years experience in IT Audit, Security and Controls Consulting, Programming and System Administration, Risk Management or Internal Audit.
• 2-4 years of related experience.
Salary:
Salary - $45,000 - $73,000 + bonus
Networking - Cleveland, OH
So, am I the only one bemoaning the fact that August begins next week? To me, August always used to mean the "end of summer." Of course, as a parent, I am now look at August as being the "beginning of the new school year."
Either way, I noticed that August is almost here and there hasn't been a decent local networking event that isn't "career specific." I mean, I attend lots of great networking luncheons and cocktail hours, but most focus on either Accounting and Finance (my primary recruiting areas) or professional development.
Why not have a great networking cocktail hour at one of the fabulous bars in Cleveland? And why not have it be just so all of us can *finally* get a chance to meet in person?
Here's what I'm thinking... I want to set up a networking event somewhere in Cleveland toward the end of August. It would be a cash bar (sorry, folks) and the sole purpose would be for everyone who knows each other online (either by MySpace, Facebook, LinkedIn, etc.) to finally meet in person. Or, even if we know each other already, it's a great way to say "hi" in a way that doesn't involve email!
Post your suggestions for days during the 3rd or 4th week in August, as well as possible locations. Based on the most agreed upon day and location, I'll set up "Mary's End of Summer Networking Cocktail Party" (yeah, I'm gonna need to come up with a better name than that!)
Comments -
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
Either way, I noticed that August is almost here and there hasn't been a decent local networking event that isn't "career specific." I mean, I attend lots of great networking luncheons and cocktail hours, but most focus on either Accounting and Finance (my primary recruiting areas) or professional development.
Why not have a great networking cocktail hour at one of the fabulous bars in Cleveland? And why not have it be just so all of us can *finally* get a chance to meet in person?
Here's what I'm thinking... I want to set up a networking event somewhere in Cleveland toward the end of August. It would be a cash bar (sorry, folks) and the sole purpose would be for everyone who knows each other online (either by MySpace, Facebook, LinkedIn, etc.) to finally meet in person. Or, even if we know each other already, it's a great way to say "hi" in a way that doesn't involve email!
Post your suggestions for days during the 3rd or 4th week in August, as well as possible locations. Based on the most agreed upon day and location, I'll set up "Mary's End of Summer Networking Cocktail Party" (yeah, I'm gonna need to come up with a better name than that!)
Comments -
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
Give Moms a Fair Shake
Below is an email I received today from MomsRising. As a woman, I am disgusted by this. But, as a recruiter, I know that this is the work world's "dirty little secret." It seems being a mother is one of the FEW areas where companies still discriminate.
Dear MomsRising member -
This weekend I took a walk with a good friend of mine, Karen, who started a job about six months ago after being at home with her children for a few years. She was very upset because her boss assumed that all the calls coming in on her cell phone at work were from her kids, when, in fact, they were from business associates. She only found out about this criticism during her performance review. "I was completely floored."
Karen isn't alone in having negative assumptions made about her at work. It's not uncommon for mothers to be held harsher work performance standards than women without children. In fact, a new 2007 study shows this unequal treatment often starts in the hiring process. This study found that mothers are 79 percent less likely to be hired than non-mothers with the same resumes! Another study found that mothers are taken off the "management track" with fewer late days than non-mothers. These studies show a pattern of consistent discrimination against mothers at work, yet the recent Supreme Court ruling, Ledbetter vs. Goodyear, dramatically limits employee's ability to challenge discrimination. It's time to turn this trend around.
TAKE ACTION: Click here to send a message to Congress telling them that all of us should have protection from discrimination at work, and urging them to vote YES on H.R. 2831 to reverse the Ledbetter decision: http://www.democracyinaction.org/dia/organizationsORG/momsrising/campaign.jsp?campaign_KEY=12206
KEEP THE HEAT ON: The Supreme Court's ruling in Ledbetter vs. Goodyear that discrimination claims must be made within 180 days after the pay is set is a major setback in women's rights. How many of us know what our co-workers make? In fact, many employers forbid employees from discussing their pay, making it all the more difficult to discover pay discrimination within the short time frame now required by the Supreme Court. Congress can remedy this injustice by clarifying the intent of Title VII and restoring the ability of workers harmed by discrimination to successfully hold their employers accountable. Otherwise, Title VII is just an empty promise.
Given the growing evidence that mothers are routinely subjected to discrimination at the workplace, we need Congress to act now to remedy the recent Supreme Court decision in Ledbetter v. Goodyear. This workplace discrimination shows in pay gaps: Studies show that women without children make 90 cents to a man's dollar, mothers make 73 cents, and single mothers make only about 60 cents to a man's dollar. Yet in their decision, the Supreme Court denied Lilly Ledbetter the right to sue because she didn't realize that she was being discriminated against by being paid between 15% and 40 % less than her male counterparts on the management team until late in her 19 year career. In other words, they shut her out!
*Make sure Congress knows citizens support H.R. 2831 by forwarding this email to friends, family, book group, sports teams, and any other of your 500 favorite people! The Ledbetter Supreme Court ruling undermines our fundamental protection from discrimination based upon gender, race, and religion. This core protection must be restored, and members of Congress are working to do so. Let's show our support.
Don't forget to tell your representatives you support HR 2831, and urge them to vote YES when it comes before them: http://www.democracyinaction.org/dia/organizationsORG/momsrising/campaign.jsp?campaign_KEY=12206
Best - Donna and the MomsRising Team
p.s. If you haven't signed in the past, check out our petition for equal pay for equal work at: http://www.democracyinaction.org/dia/organizationsORG/momsrising/signUp.jsp?key=2302&t=petition.dwt
p.p.s. Click here to watch a new video of Lily Ledbetter, put up by People for the American Way, describing the discrimination she faced and calling on Congress to act: http://www.youtube.com/watch?v=YhSFttshcPk
p.p.s.s. If you are experiencing discrimination at work because of your family responsibilities, call the Center for WorkLife Law Hotline at 1-800-981-9495 or email hotline@worklifelaw.org
Dear MomsRising member -
This weekend I took a walk with a good friend of mine, Karen, who started a job about six months ago after being at home with her children for a few years. She was very upset because her boss assumed that all the calls coming in on her cell phone at work were from her kids, when, in fact, they were from business associates. She only found out about this criticism during her performance review. "I was completely floored."
