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
Showing posts with label job-hunting. Show all posts
Showing posts with label job-hunting. Show all posts
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
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/!
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/!
Tuesday, July 24, 2007
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/!
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//!
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!
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!
**********************************************************
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.
Thursday, June 7, 2007
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
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
Do You Have an Elevator Speech?
Do you even know what an "elevator speech" is?
An "elevator speech" is a sound bite that tells people about you. The ideal one will tell who you are, what you do, what you are looking for, is upbeat, and does all this in 30 seconds or less. Bascially, it's a 30 second commercial, selling YOU.
So, what's your "elevator speech"?
If you need help in preparing one, or would like a professional critique, email us at info@stewartmcgovern.com.
- Comments welcome.
Mary Stewart McGovern
President
Stewart McGovern Enterprises
Wednesday, June 6, 2007
Do you know how to ask for a raise?
Do you like your job? Yes...
Do you know how much you're worth to your company? Yes...
Are you currently earning that much? No...
Do you know how to go about asking your boss for a raise? Uhh.... no
Isn't it amazing that the most forward person out there also has difficulty asking for what they perceive they deserve? It's not like your boss can fire you for asking. The worst that could happen is they say "no, not right now." And, if you do your homework beforehand, you can even find a way to turn that "no" into a "yes".
Here are a few tips that should help you with asking for that bonus or raise:
1. Review your accomplishments. Make a list of everything positive you have done since your last review. Have you saved your company any money by suggesting/implementing improvements? Have you earned any awards that make you more valuable? Add all this to your list.
2. What is the "going rate" for your job? Go online and do a salary comparison search. Find out what other people with similar backgrounds and job titles are earning in your neck of the woods. Also, be fair - people in NYC or LA are going to earn more than people in Boise. I'm not trying to be elitist - I'm just stating a fact that certain areas of the country pay more than others.
3. Come up with a desirable range, and make sure to leave some "wiggle" room. If you want a 5% increase, ask for 7% or 8%. That way, if you have to, you have room to negotiate - and still get your "absolute minimum."
4. Schedule a meeting. I know, I know... most bosses have an "open door" policy with their employees. But, for something like this, you really need to have the professionalism of a scheduled appointment. That way, your boss can plan for it and make sure that there will be little *if any* interruptions during your meeting.
5. Be prepared for a "worst case" scenario. Your boss may say "no" or "it's not in the budget right now." Ask your boss if there is anything you can do, additionally, that would make a raise happen faster. Ask for their opinion on your work, or if there is anything that you need to do to improve your performance in their eyes. If they give you any suggestions, make notes and implement them into your daily schedule. That shows that you are open to criticism and willing to make improvements. Trust me... things like that really stick out with bosses. They are more likely to give raises and/or promotions to the people who ask "what can I do better that would warrant a raise or promotion?"
6. If the outcome is the "worst case" scenario, what are you going to do? Are you going to continue working, or start looking elsewhere? If this becomes a catalyst to change your situation, make sure that, even though you will be looking for a new position, it does not affect your current job. (But this is a topic I will cover in another posting."
Hope all this helps!
- Comments welcome
Mary Stewart McGovern
President
Stewart McGovern Enterprises
www.stewartmcgovern.com
mary@stewartmcgovern.com
Do you know how much you're worth to your company? Yes...
Are you currently earning that much? No...
Do you know how to go about asking your boss for a raise? Uhh.... no
Isn't it amazing that the most forward person out there also has difficulty asking for what they perceive they deserve? It's not like your boss can fire you for asking. The worst that could happen is they say "no, not right now." And, if you do your homework beforehand, you can even find a way to turn that "no" into a "yes".
Here are a few tips that should help you with asking for that bonus or raise:
1. Review your accomplishments. Make a list of everything positive you have done since your last review. Have you saved your company any money by suggesting/implementing improvements? Have you earned any awards that make you more valuable? Add all this to your list.
