Top 100 Public Accounting firms in US according to priority wise.

Dear Readers,

I have awesome information related to your job search and accounting industry knowledge.
Below is the list, hope this helpful to recruiters and jobseekers, who are looking to face bigger challenges in accounting industry
Deloitte & Touche - Big 4, 107 U.S. officesErnst & Young - Big 4, 95 U.S. officesPricewaterhouseCoopers - Big 4, 99 U.S. officesKPMG - Big 4, 95 U.S. officesGrant Thornton - 48 U.S. officesMcGladrey & Pullen - 103 U.S. officesBDO Seidman - 35 U.S. officesMayer Hoffman McCann - Offices in: CA, AZ, UT, CO, KS, MN, WI, IL, MO, OH, TN, GA, FL, MD, PA, and NY.Crowe, Chizek and Co. - Offices in: IN, IL, OH, KY, TN, MI, and FLBKD - Baird Kurtz & Dobson - Offices in: TX, IL, MO, IN, OH, KY, CO, KS, OK, AR, NEPlante & Moran - Offices in: MI, OH, and ILMoss Adams - Offices in: AZ, CA, NM, OR, and WAClifton Gunderson - Offices in: IL, CA, AZ, CO, IA, MD, IN, MO, NM, OH, TX, VA, WI, and D.C.UHY - Offices in: CA, TX, MO, IL, MI, NY, MA, CT, and D.C.Virchow Krause & Co. - Offices in WI, MN, IL, and MIJ.H. Cohn - Offices in NY, NJ, and CADixon Hughes - Offices in: NC, SC, GA, AL, WV, TX, and TNLarson, Allen, Weishair & Co. - Offices in: MN, WI, MO, PA, and NCReznick Fedder & Silverman - Offices in: MD, NC, and GARothstein, Kass & Co. - Offices in: CA, NY, NJ, CO, and TXEisner & Co. - Offices in NY and NJWipfli Ullrich Bertelson - Offices in WI and MNEide Bailly - Offices in IA, MN, ND, SD, MT, OK, and AZM.R. Weiser & Co. - Offices in: NY and NJCherry Bekaert & Holland - Offices in VA, NC, SC, GA, FL, TN, and ALBerdon LLP - Offices in NYMarcum & Kliegman - Offices in NY and CTSmart and Associates - Located in PA, GA, MD, IL, and NYGoodman & Co. - Offices in: VA and MDAmper, Politziner & Mattia - Offices in: NY and NJParente Randolph - Offices in: PA, NJ, DE, and Washington DCMarks Paneth & Shron - Offices in NYSchenck & Associates - 11 Offices in WIAnchin, Block & Anchin - Located in NYThe Rehmann Group - Offices in MIRubin, Brown, Gornstein & Co. - Located in MOMahoney Cohen & Co. - Located in NYVitale Caturano & Company - Located in Boston, MACarr, Riggs & Ingram - Offices in: FL, AL, and MSWithum, Smith & Brown - Offices in: NJ and PAGoldenberg Rosenthal - Located in: Philadelphia, PASVA - Suby, Von Haden & Associates - Offices in: WI and ILCitrin Cooperman & Co. - Offices in: NY and NJBlackman Kallick Bartelstein - Located in Chicago, ILClark, Schaefer, Hackett & Co. - Offices in: OHKaufman, Rossin & Co. - Located in FLBeard Miller Company - Located in PA, and MDFriedman - Offices in: NY, and NJSchneider, Downs & Co. - Offices in: PA and OHAronson & Company - Located in MD / D.C.Tofias - Located in MA, and RIHorne CPA Group - Located in TN, MS, and LADoeren Mayhew - Located in MILattimore, Black, Morgan & Cain - Offices in: TNMargolin, Winer & Evens - Located in NYHill, Barth & King - Offices in: FL, OH, PA, and VACarlin, Charron & Rosen - Offices in: MA, RI, and CTSS&G - Saltz, Shamis & Goldfarb - Offices in: OH and KYLurie, Besikof, Lapidus & Co. - Located in MNElliott Davis, LLC - Offices in: SC and GAMorrison, Brown, Argiz & Co. - Offices in: FL and COBeers & Cutler - Offices in: D.C. and VAO'Connor Davies Munns & Dobbins - Offices in: NY, NJ, and CTRachlin Cohen & Holtz - Offices in: FLFrank, Rimerman & Co. - Offices in: CAKatz Sapper & Miller - Offices in: INKennedy & Coe - Offices in: KS, OK, and COWeaver and Tidwell - Offices in: TXSchonbraun McCann Group - Offices in: NJ, NY, and FLJoseph Decosimo and Co. - Offices in: OH, TN, and GAWatkins, Meegan, Drury & Co. - Offices in: MD, VA, and D.C.Armanino McKenna - Offices in: CAHein & Associates - Offices in: CO, TX, AZ, and CALeMaster & Daniels - Offices in WA, and IDKemper CPA Group - Offices in: IL, IN, KY, CA, and FLNovogradac & Company - Offices in: CA, TX, GA, MD, KS, MA, and OHSikich Gardner & Co. - Offices in: ILRosen Seymour Shapss Martin & Co. - Offices in: NYStout Causey & Horning - Offices in: MD, VA, TX, and GAWarren, Averett, Kimbrough & Marino - Offices in: ALBerry, Dunn, McNeil & Parker - Offices in: ME, NH, and MAHolthouse Carlin & Van Trigt - Offices in CAHabif, Arogeti & Wynne - Located in GABerkowitz Dick Pollack & Brant - Offices in: FLHoltz Rubenstein Reminick - Offices in: NYBlue & Co. - Offices in: IN, OH, and KYVavrinek, Trine, Day & Co. - Offices in CAMohler, Nixon & Williams - Offices in: CAStonefield Josephson - Offices in CA and MexicoMauldin & Jenkins - Offices in: GA, and ALFreed Maxick & Battaglia - Offices in NYHonkamp Krueger & Co. - Offices in IA, WI, and ILSeiler & Company - Offices in CAYeo & Yeo - Offices in MIBurr Pilger & Mayer - Offices in CAPostlethwaite & Netterville - Offices in LAEhrhardt Keefe Steiner & Hottman - Offices in: COBlum Shapiro & Co. - Located in: CTThe Bonadio Group - Offices in: NYAlpern, Rosenthal & Co. - Located in PA

