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

Wednesday, October 27, 2010



Growing Miami company in the Healthcare industry is seeking a sharp and dedicated Controller. In this position you will be responsible for supervising a staff, overseeing and handling all general accounting, budgeting, annual audits and regulatory reporting on a need be basis. Qualified candidates will have experience in the Healthcare or Insurance Industry, 5+ years progressive experience and preferably a CPA and bilingual.

Salary Range: $85,000 to $95,000

Email Resume to: JFarrick@KuninAssociates.com

Monday, October 25, 2010

5 Ways to Get Past 'You're Overqualified'

Article taken from Yahoo Finance
By Liz Ryan

Address the need, not the requirements.

If a job ad asks for candidates with three years of experience, the last thing you want to do is to write, "I have 18 years of experience!" in your application or cover letter. Employers get skittish about highly qualified candidates because they fear these folks will bolt for a better opportunity at the first chance.
Improve your odds of getting an interview by addressing the business pain, instead of the listed requirements. In your cover letter, you can say, "I can only imagine that looking after dozens of suppliers and keeping on-time deliveries and supplier quality at a high level are constant priorities." Let the manager know that you've slain his particular dragon before. That will help neutralize the fear that you're too experienced to do well in the job.

Say why you're interested.

If you're actually looking to downshift in your career, for instance, or would trade a loftier title for a shorter commute, say so in your cover letter! "I'm especially interested in the job at Acme Explosives because I prefer startup energy to the huge corporations I've worked in for the past decade." Be specific. If an employer sees a logical reason for you to prefer her job even though you've held bigger positions, that will help you get over the hump.

In the interview, talk about them.

Nothing is more appealing to an employer than to have a job-seeker talk about the company, rather than blather on about himself. "I've done blah-dee-blah-blah-blah" is hard to listen to for long, but "I'd love to know more about your purchasing process--how does it work?" is not. If you keep the focus on the job and use your brilliant questions to show your understanding of, and curiosity about, the organization, you'll help allay fears that you're just looking for a safe harbor until the dang recession blows over.

Probe for the pain.

Think about the most common obstacles you've run into when you've performed similar work, and ask your hiring manager about them. "A lot of companies run into supplier-quality issues--but maybe that's not a problem for you?" is a great interview question. Most likely, the purchasing manager will say something like "No, we've got our share of that"--and then you can say, "I'd love to hear about it!" The more you learn about the pain, the more aptly you'll be able to tailor your stories to let the manager know you've slain his most annoying dragons already.

Don't make it about salary.

If you apply for jobs you could have done (or did do) 15 years ago, you're not going to be able to hold out for a massive salary. One of an employer's most understandable fears about hiring overqualified people is that they'll walk in the door and ask for a salary bump a month later. Let the employer know that you're game to grow with the company, if you are, and that there are things (flextime perhaps, or the ability to work from home sometimes) that trump dollars and cents. Keep the conversational flexible and problem-solve-y, and keep the focus on solving whatever problem the employer is facing.

If you're asked, "Will you make a two-year commitment?" answer, "I will if you can do the same thing." That is supremely reasonable. Employers need help, and you've got lots to offer. Don't deny your education and your work history--change the conversation instead!

By following these simple tips you will present yourself in the best possible light. Please contact Kunin Associates if you have any additional questions at 954-468-3636 and one of our Recruiters would be happy to speak with you.
If you would like to receive our twice a month newsletter with interesting articles and hot job opportunities subscribe at

Friday, October 22, 2010

Reading the Mind of the Interviewer

Article taken from JobsJournal.com
By Surajit Sen Sharma

There are as many inept interviewers as there are inept candidates, and many interviewers fail both their employers, as well as deserving candidates, due to their incompetence. However, a job interview is not part of a democratic process, and while an employer would usually be left in the blind about the failings of the HR personnel, a rejected but deserving candidate has no means of demanding accountability. Consequently, the only option open to a candidate to survive and succeed in an interview is to successfully read the mind of the interviewer and respond adequately.

To analyze an interview process correctly we need to study it from the angle of the recruiter, or the interviewer, in order to spot and satisfy his or her requirements. While surprises and exceptions will always remain in life, general functions will continue to follow logical patterns, and understanding and responding to the logic of a situation will remain the gateway of success.

A job interview is a widely discussed event or process and it has a logic and purpose. Trying to understand the process of an interview from the angle of both the “means” and the “end,” helps an interviewee to form the perspective needed to respond correctly to regular as well as odd questions. Whatever be the environment of an interview, the “end” will always remain the recruitment of a suitable candidate, and the “means” will remain throwing challenges at the candidate by means of either direct questions, or tests of different kinds, to assess his or her suitability.

