Author: apatel

Tips To Make Your Resume Stand Out

Like most steps in the job search process, resume writing can seem like a chore. But an important chore, nonetheless.

You’ve heard it before: a resume acts as a first impression, first date and deal-breaker rolled into one. An unorganized, bloated CV easily eliminates you from the competition before you’ve even had a chance to prove yourself.

Associate Director of Executive Search Cynthia Jane offers financial professionals key takeaways to consider when crafting an effective resume. That way, you’ll be noticed, but for the right reasons.

1. KEEP IT CLEAN

HR professionals and recruiters like Jane don’t have a lot of time to spare. Make their jobs easier by formatting your resume simply and logically. Presentation matters, and in this case, can mean the difference between the trash and the interview pile.

“I’m looking for clean, organized and detailed resumes,” she says. “It is the first impression anyone has of you, as it reflects your communication style and technical capabilities.”

2. DON’T EMBELLISH

We get it — finding ways to stand out is imperative in today’s competitive job market. But resorting to fluff isn’t the best method. Jane points to exaggerated word choices such as “guru” and “master” as potential red flags to employers, and aren’t typically used in a job interview setting. If the interviewer asks you to elaborate or defend such claims and you’re unable to, it will reflect poorly on your overall credibility.

3. SHOWCASE YOUR BEST SELF

There’s a common misconception about one-page vs. multiple-page resumes. Less is more, right? Well, not necessarily. Job seekers should be thoughtful, yet specific about their work experiences from the past 10 years. Jane also encourages candidates to highlight their human side by including their volunteer and community-related background.

“Your resume is a refection of your writing skills, organization and attention to detail. It is an extension of who you are at first glance and you want the reader to be intrigued and interested in learning more about you,” she explains. “Include details of what you have been responsible for and showcase your technical skill set and knowledge.”

4. TAKE THE TIME FOR DETAILS

Generalizing your job responsibilities may save space and time, but can leave the employer with an unfinished picture of your capabilities. “You potentially may not get the job because the employer didn’t see a skill set or a buzzword that they were looking for,” Jane says.

Her advice: quantify, quantify, quantify. Write down your duties, and break them down on a daily, quarterly and annual-basis. This helps build a more in-depth understanding of your professional prowess and overall impact at previous places of employment.

5. PLAY TO YOUR INDUSTRY

A follow-up to the previous point, it’s important job seekers focus on the technical aspects of their work — not the administrative and operational. Emphasize aspects and key tasks that are relevant to your expertise and industry.

“If you are in accounting, then we should read about your accounting handiwork. If you are in finance, then we want to know about your analytical and quantitative skills,” Jane explains. “Licenses, such as a CPA, should be included next to your name at the top of the resume.”

Are you a financial professional looking for new career opportunities? Explore our latest jobs!

 

 

 

 

 

 

5 Common Hiring Mistakes to Avoid

Hiring the right person for a role is the most important decision made by most managers. Over the years I’ve watched many hiring managers fall into one or more hiring traps. Avoid these big hiring…

By Ron Proul, CEO

Hiring the right person for a role is one of the most important decisions made by managers. And over the years, I’ve watched managers fall into one or more costly hiring traps. Avoid these five big mistakes and you’ll build a great team.

1. NOT TAKING RESPONSIBILITY FOR THE HIRING DECISION

This is the common mistake of a new manager. If your boss gives you the authority to hire, establish up front whether you have the ability to make the final decision.

Ask the hard questions: Is it my hire? Am I responsible for the decision? Do you need to approve my decision? If you don’t have final authority, find out how much authority you’ve been granted.

This is also a problem for senior executives who delegate hiring authority. In my experience as CEO, it’s best to give subordinates authority over hiring decisions and responsibility for consequences. If the ultimate decision isn’t theirs, you’re merely asking them to screen candidates, and you remain the hiring authority. Make sure everyone knows it.

2. TOO MANY PEOPLE IN THE PROCESS WITHOUT A PURPOSE

There is a high cost to hiring the wrong person and no one wants to be individually responsible for making a poor hiring decision. This mindset often leads to the “safety in numbers” solution. As a result, managers get people involved in the process that don’t have a clear role.

