Impac Companies is looking for two positions – Sr. Accountant and Mortgage Servicer Accounting Analyst. Please see attached job descriptions. Please have people submit resumes to my contact information below. Please pass on.
Servicer Accounting Analyst salary range is $40-45K
Sr. Accountant salary wage is $75-80K
Thank you in advance for passing on to othersJ
La Gayle Purifoy
AVP-Corporate HR/Training
The Impac Companies
19500 Jamboree Road, 7th Floor
Irvine, CA 92612
Toll Free: 800.597.4101
Direct: 949.567.4119
Mobile: 949.274.6598
Fax: 949.252.6537
lpurifoy@impaccompa nies.com
Monday, October 27, 2008
Inside Sales - Consumer Home Theatre Electronics
> AV Products is a local wholesaler of consumer electronics (home theater type
> products).
>
> We have an inside sales position we are looking to fill. If I sent you the
> posting do you have a bulletin board or web site you could place it on?
>
> Any info you might have would be helpful. Thank you.
>
>
>
> Frank Anderson
>
> AV Products
>
> 9590 Research Dr, Irvine, Ca 92618
>
> Phone: 949.333.2900 Fax: 949.333.2901
>
> www.myavp.com
> products).
>
> We have an inside sales position we are looking to fill. If I sent you the
> posting do you have a bulletin board or web site you could place it on?
>
> Any info you might have would be helpful. Thank you.
>
>
>
> Frank Anderson
>
> AV Products
>
> 9590 Research Dr, Irvine, Ca 92618
>
> Phone: 949.333.2900 Fax: 949.333.2901
>
>
It’s Not the Price, It’s the Value!
It’s Not the Price, It’s the Value!
By: Mark Norato
I recently visited a local hardware store to purchase several gallons of paint for a remodeling project my wife and I had undertaken. After I found the color I wanted, a clerk walked up and asked, “Can I help you?”
I answered “I’ve found the color that I want, but honestly, your prices are higher than the Wonder-Mart super store down the street.” The clerk immediately replied, “Sir, you’ve selected our premium brand paint. It comes with a five-year warranty against fading and peeling and will cover in one coat. Because of the way it’s blended, scratches and other surface marks will wash off easily. I’m very familiar with the Wonder-Mart brand, it’s a good, lower-end paint but it has no warranty, and you will probably need at least two coats depending on the color you’re painting over, so it’s not really the bargain it appears to be.” I nearly fell on the floor! This 20-something year old clerk working at a hardware store in Conyers, Georgia understands what most sales professionals don’t…it’s not the price, it’s the value!
The clerk could have chosen to defend his price, which would have been a losing battle since his product was already higher priced, and I was convinced based on my limited knowledge that paint was paint. He could have offered me a discount, which would have only reinforced my opinion that his product was no different than the Wonder-Mart brand in addition to depleting his margins. Or he could have bent himself into a pretzel like so many sales professionals do by using some sort of manipulative sales tactic to “overcome” my price objection. Instead, he simply chose to sell the value of his product in a straight-forward manner that helped educate me on the fact that paint was not paint. This exact same scenario takes place every day in B2B sales, only in most instances the sales professional almost always falls back to selling price.
Consider this fact … regardless of the product or industry segment you’re selling into, when customers are presented with price versus value decisions, 73% of the time the purchasing decision will be based on factors other than price. This is not to suggest that price is unimportant obviously is however, it’s typically not the primary driver in the purchasing decision, although most sales professionals seem to believe otherwise. This principal should not seem all that extraordinary. If price was the only thing that mattered, we would all be driving Yugo automobiles and purchasing our clothes at Wal-Mart. The fact that Toyota commands a premium for its automobiles and department stores such as Nordstrom’s thrives on selling premium-branded products proves otherwise. The key point here is that unless you explain what value your product or service brings to the table, the client is left to think that price is all that matters, in which case the cheapest will always win.
Understand your customer’s needs and expectations and how your product or service meets those needs. Your current customers are your best source of information use them! In doing so, consider:
* What selection criteria did they use in picking your company?