When you are walking into a job interview, be sure that the recruiter is there only for one purpose - to find suitable candidates for recruitment. What a candidate needs to do is to find the logic and purpose behind each question or test, and answer adequately. Regardless of the means adopted to test the appropriateness of a candidate, general requirements and needs of an interviewer are pretty limited and will include:

  • Finding whether the candidate's emotional intelligence matches the requirements of the job
  • Finding whether the candidate's educational qualifications are sufficient to support a recruitment decision
  • Finding whether the candidate's skill sets and work-experience are suitable for the job
  • Finding whether the candidate's exposure to work culture matches the company environment
  • Finding whether the candidate is receptive and obedient, or full of own ideas without space for anything more
  • Finding whether the background of the candidate indicates a match or mismatch for the offered job position
  • Finding whether the candidate's salary expectations match the allotted budget range for the job

Though educational qualifications are part of primary screening, still there are enough walk-in-interviews in low paying jobs, and myriad educational qualifications and equivalent diplomas or degrees that a suitable candidate can come up with. Really, the interviewer is more focused on finding the answer to the other questions in the mentioned list, and educational qualifications are considered last for supporting a recruitment decision, unless they are professional qualifications required to function legally in the job.

The usual mistake that candidates make is that they become too focused on selling their own brands and ideas under the misconception that impressing their personalities on the minds of interviewers would result in recruitment. But that is rarely the case. The recruiter is focused on his or her own needs and purposes and has scant time for unreceptive egoists, as candidates do appear to the recruiter when they try to impress out of turn. To win an interview, it is essential to focus on the needs of the recruiter and provide responses that help the recruiter to support a recruitment decision. To do that, you need to study the employer's background, thoroughly study the job requirements as advertised, and read the mind of the interviewer

Kunin Associates will guide you through the Interview Process.
Please visit www.KuninAssociates.com

Wednesday, October 20, 2010


Our client is a West Palm Beach accounting firm with a diverse client base and is looking to hire an Auditor for their growing and expanding office. This position will be responsible to ensure all areas of an audit assignment are fully completed in an accurate and timely manner. Must have a thorough knowledge of auditing across a variety of industries and have experience with both small and mid-sized company audits with 2-5 years progressive experience. Great opportunity in a profitable firm.

Salary Range: $55,000 to $90,000, based on experience
Email Resume to: JFarrick@KuninAssociates.com

Monday, October 18, 2010

7 New Skills Every Worker Needs 7 New Skills Every Worker Needs

Financially Fit
Rick Newman
Tuesday, July 27, 2010

You're an expert at something? Hey, congratulations. Now, go become an expert at something else.

Most Americans striving to find or keep a job know the sensation: It's getting harder to get ahead, and the demands keep intensifying. Everybody knows how the recession destroyed wealth and derailed careers, leaving millions in a hole they're trying to dig out of. Now we're beginning to see some of the longer-term changes in the way Americans live and work. Some are distressing, but there's also plenty of hope for people who are industrious and willing to do what's necessary to succeed.

Unemployment is obviously far too high these days, and likely to stay that way for a couple of years at least. A prolonged "jobless recovery" is likely to depress incomes, spending, and living standards. But it's a mistake to assume that there are no good jobs or that Americans must consign themselves to inevitable decline. Despite a damaged economy, good jobs are emerging for people with the right qualifications. And it's an ineluctable fact of capitalism that wealth can be created by those who are shrewd, determined, or just plain lucky. Even now.

The catch is that success these days requires new skills and a degree of toughness that a lot of Americans lack. A recent survey of big companies by consulting firm Accenture, for example, found that the majority plan to hire over the next two years. But not like before. Like many individuals, firms fear that they're failing to keep up with technology and falling behind in a ruthlessly competitive marketplace. Only 15 percent of firms in the survey, for instance, felt that their workers have cutting-edge skills. That means they're interested in hiring talented workers who are able to give them an edge. But few companies plan across-the-board hiring to reverse the mass layoffs of the last three years. Instead, most firms plan targeted hiring to fill their most vital needs--while maintaining a lean payroll in case the economy turns south again.

Specific needs vary by company and industry, of course, but some key commonalities apply to many firms. Here are some of the attributes that workers will need to thrive in an austere economy:


When the recession hit, a lot of companies discovered that their workforce was poorly configured for a sharp downturn. Many big firms didn't know enough about their workers' skills to move people where they were needed, for example, so they ended up cutting staff by arbitrary percentages or axing whole departments. Then they realized that they had fired people they needed, along with others they could do without. Now, as companies rebuild, they intend to fix that problem. That means there will be fewer full-time hires and more temporary workers, even among managers and professionals. Companies will hire people for particular projects, for example, and maybe even offer some of the same benefits that full-time staffers get. But they'll also retain the ability to quickly downsize without the trauma and expense of a mass layoff. And they'll move people around more frequently, to best match workers' abilities with the company's needs.

