Author: apatel

Why Company Culture Matters

In a job interview, there are those requisite questions employers expect to hear from candidates. One of the most common: “How would you describe your company culture?”

But instead of breezing through the topic, companies need to understand how important their response is to prospective employees. It can mean the difference between an offer being accepted or declined — and even influence a business’ long-term success.

Our 2021 Salary Guide revealed accounting and finance professionals ranked company culture as one of the top reasons they choose a new role and stay with a company — proving the concept is much more than a buzzword. As the growing millennial labor force sets the tone for the workplace, it looks like we’re playing by their rules. Values matter. Finding purpose in a professional role matters. And locking down a position that embraces both of these principles? Yes, that definitely matters.

“Today, employees aren’t looking for the highest paying job or the best boss first,” says Century Group’s Talent Acquisition department. “They want to be at a place where flexibility, professional development and the culture of the company are aligned with their own personal interests.”

We break down company culture and its impact below:

1. ESTABLISHES YOUR BRAND

With the internet’s relentless noise, a strong culture is essential to establishing a unique voice. “Job functions and responsibilities of a particular job are the same at all organizations,” the Talent Acquisition department explains. “But the one thing that sets it apart is the company culture.” Put simply: An organization’s culture also functions as its brand. It should successfully translate the company’s values and goals — giving applicants (and employees) a clear idea of who you are.

2. CREATES A TEAM ATMOSPHERE

Everyone wants to feel like they belong. Add the incentive of contributing to a shared goal, and you have a solid foundation for a productive company culture. “It sets expectations for success, core values and minimizes failure.”

3. ATTRACTS AND RETAINS TOP PROFESSIONALS

The word is out. With online platforms like Yelp, Glassdoor and Trip Advisor, people can easily share their experiences with the world with a single tap of a smartphone. More importantly: the world listens. Job seekers regularly utilize these type of sites to gauge a company’s reputation — attracting (or detracting) talented professionals at a moment’s glance. Organizations should make their values a transparent priority to help draw other employees who believe in those values, too, Century Group says. And, will hopefully keep them there long-term. “When a company culture is the priority of a company, employees see that and know that they are important and valued.”

Download Century Group’s 2021 Salary Guide for additional industry evaluations and key insights relevant to today’s financial professionals. Looking for top talent to transform your team? Contact our recruiters today.

How to Write a Thank-You Note in 5 Steps

With the rise of social media, company review sites and the internet in general, the job search has evolved in many ways. But there are aspects of the process that remain steadfast.

Case in point: applicant etiquette is still a thing.

A post-interview thank-you note is a small, yet meaningful gesture that can leave a positive lasting impression. Most importantly: an action that many of today’s job seekers fail to do — and a great way to set you apart from crowded candidate pools. Not sure where to start? Managing Director Carolyn Sweeney breaks down how to write a thank-you note in five easy steps that are sure to get you closer to landing the role.

1. BE SPECIFIC

Thank the interviewer for something specific you got out of the conversation or something you enjoyed learning. This is more impactful than a generic, “Thank you for your time.” It also reminds them of the conversation they had with you and hopefully reinforces the positive feelings you had for each other during the interview. 

Example: “Thank you so much for sharing your passion for ABC Company with me. I loved hearing about how your team was able to work together to implement Concur in less than two months. That took great planning, leadership and teamwork.”

2. REMIND THEM WHY THEY SHOULD HIRE YOU

Thank-you notes are a great time to remind the employer of key accomplishments or achievements that impressed them. Or, if you missed sharing something during the interview, is an opportunity to get that point across.  

Example: “I am confident that my seven years of experience in revenue and hands-on ASC606 implementation background will bring value to the team.” Or, “I got so swept up in our meeting and enjoyed learning about your team so much that I neglected to mention that I earned a ‘People’s Choice Award’ at my last firm for outstanding teamwork during busy season.”