* How did they evaluate the competitive landscape?
Understand your competitor’s products and services and what truly differentiates them from you. Typically companies face the same competitors all the time. Do your homework. Ask yourself:
* If I was the competitor, what value proposition would I be selling? Is it price, service, functionality, reputation, etc.?
* How would I differentiate my products and services?
* Other than price, what components of my product or service can be used to differentiate and drive value?
Use a consultative approach as opposed to that of a vendor. Ask plenty of questions to understand your prospect’s business, his or her specific problems and challenges, how your product will be used, etc., and then position your value proposition around these areas.
Focus your selling efforts on the market niche where you add value. Forget about chasing the 27% of any market that purchases on price alone; let someone else pursue these low-margin, no loyalty customers.
In summary, you have a clear and distinct choice when it comes to dealing with price and value. The way in which you respond will either drive the decision towards one extreme or the other. Beyond the basic information contained in generic marketing or sales brochures, very few sales professionals today truly understand the value differentiators associated with the products or services they sell. By spending just a few minutes THINKING through the above bullet points, you’ll be better prepared to deliver more compelling value propositions.
By: Mark Norato
I recently visited a local hardware store to purchase several gallons of paint for a remodeling project my wife and I had undertaken. After I found the color I wanted, a clerk walked up and asked, “Can I help you?”
I answered “I’ve found the color that I want, but honestly, your prices are higher than the Wonder-Mart super store down the street.” The clerk immediately replied, “Sir, you’ve selected our premium brand paint. It comes with a five-year warranty against fading and peeling and will cover in one coat. Because of the way it’s blended, scratches and other surface marks will wash off easily. I’m very familiar with the Wonder-Mart brand, it’s a good, lower-end paint but it has no warranty, and you will probably need at least two coats depending on the color you’re painting over, so it’s not really the bargain it appears to be.” I nearly fell on the floor! This 20-something year old clerk working at a hardware store in Conyers, Georgia understands what most sales professionals don’t…it’s not the price, it’s the value!
The clerk could have chosen to defend his price, which would have been a losing battle since his product was already higher priced, and I was convinced based on my limited knowledge that paint was paint. He could have offered me a discount, which would have only reinforced my opinion that his product was no different than the Wonder-Mart brand in addition to depleting his margins. Or he could have bent himself into a pretzel like so many sales professionals do by using some sort of manipulative sales tactic to “overcome” my price objection. Instead, he simply chose to sell the value of his product in a straight-forward manner that helped educate me on the fact that paint was not paint. This exact same scenario takes place every day in B2B sales, only in most instances the sales professional almost always falls back to selling price.
Consider this fact … regardless of the product or industry segment you’re selling into, when customers are presented with price versus value decisions, 73% of the time the purchasing decision will be based on factors other than price. This is not to suggest that price is unimportant obviously is however, it’s typically not the primary driver in the purchasing decision, although most sales professionals seem to believe otherwise. This principal should not seem all that extraordinary. If price was the only thing that mattered, we would all be driving Yugo automobiles and purchasing our clothes at Wal-Mart. The fact that Toyota commands a premium for its automobiles and department stores such as Nordstrom’s thrives on selling premium-branded products proves otherwise. The key point here is that unless you explain what value your product or service brings to the table, the client is left to think that price is all that matters, in which case the cheapest will always win.
Understand your customer’s needs and expectations and how your product or service meets those needs. Your current customers are your best source of information use them! In doing so, consider:
* What selection criteria did they use in picking your company?
* How did they evaluate the competitive landscape?
Understand your competitor’s products and services and what truly differentiates them from you. Typically companies face the same competitors all the time. Do your homework. Ask yourself:
* If I was the competitor, what value proposition would I be selling? Is it price, service, functionality, reputation, etc.?
* How would I differentiate my products and services?
* Other than price, what components of my product or service can be used to differentiate and drive value?
Use a consultative approach as opposed to that of a vendor. Ask plenty of questions to understand your prospect’s business, his or her specific problems and challenges, how your product will be used, etc., and then position your value proposition around these areas.