2. What is the "going rate" for your job? Go online and do a salary comparison search. Find out what other people with similar backgrounds and job titles are earning in your neck of the woods. Also, be fair - people in NYC or LA are going to earn more than people in Boise. I'm not trying to be elitist - I'm just stating a fact that certain areas of the country pay more than others.
3. Come up with a desirable range, and make sure to leave some "wiggle" room. If you want a 5% increase, ask for 7% or 8%. That way, if you have to, you have room to negotiate - and still get your "absolute minimum."
4. Schedule a meeting. I know, I know... most bosses have an "open door" policy with their employees. But, for something like this, you really need to have the professionalism of a scheduled appointment. That way, your boss can plan for it and make sure that there will be little *if any* interruptions during your meeting.
5. Be prepared for a "worst case" scenario. Your boss may say "no" or "it's not in the budget right now." Ask your boss if there is anything you can do, additionally, that would make a raise happen faster. Ask for their opinion on your work, or if there is anything that you need to do to improve your performance in their eyes. If they give you any suggestions, make notes and implement them into your daily schedule. That shows that you are open to criticism and willing to make improvements. Trust me... things like that really stick out with bosses. They are more likely to give raises and/or promotions to the people who ask "what can I do better that would warrant a raise or promotion?"
6. If the outcome is the "worst case" scenario, what are you going to do? Are you going to continue working, or start looking elsewhere? If this becomes a catalyst to change your situation, make sure that, even though you will be looking for a new position, it does not affect your current job. (But this is a topic I will cover in another posting."
Hope all this helps!
- Comments welcome
Mary Stewart McGovern
President
Stewart McGovern Enterprises
www.stewartmcgovern.com
mary@stewartmcgovern.com
How to Impress: Interviewing Skills 101
Congratulations! My client would like to interview you! : ) Now, do you know how to go in and "seal the deal"?
Below are some basic "interviewing skills 101", to impress the interviewer and to guarantee you will be remembered (if not hired.)
1. Dress to Impress: Wear a suit. If you are not sure if it's too casual, then it probably is too casual. Always err on the side of caution. It's better to be overdressed than too casual.
2. Arrive 10 to 15 minutes early. It shows you mean business. Plus, always, always, always - be polite to the receptionist. Most companies ask for their first impression of the prospective candidates. Also, bring something professional (i.e. trade journal, Wall Street Journal, etc.) to read. They may not have anything to read in their lobby and, if your interviewer is running late, you don't want to appear bored or imposed upon.
3. Do your homework. If you are using a recruiter, we should have provided you with information on the company. Do yourself a huge favor - READ IT. If you were not provided with information, check out their website. Google them. If they are a public company, read their annual report. In other words, make sure you know something about the company other than their name. It shows them that you are thorough and that you mean business.
4. Make sure that you shake the interviewer's hand, or for that matter, shake the hand of everyone you meet. Also, make sure it's a "real" handshake and not some "dead fish", limp, clammy handshake.
5. Maintain eye contact with whomever is speaking. It shows that you are interested.
6. Bring a couple (at least 2) printed copies of your resume. Make sure it's laser printed on nice paper - you can do this at Kinko's or Staples for little cost (under a dollar, in most cases.) Most people are probably asking themselves, "Why? They already have a copy of my resume?" Good question. I know that when I send resumes, I email them. Some recruiters fax them. You want to make sure that they have a good copy of your resume.
7. Be confident, not cocky. Don't be afraid to talk about your accomplishments, just don't be arrogant.
8. Ask the interviewer what they are looking for in an employee. Ask about the position. Just ASK. You would be amazed at how many people are afraid to ask questions during interviews. Trust me, the interviewer WANTS you to ask questions.
9. Follow up. Ask the interviewer what is the next step. Do they anticipate a second interview? Do they have a hiring timetable? Again, this shows your interest.
10. Ask for their business card. You can do this at the beginning or the end of the interview, provided they didn't already give you one.