Regards,
Jagan

Why do we shout in Anger?

A saint asked his disciples, 'Why do we shout in anger?

Why do people shout at each other when they are upset?'

Disciples thought for a while, one of them said, 'Because we lose our calmness, we shout for that.'

'But, why to shout when the other person is just next to you?' asked the saint. 'Isn't it possible to speak to him or her with a soft voice? Why do you shout at a person when you're angry?'

Disciples gave some other answers but none satisfied the saint.

Finally he explained, 'When two people are angry at each other, their hearts distance a lot. To cover that distance they must shout to be able to hear each other. The angrier they are, the stronger they will have to shout to hear each other through that great distance.'

Then the saint asked, 'What happens when two people fall in love? They don't shout at each other but talk softly, why? Because their hearts are very close. The distance between them is very small...'

The saint continued, 'When they love each other even more, what happens? They do not speak, only whisper and they get even closer to each other in their love. Finally they even need not whisper, they only look at each other and that's all. That is how close two people are when they love each other.'

"When you argue do not let your hearts get distant. Do not say words increase the distance between each other. Or else there will come a day when the distance is so great that you will not find the path to return...."

Regards,
Jagan

LinkedIn Secrets - Top five secrets to effective use of LinkedIn that too many people don’t know.

I am sure there are legal concerns why LinkedIn Staff needs to keep a record of the every message transactions it might be Inbox messages or sent messages. Nevertheless, we can able to Archive them and they will disappear from your inbox but we cannot able to delete any message from our LinkedIn account. That’s the unique feature of this world top most business networking site, no other professional network sites are not recording messages.

So, also be aware that you have a few other alternatives to live with and you must know following secrets to use your account in efficient manner with out any restrictions.

