608 SE 6th Street, Suite 4, Fort Lauderdale, FL 33301 (954) 468-3636

Thursday, August 27, 2009

Branch Manager

Branch Manager needed for Fort Lauderdale based service company. Company services all of South Florida. In this role you will supervise a team of Account Executives, Route Salesmen and Technical support. If you are a career motivated individual, looking to grow the local branch of a successful national brand, this is the opportunity for you. Position is responsible for all employee management decisions, from hiring to termination. You will also train and motivate the staff, sell when necessary and set the benchmark for customer service. The ideal candidate will have an outside sales and route background, and is looking to bring it inside and become a manager. There are times when you will have to run the routes, meet with customers, and take a hands-on approach. Mechanical knowledge helpful. Clean drivers license a must, company does drug testing.

Salary Range: $50,000 to $60,000
Email Resume to: JFarrick@KuninAssociates.com

Bilingual Senior Accountant

Miami Global Investment Management firm working primary with Latin American clients is looking to hire a bilingual, detail oriented Senior Accountant with Big 4 experience and financial services knowledge. 3-5 years of progressive experience in Public Accounting or a combination with private and CPA would be ideal.
In this role you will be responsible for monitoring balance sheet accounts, reviewing/performing reconciliations and account analysis and monitoring P/L accounts among other duties.
This stable company offers great benefits and the opportunity to interact internationally with other markets in an environment where good relationships, passion, professionalism and structure are key.

Salary Range: $65,000 to $75,000
Email Resume to: JFarrick@KuninAssociates.com

Monday, August 24, 2009

How To Wrap Up an Interview

If starting an interview is awkward for many people, ending an interview can be even more difficult. Most interviews drag on too long (past the point where the interviewer needs more information in order to make a decision) because most interviewers don't know how to end the interview gracefully.
Some advice:
1. Set a time limit at the beginning. A half hour to 45 minutes should be sufficient for an initial screening . Have a clock visible, and let the candidate know at the start when the interview must come to an end.
2. Give clues to the candidate to suggest the interview is nearing its end. Some examples: if your using a pencil and paper put the pencil down and push the paper aside, look at your watch and refer to another appointment.
3. End on the appropriate note. What you should do at the end of the interview is mainly a matter of how good the candidate appears to you. If the candidate is someone you definitely wish to hire make sure the person knows you're actively interested. If the person is a "maybe," say that you're interested but want some time to think it over. If the person is a definite "no," be polite but noncommittal. "You have a fine record," you might say, "but I have other people to see. I'll let you know if we're interested."
As we all know time is money, if you keep your interviews moving along in a timely manner, you will remain on schedule and get more accomplished. For other issues concerning the best way to conduct an interview please contact Kunin Associates and one of our Professional Recruiters would be happy to help.
Visit us at www.kuninassociates.com and start receiving our twice a month newsletter featuring hot jobs and candidates plus helpful articles.

Monday, August 17, 2009

Effective Performance Reviews

Richard comes to you asking for a raise. You think to yourself, what has Richard been doing this past year? You remember the one project that you almost lost due to his mistake, but you also forgot the 2 deals he was crucial in closing. A properly planned out performance review will help you get through this situation.

The purpose of a performance review is to define a clear basis for wage increases, promotions, disciplinary action and other job related issues. By following these tips you will be able to deal with Richard's request for a raise.
· Develop a job description for each position within your firm and update it as a position evolves. Make certain each employee has a clear understanding of what is expected of him.
· Design a standard form for performance reviews that includes a rating system and place for comments. Always date it and make note of all people involved.
· Let the employee know in advance when their review will be in order that they may properly prepare.
· Maintain an employee log through out the year documenting all accomplishments, contributions and mishandled projects.
· Begin with the person's strengths and then tactfully move into any weaknesses. This will avoid the employee becoming defensive and should create a more open dialogue.
· The review should include specific and measurable goals with an action plan on how they can be accomplished.
· Encourage feedback from your employee and make it a two-way conversation.
· Be careful to keep your comments to observable behaviors and not personality traits.
· Conclude the review by summarizing what actions need to be made in the future and re-emphasizing your employee's strengths. End on a positive note.
Remember, Richard as well as your other employees, are your most valuable assets (and one of the most expensive). If they are treated fairly, respected and provided with proper feedback and reviews your efforts will be rewarded by having a successful business. If you need help in handling a performance review please give the professionals at Kunin Associates a call and we would be happy to provide assistance.
Visit us at www.kuninassociates.com and subscribe to receive directly to your e-mail address our twice a month newsletter with interesting articles and the hottest job opportunities plus the best candidates!