But everyone should have clear criteria for evaluating a candidate and should be aligned using a similar assessment tool. Without any guidance, prospective peers default to using the interview to begin positioning themselves should the candidate ultimately be hired. The problem with this is obvious: If the candidate doesn’t respond to the implicit positioning, they are immediately at a disadvantage.

This is typical of group dynamics — use it to garner insights by setting up the process properly. Liking someone you will work with is important, so figure it out in a way that you can observe objectively as the hiring authority.

3. FORGETTING THE CANDIDATE NEEDS A CHALLENGE

I often see hiring managers focused exclusively on hiring an expert who is currently performing the open role elsewhere. This is a Band-Aid approach to hiring.

To attract the best candidates and reduce self-selected turnover, you need to consider the impact that professional development, challenge, variety, new skill development and an increased scope of responsibility will have on a candidate’s decision making.

Establish the essential skills and leave room for development. This will give you a chance to reward an employee through increased responsibility. If you absolutely require an expert, ask yourself whether you should consider a consultant or interim professional.

4. TREATING SALARY AS AN EXPENSE, NOT AN INVESTMENT

When hiring professionals and executives, you get what you pay for. Investing in competitive compensation for a role and selecting the best candidates independent of salary is the best way to maximize your hiring ROI.

There is a market rate for professionals and most candidates know their value within a general range. When you look for skills and experience at a below-market, bargain rate, your interviewing process will take longer and it will attract less qualified candidates. The end result: paying the market rate in the form of lost productivity and turnover.

5. THINKING THE GOAL IS TO INTERVIEW A LARGE SLATE OF CANDIDATES

When you start the process to fill an open position, the goal is to hire someone — not interview everyone. An interview process that is consistent and decisive helps everyone.

Securing the best candidate shouldn’t be based on how they fared relative to everyone you interviewed, but rather relative to the job. The perpetual interviewer is always surprised when they get a turndown or the candidate is no longer available at the end of the search, only to have to start the entire interview process again. If interviewing is their purpose, they achieved it. But if hiring is, they didn’t.

Contact us today to help with your hiring needs!

Century Group Continues Expansion with Opening of New Bay Area Office

Just several months after the opening of its Denver office, Century Group continues to broaden its reach with the launch of its sixth location in San Francisco Bay Area’s Walnut Creek community.

The Bay Area job market hit record-high levels earlier this year — a trend that continues to surge as a thriving economy propels the region’s demand for skilled professionals. With Century Group’s specialized focus and expertise in accounting and finance, the staffing and recruiting firm is happy and equipped to meet that need.

“We are pleased to announce Carolyn Sweeney as the Walnut Creek office’s Managing Director, where she will drive Century Group’s investment in the area and share our unique approach with the robust business community,” says CEO Ron Proul.

Century Group has completed more than 30,000 placements since 1989, providing financial executive search, professional recruitment and project and temporary professional services for middle market, Fortune 500 and Global 1000 companies.

Its founding philosophy, known as The Group Concept, encourages collaboration amongst team members and ensures that Century Group delivers the best, most effective service to the firm’s network of top-tier clients, consultants and candidates.

“As part of our commitment to serving clients with interests in both Southern California and the San Francisco Bay Area, our physical presence enhances our ability to continue to service both corporations and professionals seeking growth and opportunities,” Proul says.

Century Group Sponsors the 2018 San Fernando Valley Business Journal’s CFO & HR Professionals of the Year Awards

The San Fernando Valley Business Journal honored the area’s preeminent financial and human resources talent on Wednesday, June 13 at its CFO & HR Professionals of the Year Awards held at Hilton Woodland Hills. A total of 32 industry professionals were recognized at the luncheon, with nine finalists receiving awards for their outstanding work in the community.

Century Group proudly sponsors this annual celebration — happy to bring their financial insight and expertise to the afternoon’s collection of local industry professionals.

“Century Group is pleased to be involved in the SFVBJ’s annual recognition of CFOs, and now, HR professionals,” says Century Group Managing Director Phil Bruno. “It stands out as a unique opportunity to celebrate those who drive business specifically in the San Fernando Valley, and it compliments our goal of connecting top-tier finance and accounting professionals with the San Fernando Valley companies that need them.”

Labor Department: Hurricane Sandy Should Not Disrupt Release of New Employment Data

On Monday, Carl Fillichio – a spokesman for the U.S. Department of Labor – put out a press release, in which he asserted that the organization intends to release its Employment Situation report for the month of October, as planned, at 8:30 a.m., on Friday, November 2.

