Sunday, December 16, 2007

The Wise Use of a Nominal Retainer

I was reading a rant on the Hiring Revolution blog called "You and Your Damn Internal Shifting". It was written by a recruiter who was steamed and who had applicants who were burned after a lot of effort, resources are time were expended sourcing people only to find "the last minute internal candidate" winning the day.

As he says, "I feel personally and professionally screwed EVERY TIME when: after weeks of intense direct sourcing and work, resulting in 3-5 candidates who have every element on their resume you asked for, the needles in the haystacks from the four corners of the agency world, we get the e-mail (NOT EVEN A CALL) from you: “Great news – we were able to fill the position internally by shifting someone from another account that lost some of its budget. Thanks soooo much for all your efforts, the candidates you showed us were great!”

With wisdom, he writes," Here’s who it’s unfortunate for: the 3 candidates who all thought they had a shot at this cool position, who updated resumes, cleared schedules, and jumped on planes with a day’s notice, only to realize no one was hired.

The article continues with the promise to never let this happen again and the usual threat of re-paying this behavior by recruiting from this firm.

Now, my point in this is not to advocate for this person. Frankly, I haven't been caught in a situation like this in years. It's part of working with clients closely for years that I am offered the courtesy of being told when internal candidates are still being evaluated.

At the same time, like my other article, "Influence, Hiring and Retention," it speaks to a relationship that is damaged and what its potential impact can be.

So what does this have to do with the idea of the nominal retainer?

A few dollars invested by this firm would have quelled the anger that has breached the relationship and insured the continuation of a valued resource. And, if you say, "So what! That comes with the territory," I can only reply that you probably waste too many people's resources and that disrespect will hurt you and your firm in the end.

When no one of any value will respond to your call of, "round up a posse and go out and find . . . " it hurts. When you need to continually explain your corporate culture to strangers because they will work for free, you are wasting your own time unnecessarily. After you book needless appointments too often because you've burned valuable allies who can help "close" your offers because they understand the nuances of your firm only to use people who don't know your company well enough to help you when the chips are in the center of the table . . .well you get my point.

But this is probably the least important reason you should provide a nominal retainer.

I don't lie to people--you or job candidates. It's what you expect of me when I refer someone to you; it's what job applicants hope for when they work with a recruiter (I say hope for because of how few recruiters are known for honesty).

So when your senior professional asks me with the position is on contingency or retainer, you know darned well that they have a different of your seriousness and my capabilities to serve if I answer one way vs. another.

It is for senior professionals who understand the difference, that being able to say, "This is a retained search," that the modest retainer has great value.

So, as always, evaluate your resources regularly. Replace the ones that fail to perform or who use up too many of your resources for too few hires (always remembering that you may have a part in their failure by providing inadequate information). Look at the nominal retainer at times when you have a critical hire and want to use the contingency recruiters in your search.


Jeff Altman
The Big Game Hunter
 Concepts in Staffing
thebiggamehunter@cisny.com

© 2007 all rights reserved.

Jeff Altman, The Big Game Hunter, is Managing Director with Concepts in Staffing, a New York search firm, He has successfully assisted many corporations identify management leaders and staff in many disciplines since 1971. He is a retired certified leader of the ManKind Project, a not for profit organization that assists men with life issues, and a practicing psychotherapist.

To receive a daily digest of positions emailed to you, search for openings that The Big Game Hunter is working on, to use Jeff’s free job lead search engine, Job Search Universe, to subscribe to Jeff’s free job hunting ezine, “Head Hunt Your Next Job, or his staffing ezine, “Natural Selection”, or to learn about his VIP program, go to www.jeffaltman.com.

Explore some of The Big Game Hunter's products in "The Universe" series

Plus

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Friday, November 30, 2007

Uh, Oh!

I have been writing for years about how our current H-1b immigration policy is choking the ability of businesses to hire sufficient skilled labor.

CIO Magazine says that 51% of CIO's worry about their ability to hire adequate talent for their needs. Any firm looking to hire accounting, engineering or other skilled staff is struggling to find people with adequate skills for their needs.

Here are two things, courtesy of the December 10, 2007 issue of Fortune that:

1. According to HCL Technologies, their best young workers now want domestic assignments, instead of overseas (read that as US) work. This is the opposite of what was demanded two to three years ago.

2. The European Union has drafted new rules to remove restrictions that kept skilled foreign workers out of the EU, offering them two year renewable permits to live there.

3. King Abdullah of Saudia Arabia is building a new graduate research center for $12 billionand will endow it with $10 billion. That endowment is as large as MIT has built in 142 years of operation and they will have it on their first day.

