After reflecting on my past I realized that I had the most fun when I led cross-functional programs to develop and launch new business opportunities or new programs. What do I mean by this? some Examples are:

• Managing a program to adapt electronic tolltags to payments in drive-thrus that culminated in a very successful pilot.
• Managing a program that developed and installed a new point-of-sale system in over 300 convenience stores to first introduce UPC bar code scanning in that market.
• Developing the business case and requirements document for a new ACH payment system to allow freight brokers to pay independent truckers electronically.

I got the most satisfaction from these projects because of the sense of accomplishment and its use of my broad and extensive business experience. I love putting the pieces together and creating something new.

So, this is where I am concentrating my efforts these days. I am looking at Business Development, Program Manager, Product Manager and Project Manager opportunities that would give me the opportunity to make my mark on not only a company, but an entire industry. I am more interested in opportunity than I am pay grade.

So, if someone out there wants someone who can move the ball forward on a new and challenging program, please keep me in mind.

Have a Blessed Day!

Ken Boekhaus

Contract to Hire Financial Analyst

I am currently conducting a search for an entry level Financial Analyst. The ideal candidate will have a degree in Accounting or Finance and approximately 2 years experience as a Financial Analyst. Job Duties will include the preparation of profit and loss statements, monthly closing, cost accounting reporting, analyzing budgets and forecasting.

The ideal candidate will have a working knowledge of accounting transaction flows, account reconciliation and internal controls.

I guess there is no “Entry Level” anymore.

I wrote the following text to the recruiter: “I understand that the client was looking for someone who has done that same exact job. That seems to be predominant in the job market today. Businesses are looking for the person who best fits a specific job rather than looking at the best person to hire for the company long term. I think many employers are missing great opportunities to add talent when they hire someone that only knows that one job and will likely never advance beyond it. Keep me in mind as you deal with open-minded companies that are interested in hiring talent and experience as well as fit.”

The recruiter’s response to me was, “I agree with your assessment of the present day job market. Our task [the recruiter) is to find the person with the skill set and credentials they ask us to find.”

If I were the client, I would be very upset that the recruiter is not trying to exceed my expectations and bring me the best talent available. There is a lot of talent on the market. Unfortunately many recruiters are ignoring talent and focusing entirely on “fit”.

Therefore, I am back looking for permanent employment. I am not limiting my self to the electronic payments industry, but that is where I am focusing most of my effort because of my 14 years of experience in payments. I am willing to take a step back in the managment ladder for the right opportunity. I am confident that I can work my way back up the ladder once an employer sees what I bring to the table.

So, if you are aware of any good opportunities in marketing, product management, project managemen or sales, please let me know. I am open to Operations opportunities as well. I don’t have direct Operations experience, but I know that I would be good at Operations given my skill set and problem-solving talents.

I promise I will update this blog more frequently now that I am actively job seeking again.

It’s been a while since I have posted to this blog because I have been too busy! I have signed an agreement with Utility Management Services (UMS) to represent them in Atlanta. This is a natural fit with my eXpense solutions business because UMS saves businesses, schools and churches money on their electric bills without making any changes. Over the past 11 years UMS has saved businesses, schools and churches over $41M on their electric bills. Sound like a gimmick? I assure you it is not!

UMS does only one thing and does that very well. They look at a client’s pattern of electricity use over the past 12-24 months and then compare that pattern of use to the many power rates available from their electric utility. If there is a plan that better fits the client’s usage pattern, UMS works with the utility to change to the better rate. Best of all, there is no risk to the client because UMS works on a contingency basis. UMS shares in any savings that they are able to generate. It’s a true WIN-WIN.

For more information, call 770-846-8593 or go to www.utilmanagement.com. For more information on other business cost savings go to www.expensesolutions.biz.

I will try to update this blog more regularly.

I have added a new service to my expense reduction business, eXpense solutions. I now represent Utility Management Services (UMS). Over the past 11 years UMS has saved thousands of business and churches in the Southeast over $40M on their electric bills. UMS does one thing and does it very well. They research the pattern of electricity use of the customer at each location and then matches that to the best electric rate available to them from their electric utility, which in my case is Georgia Power. The utilities generally put businesses and churches on their default rate. For some this is the best rate. For others, a different rate is better.

UMS works on a contingency basis so there is no risk to the client if we cannot save them any money.