3. REINFORCE YOUR INTEREST IN THE POSITION

Tell them you want to join their team! Be bold and confident and encourage them to select you as their next hire. Example: “After learning more about you and the opportunity, I can tell you I would be excited to join your high-performing team.”

4. CHECK FOR SPELLING AND GRAMMATICAL ERRORS

Ever hear the old saying, “Good writing is good editing?” Well, it’s true. Even great writers have others edit their work. It’s important to get a second pair of eyes when it comes to making the right impression with an employer. 

5. TIMELINESS MATTERS

Don’t wait more than 24 hours to follow up with a thank-you note. Email is fine in today’s era. If you want to send a postpaid note, that’s okay, too, but send an accompanying e-mail to ensure timely arrival. 

Are you ready to make a career move? Our recruiters are equipped to help you find a role that fits your specific background and skill set — fast. Submit your resume today!

4 Things to Consider When Hiring an Accounting Manager

The best companies understand that their most valuable asset is their people. That even as the job market fluctuates, a top-notch team can provide the stability needed for a business to succeed.

And developing a hiring strategy that supports this goal is more important than ever in 2021. Accounting Managers — like other supervisory roles — are integral to the efficient operation of the company’s accounting team. From monitoring and analyzing accounting data to enforcing proper protocols, finding the right professional goes beyond job duties. We highlight four critical things to consider when hiring an Accounting Manager to lead your team.

1. Go Beyond the Job Description

Listing the position’s responsibilities and requirements is pretty standard for most job postings. To attract the best accounting professionals, however, the advertisement needs to sizzle. Exaggerating or painting a false narrative of the role is never a good idea, but creating a sense of excitement around the opportunity will help your job stand out. Be sure to focus on the role’s must-have requirements, while also giving insight into the key intangibles you believe an ideal candidate will possess.

2. Focus on Relevant Experience and Credentials

At a base level, successful Accounting Managers are equipped with a Bachelor’s degree in accounting, finance or a closely related field. But those who went on to pursue an MBA typically exhibit a stronger grasp of leadership and management skills that are necessary for this type of role. Specialized certifications — including Certified Public Accounting (CPA), Certified Management Accountant (CMA) and Qualification in Internal Audit Leadership (QIAL) — are also great indicators of professionals who further developed their expertise in the area.

Still, we’d caution employers to look beyond educational backgrounds when vetting someone to lead your company’s accounting team. Professionals with two to five years of Accounting Manager experience are likely to have a strong understanding of the varied job responsibilities in a real-world setting — allowing them to hit the ground running.

3. Be Flexible.

When looking for the right fit, that lengthy list of preferred skills and credentials all seem critical. The hunt for the “perfect” candidate, however, may deter your company from actually hiring the talent you need.

Be realistic about the responsibilities that makeup the majority of the role, and flexible on the nice-to-haves that can be learned on the job. Accounting professionals that exhibit success in those key areas may bring other experience that would better benefit the company – don’t miss out on considering them.

4. Partner with Hiring Experts.

Most companies can only devote a small part of its time to candidate searches — it has regular operations to run, after all. But for staffing and recruitment firms, developing a strong, health candidate pool is its bread and butter.

Recruitment firms save businesses cost and uncertainty while optimizing your search’s reach. Unlike internal acquisition teams who work on a reactive basis, recruiters are constantly nurturing long-term relationships with skilled professionals. That way, when a company has an urgent need, recruiters can quickly match the right candidate to the right opportunity without you having to miss a step.

Do you have a hiring need? Contact our team today.

Are You Taking Too Long to Hire?

Hiring is a fickle process. For one, companies must consider many factors when filling a position — expectations for the role, core skills required and culture fit to list a few. And finding a candidate that meets all of these requirements, understandably, takes time.  A new employee is a serious investment you want to feel confident in.

But taking too long to hire can actually cost you top talent. Today, companies’ hiring process spans an average of 23.8 days — 13 days more than the time it takes for a candidate to go off the market. They have options and your competitors know it. Still not convinced expediting your hiring process is important? Check out these key benefits that prove you can land quality employees fast without sacrificing your company’s values and goals.