Karen isn't alone in having negative assumptions made about her at work. It's not uncommon for mothers to be held harsher work performance standards than women without children. In fact, a new 2007 study shows this unequal treatment often starts in the hiring process. This study found that mothers are 79 percent less likely to be hired than non-mothers with the same resumes! Another study found that mothers are taken off the "management track" with fewer late days than non-mothers. These studies show a pattern of consistent discrimination against mothers at work, yet the recent Supreme Court ruling, Ledbetter vs. Goodyear, dramatically limits employee's ability to challenge discrimination. It's time to turn this trend around.
TAKE ACTION: Click here to send a message to Congress telling them that all of us should have protection from discrimination at work, and urging them to vote YES on H.R. 2831 to reverse the Ledbetter decision: http://www.democracyinaction.org/dia/organizationsORG/momsrising/campaign.jsp?campaign_KEY=12206
KEEP THE HEAT ON: The Supreme Court's ruling in Ledbetter vs. Goodyear that discrimination claims must be made within 180 days after the pay is set is a major setback in women's rights. How many of us know what our co-workers make? In fact, many employers forbid employees from discussing their pay, making it all the more difficult to discover pay discrimination within the short time frame now required by the Supreme Court. Congress can remedy this injustice by clarifying the intent of Title VII and restoring the ability of workers harmed by discrimination to successfully hold their employers accountable. Otherwise, Title VII is just an empty promise.
Given the growing evidence that mothers are routinely subjected to discrimination at the workplace, we need Congress to act now to remedy the recent Supreme Court decision in Ledbetter v. Goodyear. This workplace discrimination shows in pay gaps: Studies show that women without children make 90 cents to a man's dollar, mothers make 73 cents, and single mothers make only about 60 cents to a man's dollar. Yet in their decision, the Supreme Court denied Lilly Ledbetter the right to sue because she didn't realize that she was being discriminated against by being paid between 15% and 40 % less than her male counterparts on the management team until late in her 19 year career. In other words, they shut her out!
*Make sure Congress knows citizens support H.R. 2831 by forwarding this email to friends, family, book group, sports teams, and any other of your 500 favorite people! The Ledbetter Supreme Court ruling undermines our fundamental protection from discrimination based upon gender, race, and religion. This core protection must be restored, and members of Congress are working to do so. Let's show our support.
Don't forget to tell your representatives you support HR 2831, and urge them to vote YES when it comes before them: http://www.democracyinaction.org/dia/organizationsORG/momsrising/campaign.jsp?campaign_KEY=12206
Best - Donna and the MomsRising Team
p.s. If you haven't signed in the past, check out our petition for equal pay for equal work at: http://www.democracyinaction.org/dia/organizationsORG/momsrising/signUp.jsp?key=2302&t=petition.dwt
p.p.s. Click here to watch a new video of Lily Ledbetter, put up by People for the American Way, describing the discrimination she faced and calling on Congress to act: http://www.youtube.com/watch?v=YhSFttshcPk
p.p.s.s. If you are experiencing discrimination at work because of your family responsibilities, call the Center for WorkLife Law Hotline at 1-800-981-9495 or email hotline@worklifelaw.org
Friday, June 29, 2007
New Position Available: Senior Tax Associate – Mayfield Village, OH
Senior Tax Associate – Mayfield Village, OH
Prepare and review individual, partnership, corporate, and trust income tax returns
Prepare, review, and analyze annual and interim compiled and reviewed financial statements
Annual projections
Online research regarding tax treatments
Scheduling and management of staff
Meet with clients
Some travel involved
Requirements:
Bachelors Degree in Accounting
CPA a plus
At least 3 to 5 years experience
CPA firm experience preferred
Advanced knowledge of tax accounting and bookkeeping
Strong analytical skills
Excellent interpersonal and technical skills
Salary: Depends on Experience
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
Position Available: Manager, Purchasing/North America – Akron, OH
Manager, Purchasing/North America – Akron, OH
Reports to the Director of Corporate Services – North America
Responsible for raw material purchases
Work with supplier base to identify process implementation/improvements/cost reductions
Develop proficient use of systems which measure, track, and analyze
Negotiate payment terms, lead times, order quantities, “lean” techniques
Write/maintain policies & procedures
Responsible for setting direction, expectations, and strategies for direct reports/staff
Responsible for updating inventory reserves
Some travel required
Requirements:
Undergrad degree required (chemical a plus)
Graduate degree preferred
5+ years of supervision/management experience AND 10 years experience in Procurement
Six Sigma training a HUGE plus
Strong written and verbal skills
Must be accountable, results-oriented, and self-motivated
Salary: Depends on Experience
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
Reports to the Director of Corporate Services – North America
Responsible for raw material purchases
Work with supplier base to identify process implementation/improvements/cost reductions
Develop proficient use of systems which measure, track, and analyze
Negotiate payment terms, lead times, order quantities, “lean” techniques
Write/maintain policies & procedures
Responsible for setting direction, expectations, and strategies for direct reports/staff
Responsible for updating inventory reserves
Some travel required
Requirements:
Undergrad degree required (chemical a plus)
Graduate degree preferred
5+ years of supervision/management experience AND 10 years experience in Procurement
Six Sigma training a HUGE plus
Strong written and verbal skills
Must be accountable, results-oriented, and self-motivated
Salary: Depends on Experience
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
Position Available: IT Business Consultant - Akron, OH
IT Business Consultant – Akron, OH
Responsible for leading and performing analytical studies for Internal IT Consulting Group
Reports to the Director of Information Security and System Planning
Involves some travel
Must have strong analytical , problem solving, and facilitation skills
Demonstrated analytical and quantitative capabilities
Excellent people management skills
Exceptional written and oral communication skills
Requirements:
Bachelors degree required
MBA preferred
10+ years of business analysis and consulting experience
Retail industry experience a major plus
Salary:
$85,000 to $95,000
For more information, please email resume and phone number to info@stewartmcgovern.com
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
Responsible for leading and performing analytical studies for Internal IT Consulting Group
Reports to the Director of Information Security and System Planning
Involves some travel
Must have strong analytical , problem solving, and facilitation skills
Demonstrated analytical and quantitative capabilities
Excellent people management skills
Exceptional written and oral communication skills
Requirements:
Bachelors degree required
MBA preferred
10+ years of business analysis and consulting experience
Retail industry experience a major plus
Salary:
$85,000 to $95,000
For more information, please email resume and phone number to info@stewartmcgovern.com
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
Thursday, June 28, 2007
CPA Shortages Impact Work at Senior Levels
Looks like there is a shortage of CPAs in America. Good news for my candidates! Bad news for my clients.
