recruiters for accounting professionals
DESCRIPTION
Recruiters For Accounting Professionals. Includes web addresses & websites.TRANSCRIPT
Resume to Referral, Top-Endorsed Resume Writer on LinkedIn (in business since 1999) Teena Rose, 13-Year Resume Writing Professional/Career & Job-Search Expert
[email protected] * resumebycprw.com Office: (937) 325-2149 * Fax: (877) 570-8415
RECRUITERS FOR ACCOUNTING PROFESSIONALS
Accounting & Finance Personnel, Inc.
(602) 277-3700 www.afpersonnel.com
Accounting Advantage (310) 445-4111
www.actadv.com
Accounting Career Consultants (314) 569-9898
www.careeradvancers.com
Accounting Principals, Ltd.
(732) 738-4887 www.accountingprincipals.com
Access Financial
(203) 328-3030 www.accfin.com
Allard Associates, Inc.
(800) 291-5279
www.allardinstitute.com
APS Recruiting (210) 690-3888
www.apsrecruiting.com
Arbor Point Partners, LLC (630) 963-6350
www.arborpointpartners.com
ARC Associates
(603) 425-2488 www.arc-associates.com
Arthur-Blair Associates, Inc.
(617) 723-8135
www.aba-inc.com
Aureus Executive (800) 273-6679
www.aureusgroup.com
Bodner, Inc
(212) 714-0371 www.bodnerinc.com
Brickell Personnel Consultants (305) 371-6187
www.brickellpersonnel.com
Broad, Waverly & Associates (732) 741-1010
www.broadwaverly.com
Burchard & Associates, Inc
(314) 878-2270 www.exechunter.com
C.A. Moore & Associates, Inc
(952) 473-0990 www.camoore.net
Cambridge Forbes Retained Search
(949) 429-7474
www.cambridge-forbesretainedsearch.com
Carlton Search Associates, LLC (301) 460-0203
www.carltonsearch.com
Casey Accounting & Finance Resources (847) 253-9030
www.caseyresources.com
Catalyst Resource Group, LLC.
(678) 366-3500 www.catalystresourcegroup.com
CFOs2GO
(925) 299-4450
www.cfos2go.com
cFour Partners Worldwide (310) 394-2639
www.cfour.com
Resume to Referral, Top-Endorsed Resume Writer on LinkedIn (in business since 1999) Teena Rose, 13-Year Resume Writing Professional/Career & Job-Search Expert
[email protected] * resumebycprw.com Office: (937) 325-2149 * Fax: (877) 570-8415
CFR Executive Search, Inc.
(312) 435-0990 www.cfrsearch.com
Childs, Smith & Associates
(336) 764-5458 www.accounting-jobs.com
Chrisman & Company, Inc.
(213) 620-1192
www.chrismansearch.com
Compass Search Group, LLC (949) 910-0110
www.compass-search.net
Connexions Staffing, LLC (920) 430-7305
www.connexions-staffing.com
Creative Financial Staffing
(617) 880-7600 www.cfstaffing.com
CVPartners, Inc.
(650) 625-9600 www.cvpartnersinc.com
Davis-Burns Group (770) 650-0056
www.davis-burns.com
DBL Associates (310) 545-8121
www.dblsearch.com
Delyse Nash & Associates
(408) 998-3322 www.delysenash.com
DM Stone Recruitment Solutions
(415) 391-5151 www.dmstone.com
Eisner, LLP
(212) 949-8700
www.eisneramper.com
Employment Atlanta Staffing (404) 255-4201
www.employmentatlanta.com
ExecuSearch USA
(813) 659-9665 www.execusearch.net
Executive Personnel Services, Inc. (859) 331-5533
www.epsboblong.com
Executive Placement Consultants (847) 298-6445
www.epc-chicago.com
Executive Recruiters Agency Inc
(501) 224-7000 www.execrecruit.com
Executive Recruiting & Search Consulting, LLC
(641) 236-1901 www.erscllc.com
Factor Ten Executive Search
(949) 474-2300
www.factor-ten.com
Finance & Accounting Search Team (314) 371-3278
www.fastsearch1.com
Finance Staff, Inc. (510) 465-6070
www.financestaff.com
Financial Edge Executive Resources
(616) 956-2981 www.fin-edge.com
Financial Executive Search
(760) 431-7770 www.ajilonfinance.com
Financial Placements (913) 261-7000
www.banknews.com
Financial Search Associates (480) 505-4050
www.financialsearchassociates.com
FINANCIALJobs.com
(805) 640-1849 www.financialjobs.com
Hale & Estrada LLC
(562) 424-6868 www.hale-estrada.com
Resume to Referral, Top-Endorsed Resume Writer on LinkedIn (in business since 1999) Teena Rose, 13-Year Resume Writing Professional/Career & Job-Search Expert
[email protected] * resumebycprw.com Office: (937) 325-2149 * Fax: (877) 570-8415
5 REASONS WHY RECRUITERS ARE USING TWITTER FOR RECRUITMENT
— AND WHY JOBSEEKERS SHOULD TAKE NOTICE! By Teena Rose, a highly endorsed, highly referred resume writer with Resume to
Referral. You can reach her at (937) 325-2149 or via her website. Teena provides daily
job alerts — which many of her clients love!