11. Send a thank you note. It can be something as simple as a quick email or as elaborate as a handwritten note (you can get packages of blank note cards at any office supply or stationery store). Just make sure you thank them for their time and, again, express your interest in the position for which you interviewed. I suggest you do this within 24 to 48 hours of your interview - it keeps your name "fresh" in the interviewer's mind. Plus, as most people don't send a note, it shows you as being more thorough and professional than your competition.
Most of these are basic "common sense," but you would be amazed the number of people (both entry-level and more experienced professionals) who don't put any of these to use while interviewing. Then again, these are the same people who complain about interviewing because "it never works out right."
If you take the time to follow these steps, it should make your interviewing process smoother and *hopefully* successful.
Happy job searching!
Comments welcome -
Mary Stewart McGovern
President
Stewart McGovern Enterprises
www.stewartmcgovern.com
mary@stewartmcgovern.com
Below are some basic "interviewing skills 101", to impress the interviewer and to guarantee you will be remembered (if not hired.)
1. Dress to Impress: Wear a suit. If you are not sure if it's too casual, then it probably is too casual. Always err on the side of caution. It's better to be overdressed than too casual.
2. Arrive 10 to 15 minutes early. It shows you mean business. Plus, always, always, always - be polite to the receptionist. Most companies ask for their first impression of the prospective candidates. Also, bring something professional (i.e. trade journal, Wall Street Journal, etc.) to read. They may not have anything to read in their lobby and, if your interviewer is running late, you don't want to appear bored or imposed upon.
3. Do your homework. If you are using a recruiter, we should have provided you with information on the company. Do yourself a huge favor - READ IT. If you were not provided with information, check out their website. Google them. If they are a public company, read their annual report. In other words, make sure you know something about the company other than their name. It shows them that you are thorough and that you mean business.
4. Make sure that you shake the interviewer's hand, or for that matter, shake the hand of everyone you meet. Also, make sure it's a "real" handshake and not some "dead fish", limp, clammy handshake.
5. Maintain eye contact with whomever is speaking. It shows that you are interested.
6. Bring a couple (at least 2) printed copies of your resume. Make sure it's laser printed on nice paper - you can do this at Kinko's or Staples for little cost (under a dollar, in most cases.) Most people are probably asking themselves, "Why? They already have a copy of my resume?" Good question. I know that when I send resumes, I email them. Some recruiters fax them. You want to make sure that they have a good copy of your resume.
7. Be confident, not cocky. Don't be afraid to talk about your accomplishments, just don't be arrogant.
8. Ask the interviewer what they are looking for in an employee. Ask about the position. Just ASK. You would be amazed at how many people are afraid to ask questions during interviews. Trust me, the interviewer WANTS you to ask questions.
9. Follow up. Ask the interviewer what is the next step. Do they anticipate a second interview? Do they have a hiring timetable? Again, this shows your interest.
10. Ask for their business card. You can do this at the beginning or the end of the interview, provided they didn't already give you one.
11. Send a thank you note. It can be something as simple as a quick email or as elaborate as a handwritten note (you can get packages of blank note cards at any office supply or stationery store). Just make sure you thank them for their time and, again, express your interest in the position for which you interviewed. I suggest you do this within 24 to 48 hours of your interview - it keeps your name "fresh" in the interviewer's mind. Plus, as most people don't send a note, it shows you as being more thorough and professional than your competition.
Most of these are basic "common sense," but you would be amazed the number of people (both entry-level and more experienced professionals) who don't put any of these to use while interviewing. Then again, these are the same people who complain about interviewing because "it never works out right."
If you take the time to follow these steps, it should make your interviewing process smoother and *hopefully* successful.
Happy job searching!
Comments welcome -
Mary Stewart McGovern
President
Stewart McGovern Enterprises
www.stewartmcgovern.com
mary@stewartmcgovern.com
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