Monday, August 10, 2009

Good Questions to ask the Interviewer

The interview is one of the most important elements in your job search, and often a job can be won or lost in this stage. To increase your chances for success it is imperative that you prepare properly.

Here are some good questions you can ask the interviewer:

1) What do you see as the challenges of this position? 2) What are the responsibilities of this position, and which are the most important? 3)Are there any projects in motion for which I will inherit responsibility? What is their history and status? 4) What criteria will be used to evaluate my performance? 5) What accomplishments do you expect within the first year of performance? 6) How would you describe the company's personality and management style? 7) What are some of the company's long-term goals? 8) What is the company's mission statement? 9) What are the opportunities for growth? 10) Where would you place your priorities for the duties of this job?

Relax, take a deep breath, enjoy the process and contact Kunin Associates if you have any other concerns about interviewing. Visit us at www.kuninassociates.com and subscribe to our twice a month newsletter to get the hottest job opportunities and candidates available.

Friday, August 7, 2009

Director of Finance

Director of Finance
Our client is a Miami Non-Profit organization looking to hire a Director of Finance. In this position you will manage all of the financial resources and obligations of the organization including budgets, forecasts and variance reports. Additional responsibilities will be to maintain control over the general ledger and facilitate the annual audit. The ideal candidate will have 5-10 years of progressive accounting experience with a mix of public/private and knowledge of non-profits. Good benefits.

Salary Range: $70,000 to $80,000
Email Resume to: JFarrick@KuninAssociates.com

SEC Audit Manager

SEC Audit Manager
Our client, located in South Florida, seeks an experienced SEC Audit Manager. This company offers great benefits and room for advancement. Requirements include a CPA and 5-7 years progressive accounting experience with a multiple SEC clientele background. In this role you will be responsible for performing financial and operational audits, reviewing staff audit work papers and reports to ensure appropriate documentation and support, and serving as a consultant to management on internal control and operating issues. Travel up to 15% of the time.

Salary: $100,000 to $125,000
Email resume to: JFarrick@KuninAssociates.com

Thursday, August 6, 2009

Tax Manager Needed

Our Miami client is looking to hire a Tax Manger with Hedge Fund experience. In this role you will review and prepare yearly tax filings, perform security analysis, calculate tax adjustments, resolve day-to-day tax issues and assist in tax planning. Qualified candidates will have a CPA, MS in tax plus 5 years of recent experience with strong tax compliance and research background. Great firm that treats their employees well with the opportunity to also work in Boston.

Salary Range: $125,000
Email resume to: JFarrick@KuninAssocaites.com

Monday, August 3, 2009

Senior Accountant

Miami financial services company is needed of a Senior Accountant. Qualified candidates must have an accounting degree, preferably worked at a Big4, have 4 to 8 years progressive accounting experience in a financial services firm and speak Spanish fluently. In this position you will work directly with the controller with plenty of exposure and room advancement.
E-mail resume: JFarrick@kuninassociates.com

Handling the Panel/Group Interview

When thinking about an interview we most often envision a one-on-one scenario, however, group or panel interviews are becoming more popular. A panel interview is when one person is interviewed by several people all at the same time. This is often done for the following reasons: 1) Getting everyone together at once saves time, 2) It can show how the interviewee handles the stress of rapid questions and, 3) It can show how the potential employee interacts with others in a professional setting.
During the process it is important to treat each participant with the same respect, you cannot be certain who might be the actual decision maker. Each person there will have a particular interest. The HR manager might want to know if you are a good fit for the company. The team leader might want to assess your personality and the supervisor might want to assess your skill level.
At the start of the interview it is a good idea to shake hands with each member of the panel and get a business card. By getting a business card you will be able to address each person by name and know their title and interest in the interview.
When asked a question respond by looking directly at the questioner and then slowly make eye contact with the other members of the group. As you finish your answer, focus back on the person who asked the question.
A panel interview can be very stressful with many questions being asked at the same time. To calm your nerves it is best to spend a little extra time preparing. Make certain that you are familiar with the job description and what the job entails. Memorize your resume and be able to talk specifically about past job duties, clients worked with and challenges conquered. Research the company online and through current periodicals. Have questions prepared, dress appropriately and display proper business etiquette.
Finally, send a thank you note/email to everyone on the panel. Make each note personal by referring to a question they may have asked you directly. Be positive and follow up with the person who originally set up the interview. If you have any questions on a panel interview give Kunin Associates a call and one of our professional recruiters will be happy to talk with you.

Visit us at www.kuninassociates.com and subscribe to receive directly to your e-mail address our twice a month newsletter with interesting articles and the hottest job opportunities plus the best candidates out there!