I remember a time when every foreign worker wanted to come to the US because we had great work and financial opportunity. Years of treating H-1b workers worse than the dirt in your toe nails, paying them less and restricting their ability to change jobs until recently, years of not so subtle racism in the labor force against foreign workers (Indian, Chinese, Russian, Pakistani and others) in hiring practices and wage scales using the excuse of the cost of the visa transfer (ridiculously cheap), coupled with our currency devaluation this year and the persistent threat of terrorism, has made working in the US far less desirable, even if they can get in.

The talent you want to hire does not need to work for you any more. They have other choices in the US and certainly abroad. A few months ago, I wrote about the number of workers on H-1b visas starting to return home, frustrated by slow INS processing and other reasons.

What can you do to make your firm an employer of choice in a competitive playing field?


Jeff Altman

The Big Game Hunter
 Concepts in Staffing
thebiggamehunter@cisny.com

© 2007 all rights reserved.

Jeff Altman, The Big Game Hunter, is Managing Director with Concepts in Staffing, a New York search firm, He has successfully assisted many corporations identify management leaders and staff in many disciplines since 1971. He is a retired certified leader of the ManKind Project, a not for profit organization that assists men with life issues, and a practicing psychotherapist.

To receive a daily digest of positions emailed to you, search for openings that The Big Game Hunter is working on, to use Jeff’s free job lead search engine, Job Search Universe, to subscribe to Jeff’s free job hunting ezine, “Head Hunt Your Next Job, or his staffing ezine, “Natural Selection”, or to learn about his VIP program, go to www.jeffaltman.com.

Explore some of The Big Game Hunter's products in "The Universe" series

Plus

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Thursday, November 29, 2007

A Simple Inexpensive Way to Retain Your Staff

You may not be able to give someone a huge bonus or give them a spot bonus.

You may not be able to financially reward a group of people who stepped up and did something important.

You can look them in the eye and say, "Thank you," slowly and sincerely.

You can put a note in their personnel file about their heroism.

You can even do this and buy them a pizza or two (depending upon thje size of the group) to thank them for doing something terrific.

Let's see. In New York City, a pizza with a bunch of stuff on it easily costs under $20. That's a lot less than a bonus.

And even less expensive is a simple sincere thank you.

Do them both; encourage management to do them both, too.


Jeff Altman
The Big Game Hunter
Concepts in Staffing
jeffaltman@cisny.com

© 2007 all rights reserved.

Jeff Altman, The Big Game Hunter, is Managing Director with Concepts in Staffing, a New York search firm, He has successfully assisted many corporations identify management leaders and staff in technology, accounting, finance, sales, marketing and other disciplines since 1971. He is a practicing psychotherapist and is a retired certified leader of the ManKind Project, a not for profit organization that assists men with life issues.

To receive a daily digest of positions emailed to you, search job openings, use his free job lead search engine, Job Search Universe. to subscribe Jeff’s free job search ezines, Head Hunt Your Next Job and/or Natural Selection (his free recruiting ezine), or to find out about his VIP Personal Search Agent service, go to http://www.jeffaltman.com.

If you would like Jeff and his firm to assist you with hiring staff or locating consultants, or if you would like help with a strategic job change, send an email to him at thebiggamehunter@cisny.com

(If you’re looking for a new position, include your resume).

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Sunday, November 18, 2007

The Major Complaints from Job Hunters

Having been in the search business for more than 35 years (gasp), I have heard a lot of extremely funny things from job hunters. Like the one from the person who wanted to change jobs so that he could get home earlier to take his dogs for a run (take resume; place in garbage). Or the one who wanted to change firms to end an affair.

Yet, in the midst of the applicant stupidity I often hear, there are a few useful things that as an employer you can offer.

1. A sense of your timetable for making a decision. It is useful to a job hunter that you are interested in to know that first round interviews will take three weeks; you might discover at that point that the person is midway through second rounds at a competitor with a comparable role and adjust your plans or manage your departments expectations (I am not suggesting that you must change your plans; I believe that all information is useful and this helps you get useful information).

2. Let them know if your timetable changes. Make a quick call of email to a candidate you are interested in to let them know if there is a change in the timetable.

"I just wanted you to know that we will be back to you in one more week with our plans for moving forward. The delay was caused by a (vacation, a desire to meet with an internal candidate, an introduction that was made that your manager wanted to assess)."

3. Give Constructive Feedback for Why You've Chosen Someone Else. The feedback "too light" has no meaning. Deficiency in a particular skill required, concern about "fit," except in cases where you are rejecting an individual from a diverse population, divergent leadership style are valid reasons.

Observing these three courtesies (and many others) will help your organization foster an environment of being a fair and courteous employer and desirable in the marketplace.

Jeff Altman
The Big Game Hunter
 Concepts in Staffing
thebiggamehunter@cisny.com

© 2007 all rights reserved.

Jeff Altman, The Big Game Hunter, is Managing Director with Concepts in Staffing, a New York search firm, He has successfully assisted many corporations identify management leaders and staff in many disciplines since 1971. He is a retired certified leader of the ManKind Project, a not for profit organization that assists men with life issues, and a practicing psychotherapist.

