Adams Consulting Group, LLC is pleased to announce a new service designed to assist “passive candidates” in their desire to confidentially explore the job market.

This unique service, powered by Staffingbook, allows candidates to explore potential opportunities while maintaining strict confidentiality. Unlike the major job boards where your potential candidacy is exposed, this service enables a candidate to utilize the services of a professional recruiting firm to represent them to prospective employers in a COMPLETELY confidential manner, thus mitigating the risk of their current employer becoming aware. In addition, candidates benefit from having a professional recruiter with experience in their industry as a career mentor who will review opportunities with them as they come up.

To qualify for this FREE Service, your resume may not be currently posted on any of the career boards (Monster, Career Builder, etc)

For further details, please contact Len Adams at 212-566-7600 x1 , email lenadams@acgresources.com or log on to www.Staffingbook.com

http://www.recruiter.com/articles/five-secrets-to-buying-staffing-services/

Jobs are scarce these days and competition for every opening is fierce. Employers have reported that for every position advertised, hundreds of people send in applications for the job along with their resumes. The majority of these applicants are rejected, of course, because only one person is needed. Many applicants may be rejected for the job because of what they’ve put into their resumes. If you’ve been putting in any of the material cited below, stop! You may be hurting your chances of getting hired.

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As U.S. unemployment rate hovers at 9 percent, the contingent staffing market is booming: In the past 12 months, half a million jobs have been added. More

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http://www.businessnewsdaily.com/hiring-overqualified-candidates-1877/

By H. Andrew Matzkin and Tyrone P. Thomas

On-line postings of employees related to the workplace are of obvious interest to employers. However, there are risks to employers who discipline employees for posting statements relating to the conditions of their workplace. An administrative law judge recently held that a New York nonprofit organization unlawfully terminated five employees for Facebook comments regarding their work conditions. As a result, all employers should review their social media policies and analyze the manner in which they conduct investigations of statements published on social networking sites.

The matter before Administrative Law Judge Arthur Amchan of the National Labor Relations Board (“NLRB”) arose from statements of five employees of Hispanics United of Buffalo, an entity providing social services to low-income clients. One of the organization’s employees posted allegations to her Facebook page about the failure of co-workers to adequately serve Hispanic United’s clients. Predictably, this post generated responses from other employees defending their performance and critical of working conditions, including staffing and workload. Hispanic United terminated the employment of five employees who participated in the discussion on the basis that their comments constituted harassment of the employee first mentioned in the posting.

In a ruling that sets new precedent for the NLRB, Judge Amchan found the Facebook discussion to be protected concerted activity under Section 7 of the National Labor Relations Act because it involved communications among employees about their terms and conditions of employment. Specifically, the communications addressed the issues of job performance and staffing levels. Judge Amchan also found the employees had not engaged in conduct which would forfeit the protections of the Act, ordered the reinstatement of the five employees, and awarded back pay to the terminated employees.

Other employers have similarly faced adverse decisions involving statements on social media. A Connecticut employer was unsuccessful last year in defending an allegation of unfair labor practice which involved, among other things, an employee calling their supervisor a “scumbag” and derogatory term for male genitalia. The NLRB found a violation of Section 8(a) as the basis of the employee’s complaint regarding his supervisor was being denied union representation in connection with drafting an incident report. It should be noted that employees can lose protection under the National Labor Relations Act if they engage in outrageously disgraceful conduct during the course of the protected activity, but the NLRB did not find the employee’s conduct to rise to this level.

As all employers are increasingly faced with the issue of managing statements made by employees in public forums and specifically, social networks, the Hispanics United decision is noteworthy. Employers should also be aware that the National Labor Relations Act protects both organized and non-organized employees, and, among other things, protects the rights of all employees (whether or not unionized) to discuss and engage in other concerted activity relating to their working conditions. Indeed, the Hispanics United ruling serves as a notice to all employers that this will be a growing and continuing concern.

Employers should consult with their legal advisor on the content and application of their social media policies for compliance with federal and state labor laws. In addition, employers should exercise care before investigating or disciplining employees for comments published on social networking sites.