On Monday, Carl Fillichio – a spokesman for the U.S. Department of Labor – put out a press release, in which he asserted that the organization intends to release its Employment Situation report for the month of October, as planned, at 8:30 a.m., on Friday, November 2.

There is some speculation coming from media outlets regarding the prospect of a delay in the report’s release. As The Washington Post points out, the federal government was essentially shut down on Monday and the final tabulation of the net change in job numbers could be slowed down if the Department of Labor is unable to resume operations quickly enough.

“The employees at the Bureau of Labor Statistics are working hard to ensure the timely release of employment data on Friday, Nov. 2,” said Fillichio. “It is our intention that Friday will be business as usual regarding the October Employment Situation report.”

This month’s numbers are highly anticipated by many analysts and observers, in light of the splash created by the unexpectedly positive figures contained in the September jobs report.

Economists surveyed by Bloomberg produced a median forecast in which there will be a net increase of 125,000 jobs reported, while the official unemployment rate is expected to increase slightly from 7.8 percent to 7.9 percent.

This prediction points to slow growth, but ongoing job creation would still give business leaders a reason to remain at least somewhat optimistic.

However, with uncertainty still clouding the economic recovery, it is critical for companies to ensure they are prepared for all possible outcomes. Recruitment firms can help businesses bolster their executive teams through a targeted financial professional search.

5 Questions to Ask During an Interview for Your Management-level Job in Finance

By Ron Blair, President & COO

Stepping into a managerial role in finance is a significant career move. Not only do you have a fiduciary responsibility to your employer, but you are also accountable to a group of people who look to you for leadership and support.

For that reason, the job interview for such a position is critical. No matter how much you want the job, it’s important that you ask the right questions to get a clear picture of your potential employer’s expectations and management style, as well as the company’s working environment.

Here are five questions that will help you determine if the financial management job you’re interviewing for is the right fit for you:

Question 1: What are the characteristics you’re looking for in the ideal manager for this position? What interpersonal, technical and administrative skills and/or style are required for success in this role?

The answer to this question will provide important clues as to whether or not your personality and leadership style match up with your potential employer’s expectations for the job. Is he or she looking for an aggressive manager who can mediate conflict or a hands-off leader who is more of a shepherd and overseer?

Question 2: What is your own management style? How do you go about making decisions,delegating, solving problems, running meetings and so forth?

Just as your personal style should be a match for the job, your potential boss’ personality and leadership approach should be one that you can work with. How does she react to problems with deadlines? How does she handle staff members who are late to meetings? Answers to this question will give you a snapshot of internal office relationships and the day-to-day business conduct.

Question 3: Tell me about the team I’d be working with. How long have they been working here?What are their educational and professional backgrounds? Professionally, what are their strengths and weaknesses?

As a manager, it’s important to meet your staff with eyes wide open. If you understand up front who they are and where they’re coming from, your transition into your managerial role will be much smoother and more pleasant, since you’ll be aware of weak spots and can address them appropriately.

For instance, maybe your team is not so good at getting reports in on time, so fixing that can be one of your first priorities. Also, answers to these questions give you an opportunity during the interview to stress areas of your education and experience that can fill gaps in the strengths of the company’s finance team.

Question 4: What are your objectives for the person who takes this position over his or her first 100 days on the job? Will the new manager be given a detailed plan of action? How will you measure success in this role over those first three months on the job?

Along with giving you an idea of how structured your position will be, the answer to this question provides further information about your potential employer’s leadership style. Are you going to be closely monitored and directed over those first 100 days, or will you be freer to develop your role and your team in the way that works best for you? Listen to your potential employer’s answers to this question very carefully, remembering that this is the person — and the leadership style — you’ll be working with every day.

Question 5: What is currently the most pressing business issue or challenge for your finance department? Is a plan of action to resolve this challenge already in place?

Again, it’s helpful to know what kind of environment you’re coming in to. Every finance department has some challenges, so you shouldn’t necessarily view the answer to this question as a negative.

You’ll have to weigh the challenges against your experience and expertise and your readiness to take on that particular problem. Remember: A job interview isn’t just an opportunity for you to sell your potential employer on your talents and experience. It is also a fact-finding mission that can help you determine whether or not the company you’re interviewing with is a good fit for you.