Improve on Your Current Hiring Strategy

Reviewing your company’s current hiring process is a great opportunity to see where you can make improvements. Evaluate the core steps you employ to find and hire a new employee: the job description, type of search, interview process, job offer and onboarding period. Is your goal focused and clear? Where can you be more efficient? And most importantly, what’s the candidate experience like? An easy, speedier process reflects better on your company and attracts quality talent.

Save Your Company Money and Resources

The cost of hiring varies across businesses, but common expenses include external and/or internal hiring teams, job board fees, time spent recruiting candidates and overall cost of the unfilled role. Accelerating your hiring process minimizes the impact of these areas — allowing your company’s people to focus on what they do best.

Higher Acceptance Rates

Shorter hiring processes encourage two things: accessing and landing in-demand candidates. Decisive companies limit the interview process, allowing them to lock-in skilled professionals before they lose interest and find another opportunity. A faster time frame also curbs competing offers or counter offers from previous employers.

Are you looking to fill an open position quickly? Don’t risk taking too long to hire by contacting our team today.

2021 Q1 Accounting and Finance Employment Report

The theme for the start of 2021: cautious optimism.

As we turn the page on an unprecedented year, experts are looking to key indicators — including gross domestic product and the national unemployment rate — to make predictions of how quickly the labor market will continue to rebound from the impacts of the pandemic.

December’s national unemployment rate remained unchanged at 6.7%, according the U.S. Bureau of Labor Statistics, with job gains in professional and business services, retail trade and construction. But for professionals in the financial activities sector, the unemployment rate is much lower — hovering at 3.1%.

– U.S. Burea of Labor Statistics

Looking ahead to the rest of 2021, ITR’s Trends Report points to the gradual rise in the U.S. Industrial Production and U.S. Total Retail Sales as healthy signs of economic recovery. And on a larger scale, PwC Global projects the global economy to expand 5% — touting it as “the fastest recorded in the 21st century.”

We forecast what this means for employers and job seekers in Q1.

For Employers

After experiencing a brief holiday lull toward the end of December, staffing employment has bounced back up 2.8%. In fact, staffing jobs for Jan. 11-17 were nearly 1% higher than they were the same week last year, according to American Staffing Association.

This positive trend falls in line with Monster’s Future of Work 2021 Global Outlook Special Report, which found that “82 percent of the respondents plan to hire in the New Year, and 93% feel confident they will find the right candidates.”

Put plainly: all signs indicate companies plan to do a lot of hiring this year — and are already well on their way.

To remain competitive, employers must prepare to offer accounting and finance professionals a salary at market rate, as well as showcase an attractive benefits packages and strong company culture. Top hiring trends for 2021 also illustrate a focus on remote work capabilities and flexibility as key to engaging skilled workers.

For Job Seekers

If there was any unease for job seekers in 2020, it seems that trepidation has vanished with the change of the calendar year.

Eighty percent of candidates — passive and active in their search — see themselves working at a new company within the next 12 months, according to the 2020 Candidate Sentiment Study by American Staffing Association and ClearlyRated.

Whether it’s because of or is in spite of the pandemic, a rallying optimism around future employment opportunities is evident. And job seekers need to be prepared for a crowded candidate pool as they begin to apply for new roles. Having remote work accessibility and strong soft skills are crucial to helping you stand out from your peers.

Contact our team today for your job search or hiring needs!

What Recruiters are Looking for in 2021

You did it – you made it through one of the most challenging and unique years in recent history. Now what?

Economists are anticipating strong GDP growth in 2021 as the global economy stabilizes and continues to recover from the pandemic. But while hopes for a more normal workforce remains on the horizon, the impacts of last year have influenced how employers are growing their teams.

Century Group’s Senior Director of Executive Recruiting, ‎Deanna Gutman, shares her insights for what recruiters and hiring managers are looking for in 2021.