To receive a daily digest of positions emailed to you, search for openings that The Big Game Hunter is working on, to use Jeff’s free job lead search engine, Job Search Universe, to subscribe to Jeff’s free job hunting ezine, “Head Hunt Your Next Job, or his staffing ezine, “Natural Selection”, or to learn about his VIP program, go to www.jeffaltman.com.

Explore some of The Big Game Hunter's products in "The Universe" series

Plus

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Saturday, November 17, 2007

4 Steps to Improved Hiring

Some HR professionals are refreshingly candid when they tell me that their hiring managers are not skilled interviewers. Oh, there may be a job specification developed in order to approve the job and target the hire, however many times I have heard that the person hired just doesn't seem to fit the target nor are the questions asked in the interview designed to ascertain whether the person fits the job requirements.

So what can you as an HR professional or you as a hiring manager or business owner do to keep your interview in line with your pre-determined needs?

1. Ask open ended questions designed to encourage the job applicant to talk. It doesn't take a genius to determine the right answer to a closed ended questions. Asking open ended questions allows you to find out about the job applicant's oral communications, logic skills and experience that is relevant to you.

2. Double team the applicant. Let one person ask questions and the other observe your questioning to see what you've missed. Or have one person ask tons of questions and the other person fill in some of the gaps. Or do the "strong arm tag team" approach--alternate questions that are extremely difficult and that determine required skills.

3. Jot down your questions in advance and don't "wing it." Too many people are completely unprepared to administer an interview. By writing down your questions in advance and then by writing down the applicant's answers, you prevent making mistakes by operating from memory or whim.

4. Remember to evaluate the person for personality match. When you hire a sales person, do you look for a "nice person" who agrees and goes along with everyone or do you want to hire a "killer."

Interviewing applicants is the most common way companies decide whom to hire yet research shows that interviewers do a poor job at predicting if an applicant will succeed - or flop - if hired.

Jeff Altman
The Big Game Hunter
 Concepts in Staffing
thebiggamehunter@cisny.com

© 2007 all rights reserved.

Jeff Altman, The Big Game Hunter, is Managing Director with Concepts in Staffing, a New York search firm, He has successfully assisted many corporations identify management leaders and staff in many disciplines since 1971. He is a retired certified leader of the ManKind Project, a not for profit organization that assists men with life issues, and a practicing psychotherapist.

To receive a daily digest of positions emailed to you, search for openings that The Big Game Hunter is working on, to use Jeff’s free job lead search engine, Job Search Universe, to subscribe to Jeff’s free job hunting ezine, “Head Hunt Your Next Job, or his staffing ezine, “Natural Selection”, or to learn about his VIP program, go to www.jeffaltman.com.

Explore some of The Big Game Hunter's products in "The Universe" series

Plus

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Saturday, November 03, 2007

Do What Third Party Recruiters Do Well . . .

In the early 1980's, I used to network with recruiters at other search firms in order to find talent for my clients. I had just purchased a PC and printer, a huge step at that time when I visited with one of the firms I would network with.

“Why did you buy a computer? It’s ridiculous,” he screamed (Kenny was like The Mad Dog of WFAN sports radio).

I walked over to his file cabinet and pulled out two folders at random and asked him to tell me one fact about either applicant. Of course, he couldn’t.

Before I make my point, I want to be clear, do not use information from third party recruiters in the recommendation I offer. It is stealing and your firm and, probably you personally, will be sued if you do.

With that said . . .

You are sitting with a ton of useful information that probably is going unused from the people you interview. Do you remember that woman you interviewed for the project manager job a year ago? Have you thought of dropping a casual (email) note to her to see what she is doing these days and asking for a referral or input on a search you are doing?

How about that internet ad sales guy you spoke to 8 months ago. Is his firm blowing up?

Have you created a nice generic marketing piece for your firm to re-contact desirable, but rejected candidates (or people who rejected you)?

You just need to help craft the emails and have a computer system that allows direct email campaigns.

It’s easy to do and yields great returns.

But make sure you exclude third party recruiter referrals OR be prepared to pay a fee years to them years later and create great will with them!

Jeff Altman
The Big Game Hunter
 Concepts in Staffing
thebiggamehunter@cisny.com

© 2007 all rights reserved.

Jeff Altman, The Big Game Hunter, is Managing Director with Concepts in Staffing, a New York search firm, He has successfully assisted many corporations identify management leaders and staff in many disciplines since 1971. He is a retired certified leader of the ManKind Project, a not for profit organization that assists men with life issues, and a practicing psychotherapist.

To receive a daily digest of positions emailed to you, search for openings that The Big Game Hunter is working on, to use Jeff’s free job lead search engine, Job Search Universe, to subscribe to Jeff’s free job hunting ezine, “Head Hunt Your Next Job, or his staffing ezine, “Natural Selection”, or to learn about his VIP program, go to www.jeffaltman.com.

