Study: Lose weight, gain productivity

I came across the article below on The Cincinnati Enquirer's website. Not sure if I truly believe it (I've represented, and worked with, several obese people and they were some of the hardest working people I've ever met), but I'd like to hear your thoughts.

Regards,

Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/

*************************

Study: Lose weight, gain productivity
THE ENQUIRER

Workers who are moderately to extremely obese have reduced productivity on the job even when compared to overweight or mildly obese workers, according to a University of Cincinnati researcher.

Donna M. Gates measured productivity in a random sample of 341 manufacturing employees.
Most of the workers were overweight or obese, and the study found that employees with moderate to extreme obesity had increased health-related absenteeism compared with other workers. The number of days employees are at work but performing at less than full capacity was also higher.

Health-related losses in productivity averaged 4.2 percent for workers with moderate to severe obesity and 1.8 percent higher than for all other employees, the study found. Based on an average hourly wage of $21, the annual cost for moderately to extremely obese workers working at less than capacity was nearly $1,800—about $500 higher than for other workers.The study's results found that a weight loss of 10 percent would bring substantial health and economic benefits."Even modest weight loss could result in hundreds of dollars of improved productivity costs per worker each year," Gates reported in a press release on the report.

The study was published in the Journal of Occupational and Environmental Medicine.

Position - Inside Sales Associate (Purchase, NY)

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

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

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

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/!

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/!

"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/!

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/!

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:



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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.

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

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/!

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

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/!

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/!

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//!

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/!

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.

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

I've Graduated from College. Now What?

Or, how to go about starting your career and not finding just another JOB.

How many recent graduates are dreading seeing the family during the summer because you know they will ask? You just know they will ask it - that horrible question, the one that is slightly better than hearing, "So, when are you gonna settle down and get married?"

"So, what you are going to do with your life after graduation?"

AAAHHH!!!!!

None of us ever want to hear that. Especially since you've finished 12 years of school, 4 years of college, and quite possibly another couple of years of grad school/law school/med school. Most of you have even completed internships in your ideal industry. You don't want to think about a career. Not yet, at least. You just want one more summer off. Anyways, it won't be so hard. You'll just go online, post your resume to any of the online resume banks, and let the offers start on in, right?

WRONG! That's how you would go about to find a JOB - "Just Over Broke." You know, as in "You'll earn enough money to remain Just Over Broke for the rest of your life."

You want a career. You wouldn't have wasted the time and money pursuing a degree (or degrees, as the case may be) if you didn't. And a person who wants a career needs to search differently, smarter than the average person.

How do you suppose most people go about searching out opportunities?
* online resume banks/sites (i.e. Monster.com, CareerBuilder.com, Jobster.com)
* Help Wanted ads from the Sunday newspaper

These will succeed in only one thing - finding a JOB.

I'm sure you are all thinking, "But, Mary, wait! Monster claims that millions of companies use their site!" That's true; however, most of these "millions" of companies are employment agencies, or for that matter, anyone who will pony up the $6,000 +/- that Monster charges them to access resumes - YOUR resumes. And these people are looking to fill JOBS - not assist you in jumpstarting your career.

And, before anyone asks, I am not an employment agency. I'm an executive recruiter, and I'll discuss the differences in a bit.

So, how do you start searching for a career? Well, that's why I'm here (and in business), to help you learn to navigate the waters and find your ideal career, and to not settle for just another JOB.

Tip #1:
Raid Mom's and Dad's address books, holiday card lists, and Outlook files. Seriously. Go over these lists and make your own list of:
* Executives
* People who are currently working in your chosen field
* People who are well-connected and always seem to be "in the know"

If you don't know these people personally, pester Mom or Dad for an introduction. Ask if you could call or email this person and use their name ("Hi, Mrs. Jones. My name is Jane Smith. You know my mother, Kate, from the Cleveland chapter of Dress for Success. My mother tells me that you are a Senior Manager at Deloitte. I'm finishing my Master's in Accounting, and I'm planning on sitting for the CPA exam within the next year...")

If you already know these people - Great! You're ready for the next step.

Email or call them to tell them that you finished your degree and would like a few minutes of their time. Suggest having coffee one morning before work. Keep it light and upbeat. Use this meeting as an "informational" interview. Ask them how the market is affecting their fields. Do they see many openings at this time? How does their firm go about finding new employees? Now is NOT the time to ask for a job. Make sure you give them all your personal contact information (if you have a business card, give them one - it looks professional.)

After the meeting, send them a handwritten thank you note. Trust me on this one. It makes a much bigger impression than an email. Plus, for whatever reason, people are less inclined to toss out a note right away, as opposed to hitting "delete" after reading an email. And FOLLOW UP with them periodically. Maybe a quick phone call or email in a couple of months. You don't want to pester them, but you do want to keep them in the loop.

Tip #2:
READ. A lot. The Sunday newspaper "business" section. Wall St. Journal. Crain's. Local and professional trade journals. All are great sources of information. Most of these sources list new hires, promotions, etc. Keep track of the names of people in your field. Even if they are recent grads themselves and are just starting their careers. In fact, they are great sources of information on companies that are hiring.