According to a study by Century Group, a recruiting firm in El Segundo, CA, CPAs with minimal experience (2 to 5 years) are benefiting from this shortage. Because of the laws of supply and demand, this imbalance is bumping up salaries at a double-digit rate! This is GREAT news for entry-level accountants still working towards their CPA designation. It appears that the shortage reaches all the way up to Manager and Director levels, and things should continue to project along this trajectory until *at least* 2010!
The study shows that the "middle of the pack" positions (senior accountants, senior auditors, assistant controllers) are benefiting most at this time, with raises averaging 10 to 15 percent. Keep in mind that top candidates are getting even higher percentage raises!
But, the most surprising element is WHY: CFOs want people working for them who are experienced with Sarbanes-Oxley compliance. The younger candidates have spent their entire careers (or, almost their entire careers) with SOX being part of their job description.
To read more about this interesting study, go directly to:
http://www.big4.com/newsletter/june2007/CPA-Shortages-Impact-Work-at-Senior-Levels.htm
- Comments welcome.
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com//!
According to a study by Century Group, a recruiting firm in El Segundo, CA, CPAs with minimal experience (2 to 5 years) are benefiting from this shortage. Because of the laws of supply and demand, this imbalance is bumping up salaries at a double-digit rate! This is GREAT news for entry-level accountants still working towards their CPA designation. It appears that the shortage reaches all the way up to Manager and Director levels, and things should continue to project along this trajectory until *at least* 2010!
The study shows that the "middle of the pack" positions (senior accountants, senior auditors, assistant controllers) are benefiting most at this time, with raises averaging 10 to 15 percent. Keep in mind that top candidates are getting even higher percentage raises!
But, the most surprising element is WHY: CFOs want people working for them who are experienced with Sarbanes-Oxley compliance. The younger candidates have spent their entire careers (or, almost their entire careers) with SOX being part of their job description.
To read more about this interesting study, go directly to:
http://www.big4.com/newsletter/june2007/CPA-Shortages-Impact-Work-at-Senior-Levels.htm
- Comments welcome.
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com//!
Monday, June 25, 2007
ClevelandWomen.com
I have a multi-part article of mine posted on ClevelandWomen.com, on the subject of starting your career when you first out of college.
Be sure to check it out!
http://www.clevelandwomen.com/
- Comment welcome.
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
Be sure to check it out!
http://www.clevelandwomen.com/
- Comment welcome.
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!
Thursday, June 21, 2007
How to Avoid Getting Stuck with an A$$ for a Boss
Have you ever heard of the book, The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn't? I didn't - until I read Guy Kawasaki's blog the other day.
The gist of the book is that, if you work at it beforehand, you can avoid having the "boss from hell".
Guy suggested that you use LinkedIn before you accept a company's offer of employment. By doing a little homework, you can (and should) screen out Asshole Bosses.
Personally, I think it's brilliant! By using the LinkedIn reference check option (which is FREE), you can look up said Asshole Prospective Boss (from hereon out to be called APB), to see if you have any mutual connections. If you do, contact them at once for their perspective on APB. Is the APB lecherous? Do they tend to take credit for their employees' contributions and NOT share the glory? If so, RUN LIKE THE WIND.
But, what if the APB doesn't use LinkedIn? Then what? I'll tell you what you do - you run a LinkedIn Reference check. This FREE service will show you the names of LinkedIn members who worked at the same corporation as the APB. Narrow down this list to the names of people who worked at the same location as APB. If that's still too many, look for people who reported to APB.
If someone has worked with him/her, ask questions. Lots of them. Basically you are doing your own reference check on the potential boss. All this is completely legal and should be basic common sense. I mean, do you change banks without asking around? Do you change stylists without checking around? And all these have much less lasting effects than who your boss would be.
Look out for prospective bosses who favor "kiss-ups". Or, for that matter, the ones who suck up to their own bosses and make their employees look totally useless without their "expert" guidance.
Be wary of ones who, when criticized by their own bosses, "pass the buck" down to their employees. If they can take credit for the good, they need to accept the criticism for the bad.
Ask if they have a quick temper. Seriously, think about it. Do you really want to work for someone who routinely "shoots the messenger"? I think not.
Does the prospective boss regularly take the credit for all the good work that is done by the department without sharing with his/her employees?
Has this person ever collaborated with this potential boss on a project? Do they regularly have a nasty disposition or cause internal conflict on projects? Remember that, often, history does tend to repeat itself.
What is their email style like? Do they routinely send out CYA (cover your asses) emails, ccing everone from their own bosses to the mailroom clerk? Would this person's email style be considered a "flaming" or "trolling" on any message boards?
Ask what kind of people work best with him/her. Do the phrases "self motivated" and "strong willed" come up A LOT? If so, there is probably a good reason. The APB tend to leave their employees feeling drained and/or down. Think about the biggest asshole you personally know for a minute. If this ABP sounds like that person, RUN.
Does this person share information about projects openly with their employees, or do they clam up? If they clam up, it sounds like he/she views their employees as competitors. Not a healthy way to manage a staff.
Would the person you are speaking with WANT this person to work on their team again? Let's be honest - every company and team has their own personal asshole on staff, and that can be GOOD. But not everyone WANTS to work with this person. Most of the time, the oafish behavior overrules any benefit of having an asshole/shark/bitch (or whatever you call this person at your work now and you KNOW you have one) on your team.
Finally, how would this person feel if you left a management "self-help" book or a copy of The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn't on their desk? If the answer is DUCK, RUN, AVOID THEM THE REST OF THE DAY... keep that in mind when making your decision. I mean, if the person can't handle constructive criticism or teasing well, do you really want to work for them?
- Comments welcome.
Mary Stewart McGovern
President
Stewart McGovern Enterprises
www.stewartmcgovern.com
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, www.stewartmcgovern.com!
The gist of the book is that, if you work at it beforehand, you can avoid having the "boss from hell".
Guy suggested that you use LinkedIn before you accept a company's offer of employment. By doing a little homework, you can (and should) screen out Asshole Bosses.