Focus your selling efforts on the market niche where you add value. Forget about chasing the 27% of any market that purchases on price alone; let someone else pursue these low-margin, no loyalty customers.
In summary, you have a clear and distinct choice when it comes to dealing with price and value. The way in which you respond will either drive the decision towards one extreme or the other. Beyond the basic information contained in generic marketing or sales brochures, very few sales professionals today truly understand the value differentiators associated with the products or services they sell. By spending just a few minutes THINKING through the above bullet points, you’ll be better prepared to deliver more compelling value propositions.
Cover Letter Secrets For Tough Times
By Jimmy Sweeney, President of CareerJimmy and
Author of the new, "Amazing Cover Letter Creator
The global job market is about as tough as it's been in several years. Here are two cover letter secrets you'll want to take advantage of as soon as I share them with you.
Secret #1: Powerful Networking Cover Letters Open the Door To Success
Here is a hard-working tool that is both flexible and resilient. It will help you contact the people in your life who can give you the most useful and practical assistance you'll need to gain an interview with the hiring managers and resource professionals who have the power to hire you for the job you want. Don't overlook these amazing individuals in your life: family members, friends, neighbors, colleagues, and professional acquaintances.
Ask for their employment leads, referrals from their circle of influence, and for personal introductions. These are the avenues you'll want to pursue with passion and persistence. Get started now by creating a master list of the names of all the people who come to mind. Free write. Don't stop and edit. Avoid telling yourself you don't know this man or that woman well enough to contact. Set aside any negative talk that dismisses a particular individual. Your job now is to write as many names down as fast as you can. Look through your file cabinet, your wallet or purse, your junk drawer, wherever you can think of to locate business cards, brochures, flyers, or other printed materials that may contain a name and phone number or address of someone who might have a job lead for you.
Don't forget church or club rosters, e-mail address book, association membership lists and so on. Take your time. This is an essential part of the success of Secret #1. Keep in mind that the more people who know about you and what you're looking for, the better the results.
Next, write your networking cover letter and send to each person on your list:
Confine your letter to one page.
List your strengths and abilities.
State your career preference.
Ask for referrals and job leads.
Fasten your resume to the cover letter.
Send a thank you note to those who respond.
Secret #2: Double Your Chance For Success With The All-In-One Resume Cover Letter
The resume cover letter combines the best features of a cover letter and a resume. Once you use this tool, you'll return to it again and again because it is so effective. It catches the interest of headhunters, recruiters, and placement agencies because each of these entities looks for clarity and brevity all in one letter.
Here's what to do. Pull together the most important points from your resume and put them in a bulleted list within the letter itself. Stick to one page, if possible. Remember the slogan, 'less is more.' The amazing resume cover letter will help you make your point, ask for an interview, and produce results--the job you're looking for.
Tough times call for smart "outside the box" job search strategies. Don't wait another minute. Sit down now and write these two power-packed documents --the networking cover letter and the resume cover letter to give your job search a real advantage.
Jimmy Sweeney is the president of CareerJimmy and author of the brand new, "Amazing Cover Letter Creator." Jimmy is also the author of several career related books and writes a monthly article titled, "Job Search Secrets."
Visit our friends at Amazing Cover Letters for your "instant" cover letter today. "In just 3.5 minutes you will have an amazing cover letter guaranteed to cut through YOUR competition like a hot knife through butter!"
Author of the new, "Amazing Cover Letter Creator
The global job market is about as tough as it's been in several years. Here are two cover letter secrets you'll want to take advantage of as soon as I share them with you.
Secret #1: Powerful Networking Cover Letters Open the Door To Success
Here is a hard-working tool that is both flexible and resilient. It will help you contact the people in your life who can give you the most useful and practical assistance you'll need to gain an interview with the hiring managers and resource professionals who have the power to hire you for the job you want. Don't overlook these amazing individuals in your life: family members, friends, neighbors, colleagues, and professional acquaintances.