1. Connections: Total number of connections we can connect with others: 30,000

2 Invitations: Maximum Invitations you can able to send- 3,000.

3. Invitation Rejected: Please note that if five people say they do not know you I mean if more than five people reject your invitation, your sending privileges are revoked until you promise to be more circumspect. I suggest approaching outside of LinkedIn requesting for a connection here

4. LinkedIn Groups: you can join maximum of 50. May seem like a big, however, invariably there are multiple groups for the same kind of policies. if you want to see at all the groups, just leave the criteria empty and they will all appear in order of the most members. Best to figure out which work best for you because size does not always equal valuable activity.

5. LinkedIn Questions & Answers: there is certain limit as to how many answers you can answer a day, it is high. The leader board indicates who has answered the most in the last week including the one word/one sentence answers, which are not necessarily helpful or which are most useful for LinkedIn Readers, you get to decide by awarding good/best as to which has been the most helpful to you. You can always search Answers for insights into what has been asked before however, it can be discouraging and time consuming, so sometimes just asking will get a quick response or perhaps a newer experience.

Moreover, if you are willing to share some of the benefits of your experience and best practices, there are certainly people here that are strong willingness to learn and share.

I wish you all the best,

Best Regards,
Jagan

3 MAIN CHARACTERISTICS AND THE PSYCHOLOGY OF THE TYPICAL RESUME READER:

When you write your resume (with or without guidance and expert help), who is your intention viewers? Who are you annoying to make happy?

Basically, you’re not scripting your resume to assure yourself. For that substance, you are not scripting it to assure any “professional” – the writer of the resume book you just understand, or the recruiter you are working with, or your job assistance counselor, or your friend who is a HR Manager, or even a professional resume writer.

You are scripting your CV for a special kind of reader: a prospective company. And if you are similar to most of us, you create some very, very hopeful assumptions about that reader. You are sure that your person who reads is keen to find the best one for the job. Your reader, you are certain, is leaving to read the important things in your CV, and his or her eyeball will be drawn to all of those intellectual formatting activities you’ have used (skills, results, columns, underlining, different fonts, boldfacing, italics, strong verbs, numbers, etc.)

However you had better take off the rose-decorated goggles. Your resume has a superior than 97% possibility of finish up in the rubbish tin (genuine or virtual).

At this time there are 3 main characteristics of the psychology of the typical resume reader:

1. Resume readers are some of the stylist and most doubtful readers in the world. They know that at least half of what they examine consists of falsehood, exaggerations, misinformation, and semantic and formatting “activities.” They don’t recognize anything at face value. Keep in mind, the typical resume reader sees exactly thousands; they know every scam in the book by now.

2. Most readers are in a dreadful mood, not a cheerful mood of keen expectancy. They have got 399 resumes to read, and nobody is giving them extra money to read carefully each one. They are hurried for time, irritated at having to read however another resume, and aggressive rather than sympathetic. Reading yet another resume is a load that is charging them from their attention to what they reflect on much, much more fundamental matters.

3. So that. The typical resume reader is looking for a quick and compelling reason to throw out your resume. Some will even throw away it if they don’t like the envelope or the approach the email looks. Some will read only the resume and not the cover letter, or vice-versa. And they are disinclined to open up a zip file. You know how maddening it is to get an email that requires you to open up several files? For the person who reads the resume, it is triply annoying.

Best Regards,
Jagan

Where do you find candidates without depending upon paid job portals?

• There are a number of wide Roads to go for hiring, Placing and finding a candidate like LinkedIn, traditional Craigslist, Jigsaw and free job portals like Startuply and AllJobsfree Etc..

• I suggest you to use Startuply.com for a lot of the hiring that you do. It's proven to be pretty good in terms of volume as well as quality, but you have to be pretty patient.

• I have found that a majority of the time, those individuals who come through networking and personal recommendations are the best long-term performers. Exceptions do not exist uncertainly, but it has been almost universal truth over the past 3 years to see that Individuals I found via Craigslist or other job boards come and go, but networked, referred and headhunted folks stay, donate and act upon at top levels.

• Walk off out and set of connections at events connected with your industry if they're available. By means, folks there are interested and experienced in your industry. Identifying a face and physical communication to an online profile and appliance can give you great perspective to if their personality and passions are aligned with yours.