Personally, I think it's brilliant! By using the LinkedIn reference check option (which is FREE), you can look up said Asshole Prospective Boss (from hereon out to be called APB), to see if you have any mutual connections. If you do, contact them at once for their perspective on APB. Is the APB lecherous? Do they tend to take credit for their employees' contributions and NOT share the glory? If so, RUN LIKE THE WIND.
But, what if the APB doesn't use LinkedIn? Then what? I'll tell you what you do - you run a LinkedIn Reference check. This FREE service will show you the names of LinkedIn members who worked at the same corporation as the APB. Narrow down this list to the names of people who worked at the same location as APB. If that's still too many, look for people who reported to APB.
If someone has worked with him/her, ask questions. Lots of them. Basically you are doing your own reference check on the potential boss. All this is completely legal and should be basic common sense. I mean, do you change banks without asking around? Do you change stylists without checking around? And all these have much less lasting effects than who your boss would be.
Look out for prospective bosses who favor "kiss-ups". Or, for that matter, the ones who suck up to their own bosses and make their employees look totally useless without their "expert" guidance.
Be wary of ones who, when criticized by their own bosses, "pass the buck" down to their employees. If they can take credit for the good, they need to accept the criticism for the bad.
Ask if they have a quick temper. Seriously, think about it. Do you really want to work for someone who routinely "shoots the messenger"? I think not.
Does the prospective boss regularly take the credit for all the good work that is done by the department without sharing with his/her employees?
Has this person ever collaborated with this potential boss on a project? Do they regularly have a nasty disposition or cause internal conflict on projects? Remember that, often, history does tend to repeat itself.
What is their email style like? Do they routinely send out CYA (cover your asses) emails, ccing everone from their own bosses to the mailroom clerk? Would this person's email style be considered a "flaming" or "trolling" on any message boards?
Ask what kind of people work best with him/her. Do the phrases "self motivated" and "strong willed" come up A LOT? If so, there is probably a good reason. The APB tend to leave their employees feeling drained and/or down. Think about the biggest asshole you personally know for a minute. If this ABP sounds like that person, RUN.
Does this person share information about projects openly with their employees, or do they clam up? If they clam up, it sounds like he/she views their employees as competitors. Not a healthy way to manage a staff.
Would the person you are speaking with WANT this person to work on their team again? Let's be honest - every company and team has their own personal asshole on staff, and that can be GOOD. But not everyone WANTS to work with this person. Most of the time, the oafish behavior overrules any benefit of having an asshole/shark/bitch (or whatever you call this person at your work now and you KNOW you have one) on your team.
Finally, how would this person feel if you left a management "self-help" book or a copy of The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn't on their desk? If the answer is DUCK, RUN, AVOID THEM THE REST OF THE DAY... keep that in mind when making your decision. I mean, if the person can't handle constructive criticism or teasing well, do you really want to work for them?
- Comments welcome.
Mary Stewart McGovern
President
Stewart McGovern Enterprises
www.stewartmcgovern.com
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, www.stewartmcgovern.com!
BlackBerry Ten Commandments
OK, I admit that I'm stealing this from PINK magazine (http://www.pinkmagazine.com/resources/enhance/blackberry_commandments.html) but it's something that EVERYONE should keep in mind regarding BlackBerrys and email in general. And, quite frankly, I couldn't have said it better myself.
Ten BlackBerry Commandments
By Joey Reiman
Is life in the wireless zone lowering your libido? Are your children jealous of the time you spend with your PDA? Step away from the BlackBerry – at least every once in a while.
1. Thou shalt not take the BlackBerry to any table with food on it or family around it. A BlackBerry is not a fruit, nor does it come from a tree.
2. Thou shalt not use the BlackBerry as reading material in the event of insomnia. It will only worsen your situation.
3. Thou shalt not BlackBerry in lieu of responding to a child's request (e.g., "Wait
a second, I'm reading something.").
4. Thou shalt not place the BlackBerry within distance of hearing its incessant beeps while at home. It is not a bird.
5. Thou shalt not check BlackBerry as if it were your baby. It will not cry
or stop breathing.
6. Thou shalt not confuse number of e-mails with self-worth.
7. Thou shalt do everything possible to misplace your BlackBerry on weekends. "There's No Place Like Home" will never be the tagline for the BlackBerry company.
8. Thou shalt remember that a BlackBerry is not a body appendage. It is a device that belongs in your briefcase, on your desk and not in social settings.
9. Thou shalt refrain from bringing the BlackBerry to events involving family interaction. Extraneous dialogue with this contraption in lieu of real conversation suggests addiction.
10. Thou shalt never, ever, ever bring the BlackBerry to bed. Do this and you are BlackBuried!
Joey Reiman is CEO and founder of The BrightHouse Consultancy. thinkbrighthouse.com
- Comments welcome
Mary Stewart McGovern
President
Stewart McGovern Enterprises
*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, www.stewartmcgovern.com!
MySpace - It isn't just for kids anymore...
In a study just released by Institute for Corporate Productivity (i4cp), 65% of all business professionals are using personal and professional online social networking sites.
Also, a lot (more than 50%) of companies are now using these same sites to connect with their employees (both on-site and the ones working off-site/remotely) and allow them to stay up-to-date on company information. And, almost half of these same companies are using these sites to connect with potential clients.
AND, something that I've known for a LONG time... many are using LinkedIn and MySpace to help with finding their next job. These connections can provide tips, leads, and in-roads with the company of your dreams!
Personally, I use LinkedIn to connect "professionally" and I use MySpace for more informal connecting (although, I also post work-related info/updates on MySpace - I utilize their blog function with links to this blog and my website.) In fact, if you want to connect with me on LinkedIn, please email me an invite! I'm what is known as a LION (LinkedIn Open Networker) and, as such, I accept any and all invites.
Incredible. MySpace - it's not just for kids anymore!
- Comments welcome
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
mary@stewartmcgovern.com
*****To order Mary's new eBook, go to http://www.stewartmcgovern.com/!
"We expected to see a number of respondents utilizing social networking sites like MySpace and Facebook for personal reasons, but we were intrigued at the high percentage of business professionals that use social networking for professional purposes," says Jay Jamrog, i4cp's SVP of Research. "In an age where more and more employees work remotely and people frequently change companies, it makes sense that the business community would turn to the Web to stay connected."So, you may be wondering, what sites are the most popular with these respondents? For "professional" networking, it's LinkedIn (my personal favorite), Yahoo 360, and MySpace (yes, people are using MySpace for work-related networking.) For "personal" networking, it's primarily MySpace (again) and Facebook.