1. Adaptable Skill Set

For finance and accounting professionals, specific credentials, software skills and industry experience are important factors that help recruiters match professionals with roles they are best qualified for. But with last year’s swift changes to the workforce, employees were tasked with a new challenge: the ability to pivot and adapt in an evolving workplace.

Critical skills like problem-solving, communication and collaboration are more sought-after than ever as companies have shifted to remote work environments. Candidates who are able to exhibit their success during this transition and excel in their role is highly important in 2021. Some job-specific skills can be learned within the position, but the ability to adapt is a transferable skill that will benefit you in any job.

2. Proven Career Progression

Employers often seek professionals who have experience in the type of position their looking to fill. But that’s only part of the story.

“If your resume shows that you’ve been a Senior Accountant for 10 or more years, that can be viewed as a red flag,” explains Gutman. “Companies want to see progression, good experience and a candidate who isn’t afraid to take on new responsibilities and challenges.”

3. Technology Proficient

Successfully adopting new technologies has been the name of the game for years as systems continue to evolve and change. But 2021’s shift was much more drastic.

Remote work became a requirement for many professionals — forcing them to learn the ins and outs of video conferencing and other communication tools at a moment’s notice. Hiring managers and recruiters will inquire about worker’s own proficiency in this area, including evaluating how well you communicate and portray yourself through virtual interviews.

4. Demonstrate Self-Motivation

A follow-up to No. 3, self-discipline was key for professionals to remain committed to their work and persevere in remote environments. Candidates who can demonstrate that they are self-motivated through past employment experiences are more likely to succeed in today’s job market, explains Gutman.

“Companies want people who are self-motivated, disciplined and curious about the company,” she says. Ask questions, show initiative and be open to new ways of approaching tasks or problems.

Expedite your job search with the help of our experienced recruiting team. Submit your resume today to be matched with roles you are best qualified for!

Everything You Need To Know About Colorado’s Equal Pay for Equal Work Act

As we prepare to usher in 2021, Colorado employers should add the state’s “Equal Pay for Equal Work Act” to its list of things to consider.

Effective Jan. 1, the new law protects against pay discrimination on the basis of sex (or sex in combination with another protected status). It also forbids an employer from seeking the salary history of employees — preventing them from using that information to determine a wage rate for a position — and requires an employer to disclose certain compensation and promotion information.

Century Group General Counsel, Fawn Wright, breaks down the Equal Pay for Equal Work Act and highlights several areas for both clients and candidates to keep in mind.

Key Takeaways

  • Any employer (public or private) who employ at least one employee in Colorado must comply.
  • Employers are prohibited from discriminating on the basis of sex (or sex in combination with another protected status) by paying employees of different sexes different amounts for substantially similar work, regardless of job title, based on skill, effort and responsibility.
    • Other protected statuses in the workplace include race, creed, color, ancestry, disability, sex, religion, familial status, marital status, sexual orientation, age, citizenship status, genetic information and national origin.
  • Wage differentials may be permitted based on:
    • A seniority system;
    • A merit system;
    • A system that measures earnings by quantity or quality of production;
    • The geographic location where the work is performed;
    • Education, training or experience reasonably related to the work; or
    • Travel, if travel is a regular and necessary condition to the work.
  • Employers must not seek salary history from a prospective employee, retaliate against a prospective employee who does not provide salary history, rely on salary history to determine the prospective employee’s wage, or prohibit employees from comparing or otherwise discussing their respective wage rates.
  • For all job openings that could be performed by a Colorado candidate or employee (including promotions), employers must provide the pay range of the position and a general description of any bonuses, commissions, or other compensation, as well as of any employment benefits.
  • With limited exceptions, employers must announce all promotional opportunities to all current employees (except those entirely outside of Colorado) on the same calendar day and prior to making any decisions on the promotion.
  • Employers must preserve records of each employee’s job description and wage rate history through their tenure at the company — plus an additional two years.