Explore some of The Big Game Hunter's products in "The Universe" series

Plus

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Define Yourself or Have Others Define You

By the time a US President takes office, he or she will have spent more than two years campaigning, speaking to voters, answering questions (or avoiding answering questions), debated, advertised themselves in commercials and done a lot to create an image of who they are.

What is your firm and, by extension, you doing to create an image of your firm as an employer?

Is all your company doing running ads on job boards and telling people that yours is a growing company with a growth position that is visible and offering an incredibly dynamic and progressive work environment? That yours is one of the fastest growing companies in the world and has a high profile opportunity for career advancement requiring a candidate who is a high energy team player?

Have you discovered that the word progressive appears I more than 5000 job listings on Monster? Dynamic is also in more than 5000; Career advancement is, too, as is high energy. High profile is in more than 3000; visible in 3400+.

In contrast, the word "renegade" appears once. Maverick appears 95 times. Invisible appears 105 times including The Invisible Fence Company. Laid back appears 286 times.

Do you get my point?

Terms like this are ordinary and making you invisible and telling employees nothing.

It’s time to re-think your ad campaigns and really speak to people instead of copy and pasting job descriptions from requisitions and then adding these phrases to the ad and calling it marketing. Do you know how your firm is seen in the job market, both from a positive AND a negative standpoint? What is your employer brand and how can you improve it, especially as we enter what, I believe will be an extremely complicated part of the employment cycle.

It is tough enough that unemployment is so low, but the Baby Boomers will start retiring, the population cohort entering the job market is far smaller and will be less skilled (on average) and you will be asked to fill jobs only using trite words like these.

Jeff Altman
The Big Game Hunter
 Concepts in Staffing
thebiggamehunter@cisny.com

© 2007 all rights reserved.

Jeff Altman, The Big Game Hunter, is Managing Director with Concepts in Staffing, a New York search firm, He has successfully assisted many corporations identify management leaders and staff in many disciplines since 1971. He is a retired certified leader of the ManKind Project, a not for profit organization that assists men with life issues, and a practicing psychotherapist.

To receive a daily digest of positions emailed to you, search for openings that The Big Game Hunter is working on, to use Jeff’s free job lead search engine, Job Search Universe, to subscribe to Jeff’s free job hunting ezine, “Head Hunt Your Next Job, or his staffing ezine, “Natural Selection”, or to learn about his VIP program, go to www.jeffaltman.com.

Explore some of The Big Game Hunter's products in "The Universe" series

Plus

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Thursday, October 18, 2007

An Overlooked Source of Talent

A commuter I travel with regularly was recently faced with a crisis. An experienced compliance officer, her firm was being acquired and she received a message from her boss that she would probably not survive the cuts.

She came to me for advice and we discussed many alternatives . . . and then she remembered one.

At her exit interview from a previous job, the Chairman of the bank she worked for wrote next to the eligible for rehire check box on the form he used the words, "ABSOLUTELY!" twice, something HR said they had never seen before.

He also planted a seed with her at that time that should she ever be in a situation where she was looking for work, to consider coming back--and that is what she is doing.

Using exit interviews to plant the seed of opportunity to return with desirable former employees can supplement your recruiting efforts and allow you to hire people who understand your firm's culture and be able to get up and running faster than the average hire might.

The accounting firms have known this for a long time.

Now you do too.

Jeff Altman

The Big Game Hunter
Concepts in Staffing
jeffaltman@cisny.com

© 2007 all rights reserved.

Jeff Altman, The Big Game Hunter, is Managing Director with Concepts in Staffing, a New York search firm, He has successfully assisted many corporations identify management leaders and staff in technology, accounting, finance, sales, marketing and other disciplines since 1971. He is a practicing psychotherapist and is a retired certified leader of the ManKind Project, a not for profit organization that assists men with life issues.

To receive a daily digest of positions emailed to you, search job openings, use his free job lead search engine, Job Search Universe. to subscribe Jeff’s free job search ezines, Head Hunt Your Next Job and/or Natural Selection (his free recruiting ezine), or to find out about his VIP Personal Search Agent service, go to http://www.jeffaltman.com.

If you would like Jeff and his firm to assist you with hiring staff or locating consultants, or if you would like help with a strategic job change, send an email to him at thebiggamehunter@cisny.com

(If you’re looking for a new position, include your resume).

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Tuesday, October 16, 2007

Foreign Nationals Starting to Head Home--The Other Side of the Immigration Discussion

I have been in the recruiting business for more than 30 years and for as long as I can recall, the US has been an extremely desirable place to live for foreign workers. The US was a leader in research and, despite the challenges posed by how the H-1b system was implemented (years of indentured servitude to one employer, low wages, less interesting work, an INS that is exceedingly slow to process green cards), this was the country to move to for opportunity.