Also, a lot (more than 50%) of companies are now using these same sites to connect with their employees (both on-site and the ones working off-site/remotely) and allow them to stay up-to-date on company information. And, almost half of these same companies are using these sites to connect with potential clients.
AND, something that I've known for a LONG time... many are using LinkedIn and MySpace to help with finding their next job. These connections can provide tips, leads, and in-roads with the company of your dreams!
Personally, I use LinkedIn to connect "professionally" and I use MySpace for more informal connecting (although, I also post work-related info/updates on MySpace - I utilize their blog function with links to this blog and my website.) In fact, if you want to connect with me on LinkedIn, please email me an invite! I'm what is known as a LION (LinkedIn Open Networker) and, as such, I accept any and all invites.
Incredible. MySpace - it's not just for kids anymore!
- Comments welcome
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/
mary@stewartmcgovern.com
*****To order Mary's new eBook, go to http://www.stewartmcgovern.com/!
Check out my revised Stewart McGovern Enteprises website
Folks, I've revised my corporate website, Stewart McGovern Enterprises.
In addition to offering career placement, I've added CAREER COUNSELING/COACHING services.
Check it out: www.stewartmcgovern.com
I've, also, added a "buy it now" feature for my NEW eBook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB.
Thanks!
Mary Stewart McGovern
President
Stewart McGovern Enterprises
www.stewartmcgovern.com
mary@stewartmcgovern.com
In addition to offering career placement, I've added CAREER COUNSELING/COACHING services.
This is fantastic for those who are not sure if they are in the right career, or if they are feeling stalled where they are now. Between telephone sessions and meeting in person, let me help you make it to the next step! Contact me directly for rates and scheduling availability.
Check it out: www.stewartmcgovern.com
I've, also, added a "buy it now" feature for my NEW eBook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB.
Thanks!
Mary Stewart McGovern
President
Stewart McGovern Enterprises
www.stewartmcgovern.com
mary@stewartmcgovern.com
Friday, June 15, 2007
Internships in the Cleveland, OH metro area
While searching online earlier this evening, I stumbled upon some listings for summer internships (some paid, some not) in the Cleveland metropolitan area. Below are the ones I found that seemed most interesting (and legit - lol). If you are interested, please contact the companies directly. As these are NOT positions I represent, there is no need to mention me or my company. The only reason I am posting them is because I am hoping one of you may be interested and get the internship. Sappy but true. And, if you do apply and are offered one, let me know. That way, I know that this post wasn't for naught.
- Comments welcome.
Mary Stewart McGovern
President
Stewart McGovern Enterprises
www.stewartmcgovern.com
mary@stewartmcgovern.com
**********************************************************
Company Name: CORESTAFF
Position: Summer Service Associates (23993)
Location: Cleveland , OH
Description: CLE Summer Service Associates (23993)
CoreStaff Services, Continentals temporary employment vendor is now accepting applications for Summer Service Associates (SSA) to work at Cleveland Hopkins International Airport from the week of June 18th through the week of August 31st. Summer Service Associates primarily assist Continental representatives at the Young Travelers Club. In addition, SSAs meet and escort unaccompanied minors and perform other miscellaneous duties as assigned. Candidates only have a small window of opportunity to apply, the deadline is Tuesday, May 23rd.
Active employees can refer their friends and/or family members for these positions. For more information, please visit www.corestaff.com > Search Jobs > Enter Reference Number 23993.
Submit your resume to continental@corestaff.com and include reference number 23993
CORESTAFF is an Equal Employment Opportunity Employer. People from racial minority groups, veterans and people with disabilities are strongly encouraged to apply.
**********************************************************
Company Name: Global Marketing Enterprises, Inc.
Position: Marketing Interns
Location: Cleveland , OH
Description:
Global Marketing Enterprises, Inc. is now offering positions at the entry level for sales and marketing along with 3 internships available. In the next year, as part of a company initiative to better service our clients nationwide, we plan to expand to new locations. We hope to provide more multinational companies with the benefit of our services. We also plan to use this continued expansion to solidify our client base and to continually add to our client portfolio.
Marketing Interns will benfit from:
-The hands-on REAL WORLD experiences of a full time account executive. (no getting coffee or dry cleaning for management)
-The SUPERIOR hands-on training that they will recieve from management as well as our veteran staff.
-The KNOWLEDGE GAINED by working in a very team-oriented, sports-minded environment.
-The OPPORTUNITY TO EARN THEMSELVES A SCHOLARSHIP BONUS, to go along with the knowledge they've aquired as they continue their education.
In short, we want to GROW. At Global Marketing Enterprises, Inc. our company growth is enabled by our team members unmatched determination to help each other develop with our clients best interest in mind. Pay based upon individual performance.
Responsibilities include:
-Improving Customer Loyalty (market leaders are companies with the strongest customer loyalty).
-Increasing Mindshare (the amount of time your customers spend thinking about your company and its products and services).
-Solidifying relationships between our clients and their existing customers.
-Target Marketing (identifying new market opportunities for our client's products and services).
Requirements
Strong Initiave to learn!!!
If you feel that this position may be right for you, please contact Melissa at 216-378-7621 or email your resume to [Click here for email] . Initial screenings will be conducted ASAP!
**********************************************************
Company Name: JCPenney
Position: Summer Sales Manager Intern - Cleveland, OH
Location: Cleveland , OH
Description:
Our 10 week internship is high caliber and challenging. As part of the store sales team, you will experience firsthand the daily operations of a JCPenney Store.
Job Responsibilites:
You will be actively engaged in sales leadership, inventory flow, event planning and merchandise presentation. You will also interact with senior store management who will coach and mentor you throughout the program.
Job Qualifications:
- Current college student between junior and senior years
- Business, Marketing or Merchandising Majors.(Other majors will also be considered)
- Minimum 3.0 GPA preferred
- Retail experience strongly preferred
- Strong leadership and communication skills are a must
- Candidates with a strong interst in a store retail management career are encouraged to apply.