Are you ready to find your next career? Search our hottest finance and accounting jobs today!

The 5 Constants in Writing an Accounting Resume

 By Ron Proul, CEO

As recruiting professionals, we are often asked to review resumes and provide feedback. Our feedback is from a frame of reference developed over years in the recruiting profession answering questions from employers as to whether a candidate’s resume accurately reflects what the candidate has to offer.

To keep questions focused on you as a candidate rather than about your resume, follow the five Cs.

CONSIDER YOUR AUDIENCE

Resumes may pass through a number of handlers prior to getting to the ultimate hiring authority. Your primary audience is what you are gearing for — ensure that it gets there with the right format and content. Your resume is an advertisement for your individual career brand developed by skills, accomplishments, associations and career progression. Make it straight forward and easy to digest.

CONSISTENT CHRONOLOGICAL FORMAT

This is without a doubt the best format. When resumes come through that are developed in other formats, it often speaks of a resume prepared by a service or one that is hiding some weakness. Whether you write it or not, most reviewers see a resume as the first sample of your work product. A chronological resume says, “I prepared this.” It also allows an interviewer to associate when and where you used the skills in your resume. Your interviewers will see skills that are fresh and apply to this job or see skills developed to a higher level of expertise later in your career based on the foundation earlier.

When starting with a certain format, stick with it. I prefer a combination of paragraph job descriptions with bullets for accomplishments, but that is personal taste. Paragraph form and bullet form are fine by themselves but whichever it is stick with a format. Make sure and review for grammatical, spelling or other simple errors.

In accounting nothings speaks to your attention to detail, consistency and self review than a simple formatting problem. This holds true with dates of employment, sub dates, titling, education and anything that repeats in your resume.

CAPITALIZE ON ACCOMPLISHMENTS TO HIGHLIGHT STRENGTHS

Titles, promotions, additional responsibilities and broader span of control speak of accomplishments in themselves, but don’t forget the day-to-day triumphs.

Review some of your accomplishments and provide them in your resume in addition to your duties. If you are like most professionals, you often think of your successes as all in a days work. So if you are having trouble coming up with some, pull out your old reviews and see if any come to mind. Reviews can be a great place to find strengths you may not even realize you have. Incorporate those items into your resume through your accomplishments or a description of your duties.

COMPREHENSIVE, YET CONCISE DESCRIPTIONS

Although these terms can seem contradictory, they really work together. Use key words. You want to get details and yet not bore the reader with too many. The first handler of your resume (could be a computer or a person) may not have any technical experience in your area and is merely looking for key words.

Action words, the correct tenses and easily comprehensible terms accomplish this. Stay away from acronyms only used in your own company and only use industry-specific acronyms if you want to stay in that industry. Otherwise, use the generally accepted business terminology in your description.

CO-BRAND YOUR RESUME

Your employer already spends time and money on marketing — capitalize on it. In no other business relationship can you more freely use the branding and name of a company without consent.

Ask yourself: what about my employers would reflect favorably on my resume through association? Are my employers thought leaders, leading companies in a particular product, technology or service? The company doesn’t have to be the largest, but a strong reputation, strong internal team members, and visibility in their business sector can create a co-branding effect. Highlight your employer’s strengths, size, industry or reputation just like you would your own in a quick sentence below the name.

Are you looking for your next career opportunity? Century Group can help make the job search process easier by providing one-on-one support, resume revisions and access to companies that are hiring. Check out our hottest jobs today!

Five Orange County CFOs Honored at Annual Awards

Financial professionals and guests gathered at the Orange County Business Journal’s CFO of the Year Awards on Wednesday, February 4 in Irvine to honor this year’s nominees and recipients. Century Group proudly sponsors the event each year to honor area financial professionals who have shown the highest level of talent and commitment as corporate stewards for their respective companies in the preceding fiscal year.