Recently, I have had several instances that have opened my eyes to the possibility that our skilled immigration problem may become even harder to solve than I thought and that stems from some quick conversations I have had with several people working in the US on H-1b visas.

Each complained about being captive to the US and unable to visit family. They were frustrated with INS delays that caused what is supposed to take a very little amount of time to process dragging on into years.

But there was something new. Several started to talk about how good work was now going overseas and that currency depreciation was starting to make the US far less desirable than a few years ago.

You may have seen the recent articles about how Canadian currency was now at parity with the US dollar for the first time in 25 years. On my recent trip to Singapore, where you received $1.46 for each US dollar, I was surprised to read that it was expected to reach $1.20 by end of year.

That's almost an 18% currency depreciation projected over the next few months!

Couple this with the shortage of university students expected during the next few years (New York schools are being encouraged to recruit foreign students in the face of a 14% shortage of students projected to begin during the next few years) and it begs the question--Where will you be getting your new skilled talent from?

So, as we start to see rising prices for foreign made goods and services, we may see an exodus of H-1b, green card and foreign born US citizen-workers and few people to replace them just as The Baby Boomers start to retire. It suggests looking at F-1 visa employees as replacements for junior staff and examining longer term alternatives.

And the only answer I can see is to increase the number of H-1b employees into the US, sooner, rather than later.

Jeff Altman

The Big Game Hunter
 Concepts in Staffing
thebiggamehunter@cisny.com

© 2007 all rights reserved.

Jeff Altman, The Big Game Hunter, is Managing Director with Concepts in Staffing, a New York search firm, He has successfully assisted many corporations identify management leaders and staff in many disciplines since 1971. He is a retired certified leader of the ManKind Project, a not for profit organization that assists men with life issues, and a practicing psychotherapist.

To receive a daily digest of positions emailed to you, search for openings that The Big Game Hunter is working on, to use Jeff’s free job lead search engine, Job Search Universe, to subscribe to Jeff’s free job hunting ezine, “Head Hunt Your Next Job, or his staffing ezine, “Natural Selection”, or to learn about his VIP program, go to www.jeffaltman.com.

Explore some of The Big Game Hunter's products in "The Universe" series

Plus

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Friday, September 28, 2007

Accounting, CPA's and Auditing Websites from Barry Geiman

Accounting, CPA's and Auditing Websites
http://www.accountantspages.com/

find Accountants US and different countries
>Accounting.
com
http://www.accounting.com
Resources
State CPA Societies

Alabama Society of CPA's
Alaska Society of CPA's
Arizona Society of CPA's
Arkansas Society of CPA's
California Society of CPA's
Colorado Society of CPA's
Connecticut Society of CPA's
Delaware Society of CPA's
D.C. Institute of CPA's
Florida Institute of CPA's
Georgia Society of CPA's
Guam Society of CPA's
Hawaii Society of CPA's
Idaho Society of CPA's
Illinois CPA Foundation
Indiana CPA Society
Iowa Society of CPA's
Kansas Society of CPA's
Kentucky Society of CPA's
Society of Louisiana CPA's
Maine Society of CPA's
Maryland Association of CPA's
Massachusetts Society of CPA's
Michigan Association of CPA's
Minnesota Society of CPA's
Mississippi Society of CPA's
Missouri Society of CPA's
Montana Society of CPA's
Nebraska Society of CPA's
Nevada Society of CPA's
New Hampshire Society of CPA's
New Jersey Society of CPA's
New Mexico CPA Foundation
New York Society of CPA's
North Carolina Association of CPA's
North Dakota Society of CPA's
Ohio Society of CPA's
Oklahoma Society of CPA's
Oregon Society of CPA's
Pennsylvania Institute of CPA's
Puerto Rico CPA Society
Rhode Island Society of CPA's
South Carolina Association of CPA's
South Dakota Society of CPA's
Tennessee Society of CPA's
Texas Society of CPA's
Utah Association of CPA's
Vermont Society of CPA's
Virginia Society of CPA's
Virgin Islands Society of CPA's
Washington Society of CPA's
West Virginia Society of CPA's
Wisconsin Institute of CPA's
Wyoming Society of CPA's

http://www.awesomeaccountants.com

CareerBank.com www.careerbank.com
is the the place to look for the best candidates in accounting,
finance and banking.

http://www.Big4.com
Searching for candidates from big4 accounting and consulting firms?
Take a look at our partner site, Big4.com, a leading resource
dedicated to this community. Alumni of these firms now have access
to news, events, an alumni database, jobs, proposals, financial
services and other information.
The site has just been revamped and includes a careers area powered
by jobsinthemoney. Post jobs to Big4.com to gain unparalleled
exposure to this audience.