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  ford | Washington www.mintz.com

CANDIDATE LA1   Managing Director – Head of North American Operations
· Manage all North American Operations for 2 U.S. subsidiaries,  including the US Broker Dealer, OTC Derivatives and Securities, Listed Option Agency Desk, Fund Derivatives, Treasury, Collateral Management and Corporate Actions with a peak employee headcount of over 800
· Lead activities, with an Operations staff of 32, including: SWIFT, Payment processing, DTCC, Fed-wire, International and OTC settlements, Reconciliations, Balance Sheet substantiation, Treasury, Securities Lending, OCC Clearance, Regulatory Reporting, and all IT development for operational activities and business lines
· Liaise with the Front Office business management and various infrastructure departments, including Legal, Risk, Compliance, Finance and Technology, to analyze and assess any Operational Risks, and implement the appropriate controls, policies and procedures
· Spearheaded the operational aspects of the strategic planning and due diligence for three corporate acquisitions, and led the integration of the operational processes
Bachelor of Business Administration in Accounting,
Securities registrations: Series 7

Candidate DM1 VP LENDING MANAGER RESIDENTIAL

• · Manage daily lending activities. Monthly funding volume of 16 million & monthly application volume of $21 million
  · Execute business plan & manage a team of 15 Loan Officers.
  · Communicate with key processing & underwriting personnel at all levels on credit decisions.
  · Direct the corporate business plan & strategy to enhance the reputation of the bank.
  · Coordinate mutual targets and goals to develop cross-functional sales opportunities.
• · MBA Finance/Economics · Formal Credit Training

Candidate DM2 Commercial Credit Department Manager

Manage and train a team to review and analyze updated financial information on all active accounts within a specified time frame.

Manage and oversee the tracking, preparation of formal requests, and the collection of financial information on all active borrowers and guarantors . Serve as Secretary of the Credit Policy Committee for companywide meetings.

Candidate FD 1  Branch Manager/VP
Lead branch operations, develop/cultivate relationships, grow deposit base, ensure compliance, and drive revenue growth. Successfully managed a $225M office and directed all core operating and business functions; 20+ direct reports. Personally managed key account relationships Developed and cultivated relationships with high-net-worth individuals, financial intermediaries, and commercial clients to drive business and long-term revenue growth; grew revenue by 10%+ from 2007 to 2010 and consistently achieved top-tier revenue production performance throughout tenure.
Life Insurance Agent, State of New York

Candidate FD2
Financial Services Professional: Credit/Investment Management
· Experience in credit/debt transactions, equity and fixed income investments. Completion of Credit Training Program. Regional emphasis: Emerging Markets (Latin America). Extensive experience in issues regarding sovereign risk, cross-border transactions.
· Analysis across a broad range of financial products (corporate finance, project / structured finance, sovereign credits, capital markets, trade finance, asset-backed paper), and across various industries.
· Strong international background: residence in Asia (2008-2010); travel throughout Latin America; fluent in Spanish; knowledge of Portuguese; basic knowledge of Mandarin (oral, written).
· Strong analytical skills, coupled with strong writing and verbal communication skills.
Credit Training Program
– MBA
Candidate FD 3 Assistant Auditor
Conduct internal audits of the NY State-chartered commercial bank:
· Obtained understanding of established controls in business activities and operational processes.
· Executed, and updated audit program for audit scope and testing sample sizes.
· Reviewed operational processes and procedures by reviewing manuals, discussing with management in business and operations, and retrieving accounting records from computer data base.
· Tested key operating controls, and reviewed transaction records.
· Evaluated results, and assessed risk exposures to business activities and operational processes.
· Made recommendations for correcting unsatisfactory conditions and improving operations.
Previous Experience as a Bank Examiner
Fluent in spoken and written Chinese (Mandarin/Cantonese)

Candidate HE 1
FUNDS TRANSFER/SANCTION ANALYST
Compliance/Transaction Surveillance Specialist with investigations skills, Know Your Customer KYC – Bank Secrecy Act (BSA), Anti Money Laundering (AML). Experience includes managing a wire transfer department. Process incoming and outgoing wires from customer and internal departments. Reveiew and evaluate wire transfers from OFAC queries

Candidate LA 2 PROJECT / OPERATIONS MANAGER
Banking Administration / Best Practices / Acquisitions & Integrations / Treasury / IT / Compliance

Portfolio & Risk Management / Process Improvement / Vendor Management / Training / Facilities