Ask for their employment leads, referrals from their circle of influence, and for personal introductions. These are the avenues you'll want to pursue with passion and persistence. Get started now by creating a master list of the names of all the people who come to mind. Free write. Don't stop and edit. Avoid telling yourself you don't know this man or that woman well enough to contact. Set aside any negative talk that dismisses a particular individual. Your job now is to write as many names down as fast as you can. Look through your file cabinet, your wallet or purse, your junk drawer, wherever you can think of to locate business cards, brochures, flyers, or other printed materials that may contain a name and phone number or address of someone who might have a job lead for you.
Don't forget church or club rosters, e-mail address book, association membership lists and so on. Take your time. This is an essential part of the success of Secret #1. Keep in mind that the more people who know about you and what you're looking for, the better the results.
Next, write your networking cover letter and send to each person on your list:
Confine your letter to one page.
List your strengths and abilities.
State your career preference.
Ask for referrals and job leads.
Fasten your resume to the cover letter.
Send a thank you note to those who respond.
Secret #2: Double Your Chance For Success With The All-In-One Resume Cover Letter
The resume cover letter combines the best features of a cover letter and a resume. Once you use this tool, you'll return to it again and again because it is so effective. It catches the interest of headhunters, recruiters, and placement agencies because each of these entities looks for clarity and brevity all in one letter.
Here's what to do. Pull together the most important points from your resume and put them in a bulleted list within the letter itself. Stick to one page, if possible. Remember the slogan, 'less is more.' The amazing resume cover letter will help you make your point, ask for an interview, and produce results--the job you're looking for.
Tough times call for smart "outside the box" job search strategies. Don't wait another minute. Sit down now and write these two power-packed documents --the networking cover letter and the resume cover letter to give your job search a real advantage.
Jimmy Sweeney is the president of CareerJimmy and author of the brand new, "Amazing Cover Letter Creator." Jimmy is also the author of several career related books and writes a monthly article titled, "Job Search Secrets."
Visit our friends at Amazing Cover Letters for your "instant" cover letter today. "In just 3.5 minutes you will have an amazing cover letter guaranteed to cut through YOUR competition like a hot knife through butter!"
Director, Human Resources--Costa Mesa, CA
Comp for this position is approx. $150k, plus bonus
DIRECTOR, HUMAN RESOURCES
REPORTS TO:
Vice President, Human Resources, North America
BASIC FUNCTION:
The Director, HR is expected to leverage HR experience and expertise to partner with VP business leadership for West and Control State Regions to develop, influence and implement Human Resources strategies and processes to support overall business objectives including organizational design, change management, employee relations, talent and retention strategies, employee development, succession planning, leadership and team development and communications. This position is based out of the Cost Mesa office.
KEY JOB RESPONSIBILITIES:
Partner with VP business leadership to develop global strategic HR programs and processes to drive business results and organizational capabilities.
· Advise and support management on performance, organizational, and leadership matters. Create development plans that directly reflect the overall strategic plan for the business.
· Function as a highly effective organizational change agent. Conduct on-going needs assessments/ analysis to determine measures required to enhance employee job performance and overall company performance.
· Drive business strategy and effective development and deployment of HR programs/policies/ practices within assigned client group(s). Delivers profit-impacting practices that achieve business results.
· Lead organization and talent reviews. Makes recommendations for improving productivity, performance and profitability within assigned organization units.
· Optimize organization design by designing and maintaining the reporting relationships, organization structure, HR technology, values and cultural norms that best support business goals
· Deliver a human capital strategy to address the organization’ s changing talent requirements, in light of demographic, labor market and economic trends
Partner VP, International HR and their teams to develop consistent HR strategies, programs and communications which are aligned with the business needs across the global organization.
Coach/Consult with assigned managers and their teams.
· Establishes credible HR leadership role with managers. Coaches them to find the most appropriate solutions to meet business needs on change initiatives, people/performance decisions and actions, talent management & development, reward optimization, workforce planning, business diagnostics, productivity analyses, HR info & analysis, retention and engagement, employee communication, culture management, diversity, and HR programs and services in support of achieving business goals.
· Mediates and resolves employee relations issues in consultation with legal counsel
· Support the professional development of direct reports through development planning and regular feedback.