Accounting Professionals Resource Center
http://www.kentis.com

AccountingNet
http://www.accountingnet.com

Accountants
http://www.aahcpa.org/links.htm

Accountants World Careers
http://www.salesguycareers.com

American Association of Hispanic Certified Public Accountants
http://www.aahcpa.org

CPA Jobs
http://www.cpajobs.com

CPANet
www.cpanet.com

Accounting Professional
http://www.accountingprofessional.com/

http://www.localaccountingjobs.com

American Association of Finance & Accounting
http://www.aafa.com/

http://www.actuary.com

http://www.aicpa.org/
This is a professional organization and they have online career
postings & forums which are a bargain as postings go.

CareerBank.com is an independent accounting and finance career site
that reports a direct network of more than 81,000 CPAs, and powers
the career centers for associations, such as the New Jersey Society
of CPAs, the Texas Society of CPAs, and the New York State Society
of CPAs.

The Association for Financial Professionals has an online job board
where
you can post jobs and search the members resume database.
http://www.AFPonline.org

http://www.ascpa.com
Arizona also has a group- ASCPA

http://www.aabpa.org/employ.html

http://www.controllerjobs.com/

http://www.financewise.com/public/unreg.htm

http://www.fwi.org/Careers/careers.htm

http://www.bigfivetalent.com/

http://www.jobsinthemoney.com/

TEI.org - Tax Executive Institute
http://www.ACCAglobal.com
- Association of Chartered Certified Accountants

- http://www.AICPA.org
- - American Institute of CPA's
http://www.TaxTalent.com
-
- http://www.TheIIA.org
- - Institute of Internal Auditors

TAX
http://www.tax-jobs.com/

http://www.houtscpa.org

http://www.taxtalent.com
TaxTalent.com -TaxTalent.com, a South Carolina-based creator of a
resume database of tax professionals, is partnering with
TopUSAJobs.com. The Tax Career Portal will appear on the TopUSAJobs
board, which features an array of niche sites. The Tax Career Portal
has over 12,000 people registered on the site, and is the largest
portal of its kind.

PAYROLL
http://www.americanpayroll.org

Comprehensive eFinancial Jobs
http://www.efinancialjobs.com/ Pay

Comprehensive Financial, Acct & Ins Job Page
http://www.nationjob.com/ Pay

Comprehensive Jobs in Accounting
http://ww2.itoday.com/jobs-careers/banking/ Pay

Comprehensive MBA Careers
http://www.mbacareers.com/ Pay

Comprehensive MBA Employment Connection
http://www.MBAnetwork.com/meca/ Pay

Comprehensive MBA Jobs
http://www.mbajob.com/ Pay

Comprehensive National Black MBA Association
http://www.nyblackmba.org Pay

Comprehensive National Business Employment Weekly
http://www.nbew.com/ Pay

Comprehensive National Society of Accountants
http://www.nsacct.org/ Pay

Comprehensive Pro2Net Accounting
http://www.pro2net.com/ Pay

Actuarial Actuary
http://www.actuary.com Free

Actuarial Jobs
http://www.sitepowerup.com/mb/view.asp?BoardID=106435 Free

Actuarial Financial Job Network
http://www.financialjobnet.com Pay

Auditor Financial Job Network
http://www.financialjobnet.com Pay

Commerce Global Career in Commerce
http://www.globalcareers.com/commerce/ Pay

CPA American Assoc of Fin & Acctg
http://www.aafa.com/ Free
CPA American Institute of CPAs http://www.aicpa.org/ Pay
CPA MBA Careers http://www.mbacareers.com/ Pay
CPA MBA Employment Connection http://www.MBAnetwork.com/meca/ Pay
CPA MBA Jobs http://www.mbajob.com/ Pay
CPA National Black MBA Association http://www.nyblackmba.org Pay
CPA American Association of Hispanic CPAs http://www.aahcpa.org/ Pay
CPA Financial Job Network http://www.financialjobnet.com Pay

http://www.accountantjobs.com/
http://www.accountingjobs.com/index.html
http://www.rutgers.edu/Accounting/raw/aaa/placement.htm
http://www.jobcontrolcenter.com/ccn/nabainc/
http://www.accounting.com/employment/

http://www.aafa.com/
http://aba.careersite.com/
http://www.bankjobs.com/
http://www.jobsinthemoney.com/
http://www.bankconnect.com/
http://www.jobmag.com/
http://www.jobfront.com/
http://www.accountingjobs.com/
http://www.accountantjobs.com/
http://www.accounting.com/
http://www.fjn.com/
http://www.jacobson-associates.com/
http://www.moneycareers.com/
http://www.nationjob.com/financial
http://www.tax-jobs.com/

WEBSITES FOR CPA
http://www.cpajobs.com
http://www.financialjobs.com
http://accounting.pro2net.com/
http://www.cpa2biz.com/career
http://www.cpadirectory.com
http://www.cpapfs.org