Maybe you see an established person mentioned constantly and you feel that they have the career you want. Track down their work email address or look up their office phone number, and initiate contact. Mention that you read about them and their recent promotion, having been awarded a new professional designation, whatever. Just make contact. Don't worry if you get voice mail or you don't get an immediate response. People are busy. It's OK. Most people will respond, even if it's just that they feel flattered that you contacted them in the first place. Some people will volunteer to help you start your career search, some won't. Either way, it doesn't hurt to call or email. At worst, you could get someone who says, "Oh, thanks. Bye." At best, you could end up with an "in" at the perfect corporation for which you would give your right arm to work.

Tip #3:
Make lists of companies where you would like to work. Ask around or review your contact lists and see who you know that could help you get there. If you don't know anyone, do some research. Approach it like an assignment. Check out their company website, do a Google search on them, whatever. You will turn up at least one name. Then, establish contact.

Tip #4:
DON'T post your resume online. You could end up with a legitimate opportunity. Most likely, you'll end up with a bunch of "Yes, you too can work from home" offers. Or worse, every employment agency in the area will call you. That is a guaranteed fact. Which leads us to...

Tip #5:
Get to know an executive recruiter in your chosen field. Unlike employment agencies, executive recruiters work most often with the high-end, top shelf companies that are on your "wish list".

You might be wondering, what's the difference between an employment agencies and executive recruiters?

Employment agencies are hired by lots of smaller, lower-tiered companies to find employees. They tend to be more focused on pleasing their clients. These are the people who search the online career boards, calling everyone. They are, also, the ones that will call you daily with jobs that you are either not qualified for or interested in pursuing.

Executive recruiters are hired by fewer high-end, top shelf companies. We're selective about which candidates we work with, as well as which companies with whom we work. We don't represent just anyone, nor do we search for just any company. We take the time to get to know our candidates up front. Since we routinely work with the same clients, we usually know the companies pretty well. So, while we may only call once every couple of weeks, you can guarantee that it is something that we believe would be a good fit for everyone.

Recruiters will give you career advice, revise your resume, help sharpen your interview skills, and show you how to best sell yourself. We do all of this for FREE. A good recruiter is paid by the client. There should NEVER be a charge to you, the candidate.

All we ask is that you be upfront and honest with us. If you are working with other recruiters, tell us. It's not unusual and we would much rather hear about it from you instead of from a client.

Tip #6:
Network. Network. Network. Become a member of professional societies related to your industry. Join young professional clubs. Be an active alumnus at your alma mater. Whatever it takes. Just go out and meet other professionals.

Also, join online network groups such as LinkedIn.com. It's free and a great way to connect with others. For those not familiar with LinkedIn, it encourages you to connect with your trusted contacts - which become your first degree contacts. Then, the people your first degree contacts know become your second degree contacts. And the people they know become your third degree contacts. In my personal case, I have 1,544 first degree contacts, which provide me with 470,500+ second degree contacts, and allow me access to 4,403,400+ third degree contacts worldwide. It's pretty cool to see who everyone knows, and allows you access to individuals you might not otherwise know. And these people may just be the key to starting your career.

While these are not the only ways to start your career search, they are the ways that, in my professional opinion, are the best. It's been proven that 80% of people start or advance their careers through "personal contact," be it networking with friends or researching and contacting companies directly or using recruiters.

So, to sum things up:
1. Find out who your parents know who can help you start your career
2. Read and make lists of names of people who could help you, then contact them
3. Research companies you highly respect and start making contacts
4. Don't post your resume online - you most likely will not get the type of offers you want and deserve
5. Work with respected recruiters, they can and will help you get your search started
6. Network 24/7

If anyone is interested, I am available by appointment, to work with you on an individual basis. Please contact me at mary@stewartmcgovern.com.

Thank you!

- Comments Welcome

Mary Stewart McGovern
President
Stewart McGovern Enterprises
www.stewartmcgovern.com
mary@stewartmcgovern.com

Stating the Obvious...

CCH issued a whitepaper entitled Recruiting and Keeping Up-and-Coming CPAS at Your Firm. It's based on information gleaned from surveys, benefits, examination, tools, and technology review, and culture studies.

Based on the answers and information provided from the 150 CPAs with 4 to 7 years' experience, CCH concludes that the average CPA firm is failing. Fewer than half of the firms received a "very good" designation.

According to the study, young CPAs want the tools necessary to complete the job; performanced recognition and rewards; to be challenged; and to have a fair work/life balance.

So, does this sound like you? Do you feel your firm is failing you? That they are not providing you with what you need to have a healthy, balanced life and career? If not, email info@stewartmcgovern.com for assistance.

Regards,
Mary Stewart McGovern
President
Stewart McGovern Enterprises
www.stewartmcgovern.com

Recruiters specializing in the placement of Accounting and Finance professionals in and around Cleveland, Ohio