Workers will have to get used to less predictable work, more turnover, and careers that could entail several different jobs and even different disciplines. Those who adjust to project-related work without a single, long-term employer could turn out to be appealing hires--and they might learn to enjoy the breaks between jobs. But those who complain about turbulence and insist on a stable, predictable career path could find that nobody's listening--or offering them a job.

Skill Combos

If you're good at one thing--but only one thing--companies might pass you by. In the Accenture survey, for example, companies said that sales, customer service, and finance were their most important functional areas. But lots of people have that kind of experience, and many of them are unemployed. The way to differentiate yourself--and land that job that 150 people applied for--is to develop and highlight two or three different skill sets, such as IT and strategic planning, or sales and logistics. That will make you more valuable to an employer, especially if they need to shuffle workers around. A 2009 study by consulting firm McKinsey found that the highest earners with the best overall prospects have a combination of valuable skills. That's especially true in global companies that need technical experts who are also good at managing the complexities of international supply chains or a dispersed staff. The more things you're good at, the more reasons you give a company to hire you.

Tacit Skills

Companies increasingly value intangible qualities that are hard to put on a resume, like informed intuition, judgment under pressure, ease with clients, and problem-solving abilities. These "tacit" or "cognitive" skills tend to come with experience, but they also accrue to people who seek additional responsibility, volunteer for tough assignments, and are willing to take risks. The McKinsey study, for instance, found "an increasing demand for tasks that require human skills complemented by technology." To build these kinds of skills, work with colleagues who seem to have them and volunteer for projects that will force you to learn new things. To highlight these intangibles for a potential employer, line up references from people who can attest to your tacit abilities and find concrete ways to emphasize how you've solved problems or achieved unconventional results.

A Broad Vision

You might be missing out on a good job simply because you're looking in the wrong field. Most people tend to look for work in the industry they're most familiar with, but with sharp downsizing in industries like construction, real estate, retail, and manufacturing, that can be self-defeating. Cathy Farley of Accenture recommends focusing on your skills--not your job or title--and exploring whether you can apply them in a different field. "If you did supply chain management in manufacturing, maybe look in healthcare," she says. "If you did project management in construction, that could apply in a corporate environment." Companies might even value the perspective of somebody who comes from a different discipline, but it's up to you to suggest the fit and explain why it might work.


Whatever your field, chances are there are new data-gathering tools to help assess performance and identify opportunities. The explosion of computer programs and other tools for measuring sales, Web traffic, return on investment, and consumer behavior leaves little in business unexamined--including your own performance. In the past, analytics was often the job of data geeks poring over spreadsheets. But it's becoming everybody's job, and the more you know about your own performance or that of your division, the more likely you'll be able to improve it. Training involves the use of spreadsheets and various computer applications, offered through many companies, community colleges, and training centers. Or teach yourself.


It's not something you'd put on a resume, but an inquisitive mind can help inoculate you against the vicissitudes of a chronically tough job market. "Your greatest defense against what's happening is to be interested in a wide variety of things and be intrigued by things," says business guru Tom Peters, author of The Little Big Things and 14 other books. Curiosity, he says, "will lead you instinctively to talk to people you wouldn't ordinarily talk to, to go farther afield than you might think you should." That's the way to find opportunity, especially when many conventional paths to advancement have narrowed or closed.


It's becoming apparent that the big institutions that many Americans have relied on for the last 50 years--corporate America, banks, the government--won't be as supportive in the future. Those who adjust and become more entrepreneurial will be the winners. That means developing more technical skills instead of relying on others, making lots of backup plans, and building a big cushion in case something goes wrong. "Don't get too dependent on having total continuous employment," advises Peters. That way, if you end up out of work for a while, it might seem like more of a blessing than a curse. And you'll know what to do next.

Don't forget to visit us at www.KuninAssociates.com and check our new Job Postings!

Thursday, October 14, 2010

7 Ways Your Resume Dates You

Porcshe Moran
Monday, September 27, 2010

The turbulent economy has forced many people to go back into the job market for the first time in years. If there is a thick layer of dust on your resume it might be beneficial to learn the new rules of resume writing and presentation before you start submitting applications. Even the most qualified applicant might not get called in for an interview if his resume creates the impression that he is out of touch with the current business environment. Do not assume that an impressive cover letter can serve as a substitute for a poorly written resume.

1. References Upon Request

There is no need to waste valuable resume space on this outdated section. Employers assume that you will provide references if asked. Instead, keep a separate page with the names and contact information of your references ready to supply to the employer once you have advanced in the interview process.

2. One Resume Fits All

While it is smart to keep a master resume on file, you need to customize it to fit each job for which you apply. Job-seekers who take the time to tailor their resume to the employer's needs will stand out from the pack. Eliminate the details that don't apply to the position and emphasize the ones that make you look the most qualified. It might take a little extra time to apply using this technique, but it will be worth it when your interview offers increase.