GENERALIST SITES
Accountant Jobs (doorway to ejobstore)
http://www.accountantjobs.com/
Financial, Acct & Ins Job http://www.nationjob.com/financial
Job Front http://www.jobfront.com/
Job Mag http://www.jobmag.com/
MBA Careers (doorway to CareerExchange) http://www.mbacareers.com/
National Business Employment http://www.nbew.com/

NO JOBS OR CANT POST JOBS
Accounting Professionals Resource Center http://www.kentis.com
American Association of Finance & Accounting http://www.aafa.com
CPANet http://www.cpanet.com
Global Career in Commerce http://www.globalcareers.com/commerce/
Jaconson-Associates http://www.jacobson-associates.com/
National Black MBA http://www.nyblackmba.org
Pro2Net Accounting http://www.pro2net.com/

WEBSITES FOR AUDITING & FRAUD (ACCOUNTING & IT)

FROM : http://www.taxsites.com/auditing.html

Auditing & Fraud Examination
Auditing Resources
Fraud Resources

Associations
Regulatory Bodies

Certification

Auditing Resources
• @Auditing & Fraud Associations
• ABREMA: Activity Based Risk Evaluation Model of Auditing
• AccountingMalpractice
• AICPA Audit and Attest Standards Team
• Articles on Internal Auditing and Fraud Examination
• Assurance Services
• Audit Committee Institute
• AuditNet
• Auditors Sharing Audit Programs
• Audit Serve, Inc.
• AuditZine
• Bank Internal Auditing
• Business Publications: Auditing Articles
• Columbia University Internal Audit
• CPA Exam Information
• European Auditing Research Network
• Excellence in Audit Education
• Federal Program Compliance and Audits
• Inspectors General Auditor Training Institute
• Intergovernmental Audit Forums
• Internal Auditing World Wide Web
• International Symposium on Audit Research
• ITAudit.org
• Panel on Audit Effectiveness
• Sampling in Financial and Internal Audits
• Single Audit Library
• Standards & Guidelines for IS Auditing
• U.S. General Accounting Office (GAO)
• WebTrust
Fraud Resources
• @Auditing & Fraud Associations
• Articles on Internal Auditing and Fraud Examination
• Financial Crimes Enforcement Network
• Fraud Defense Network
• Fraud Detectives
• FraudNet
• Fraud Prevention (UK)
• Internet Fraud Complaint Center
• National Fraud Information Center
• White Collar Crime: Loss Prevention Through Internal Control

Associations
• @Accounting Associations
• American Accounting Association - Auditing Section
• American College of Forensic Examiners
• Association of Certified Fraud Examiners
• Association of College and University Auditors
• Association of Credit Union Internal Auditors
• Board of Environmental Auditor Certifications
• Information Systems Audit and Control Association
• Institute of Internal Auditors
• International Federation of Accountants
• International Auditing Practices Committee
• International Organization of Supreme Audit Institutions
• National Association of Local Government Auditors
• National Association of State Auditors, Comptrollers and
Treasurers
• Northeast Insurance Anti-Fraud Group
• Society of Financial Examiners

Regulatory Bodies
• American Institute of Certified Public Accountants
• Financial Accounting Standards Board
• Governmental Accounting Standards Board
• Public Oversight Board

Certification
• Accredited Financial Examiner (AFE)
• Automated Examination Specialist (AES)
• Certified Financial Examiner (CFE)
• Certified Fraud Examiner (CFE)
• Certified Information Systems Auditor (CISA)
• Certified Internal Auditor (CIA)
• Certified Professional Environmental Auditor (CPEA)
• Certified Public Accountant (CPA)
• Certified Quality Auditor (CQA)
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Sources for Recruiting Women

From Barry Geiman barrygeiman@comcast.net

Recruiting Women
http://www.recruiting-online.com/course55a.html

Useful Lists

About.com (see women's)
Google's US list of women's business organizations and its other
list by industry
the top 100 companies for working mothers

DiversePRO has a list of 100+ women's organizations broken down by
category.