Best Practices

  • Review your hiring practices to avoid asking salary history questions.
  • When discussing salary with a candidate, develop a script clearly explaining that you are not asking for their salary history or what her or she is currently making, but are simply asking for their expectations.
  • If the candidate — without any prompting — voluntarily discloses his or her salary, be sure to document in writing the circumstances of the disclosure.
  • If the candidate discloses his or her salary information and it benefits them, you should also document in writing you received authorization from the candidate to disclose this information to the employer.

Are you a client or candidate seeking assistance with your search? Contact us today.

Your Guide to Successful Video Job Interviews

Job interview prep looks slightly different over the last several months. Video job interviews are increasingly becoming the norm, requiring candidates to add computer placement, internet connection and learning new body language cues to their list of to-dos.

We’ve rounded up some of our key tips to helping you ace your next video interview. That way, you can focus on the most important part: landing the job.

1. Find an Optimal Interview Location.

Locate a space in your home or remote workspace that is quiet, offers great lighting and has a neutral background. Avoid settings that feature your bed or place you in front of a window.

2. Test Your Technology Beforehand.

Take 10-15 minutes prior to your scheduled meeting to set-up your interview station and ensure your technology is working. Some items to include in your checklist: internet connection, headphones or sound, webcam and battery life of the device. For best results, ensure the camera is at eye-level.

3. Dress for the Camera.

Similar to in-person job interviews, it’s always best practice to dress to impress. Professional attire is preferred, but focus on wearing soft rather than bright colors or distracting patterns. This also goes for men when selecting a tie to match with their ensemble.

4. New Body Language Cues.

Video interviews can make human interaction feel stilted, and an already stressful conversation even more uncomfortable. But focusing on eye contact and controlling your body language can help convey confidence to the interviewer, even through the screen.

When speaking, make sure to gaze into the camera rather than the image of the interviewer on your screen. Make sure your back is up-right against your chair and limit any unnecessary fidgeting. Other common cues like not letting your eyes wander or nodding your head when the other person is speaking can show that you’re equally engaged in the conversation.

5. Treat It Like an In-Person Interview.

In all the ways that truly matter, your actions during a video job interview aren’t much different than that of an in-person meeting. Relying heavily on notes or having your smartphone handy both take your focus away from the interview. Remember: this is a conversation. You should have your key selling points memorized — only refer to notes for questions or other thoughts that drive the dialogue.

6. Prepare for Unwanted Distractions.

The best offense is a good defense, right? Have a back-up plan if something goes wrong because chances are, it will. Make sure you have the phone number of the interviewer, so you can quickly call if you’re unable to log into the virtual meeting.

If there’s an unexpected noise or disturbance outside of your controlled environment, don’t panic. Simply apologize for the disturbance and ask if you can mute your mic until it subsides. The same goes for unexpected housemates entering the frame during the interview. Apologize, mute your mic, shut off your camera, address the situation and move on.

7. Prepare for Recorded Interviews.

Some employers choose to have candidates enter a pre-recorded video conference where, after logging in, pre-recorded questions or text will appear on the screen. Candidates will only have an allotted amount of time to respond, so make sure you have your responses at the ready. Similar to live video interviews, maintain eye contact with the camera lens and use a conversational tone when providing your answers.

For more job search tips and insights, visit our blog.

2020 Q4 Accounting and Finance Employment Report

In a year like no other, this economic trend continuing into Q4 is a welcome one: steady growth. The U.S. Bureau of Labor Statistics reported an added 661,000 jobs in September, with unemployment dropping to 7.9%.

“These improvements in the labor market reflect continued resumption of economic activity that had been curtailed due to the coronavirus (COVID-19) pandemic and efforts to contain it,” the BLS says. “In September, notable job gains occurred in leisure and hospitality, in retail trade, in healthcare and social assistance, and in professional and business services.”