#1 Twitter is free; and with the cost of business sometimes being a hefty
burden, even recruitment firms can’t resist the charms of a no-cost, useful online tool. For recruiters seeing a decline in assignments, free services such as
Twitter can offer needed relief to a weighed-down operating budget.
For jobseekers: Twitter is free, even to Jane and Joe Jobseeker. If recruiters are using Twitter to attract ideal job candidates, it seems only fitting that jobseekers should put themselves in the position to be attracted.
#2 Twitter provides a substantial reach for recruiters, putting them in touch with prime job candidates that few other online services provide. Building hundreds of followers within a few short weeks is very doable, so
Twitter can certainly put recruiters in touch with followers (jobseekers) quickly as well.
For jobseekers: Twitter puts you within “tweet reach” of recruiters.
#3 Twitter offers a formal and informal platform for recruiters to open conversations. Recruiters strive for
the best job candidates, which usually means “cherry picking” prime candidates away from competitors. Twitter certainly offers one more method of contact to pick.
For jobseekers: Make yourself accessible to recruiters by learning about their current and continued recruitment needs. Take an active interest in keeping up on recruiter posts, recommending colleagues or associates when the need arises [keep in mind not each job posted will be perfect for you, but might be perfect for someone in your network — don’t forget to feed your network!]. #4 With Twitter having an estimated 3.3 million registered users1, building relationships and keeping in
contact with colleagues and industry groups has never been easier. The next generation of the Internet is about building relationships, and Twitter’s neighborhood provides an ideal platform for doing it.
For jobseekers: Use Twitter to find and build relationships with recruiters who are ideal matches for you. Focus on those specific to your ideal job title and target industry. #5 Twitter has created a community for recruiters to learn, and pass on those teachings. A recruiter would
be wise to build their brand and network by using what they learn, or what they know, and passing it on to others.
For jobseekers: Consider yourself a funnel for information. Sift through what you receive, and pass on only what’s of importance to those who follow you — that includes passing on job leads and job-search tips too. When the time is right, those on the receiving end of your tweets will return the favor by making you privy to job leads as well.
Get Yourself a free copy of Get Job Leads Fast Using Twitter by visiting: http://www.resumetoreferral.com/blog/book-get-job-leads-fast-using-twitter
1 http://recruitingblogs.ning.com/profiles//blogs/why-recruiters-should-use
Resume to Referral, Top-Endorsed Resume Writer on LinkedIn (in business since 1999) Teena Rose, 13-Year Resume Writing Professional/Career & Job-Search Expert
[email protected] * resumebycprw.com Office: (937) 325-2149 * Fax: (877) 570-8415
5 TIPS TO ENSURING YOUR RESUME PRODUCES TOP RESULTS By Teena Rose, a highly endorsed, highly referred resume writer with Resume to Referral. Want to connect with Teena? Connect with her by sending a LinkedIn
invite to [email protected]. Then, follow her on Twitter @ http://www.twitter.com/teenarose.
A professionally written resume is an important component to any job search. The overall effectiveness of the document however depends on certain variables; such
as how/how often the resume is used, the types of marketing/submission
strategies, and the continued relevance of the resume’s content. Concentrating on these important aspects (and others) ensures the resume will produce the all-important interviews that we strive for.