• You should to keep in mind that the time you pay out though CVs and interviewing Candidates is time you are not doing other things, which means that unless you are in an HR department, you need to be as proficient as you can, since you do not have the occasion to spend on going though as many candidates as possible.

I’m here providing you that, I find that referrals from friends and employees work best, since they come with a recommendation to start with, and they cost you no money. Posting free online portals can be cheap. It will require going though lots of CVs with no recommendations.

Hope this provides much information that how to find best possible candidates for your job requirement

More coming out for Jobseekers, Please keep on visiting for some more valuable information

Wish you all the best!!

Yours truly,
Jagan

Start Real Job hunting to Survive the Recession and fight against Unemployment in India

• According to the Indian Bureau of Labor Statistics, the unemployment rate soared to 22.2 percent in October 2009. Companies are going out of business throughout the nation and layoffs are persistent....
• Economic reforms may have given a boost to industrial productivity and brought in foreign investment in capital intensive areas. But the boom has not created jobs. This was not unexpected. According to a report by the Washington-based Institute of Policy Studies (IPS), the combined sales of the world's top 200 MNCs is now greater than the combined GDP of all but the world's nine largest national economies. Yet, the total direct employment generated by these multinationals is a mere 18.8 millions -one-hundredth of one per cent of the global workforce.
• India's Ninth Five-Year Plan projects generation of 54 million new jobs during the Plan period (1997-2002). But performance has always fallen short of target in the past, and few believe that the current Plan will be able to meet its target.
• India's labour force is growing at a rate of 2.5 per cent annually, but employment is growing at only 2.3 per cent. Thus, the country is faced with the challenge of not only absorbing new entrants to the job market (estimated at seven million people every year), but also clearing the backlog.
• Sixty per cent of India's workforce is self-employed, many of whom remain very poor. Nearly 30 per cent are casual workers (i.e. they work only when they are able to get jobs and remain unpaid for the rest of the days). Only about 10 per cent are regular employees, of which two-fifths are employed by the public sector.
• More than 90 per cent of the labour force is employed in the "unorganised sector", i.e. sectors which don't provide with the social security and other benefits of employment in the "organised sector."
• In the rural areas, agricultural workers form the bulk of the unorganised sector. In urban India, contract and sub-contract as well as migratory agricultural labourers make up most of the unorganised labour force.
• Unorganised sector is made up of jobs in which the Minimum Wage Act is either not, or only marginally, implemented. The absence of unions in the unorganised sector does not provide any opportunity for collective bargaining.
• Over 70 per cent of the labour force in all sector combined (organised and unorganised) is either illiterate or educated below the primary level.
• The Ninth Plan projects a decline in the population growth rate to 1.59 per cent per annum by the end of the Ninth Plan, from over 2 per cent in the last three decades. However, it expects the growth rate of the labour force to reach a peak level of 2.54 per cent per annum over this period; the highest it has ever been and is ever likely to attain. This is because of the change in age structure, with the highest growth occurring in the 15-19 years age group in the Ninth Plan period.
• The addition to the labour force during the Plan period is estimated to be 53 millions on the "usual status" concept. The acceleration in the economy's growth rate to 7 per cent per annum, with special emphasis on the agriculture sector, is expected to help in creating 54 million work opportunities over the period. This would lead to a reduction in the open unemployment rate from 1.9 per cent in 1996-97 to 1.47 per cent in the Plan's terminal year, that is, by about a million persons - from 7.5 million to 6.63 million.
• In other words, if the economy maintains an annual growth of 7 per cent, it would be just sufficient to absorb the new additions to the labour force. If the economy could grow at around 8 per cent per annum during the Plan period, the incidence of open unemployment could be brought down by two million persons, thus attaining near full employment by the end of the Plan period, according to the Plan.
• However, there appears to be some confusion about the figure of open unemployment. The unemployment figure given in the executive summary of the Ninth Plan, gives the figure of open unemployment at 7.5 million while the annual report of the Labour Ministry, for 1995-96, puts the figure for 1995 at 18.7 million. An internal government paper prepared in 1997 put the unemployment figure at the beginning of the Eighth Plan at 17 millions and at 18.7 million at the end of 1994-95. Perhaps the Planning Commission referred to the current figure while the Labour Ministry figure referred to the accumulated unemployment backlog.