Work closely with HR leads in the Center of Excellence of Development and Rewards to develop and roll out programs, policies and reports that are aligned with business strategy.
· Evaluate strategies and programs to measure the achievement of established goals.
· Provide expertise in strategy development and execution, planning and facilitation of employee development efforts.
· Identify and incorporate best practices and lessons learned into program plans.
· Partner in the development and management of diversity and internship programs.
· Develop metric reports which are useful to the business in terms of measuring people performance, retention etc.
· Develop comprehensive on boarding process that is measurable
· Develop and agree standard policies and procedures for HR practices
· Develop employment policies and agree communication best practices in terms of sharing updates with employees/new hires on a consistent basis.
Partners with Recruiting team and other key teams across the organization to develop diverse talent pipeline to attract and retain into the organization.
· Partners with Recruiting lead(s)to ensure all steps of the recruiting process are managed smoothly (job role requirements are aligned to business needs. candidate profile is clearly defined and recruiting process is managed efficiently (sourcing/interview ing/offer) .
· Partners with Rewards to ensure the job role is market priced and is in line with rewards strategy for the assigned group
· Participates (or appoints HR team member) in the selection, interview, offer and on boarding process for all hires into the assigned department.
· Develop alumni network
Partners with Legal Counsel to advise on employee relations matters and interpretation of local laws, regulations and practices.
Lead, coach and develop a HR team that adds value to the business.
Key Skills/Competencies :
· Demonstrates solid understanding of business/company performance, industry, marketplace, customer segments, business value proposition and how the company retains competitive advantage in the marketplace
· Effective at gaining credibility with assigned clients.
· Good influencing and consulting skills.
· Good project management skills
· Provides recommendations in a fact-based, articulate, compelling manner.
· Strong communication skills
· Proficient at facilitating meetings/discussion s/group processes (planning sessions, conflict resolution, team dynamics).
· Change agent
· Strong team development skills (understands team dynamics and proficient at providing appropriate intervention solutions).
· Proficient at resolving inter-personal/ intra or inter team conflicts within client groups acquisition and retention strategies, employee development, succession planning, leadership and team development and communications.
QUALIFICATIONS
· Bachelor’s Degree in Human Resources or related field. Master’s degree preferred. Advanced certifications a plus.
· At least 10 years of progressive HR experience with at least 3 years in a managerial role.
· Strong HR Generalist background, including talent acquisition, talent assessment, employee development, employee rewards and incentives, employee relations and understanding of benefits.
· Practical experience leading change and increasing organizational effectiveness within dynamic organizations is desirable.
· Strong Management skills, detail oriented, flexible, able to prioritize multiple projects, with strong verbal and written communication skills.
· Strong leadership, influence and analytical skills.
· Strong interpersonal skills and the ability to interface with all levels of management.
· Ability to identify and analyze organizational needs.
· Strong problem solving ability.
· Must be flexible, creative and team oriented.
· Ability to travel 50%.
CONTACT:
Tom Strehle
Beam Global
(847) 444-7889
Tom.strehle@ beamglobal. com
DIRECTOR, HUMAN RESOURCES
REPORTS TO:
Vice President, Human Resources, North America
BASIC FUNCTION:
The Director, HR is expected to leverage HR experience and expertise to partner with VP business leadership for West and Control State Regions to develop, influence and implement Human Resources strategies and processes to support overall business objectives including organizational design, change management, employee relations, talent and retention strategies, employee development, succession planning, leadership and team development and communications. This position is based out of the Cost Mesa office.
KEY JOB RESPONSIBILITIES:
Partner with VP business leadership to develop global strategic HR programs and processes to drive business results and organizational capabilities.
· Advise and support management on performance, organizational, and leadership matters. Create development plans that directly reflect the overall strategic plan for the business.
· Function as a highly effective organizational change agent. Conduct on-going needs assessments/ analysis to determine measures required to enhance employee job performance and overall company performance.
· Drive business strategy and effective development and deployment of HR programs/policies/ practices within assigned client group(s). Delivers profit-impacting practices that achieve business results.