The awards went to Sunstone Hotel Investors’ Bryan Giglia, Outstanding CFO of a Public Company; Vizio’s Kurt Binder, Outstanding CFO of a Private Company; Discovery Cube’s Mike McGee, Outstanding CFO of a Not-for-Profit Organization; Razor USA’s Larry Rosolowski, Lifetime Achievement Award; Incipio Technologies’ Ann Fong, Rising Star. The awards committee selected this year’s winners from 42 finalists, all nominated for the award by colleagues in the profession. Each of the nominees were said to have certain attributes, including the ability to successfully promote and support excellence as a CFO; establish procedures; set an example of ethical behavior; act as a team-builder, mentor and innovator; and contribute to the advancement of the industry and community.

 Orange County CFO of the Year Awards 2014 - Photo by Laurel Hungerford PhotographyWinners Bryan Giglia, Mike McGee, Ann Fong, Larry Rosolowski and Christine Binder, who accepted the award for her husband (Photo by Laurel Hungerford Photography)

Each winner’s speech, while different, had a common theme – they shared their awards with their teams and expressed gratitude to those behind them for their support. In addition to honoring his “incredible team at Vizio,” honoree Kurt Binder – who was traveling for business and delivered his acceptance speech remotely – gave a special shout out to the individual who nominated him for this honor: Tim Calley, Managing Director of Century Group’s Orange County Office.

“It was an honor to nominate Kurt Binder for the award,” Calley said. “I’ve known Kurt since he was a partner with Ernst & Young, focusing on pre-IPO and publicly-traded companies in the technology and medical device space, and he has really flourished in his role with VIZIO. He has led their accounting and finance team through a period of tremendous growth, as well as cost-effectively managing some of the world’s largest suppliers and retailers, all the while maintaining or increasing margins throughout the process. VIZIO is fortunate to have Kurt Binder as their CFO, and Orange County is proud to have Kurt as a CFO in our market.”

Calley described the awards as one of the premier events in the Orange County business community. “Century Group’s professionals, guests, business partners and clients look forward to this evening every year – and this year’s event didn’t disappoint. As we celebrated five new winners, we had the opportunity to spend time with the financial leaders from many of the nation’s ‘A-List’ companies. We are looking forward to participating again next year.”

More details and photos from the event can be found online. You can also read a profile on each honoree in the February 16 issue of the Orange County Business Journal.

Orange County CFO of the Year Awards 2014 - Photo by Laurel Hungerford Photography
Century Group’s Ron Blair, COO; Tim Calley, Managing Director of the Orange County Office; and Ron Proul, CEO (Photo by Laurel Hungerford Photography)

Orange County CFO of the Year Awards 2014 - Photo by Laurel Hungerford Photography
(Photo by Laurel Hungerford Photography)

Orange County CFO of the Year Awards 2014
Tim Calley, Managing Director of Century Group’s Orange County Office with nominee Brian Scharkey, CFO of Olive Crest, and his wife Cindy

Orange County CFO of the Year Awards 2014
Century Group’s Marcus Gardner with nominee Nicole Carrillo, CFO of Opus Bank

Orange County CFO of the Year Awards 2014
Ron Blair, Century Group’s COO, with nominee Kurt Altergott, CFO of MIG Capital

Orange County CFO of the Year Awards 2014
Century Group’s Kevin Udink and Barnaby Wang with nominee Chris Lawrence, CFO of American First CU and Century Group guests

Century Group Co-Hosts Annual Orange County CFO Forum

Costa Mesa, CA – The Orange County CFO Forum convened a panel of CFO’s from leading Orange County companies at its mid-year forum meeting on Tuesday, June 20 at the Water Grill. The Forum was co-hosted by Century Group, Workday and Mercer to explore and learn how the role of the modern CFO has evolved over the years into a multi-faceted role involving many different focuses. The forum attracted nearly 50 CFO’s from a cross section of Orange County organizations to participate in a conversation about the role of the modern CFO and how it is changing and how it is likely to continue evolving in the coming years.

The panel was moderated by Orange County native Steve Beuerlein, Vice President of Marsh and McLennan Companies, current NFL analyst and former NFL quarterback. The CFO panelists included:

  • Kurt Binder, CFO – Vizio
  • Colin Severn, CFO – William Lyon Homes
  • Bob Vreeland, CFO – Clean Energy Fuels

Tim Calley, Managing Director of Century Group’s Orange County practice offices commented on the unique energy and experience that occurs when you bring together great leaders.