Yours Truly,
Jagan

Finding a job is so hard Neither Man Nor Woman and Neither India nor America... But these days, so is just applying

Jasmin, 21, applied for a part-time administrative position with The New Teacher Project in Hyderabad, Over the summer. Within a day, she heard back. They thought she was qualified, so they were putting her to work.
"They assigned me a project and 48 hours to complete it," she said. "If I completed it successfully, they'd bring me in for an interview."
Jasmin answered mock e-mails from potential clients, which required research into the organization. Then she had to create a plan for an educational event. She outlined a two-week strategy for pulling it off; it took her half a day.
"I talked it over with my roommate," said Jasmin, now living in Hyderabad after graduating from the Osmania University, "How much time do I spend on this, rather than writing new cover
letters for other jobs?"
Before long, she had her answer: The effort she'd devoted to the assignments had definitely been too much.
The following Monday, The New Teacher Project informed her that it had eliminated the position because of budget cuts.
Jasmin’s experience highlights a new fact of life for those on the losing end of a labor market where every "help wanted" ad can draw a flood of interest, and fewer people wait on the other end to read all the resumes. More and more, recruiters and hiring managers are asking prospective employees to complete lengthy assignments before they will even be considered for an interview. While blue-chip companies such as Google and IBM have long asked applicants for executive positions to write essays and take personality tests, now the assignments are coming from smaller employers and are required for even entry-level positions. They're also coming earlier in the process, adding new hoops to jump through where a cover letter and resume once sufficed.

One industry watcher adds that one particular tactic, known in the human resources business as "soft questionnaires" -- as opposed to the more rigid tests companies give for high-level positions -- have become standard for the most junior jobs.

"A year ago, it didn't happen," said Joginder Kaur CEO of a job placement firm in Hyderabad. But personality tests, background checks, writing projects -- even credit checks -- "are all common now," she said. Kaur points to the example of a 17-point questionnaire she encountered, which asked applicants about their passions and weaknesses as well as to "describe for me your role model. How are you like him and how are you different?"
The addition of these new steps is designed to weed out all but the top applicants before interviews are scheduled. While job seekers say they can be a good opportunity to showcase skills beyond what a cover letter can communicate, they also grumble that it takes valuable time away from the hunt. Not that they have much choice.

"If an applicant wants a salary position," Kaur said, "they have to have the patience to do this. Because there's no one on the other side to go through all the applications."
Chaitanya, 22, said she has not applied for several jobs she is interested in and qualified for because of lengthy requirements. "Whenever I see, 'Write us an essay,' my assumption is it won't be worth my time," she said. "When I see that, it's a sign that hundreds of people are applying for the same job."
Chaitanya graduated in May from Hyderabad Central University in Gacchibowly with a dual major in environmental studies and political science. She estimates she has applied for about 250 jobs in the past year. But she stopped applying for government jobs altogether because of its arduous application process, which requires in-depth statements on an applicant's "KSA": knowledge, skills and abilities.
"The word on the street is that all you need to do is include the buzzwords that they're looking for," she said. "It's sort of a game." A maddening one, from where she sits: Chaitanya said she has never gotten a call for a government job, even administrative positions. "For me, it often feels like fighting a losing battle."

When that impression is sent, intentionally or not, the goal of employers is met. Screening exercises not only winnow out hopefuls with poor writing and critical thinking skills; they also cut down the pile of resumes, as those who might not wholeheartedly want the job take themselves out of consideration after deciding the initial application is too demanding.