· Lead organization and talent reviews. Makes recommendations for improving productivity, performance and profitability within assigned organization units.
· Optimize organization design by designing and maintaining the reporting relationships, organization structure, HR technology, values and cultural norms that best support business goals
· Deliver a human capital strategy to address the organization’ s changing talent requirements, in light of demographic, labor market and economic trends
Partner VP, International HR and their teams to develop consistent HR strategies, programs and communications which are aligned with the business needs across the global organization.
Coach/Consult with assigned managers and their teams.
· Establishes credible HR leadership role with managers. Coaches them to find the most appropriate solutions to meet business needs on change initiatives, people/performance decisions and actions, talent management & development, reward optimization, workforce planning, business diagnostics, productivity analyses, HR info & analysis, retention and engagement, employee communication, culture management, diversity, and HR programs and services in support of achieving business goals.
· Mediates and resolves employee relations issues in consultation with legal counsel
· Support the professional development of direct reports through development planning and regular feedback.
Work closely with HR leads in the Center of Excellence of Development and Rewards to develop and roll out programs, policies and reports that are aligned with business strategy.
· Evaluate strategies and programs to measure the achievement of established goals.
· Provide expertise in strategy development and execution, planning and facilitation of employee development efforts.
· Identify and incorporate best practices and lessons learned into program plans.
· Partner in the development and management of diversity and internship programs.
· Develop metric reports which are useful to the business in terms of measuring people performance, retention etc.
· Develop comprehensive on boarding process that is measurable
· Develop and agree standard policies and procedures for HR practices
· Develop employment policies and agree communication best practices in terms of sharing updates with employees/new hires on a consistent basis.
Partners with Recruiting team and other key teams across the organization to develop diverse talent pipeline to attract and retain into the organization.
· Partners with Recruiting lead(s)to ensure all steps of the recruiting process are managed smoothly (job role requirements are aligned to business needs. candidate profile is clearly defined and recruiting process is managed efficiently (sourcing/interview ing/offer) .
· Partners with Rewards to ensure the job role is market priced and is in line with rewards strategy for the assigned group
· Participates (or appoints HR team member) in the selection, interview, offer and on boarding process for all hires into the assigned department.
· Develop alumni network
Partners with Legal Counsel to advise on employee relations matters and interpretation of local laws, regulations and practices.
Lead, coach and develop a HR team that adds value to the business.
Key Skills/Competencies :
· Demonstrates solid understanding of business/company performance, industry, marketplace, customer segments, business value proposition and how the company retains competitive advantage in the marketplace
· Effective at gaining credibility with assigned clients.
· Good influencing and consulting skills.
· Good project management skills
· Provides recommendations in a fact-based, articulate, compelling manner.
· Strong communication skills
· Proficient at facilitating meetings/discussion s/group processes (planning sessions, conflict resolution, team dynamics).
· Change agent
· Strong team development skills (understands team dynamics and proficient at providing appropriate intervention solutions).
· Proficient at resolving inter-personal/ intra or inter team conflicts within client groups acquisition and retention strategies, employee development, succession planning, leadership and team development and communications.
QUALIFICATIONS
· Bachelor’s Degree in Human Resources or related field. Master’s degree preferred. Advanced certifications a plus.
· At least 10 years of progressive HR experience with at least 3 years in a managerial role.
· Strong HR Generalist background, including talent acquisition, talent assessment, employee development, employee rewards and incentives, employee relations and understanding of benefits.
· Practical experience leading change and increasing organizational effectiveness within dynamic organizations is desirable.
· Strong Management skills, detail oriented, flexible, able to prioritize multiple projects, with strong verbal and written communication skills.
· Strong leadership, influence and analytical skills.
· Strong interpersonal skills and the ability to interface with all levels of management.
· Ability to identify and analyze organizational needs.
· Strong problem solving ability.
· Must be flexible, creative and team oriented.
· Ability to travel 50%.
CONTACT:
Tom Strehle
Beam Global
(847) 444-7889
Tom.strehle@ beamglobal. com
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