“There’s a real interest and thirst for this type of peer-to-peer leadership development and networking for CFOs in Orange County. Once again we had an overflow crowd of finance executives from many of the premier Orange County based companies. The panel did a fantastic job “Profiling the Modern CFO” and our moderator Steve Beuerlein made sure there were no lulls in the action. As we normally do – we wrapped up the night with a gourmet dinner and lively conversation about the evening’s panel and topic for the night. We’re all looking forward to the next meeting.”

PROFILING THE MODERN CFO

The moderator, CFO panelists and CFO guests’ discussion focused on four key themes:

1. Key Relationships at all Levels – The Board, The CEO, Peers & Colleagues, Your Team

Kurt Binder, CFO of Vizio focused on the importance of key relationships in your CFO career noting that “relationships get built over time and they’re cultivated through continuous interaction, says Kurt Binder, “and when you do that in a healthy way, that over time will pay dividends, so when you’re in those difficult situations, you get that lifeline.” He continued – “My perspective has always been that if you’re not out and about meeting and cultivating relationships, gaining information and insight into what’s going on in the industry, in accounting or in a business group, you can’t be an effective leader. It all comes through your availability to develop those relationships and to be able to communicate it effectively with that particular individual or that particular group – you need that information to make good decisions.”

2. Key Challenges – Cost Discipline and Hiring Great People

Colin Severn of William Lyon Homes shared some of his foundational challenges around cost – labor restraints and having predictable costs, “We invest a lot of resources into predictability and making sure we’re being disciplined.” Bob Vreeland of Clean Energy Fuels articulated the “priority of hiring good people, and wanting to have an environment that people love to work in and part of that becomes the tools they’re using.”

3. Data Analytics

All three panelists emphasized how data analytics has become a large part of what they do as a CFO, and that wasn’t the case 10 years ago. They highlighted that hiring highly analytical people and purchasing the best tools possible is critical to making financial decisions today and will only become more important as time goes on.

4. Professional Development

The final section of the evening’s conversation centered on professional development for CFO’s which Tim Calley pointed out is the primary reason for the existence of the Orange County CFO Forum. Colin Severn agreed and lamented the fact that “We’re in a time where there isn’t a true place or training to learn how to be a CFO.” He continued, “Local networking events like this are important, industry breakfast and lunch meetings, and serving on boards.”

 

ABOUT ORANGE COUNTY CFO FORUM

Orange County CFO Forum is a unique resource network for Chief Financial Officers and top finance executives of leading area mid-market companies. This forum offers: Informative, thought-provoking meetings and networking opportunities for gaining fresh perspectives on how CFOs are defining and executing the CFO role in their companies; sharing insights, perspectives and experience with other CFOs in a stimulating environment; building and maintaining friendships with like-minded peers and sharpening your understanding of emerging trends; discovering new opportunities and contributing to Southern California’s economic growth and development.

ABOUT CENTURY GROUP

Century Group is a premier recruiting and interim services firm focused exclusively on professional, mid-management and executive level roles in Accounting and Finance. Our four offices in Southern California deliver leading talent through leveraging our unique methodology that ensures: Selection, Speed, and Security. We utilize the tools of executive search to select the most qualified candidates in the timeliest manner while reducing the risk associated with hiring through other methods. With over 85% of our business from returning, satisfied clients, and 80% of clients making their final candidate selection within 30 days, our methodology speaks for itself.

Century Group Founder Takes Buyout as 30-Year-Old Firm Continues Expansion

Century Group is pleased to announce it has entered into a definitive agreement to acquire all outstanding shares owned by founder Harry Boxer. All shares purchased will be returned to treasury.

“We are pleased that Harry Boxer has been able to realize his goals and we look forward to a new era of leadership and continued growth of the firm,” says CEO Ron Proul. “The transaction allows us to continue to invest in opening new offices and provides future opportunities for our employees as we continue to support our culture as the producer’s firm.”

Boxer will remain as an adviser and board member to the firm during his earnout period where he will continue to provide strategic direction as Century Group manages key milestones in its next stage of growth. Proul will assume the role as Chairman of the Board and Ron Blair has been named President and COO. Other terms of the transaction were not disclosed.

About Century Group

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Established in 1989, Century Group provides financial executive search, professional recruitment, project and interim professional services in the areas of accounting, finance, internal audit and tax for middle market, Fortune 500 and Global 1000 companies.