3. Objective Statement

The professional summary or profile has replaced the objective statement. Employers are focused on what candidates can do for them, not what the business can do for the candidate. You will sell yourself better with a concise bulleted list of the qualifications and accomplishments that make you a match for the position.

4. Single-Page Resume

One of the most touted resume rules is that the document must be one page. Many people will go to extremes to follow this command, resulting in tiny, unreadable font sizes just to avoid having a resume that extends onto the second page.

Unless you are a newcomer to the job market, it is entirely possible that you'll need more than a page to adequately showcase your skills and qualifications. If you have enough job experience that fits the position, it is acceptable to extend your resume length to two pages. Keep your resume succinct and relevant, but don't go under a 10-pt. font size.

5. Lack of Social Networking

Websites such as Facebook and Twitter might be considered distractions in the workplace, but they can be an asset on a resume. Employers want to know that applicants are up-to-date with current technology and communication trends. Links to a professional online portfolio, blog or LinkedIn page should be included in your resume header. There is a good chance that employers will do an internet search to find out more about potential employees, so make sure that all of your social networking profiles project a professional image.

6. Too Much Information

It is not necessary to give your life story on a resume. In fact, providing an employer with too much information can be detrimental to your chances of employment. Delete information about where and when you graduated high school. Ditch irrelevant jobs from 15 years ago. Although it was standard practice in some industries years ago, it is now inappropriate to include personal details in a resume such as information about your hobbies, religion, age and family status. Not only does it look unprofessional, but that information could be used to discriminate against you.

An employer will ask if they want to know why you left previous positions, so don't mention it on your resume. The rule of thumb is to pare down your resume to only include things that show why you are the perfect fit for the specific position for which you are applying.

7. Outdated Terminology and Skills

Skills in obsolete computer software and systems should be removed from your resume. Technical experience is critical in nearly every industry and employers often use technology keywords to find resumes in electronic databases. Listing basic computer skills such as word processing and using an internet browser is not recommended because employers will assume that you have those proficiencies. The job description is the best guide to determine the terminology and technology skills that should show up on your resume.

The Bottom Line

In a fast-paced and competitive job market the parameters for writing a resume continue to change. Resumes that do not reflect knowledge of the current needs in the workplace and the new rules of how to present yourself to an employer will likely end up in the trash.

Kunin Associates is passionate about getting you the right job and giving you the tools to exceed in the resume writting and interview process!
Visit our website at www.kuninassociates.com and subscribe to out twice a month newsletter!

Wednesday, October 13, 2010

Senior Analyst

Senior Analyst
West Palm Beach company is in need of a Senior Analyst. In this role you will develop advanced models, pricing derivatives, design and perform quantitative studies, as well as develop core algorithms to support continued business decisions. The company is growing and has great benefits and a supportive working environment. Qualified candidates must be professional, intelligent and willing to take the initiative.
Salary Range: $70,000 to $100,000
Email Resume to: JFarrick@KuninAssociates.com

Wednesday, October 6, 2010

Tax Senior

Tax Senior
CPA firm in Miami is in need of a Tax Senior. The ideal candidate will have experience in S Corporations, Partnerships, and international clients. This is a great opportunity for someone who is ambitious and wants a long successful career with a great firm.
Salary: $60,000
Email Resume: JFarrick@KuninAssociates.com

Tuesday, October 5, 2010

Executive Assistant

Executive Assistant
Executive Assistant needed for a Miami-based Public Accounting Firm. Duties include, but not limited to: preparing letters, forms and reports; assisting in assembling tax returns, scheduling meetings, managing appointments and preparing for tax season. Qualified candidates will have a Bachelor’s degree and 4-5 years experience in a professional services environment (preferably an accounting firm) with proven skills in organization and administrative duties. Must be able to work extended hours during tax season. Comprehensive benefits package in a prestigious office.
Salary Range: $45,000 to $55,000
Email Resume to: JFarrick@KuninAssociates.com

Marketing Manager

Marketing Manager
Our Miami based client is currently seeking a dedicated and creative Marketing professional with 2-5 years experience in public relations and/or marketing. In the role, you will develop and revise print and electronic material; write and design press releases and advertising materials; coordinate communication projects & marketing campaigns; oversee order delivery; process invoices and manage the intranet. There is a heavy writing component to this role, as you will be responsible for working with subject matter experts in the creation of articles for the newsletter. This role is also responsible for managing the newsletter and all mailing lists. Position requires a Bachelor’s degree in Marketing, strong presentation and interpersonal skills and the ability to meet deadlines and work on multiple projects simultaneously. Outstanding PC skills including MS Office, HTML and graphic packages. Experience using social media in a professional capacity is preferred; bilingual (English/Spanish) skills are a plus.

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