Ratan Gupta, a headhunter based in Ameerpet, Hyderabad, said she noticed applicant homework becoming more popular as the recession hit the job market and candidates started sending out their resumes to a wider range of employers. Such steps let companies "separate the weak from the strong, and gauge how seriously people are considering the job," said Ratan, executive director of Talent Market, a recruiting company focused on nonprofits. But while she defends the new practice, she also feels there are limits to what employers can glean from it, since some questions don't lend themselves to the essay or questionnaire format. "I don't know how you ask
somebody, 'How do you manage people?'" she said.
Shwetha, who is looking for a communications job in Hitech City, recently was given the
password for a prospective employer's Web site and asked to critique its content and design. They wanted a proposal on how it could be improved, in writing. And, she was told, other candidates were getting the same assignment. "Part of me was thinking it was great for them to get a sense of how I think," Shwetha said. "But I also thought they were getting an awful lot of free advice." Shwetha said other companies have asked her to draft a marketing plan or, in one case, a personal statement on whether her beliefs were in line with the advocacy organization to which she was applying. (Like most applicants interviewed for this piece, Shwetha declined to
mention the names of the organizations she applied to, for fear of burning bridges.)
While it takes time away from freelance work and other job applications, Shwetha isn't complaining. "I think it's a good thing," she said of the writing. "It allows you as a job seeker to have more control over the interview process. It's not just arbitrary questions."
It all would have been time well spent, she added, if she had gotten the job.

So friends! once again, I Can say one sentence .Getting a Job is so hard…
Yours Truly,
Jagan

Worth reading this......They all were looking at me on the bed.

This valuable nightmare, not related to your job search, But No wonder why I could not stop sharing with you.....

They all were looking at me on the bed.
I went back to my bedroom.
"Am I dead??"
I asked myself.
Where are my wife, my children, my mom-dad and friends?
I found them in the next room, all of them were crying... still trying to console each other.
My wife was crying... she was really looking sad.My little kid was not sure what happened, but he was crying just coz his mom was sad.
How can I go without telling my kid that I really love him, I really do care for him. ??
How can I go without telling my wife that she is really most beautiful and most caring wife in this world..??
How can I go without telling my parents that I m ... just because of you??
How can I go without telling my friends that without them perhaps I would have done most of the wrong things in my life... thanks for being there always when I need them... and sorry for not being there when they really need me..I can see a person standing in the corner and trying to hide his tears...

Ohh... he was once my best friend, but a small misunderstanding made us part, and we both have strong enough egos that kept us disconnected.
I went there.. And offered him my hand, "Dear friend...I just want to say sorry for everything, we r still best friends, please forgive me."No response from the other side, what the hell??
He is still preserving his ego, I am saying sorry... even then!!!
I really don't care for such people.But one sec.... it seems he is not able to see me!!!!
He did not see my extended hand.My goodness... AM I REALLY DEAD???
I just sat down near ME; I also wanted to cry.

"OHH ALMIGHTY!!!! PLEASE JUST GIVE ME FEW MORE DAYS..."

I just wasn't to make my wife, my parents; my friends realize how much I love them.
My wife entered in the room, she looks beautiful."YOU R BEAUTIFUL" I shouted.She didn't hear my words, in fact she never heard these words coz I never said this to her."GOD!!!!" I screamed... a little more time plzzzzzzzzzzzzzz. .
I cried...One more chance please... to hug my child, to make my mom smile just once, to make my dad proud of me at least for a moment, to say sorry to my friends for everything I have not given them, and to thank them for still being in my life....
Then I looked up and cried!!!!I shouted...."GOD!!!! ONE MORE CHANCE PLEASE!!!!"
"You shouted in your sleep," said my wife as she gently woke me up.
"Did you have a nightmare?"
I was sleeping....Ohh that was just a dream....My wife was there... she can hear me...This is the happiest moment of my life...I hugged her and whispered... .. "U R THE MOST BEAUTIFUL AND CARING WIFE IN THIS UNIVERSE.... I REALLY LOVE U DEAR"I can't understand the reason of the smile on her face with some tears in her eyes, still I m happy...."THANK YOU GOD FOR THIS SECOND? CHANCE."

"MORAL: We cannot start again with "love all "as like Tennis Match; it's our life match..SO, Now its not late.. lets forgot Egos, Past... and Xpress love to others... Be friendly... Keep smiling... for ever....
Yours
Jagan

Eternal Literature Jan 10

Check out this SlideShare Presentation:

Eternal Literature Jan 10

View more documents from elpraja.