I am having some success with restaurants, churches, banks and Curves. We are able to save many of these businesses 1 to 2 1/2 months’ worth of bills over the course of the year. I have been spending about 80% of my time since I am seeing some early success.

UMS’ service is really a no-brainer. If we can’t save them any money, it doesn’t cost the client anything. If we can, it is like free money. I find it very interesting that some people get it right away and others don’t get it at all. For example, today I met with the managers of two different restaurants. The first, I couldn’t talk them out of doing it if I wanted to. The second, didn’t even want to hear about it. How do some of these people stay in business?

If you know of a business, church or school interested in saving some money, please let me know. UMS’ web site is www.utilmanagment.com. My web site is www.expensesolutions.biz.

Some have suggested that the business might be a one-on-one outplacement type service or a job search coach. There are certainly a lot of people out there selling seminars and publishing articles on the subject. Many speakers are doing job networking sessions free.

What are your thoughts?

More and more of us who were managers, directors and executives in the past are finding ourselves unemployed in this recession. Businesses seem to favor the younger worker who will work for less, is more current with the latest technology and is in tune with the younger people as consumers. It is increasingly difficult for managerial people to re-enter the workplace and when they do it is frequently for less responsibility and less pay than before. As manufacturing and some services are imported and offshored, fewer managers are needed in addition to the floor level and hands on employees that tend to get the vast majority of the media focus.

As managerial level job seekers struggle to find traditional jobs, they are turning more and more to untraditional jobs. These untraditional jobs are typically independent contractor positions referred to at 1099’s in reference to the income tax classification for independent contractors. This is in perfect alignment with business which is shifting more and more of their traditional workforce to contractor status as a way of reducing direct costs, reducing benefits burden and shifting the business risk to the worker.

The trend toward contract employees is most prevalent in sales where it is increasingly difficult to find a sales position with a base salary and benefits. 1099 positions are widely available. There are a number of issues that make these jobs less desirable to qualified candidates. First, there is no base salary and generally a lag time until a person can build up their business base to generate a reasonable level of income. Secondly, all the business risk is shifted to the contractor. If the contractor cannot make a go of selling that offering, they lose. Unfortunately there are a number of companies hiring independent contractors knowing that they more than likely will not earn a sufficient income. The company has not footed their salary until that point of failure, and pay no commissions once the independent contractor moves on to something else resulting in a major savings to the company. Finally, generally speaking there are no benefits available to independent contractors. This can be very problematic for those who find it difficult, costly or impossible to get individual health insurance.

It seems every former executive is now a consultant. Seeing the prospect of future re-employment as long and arduous, it is common for them to “hang out the shingle” to generate some income during the prolonged search.  Others feel that consulting is the only career option open to them. The result is more consultants in the workforce than ever before.

In combination with the above trends, people are tending to work more than one opportunity. A single opportunity does not generate enough revenue to meet the individual’s income objectives. Therefore, they become an independent contractor for multiple companies selling different products and services. Often times these are complimentary but in some cases they are totally unrelated. The result is that a person carries multiple business cards.

The greatest problem is that Washington does not recognize this shift in employment to independent contractor status. Current laws and benefit company rules make it very difficult for businesses to create benefit programs for their independent contractors. Unemployment insurance ignores independent contractors. Independent contractors and the self employed who go back into the job market do not show up in unemployment statistics.

Until Washington and the media recognize the trend toward self employment/independent contractors, the laws and aid programs will continue to ignore this rapidly growing segment. Businesses will use independent contractors to skirt paying for benefits and will abuse their independent contractors as an underpaid workforce. any health care program enacted needs to address this growing segment.

Next time your application for a job is rejected..
  
Dear [Interviewer's Name]:
 
Thank you for your letter of [Date of Interview]. After careful consideration I regret to inform you that I am unable to accept your refusal to offer me employment with your firm. This year I have had been particularly fortunate in receiving an unusually large number of rejection letters. With such a varied and promising field of candidates it is impossible for me to accept all refusals.
 
Despite [Firm's Name]‘s outstanding qualifications and previous experience in rejecting applicants, I find that your rejection does not meet with my needs at this time. Therefore, I will initiate employment with your firm immediately following graduation. I look forward to seeing you then.
 
Best of luck in rejecting future candidates.
 
Sincerely,

[Your Name]