Finally, see our diversity resources list, which includes some
women-
focused groups.
Business (General)
Advancing Women
African American Women Online
The Albuquerque-
Santa Fe Women in Business Directory - longest
continually published women's directory in the US. AWBD is part of
a nationwide network of women's directories with women-owned businesses, women's services, and resources
American Association of University Women
American Business Women's Association
Asian Women in Business
Association of Women Professionals
Black Career Women
Business and Professional Women Association - has many local
chapters
Business Women's Network - see its list of women and minority
business resources
Career Woman 2000 - part of the Hire-Power network of sites
Career Women - sister site of DiversitySearch.com and
MBACareers.com
Catalyst
Center for Women & Enterprise
Classifieds for Women - powered by CareerEngine.com
Feminist Career Center
Forum for Women Entrepreneurs
General Federation of Woman's Clubs
Hispanic Women's Corporation
Home-Based Working Moms advocates home employment and home
businesses
to allow parents to spend more time with their children
The International Virtual Women's Chamber of Commerce - offers
micro-
businesswomen worldwide an online venue to form profitable
relationships and attend meetings and networking events virtually
iVillage - Online community for women (jobs in CareerBuilder
network)
Jewish Women International
Jobs4Women
lifeprint - formerly AlumnaeResources.com, it's a non-profit
primarily but not exclusively women-focused
National Association for Female Executives
National Association of Career Women
Organization of Women in International Trade
U.S. Women's Chamber of Commerce - plethora of resources; a network
of affiliates that unite the women's marketplace whose mission is
to
develop leaders, accelerate economic growth and provide a community
voice for women.
Women-related Business, Work and Finance email lists - useful
listservs
Women Employed
Women Inc.
Women Leaders Online
Women and Minority Business Enterprise
Women's Professional Network
Womans-Work - Founded in 2000, allows searching by alternative work
arrangements
Women.com Careers
Women's Executive Network
Women's Net (another URL)
Women's JobSite
Women's Wire - search powered by Monster.com
WWWomen Search Directory - Very comprehensive list of trade
associations/career resources for women.
Communications
Association of Women in Communication (AWC Online) - job listing
page
is here
Association for Women in Sports Media
New York Women in Communications
Unique Women Marketing Association
Women in Agriculture
Women in Cable & Telecommunications Information - Founded in 1979,
WICT develops women leaders in cable and telecommunications
Engineering/Science/Construction
Association of Women Industrial Engineers
Association of Women in Metal Industries
Association of Women in Science
Committee on Women in Science and Engineering
National Association of Women in Construction
Professional Women in Construction
Society of Women Engineers
Women and Minorities in Science and Engineering - many
organizations
listed, but list has not been updated so many links are bad.
However,
type the organization name in your favorite search engine to find
the
current URL.
Women-related Science/Technology email lists - very targeted
listservs for women techies
Women Construction Owners and Execs
Women in Engineering Programs & Advocates Network
Women in IT & Engineering
Women's Engineering Society - UK-focused
Finance & Insurance
American Society of Women Accountants - job page here; has local
chapters
Association of Professional Insurance Women
Financial Women International
National Association of Insurance Women
Women in Asset Management
Womens Funding Network
IT/Computing (also see Communications)
Association for Women in Computing (or here) - links to many local
chapters
Cybergrrl - Online community for women; see its Yahoo-like
directory
of sites for, by and about women called Femina
DigitalEve - Professional society for women involved in Internet
industries (Boston chapter is particularly active), founded in
September 2000 by women formerly affiliated with the New York-based
Webgrrls (see below).
GirlGeeks - online community for women and girls interested in IT
created by the Bay Area Video Coalition, a non-profit focused on
new
media education and training for underserved groups.
The Institute for Women and Technology - Founded in 1997 to
increase
the impact of women on all aspects of technology
LinuxChix - a community for women who like Linux and to support
women
in computing. Over 10 listservs plus chat channels and 36 actual
chapters in 10 countries. The membership ranges from novice to
expert
programmers, system administrators and technical writers.
Systers - an informal organization for technical women in
computing.
Started in 1987, there are now over 2500 members in 38 countries;
affiliated with The Institute for Women and Technology
The Ada Project - TAP is a central clearinghouse for information
and
resources relating to women in computing
Webgrrls International - For women involved in Internet industries
(Microsoft ran diversity ad banners on its homepage in 2003)
Wise-Women - a world-wide, online community of web designers,
developers and programmers (formerly Women's New Media Association)
Women-related Science/Technology email lists - very targeted
listservs for women techies
Women in IT & Engineering - started Oct. 2001, but never took off
Women in Technology - has many local chapters and a job board
WorldWit - The umbrella group for 29 local listservs in the U.S.
and
abroad geared to women in technology (e.g., masswit-
subscribe@... is the subscription email address for the
Massachusetts list) as well as a separate jobs listserv for some
metro areas.
Legal
American Bar Assn. commission on women in the legal profession
League of Women Voters
Minority Corporate Counsel Assocation
National Organization for Women
Medical
American Association of Women Dentists
American Medical Women's Association
Association of Women Surgeons
Real Estate
Association of Real Estate Women - AREW is New York City-focused
CREW Network - A national association of women in the commercial
real
estate industry with chapters in many metropolitan areas (also
known
as National Network of Commercial Real Estate Women)
Women in Real Estate (W.I.R.E.)
Other
Association for Women in Architecture
Association of Women in Mathematics
Association of Women in Packaging
Women in Higher Education - tied to a national print publication

If you know of others, please email us and we will add appropriate
ones here.

This is an abbreviated version of the corresponding content from
our
popular Advanced Online Recruiting Techniques course, explaining
methods and resources applicable to recruiting in any industry,
function, geography or level. Learn more about or register for our
live seminar or online course! Or return to free sample content.
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