Locations: Multiple locations exist in Greater Cleveland, OH Area
**********************************************************
Company Name: Kronos
Position: Field Marketing Program Intern
Location: Independence, OH
Description:
Kronos Incorporated empowers organizations around the world to effectively manage their workforce. At Kronos, we are experts who are solely focused on delivering software and services that enable organizations to reduce costs, increase productivity, improve employee satisfaction, and ultimately enhance the level of service they provide. Kronos serves customers in more than 50 countries through its network of offices, subsidiaries, and distributors. Widely recognized as a market and thought leader in managing the workforce, Kronos has unrivaled reach with more than 30 million people using a Kronos solution every day.
Kronos customers include enterprises large and small from nearly every imaginable industry sector. Tens of thousands of organizations in diverse industries worldwide including retailers, healthcare institutions, manufacturers, services organizations, transportation and distribution companies, airlines, government entities, and educational institutions overwhelmingly choose Kronos. Kronos is a publicly held company (Nasdaq: KRON) and was founded in 1977.
About the Position:
The Field Marketing Program Intern will provide clerical and administrative support to the Field Marketing Program Manager assigned to the respective location/region. The intern will aid in the execution of seminars, conferences, database updates, promotions, direct mailings, and general local marketing execution. This is an entry level job as a paid internship for the summer.
Requirements:
Proficient in Microsoft Office, including Word and Excel.
Minimum of one year work experience in a professional office environment.
Experience in a relevant field is preferred.
Undergraduate or post graduate degree candidate is essential.
Aprimo training, Siebel Training, or Zip-Code Software skills preferred.
**********************************************************
Company Name: Northwestern Mutual - The Cleveland Group
Position: Internship - Financial Representative Intern
Location: Cleveland, OH
Description:
Application deadline: Not specified
Type of employment: Part Time
Approximate hours per week: 15-20
Start date of this position: Ongoing
Period of employment: Open
Type of compensation: Paid
Starting salary range: Not Provided
College credits earned: No
Tuition assistance: No
Student status (minimum): Junior
Preferred majors: Accounting, Business Administration, Economics, Finance, Marketing
Financial representative interns with the Northwestern Mutual Financial Network have the same opportunities to build their careers as full-time representatives. Like financial representatives, interns provide innovative solutions for individuals and businesses in the areas of retirement funding, insurance and investment services, estate analysis, business analysis, education funding and employee benefits.
They strive to understand their clients' goals and visions in order to uncover financial solutions that put them on a path to success. These interns are in business for themselves but they're not alone. Supported by our network of specialists, training programs and mentoring opportunities, interns have access to the resources, products and assistance they need to help their clients and build their practices.
Working 15 to 20 hours per week, financial representative interns are able to develop necessary business and client building skills. In addition, they gain an understanding of the financial services industry, define their own target markets and establish client relationships.
Devotion to its policyowners and interaction with its communities has led The Northwestern Mutual Life Insurance Company through 148 years of industry success.
Required qualifications: A financial representative intern must hold a current student or resident visa, have three years continuous U.S. residency or anticipated three years of continuous residency completed upon college graduation, and read, write and speak English fluently.
Candidates must reside in the greater Cleveland area to be considered for an internship.
Preferred qualifications: To be considered for the position, you should have completed two academic years toward a bachelor's degree from a four-year institution, have strong interpersonal skills, be self-motivated, and have a history of community service and personal success.
**********************************************************
Company Name: Prudential
Position: Summer Intern - Marketing
Location: Mayfield Heights, Ohio
Description:
The Prudential Financial Summer Internship Program in Agency Distribution is an opportunity for top students to gain relevant work experience in various aspects of Financial Services, particularly marketing and distribution. The program offers interns challenging and meaningful work that allows them to demonstrate their abilities, apply knowledge acquired through college courses, and evaluate future employment opportunities within the Company. Interns serve as members of the local agency team responsible for enhancing the agencys success in specific target markets.
Agency Distribution Summer Interns will gain insight into the value of the financial services we provide in the marketplace. Individuals may be considered for full time positions as Financial Services Associates after graduation. These entry positions are foundational for many management career opportunities in marketing and distribution.
Responsibilities
Agency Distribution Summer Interns will be responsible for conducting local marketing research, identifying target markets, identifying organizations and contacts in the local community who can help facilitate the penetration of the target markets, and identifying and executing opportunities for agency branding and recognition in the local community. They may also support the agencys recruiting efforts.
Requirements
* Marketing or Business majors strongly preferred.
* Minimum 3.2 GPA (on a 4.0 scale).
* Superior communication (both oral and written) and leadership skills. Quantitative and analytical skills are desirable.
* Proficient in Microsoft Word, Excel and PowerPoint.
* Resourcefulness, flexibility and creativity.
* Ability to work independently as well as in a team environment.
Prudential is an Equal Opportunity/Affirmative Action Employer and is committed to diversity in its workforce.
**********************************************************
Company Name: Time Warner Cable
Position: STARS Intern Program
Location: Cleveland, OH
Description:
Brief Job Description:
The marketing intern will assist the field marketing team with negotiating, planning, and implementing sponsorships and events throughout the Northeast Ohio area. Work with the marketing manager on identifying at least one multi-cultural group and working on a partnership with this organization that will enhance Time Warner Cable's brand within that community. Coordinate and implement summer events and community initiatives as well. This will consist of the following: working with various venues or partners to finalize the plans, work with the sales team for staffing, obtaining signage, premium items, etc., and work on-site at these events as needed.
Required Skills:
Computer experience necessary-knowledge of Word and Excel preferable. Must have excellent communication skills, both oral and written. Must be at least 16 years of age as of hire date and either be a graduating high school senior, trade school student, or current college student. Must be available for eight (8) weeks of employment. Experience planning events, or involvement in any type of community work preferred. Field of Interest- marketing or public/community affairs. Ability to work some weekends and to travel throughout the Northeast Ohio area for meetings and events required.
TIME WARNER CABLE IS AN EQUAL OPPORTUNITY EMPLOYER - M/F/D/V
**********************************************************
Company Name: Wachovia
Position: Intern, FS
Location: Cleveland, OH
Description:
RESPONSIBILITIES: Wachovia has a great opportunity for an Intern to gain hands on experience and learn more about the Brokerage industry. The focus of the internship is to expose the candidate and cultivate his or her skills necessary to maintain clients and prospects for new clients through basic telemarketing and mentoring from a highly successful Financial Advisor. The position entails all facets of the brokerage business, including administrative, operational and research responsibilities. Candidate will work closely with an experienced Financial Advisor to complete general administrative duties and special projects, as required. Candidate will have basic interaction with clients, update reports, research, schedule appointments and meetings, as required. This is a paid internship and the ability to get college credit is available.