In fact, the UCLA Anderson Report’s already optimistic forecast projected the national unemployment rate to hit 7.8% by the end of 2020 — a figure we’ve nearly met at the top of Q4. That number for college-degreed professionals was even lower in September, falling to 4.8% from 5.3% in August.

2020 Q4 accounting and finance employment report

 

 

 

 

 

 

 

 

 

 

 

 

– U.S. Bureau of Labor Statistics

For Employers

As various sectors continue their rapid recovery, the influx of skilled accounting and finance professionals on the market for the past several months is quickly dwindling. Professional Services and Financial Activities — the two industries where our niche falls — had an unemployment rate of 6.6% and 4.4%, respectively, and demonstrates the growing demand for these candidates.

The pandemic has shifted many job seekers’ priorities, requiring companies to make the necessary adjustments to attract top candidates. Some of these include highlighting a strong company culture — one that emphasizes its employees’ well-being — and growth potential in their new role. Employers should also expect to offer flexible work arrangements when hiring in the near term.

Contact our recruiters for more candidate insights and hiring trends, so you can find the right talent to grow your team.

For Job Seekers

This hiring environment has made it imperative for workers to be adaptable. Being remote-ready is no longer a nice-to-have, but a must. And proving that you can be a productive, resourceful employee in a work-from-home setting is key to your hireability during the interview process.

For accounting and finance professionals looking to grow their resume or diversify their industry experience, taking on temporary or interim assignments is a great option. Employers are always seeking accounting and finance talent to help their management navigate uncertainty, regain financial stability and forecast the future. According to the American Staffing Association, 30% of staffing companies are reporting gains of new assignments week-to-week — illustrating how companies are turning to temporary workers to handle these responsibilities.

Check out our latest temporary and permanent jobs nearest you.

5 Ways to Develop Your Ability to Adapt – and How to Interview for It

There’s no question which trait is most in-demand by employers in wake of COVID-19: adaptability. As companies and, more specifically, professionals, have had to make adjustments to where and how they work, this characteristic has been essential to continuing to do what we do.

Do you find it challenging to acclimate to new or sudden change? Are you looking to hire new employees that exhibit a willingness to embrace the unexpected? Here are a few ways to develop your ability to adapt — and identify the individuals who have proven that they can.

Developing Your Adaptability

1. Learn to Play Devil’s Advocate

It’s easy to hear a good idea and latch on immediately — quickly moving to the next steps in the development process. Instead, try to take on the role of thoughtful skeptic. Providing different viewpoints — even if you don’t completely agree or support them — can lead to new solutions that may prove more exciting and innovative than the original.

2. Change How You Respond

We often let negative feedback cloud our judgement. But accepting the bad with a little positive resolve can make all the difference. Most importantly: be willing to make mistakes. Write down various ways to solve or navigate around the issue and test, test, test. The simple act of jotting down ideas can be the key to unlocking your creativity, and furthermore, your ability to adapt.

3. Try to Fix a Problematic Process

Strengthen your adaptability muscle with some experimentation. For those who are uncomfortable with trial and error, identify a process or issue that could use improvement. Find something that isn’t urgent or too high-stakes, so you feel more freedom to play and less to perform.

Interviewing for Adaptability

1. Ask “What If” Questions

It’s undeniable: businesses face a lot of change. So, hiring managers should interview for candidates that are not only accepting of this fact, but welcome it. One tactic to identifying adaptability early on is to pose “what if” scenarios in the interview process. Hearing how they would approach the situation and how clear their vision is can give you some insight into how they handle change.

2. Look for an Exploratory Attitude

Gauge the professional’s aptitude for stepping outside of their comfort zone. Do they stick to their favorite restaurant? Or are they on the hunt for a new favorite restaurant every week? Those who are open to exploration in their personal lives tend to extend that to the workplace — helping to keep your company at the forefront of emerging technologies and methodologies.

Do you have any hiring needs or are looking for a new career opportunity? Contact our team today!