You see the resume one way, but hiring managers see it differently. 1. Use your resume as it is geared — not how you see it.
You see the resume one way, but hiring managers see it differently. It’s true. You quickly spot all the things that match
the hiring company’s job requirements, but all too often, hiring managers painstakingly look for those skills that you see so easily. For example, think about an experienced purchasing agent. Hiring managers will only see purchasing skills in
the resume, unless the proper steps have been taken to gear the resume appropriately. Crossing over into another career is doable, but certainly a move that requires preparation from you — and definitely for the resume as well.
2. Persistent actions, not blind submission.
Taking a persistent and consistent approach to submitting your resume is one aspect of job search that few jobseekers
take seriously – not necessarily because of the inability to be assertive, but rather due to the large task at hand. Job searching can be exhaustive, and individuals tend to lose initiative after receiving any degree of rejection. Submitting
one or two resumes every day or so allows the jobseeker to remain active in their search, yet allow enough time to focus on other aspects of their lives.
Job searching can be exhaustive, and individuals tend to lose initiative after receiving any degree of rejection.
Need tips for focusing your job-search efforts? Start by building a list of industry-specific employers that best match
your skill set and current career focus. Avoid applying to anyone and everyone — what some might call a spitball approach. Create a new list each week, submit your resume and introduction cover letter accordingly, and follow-up
with each at some point over the next 5-8 business days to ensure receipt of your submission. By conducting follow-up,
you put yourself on the phone with a company rep, which also enables you to answer any questions they may have about your skill set, resume, or whatever.
3. Add an eye-catching, action-provoking introduction to your resume.
Marketing professionals will tell you that the best marketing material has a “hook”: something that will make the reader take action. Relative to job searching, a hook should cause the reader to call for an interview, or possibly discuss your
candidacy further with a colleague.
There is no clear definition of what a hook actually can or cannot be, but it should answer two or more of the following:
(a) How is this candidate different from the others applying? (b) Does this candidate’s resume clearly outline and focus upon the company’s requirements, rather than cloud this information with irrelevant content?
Resume to Referral, Top-Endorsed Resume Writer on LinkedIn (in business since 1999) Teena Rose, 13-Year Resume Writing Professional/Career & Job-Search Expert
[email protected] * resumebycprw.com Office: (937) 325-2149 * Fax: (877) 570-8415
(c) Does this candidate possess the educational requirements specified? (d) Does the candidate possess the minimum knowledge, skills, and abilities to satisfy the company’s short- and long-term goals? 4. Your resume should be a “key.”
Envision each available position as a door lock, and your resume as the key that allows you passage. The resume should be a certain shape and size for the first lock, but require modification or a completely new design for the next.
No surprise, job roles vary from one company to the next, and are rarely identical. Some require a straightforward set of job duties, while other companies need their employees to “wear many hats.” Take a secretary, for example. The job
responsibilities for a secretary vary tremendously. Modifying the top section of the resume is generally the only upkeep required to ensure the resume continuously fits the lock of the door you’re trying to enter. Yet other modifications, such
as rearrangement of categories/headers, replacing certain keywords or key phrases, and the restructuring of employment details, may be some of the additional changes that are needed. The idea is to continuously customize the
resume to “fit” the employer’s point of entry.
5. Present your resume to your network — both online and offline.
Networking is still the tried-and-true king relevant to an effective job-search campaign. Today, however, job seekers are taking their campaigns online due to the ease of researching hiring companies, locating job openings using only 2
or 3 keywords in their favorite search engine, and resume submission.
“ ... spitballing your efforts has proven time and time again to be a huge waste of time.”
Although establishing and building an online network can be time-consuming, spitballing your efforts has proven time and time again to be a huge waste of time. Experts believe jobseekers that don’t leverage their networks ultimately
spend extra time, effort, and resources to produce the same results that come from networking.
Taking a serious approach to your job search campaign is mandatory to securing a favorable return from the resume.
Avoiding some of the largest pitfalls that many job seekers fall into, will enable you to conduct a strategic and effective campaign that’s designed to get a job in the least amount of time.