REQUIREMENTS: Qualified candidates must be detail oriented with strong organizational, phone, and client service skills. Proficiency with basic computer software, such as Microsoft Word, Excel, and PowerPoint and a proven ability to handle multiple tasks efficiently are also required. Candidates must have strong interpersonal and communication skills necessary to interact with prospective clients, verbal and written. The ability to work independently and within a team environment is a must. Can only work Monday - Friday, up to 19 hours per week. Wachovia Securities does NOT have an official intern program at this time. All interns are PAID interns. All other duties as assigned. Mon-Fri, days and times may vary.
**********************************************************
Company Name: Washington Group International
Position: Accounting Intern
Location: Cleveland, OH
Description:
Washington Group international is currently seeking an Accounting Intern for the summer in our Cleveland , OH . Office.
Education: College or university student with a minimum of 90 credit hours.
To apply for this position, please log on our website at www.wgint.com/careers and apply to job post IPOH7201.
Washington Group International Inc., one of ENR's Top contractors for 2005, has excellent pay and benefits. For more information please log on our website at www.wgint.com.
- Comments welcome.
Mary Stewart McGovern
President
Stewart McGovern Enterprises
www.stewartmcgovern.com
mary@stewartmcgovern.com
**********************************************************
Company Name: CORESTAFF
Position: Summer Service Associates (23993)
Location: Cleveland , OH
Description: CLE Summer Service Associates (23993)
CoreStaff Services, Continentals temporary employment vendor is now accepting applications for Summer Service Associates (SSA) to work at Cleveland Hopkins International Airport from the week of June 18th through the week of August 31st. Summer Service Associates primarily assist Continental representatives at the Young Travelers Club. In addition, SSAs meet and escort unaccompanied minors and perform other miscellaneous duties as assigned. Candidates only have a small window of opportunity to apply, the deadline is Tuesday, May 23rd.
Active employees can refer their friends and/or family members for these positions. For more information, please visit www.corestaff.com > Search Jobs > Enter Reference Number 23993.
Submit your resume to continental@corestaff.com and include reference number 23993
CORESTAFF is an Equal Employment Opportunity Employer. People from racial minority groups, veterans and people with disabilities are strongly encouraged to apply.
**********************************************************
Company Name: Global Marketing Enterprises, Inc.
Position: Marketing Interns
Location: Cleveland , OH
Description:
Global Marketing Enterprises, Inc. is now offering positions at the entry level for sales and marketing along with 3 internships available. In the next year, as part of a company initiative to better service our clients nationwide, we plan to expand to new locations. We hope to provide more multinational companies with the benefit of our services. We also plan to use this continued expansion to solidify our client base and to continually add to our client portfolio.
Marketing Interns will benfit from:
-The hands-on REAL WORLD experiences of a full time account executive. (no getting coffee or dry cleaning for management)
-The SUPERIOR hands-on training that they will recieve from management as well as our veteran staff.
-The KNOWLEDGE GAINED by working in a very team-oriented, sports-minded environment.
-The OPPORTUNITY TO EARN THEMSELVES A SCHOLARSHIP BONUS, to go along with the knowledge they've aquired as they continue their education.
In short, we want to GROW. At Global Marketing Enterprises, Inc. our company growth is enabled by our team members unmatched determination to help each other develop with our clients best interest in mind. Pay based upon individual performance.
Responsibilities include:
-Improving Customer Loyalty (market leaders are companies with the strongest customer loyalty).
-Increasing Mindshare (the amount of time your customers spend thinking about your company and its products and services).
-Solidifying relationships between our clients and their existing customers.
-Target Marketing (identifying new market opportunities for our client's products and services).
Requirements
Strong Initiave to learn!!!
If you feel that this position may be right for you, please contact Melissa at 216-378-7621 or email your resume to [Click here for email] . Initial screenings will be conducted ASAP!
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Company Name: JCPenney
Position: Summer Sales Manager Intern - Cleveland, OH
Location: Cleveland , OH
Description:
Our 10 week internship is high caliber and challenging. As part of the store sales team, you will experience firsthand the daily operations of a JCPenney Store.
Job Responsibilites:
You will be actively engaged in sales leadership, inventory flow, event planning and merchandise presentation. You will also interact with senior store management who will coach and mentor you throughout the program.
Job Qualifications:
- Current college student between junior and senior years
- Business, Marketing or Merchandising Majors.(Other majors will also be considered)
- Minimum 3.0 GPA preferred
- Retail experience strongly preferred
- Strong leadership and communication skills are a must
- Candidates with a strong interst in a store retail management career are encouraged to apply.
Locations: Multiple locations exist in Greater Cleveland, OH Area
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Company Name: Kronos
Position: Field Marketing Program Intern
Location: Independence, OH
Description:
Kronos Incorporated empowers organizations around the world to effectively manage their workforce. At Kronos, we are experts who are solely focused on delivering software and services that enable organizations to reduce costs, increase productivity, improve employee satisfaction, and ultimately enhance the level of service they provide. Kronos serves customers in more than 50 countries through its network of offices, subsidiaries, and distributors. Widely recognized as a market and thought leader in managing the workforce, Kronos has unrivaled reach with more than 30 million people using a Kronos solution every day.
Kronos customers include enterprises large and small from nearly every imaginable industry sector. Tens of thousands of organizations in diverse industries worldwide including retailers, healthcare institutions, manufacturers, services organizations, transportation and distribution companies, airlines, government entities, and educational institutions overwhelmingly choose Kronos. Kronos is a publicly held company (Nasdaq: KRON) and was founded in 1977.
About the Position:
The Field Marketing Program Intern will provide clerical and administrative support to the Field Marketing Program Manager assigned to the respective location/region. The intern will aid in the execution of seminars, conferences, database updates, promotions, direct mailings, and general local marketing execution. This is an entry level job as a paid internship for the summer.
Requirements:
Proficient in Microsoft Office, including Word and Excel.
Minimum of one year work experience in a professional office environment.
