Meador Hot Jobs: Accountant and Accounts Receivable Manager

December 27th, 2013

Accountant

We are currently seeking a qualified accountant for an opportunity in the Houston area. This is a direct hire position and the starting salary will be between $55,000 and $60,000 annually which is average for this position in the region.

Our client is looking for someone with good communications skills, an eye for detail, and who likes taking on projects.  The daily duties of the job include cash management, daily bank transfers, daily bank reconciliations, monthly inventory movements, weekly inventory reports, monthly general ledger reconciliation, as needed job cost/billing reviews, daily sales and use tax returns, monthly license renewals, and as needed special projects.

BBA or BS in accounting is required along with at least 2-3 years of experience in accounting. Demonstrated problem analysis and problem solving skills are highly desirable. Our client would like to hire a self-starter who is ready to hit the ground running.

If you are interested in this opportunity contact us right away to learn more!

 

Accounts Receivable Manager

Houston area company is seeking an experienced accounts receivable manager for an immediate opening. This position will manage the entire accounts receivable process as well as back-up the accounts payable processing as needed. This is a direct hire position starting between $45,000 and $55,000 per year which, according to Salary.com, is average for this type of opportunity in Houston.

This role will be responsible for preparing and maintaining accurate billings to include computing cost for billing. They will process cash receipts, prepare bank deposits, process accounts payable invoices for payment, process travel reimbursement requests, prepare budget and reports for close each month, communicate with vendors and customers pertaining to accounts payable and receivable transactions, and assist with audit preparation.

Qualified applicants will have at least a 2 year accounting degree and recent accounting work experience. 4 years of experience in a corporate work environment is expected. Candidates must be comfortable with advanced spreadsheet applications such as Excel to be considered. Excellent communication both internally and externally is required.

For more information, contact Meador Staffing.

At Meador Staffing we always have new opportunities available. To find out more about these and other open positions, contact us today!  

The Staggering Cost of a Bad Hire

December 20th, 2013

If you’re thinking about hiring new employees for your business there are a few interesting bits of information that are important to know in today’s competitive job market. The cost of a bad hire goes beyond the money your company will spend on advertising or prescreening. Hurrying the hiring process can become a big problem long term so it is better to concentrate on hiring the right person at the right time. Let’s look at some of the costs of a bad hire so you understand what to avoid.

  • Expect to spend $25,000 to $50,000 per bad hire. In a survey conducted by CareerBuilder, 41% of the responding companies indicated that a bad hire cost them at least $25,000. 25% said this number was closer to $50,000. These dollar amounts represent lost revenue, bad productivity, and other related costs.
  • The direct and indirect costs. To really assess what these amounts mean let’s look deeper at the numbers. The cost of a bad hire can be seen in lost productivity, time spent on recruiting, the expense of recruiting and training, negative employee morale, and a negative client experience.
  • The factors that lead to a bad hire. It is interesting to note that there were several similarities among the reasons for a bad hire in the CareerBuilder survey. 38% of companies said the bad hire was a result of rushing to fill the position. 11% said they did not perform the right background checks or prescreening procedures. 21% said that the employees did not have the skills they described which could have been effectively determined through testing.
  • The signs of a bad hire. There were some things that the companies began to notice almost right away in regards to the bad hire. 63% of these new employees were unable to keep up the quality or quantity of production expected. 63% didn’t work well with the rest of the team. 56% showed immediate problems with their attendance. 48% failed to meet the expected deadlines for their work.
  • How to avoid a bad hire. There are some easy things to do that can change the entire experience for both you and the candidate. The first step is conduct effective interviews by asking behavioral questions. Check their references thoroughly to find out more about what makes them tick as an employee. Finally, make sure you provide training not only on the job but also on your corporate culture and the expectations of the job.

Are you ready to make a hiring decision to add to your staff in 2014? If you are looking for Austin Temp Agencies, contact us today.

5 Ways to Stay in Touch With Your Old Workplace for Networking

December 13th, 2013

It isn’t always easy to stay in contact with former coworkers or employers. Situations that occurred while you were working may make some communications uncomfortable. Fellow employees may have moved on themselves and are getting harder to track down. However, keeping in touch with your old workplace is an excellent source for networking and referrals. Here are five easy ways you can stay connected.

  1. Connect while you’re still working together. People who like one another are much more likely to stay connected for the long haul. At any company you work for, make an effort to become involved with the workplace community. Make sincere connections that can last you throughout your career and make an effort keep in touch after you or they leave the business.
  2. Use LinkedIn to reconnect. If it has been several years since you last worked with someone, the best way to reach out to them and reconnect is to search on LinkedIn. This will give you an idea of their current career path and allow you to request a connection. Social media makes it easy to keep in touch with former coworkers and managers.
  3. Offer your help. The worst kind of networker is someone who only reaches out to their connections when they need help. It is important to be able to offer assistance in return or before you need to ask for something yourself. If you can help make another connection, provide a recommendation, or help them with your expertise, provide this information without expecting anything in return.
  4. Get together for coffee. Face to face networking is still the best way to stay in touch with anyone. Don’t become an anonymous friend on the internet. Occasional ask to connect over coffee or lunch. Stay in touch, be kind and courteous, and be someone they want to stay connected with. Offer sincere face to face friendship and you’ll be rewarded.
  5. Appreciate them even when you don’t need their help. Just like offering your help in return, it is important for you to recognize these relationships and appreciate them. Send a personal note from time to time just to remind them that they are a valued part of your extended network. Thank them just for being a part of your community and your friend.

Are you looking to extend your professional network? If you are looking for recruiters in Austin TX, contact us today.

3 Interview Questions You Should Never Ask

December 11th, 2013

When you’re face to face with a candidate for a job interview it is important to ask as many detailed questions as possible. You want to know about their ability to conduct the job, how they will fit into the current corporate culture, and how they will behave in the workplace. There are a few questions that seem like they would provide some insight into the candidate but are really questions to avoid. It is important to keep in mind the subjects and questions that you should not bring up in an interview to avoid potential legal trouble for your company. Here are three interview questions that you should never ask.

  1. Are you married or do you have children? Basing a hiring decision on whether or not a candidate has a family is a legal problem. If you want to know whether or not the individual will require time off of work you can phrase the question differently without ever bringing up children or marital status. Instead, ask them if they can commit to the schedule for the job as indicated by your job description or company policies. Childcare arrangements and their relationship status cannot be a concern for the company.
  2. What church do you attend? In most cases, religious affiliation is not a requirement of employment and should not be made a condition of the interview. You cannot ask if a candidate is religious or to what religion they belong. These types of questions should be avoided all together.
  3. Can you please give me the password for your Facebook account? There were a number of high profile news stories in the last few years surrounding this behavior by some companies. Other organizations even required candidates to log into their accounts while the hiring manager could watch and read over their shoulders. However, many states are currently passing laws that make this practice illegal. Gaining information from public social media is acceptable in certain circumstances but accessing a candidate’s private information is not.

Are you interested in learning more about acceptable and unacceptable questions for candidate interviews? If you are looking for staffing firms in Pearland TX, contact us today.