Leading vital projects, I deliver outstanding results, guiding teams from inception to implementation. Identifying new systems and procedures, I turn mergers, acquisitions and facility relocations into seamless endeavors. I positively impact operational capabilities, productivity, and drive success for consumer service organizations.
Consolidating and unifying operational systems during mergers and acquisitions
Initiating process improvements to enhance productivity and save time
Directing the relocation of domestic and international business units

Negotiating cost-saving contracts with diverse vendors and business partners

Organizing and leading new system seminars and training

-Please note that this is a partial listing. This is a sampling of the candidates we are currently working with. To discuss any other  FULL TIME OR TEMPORARY recruitment needs, please contact Len Adams for a confidential discussion at 212-566-7600 X1 or email lenadams@acgresources.com or any of our team members   Franca Diona, Heather Eidlen, Matt Eidlen, Ira Sandler, Dan McNichol

This position is responsible for Relationship Management for funding. In order to grow revenues this position is accountable for thoroughly understanding the banking business in general . Should understand trading operations, including the cash and repo desks, with emphasis in Funding and the Foreign Exchange businesses.

Department: Planning Investment Group

In order to provide greater share of wallet with financial institutions this position must:

Develop the business by providing new contacts with new clients for funding and FX&MM business.

Retain, develop and manage existing quality business relationships.

In conjunction with senior management create a funding target plan geared towards maintaining and expanding adequate liquidity, stability and cost effectiveness.

Presents periodic reports to senior management on external relationships and results.

Delivers stellar customer experience by meeting and exceeding customer expectations through effective relationship management.

Ensures customer’s needs are met and opportunities thoroughly explained while maintaining a balanced approach to risk management.

Communicates and coordinates with other teams, including the London Branch and Head Office.

Has an updated know-how of the Japanese situation in the economic opportunities, developments and requirements.

Has an overall and updated knowledge of the global economic climate and regulatory trends.

Maintains and protects the bank’s assets and reputation by knowing the customer and their business, monitoring for suspicious behavior and taking appropriate action as set forth in operating policies, when necessary.

REQUIREMENTS: 

Strong and solid business relationships for funding

EDUCATION: BS/BA in Finance or similar

EXPERIENCE: 5 years in same area

Health Insurance 100% paid by company – 401(k) plan. Life, AD&D, STD, LTD, VACATION, TRANSITCHEK

Len Adams, CPC

CEO, Adams Consulting Group, LLC

This is a question that I am asked almost daily by both employer clients and candidates.  I would like to take a few moments to discuss the state of the job market, from an employer’s viewpoint.

As I write this in September of 2011, we have been through one of the worst economic downturns that any of us can remember. Throughout the downturn and in the current market, the demand for Banking professionals has remained strong.  Yes, we had some pockets of time during the last couple of years where there appeared to be less activity in hiring; however, overall, the job market remained relatively fluid. This is due to a number of factors.

First and foremost, demand for staff is driven by several factors. These factors are what creates an opening in any organization:

1. Resignation….. An employee resigns either to move to another company, relocate to another city or leave the industry. While in tough economic times people tend to have less opportunities to leave for, there is still movement

2. Termination..an employee is terminated do to disagreement, insubordination, incompetence or any one of a number of reasons.. This will create a hole in an organization that needs to be filled

3. Retirement… Inevitably, people do retire.. While trends are such that people are working longer, this doesn’t negate the fact that at some point, an employee will retire and leave

4. Death/Illness… While this may sound morbid, it is a fact of life that we are all mortal. As such, we face situations in our organizations where people become ill and need to no longer work or, someone dies.

5. Expansion/Increased Workload/Re Sizing after Layoffs…  In booming economic times, this is the main creator of open positions in an organization

With the exception of number 5, all of the above factors exist in EVERY market condition, whether we are in a recession or economic boom.  The main difference is in the NUMBER of available opportunities and the urgency to fill them.

So, getting back to the question of How is the Job Market, I can honestly say that despite the economic crisis we have been in for the past couple of years, we have seen a constant flow of activity in both of our Full time search activities, as well as our Interim Consulting and Temporary staffing divisions.  In virtually every assignment that we have worked on, we always ask why the position is open.. In 100% of the cases, it was due to one of the above 5 factors.

Looking forward, we are optimistic that this cycle, as all previous cycles, will result in additional job activity, in spite of what the Washington pundits say.