Experience in a relevant field is preferred.
Undergraduate or post graduate degree candidate is essential.
Aprimo training, Siebel Training, or Zip-Code Software skills preferred.
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Company Name: Northwestern Mutual - The Cleveland Group
Position: Internship - Financial Representative Intern
Location: Cleveland, OH
Description:
Application deadline: Not specified
Type of employment: Part Time
Approximate hours per week: 15-20
Start date of this position: Ongoing
Period of employment: Open
Type of compensation: Paid
Starting salary range: Not Provided
College credits earned: No
Tuition assistance: No
Student status (minimum): Junior
Preferred majors: Accounting, Business Administration, Economics, Finance, Marketing
Financial representative interns with the Northwestern Mutual Financial Network have the same opportunities to build their careers as full-time representatives. Like financial representatives, interns provide innovative solutions for individuals and businesses in the areas of retirement funding, insurance and investment services, estate analysis, business analysis, education funding and employee benefits.
They strive to understand their clients' goals and visions in order to uncover financial solutions that put them on a path to success. These interns are in business for themselves but they're not alone. Supported by our network of specialists, training programs and mentoring opportunities, interns have access to the resources, products and assistance they need to help their clients and build their practices.
Working 15 to 20 hours per week, financial representative interns are able to develop necessary business and client building skills. In addition, they gain an understanding of the financial services industry, define their own target markets and establish client relationships.
Devotion to its policyowners and interaction with its communities has led The Northwestern Mutual Life Insurance Company through 148 years of industry success.
Required qualifications: A financial representative intern must hold a current student or resident visa, have three years continuous U.S. residency or anticipated three years of continuous residency completed upon college graduation, and read, write and speak English fluently.
Candidates must reside in the greater Cleveland area to be considered for an internship.
Preferred qualifications: To be considered for the position, you should have completed two academic years toward a bachelor's degree from a four-year institution, have strong interpersonal skills, be self-motivated, and have a history of community service and personal success.
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Company Name: Prudential
Position: Summer Intern - Marketing
Location: Mayfield Heights, Ohio
Description:
The Prudential Financial Summer Internship Program in Agency Distribution is an opportunity for top students to gain relevant work experience in various aspects of Financial Services, particularly marketing and distribution. The program offers interns challenging and meaningful work that allows them to demonstrate their abilities, apply knowledge acquired through college courses, and evaluate future employment opportunities within the Company. Interns serve as members of the local agency team responsible for enhancing the agencys success in specific target markets.
Agency Distribution Summer Interns will gain insight into the value of the financial services we provide in the marketplace. Individuals may be considered for full time positions as Financial Services Associates after graduation. These entry positions are foundational for many management career opportunities in marketing and distribution.
Responsibilities
Agency Distribution Summer Interns will be responsible for conducting local marketing research, identifying target markets, identifying organizations and contacts in the local community who can help facilitate the penetration of the target markets, and identifying and executing opportunities for agency branding and recognition in the local community. They may also support the agencys recruiting efforts.
Requirements
* Marketing or Business majors strongly preferred.
* Minimum 3.2 GPA (on a 4.0 scale).
* Superior communication (both oral and written) and leadership skills. Quantitative and analytical skills are desirable.
* Proficient in Microsoft Word, Excel and PowerPoint.
* Resourcefulness, flexibility and creativity.
* Ability to work independently as well as in a team environment.
Prudential is an Equal Opportunity/Affirmative Action Employer and is committed to diversity in its workforce.
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Company Name: Time Warner Cable
Position: STARS Intern Program
Location: Cleveland, OH
Description:
Brief Job Description:
The marketing intern will assist the field marketing team with negotiating, planning, and implementing sponsorships and events throughout the Northeast Ohio area. Work with the marketing manager on identifying at least one multi-cultural group and working on a partnership with this organization that will enhance Time Warner Cable's brand within that community. Coordinate and implement summer events and community initiatives as well. This will consist of the following: working with various venues or partners to finalize the plans, work with the sales team for staffing, obtaining signage, premium items, etc., and work on-site at these events as needed.
Required Skills:
Computer experience necessary-knowledge of Word and Excel preferable. Must have excellent communication skills, both oral and written. Must be at least 16 years of age as of hire date and either be a graduating high school senior, trade school student, or current college student. Must be available for eight (8) weeks of employment. Experience planning events, or involvement in any type of community work preferred. Field of Interest- marketing or public/community affairs. Ability to work some weekends and to travel throughout the Northeast Ohio area for meetings and events required.
TIME WARNER CABLE IS AN EQUAL OPPORTUNITY EMPLOYER - M/F/D/V
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Company Name: Wachovia
Position: Intern, FS
Location: Cleveland, OH
Description:
RESPONSIBILITIES: Wachovia has a great opportunity for an Intern to gain hands on experience and learn more about the Brokerage industry. The focus of the internship is to expose the candidate and cultivate his or her skills necessary to maintain clients and prospects for new clients through basic telemarketing and mentoring from a highly successful Financial Advisor. The position entails all facets of the brokerage business, including administrative, operational and research responsibilities. Candidate will work closely with an experienced Financial Advisor to complete general administrative duties and special projects, as required. Candidate will have basic interaction with clients, update reports, research, schedule appointments and meetings, as required. This is a paid internship and the ability to get college credit is available.
REQUIREMENTS: Qualified candidates must be detail oriented with strong organizational, phone, and client service skills. Proficiency with basic computer software, such as Microsoft Word, Excel, and PowerPoint and a proven ability to handle multiple tasks efficiently are also required. Candidates must have strong interpersonal and communication skills necessary to interact with prospective clients, verbal and written. The ability to work independently and within a team environment is a must. Can only work Monday - Friday, up to 19 hours per week. Wachovia Securities does NOT have an official intern program at this time. All interns are PAID interns. All other duties as assigned. Mon-Fri, days and times may vary.
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Company Name: Washington Group International
Position: Accounting Intern
Location: Cleveland, OH
Description:
Washington Group international is currently seeking an Accounting Intern for the summer in our Cleveland , OH . Office.
Education: College or university student with a minimum of 90 credit hours.
To apply for this position, please log on our website at www.wgint.com/careers and apply to job post IPOH7201.
Washington Group International Inc., one of ENR's Top contractors for 2005, has excellent pay and benefits. For more information please log on our website at www.wgint.com.
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