Author: apatel

3 Productivity Tips to Get More From Your Workday

Burnout is a serious thing right now. Whether from video conferencing, remote work or any number of stressors this year has brought on, staying focused on your everyday tasks can be difficult.

We get it.

That’s why we’ve put together a list of productivity hacks that can help you get back on track — and closer to accomplishing your daily goals.

1. Wake up earlier.

Catching extra Zs in the morning may seem like a logical method to getting more out of your day. More rested, more productive, right? Well, those few minutes can actually be draining your overall effectiveness. Giving yourself an extra 10 or 15 minutes to focus on you — whether through meditation or to plan your day — can eliminate some of the stress the early morning rush can leave behind. And most importantly, sets you up for success.

2. Use the alarm system.

Do you ever get stuck on a single project — not realizing that you’ve spent hours circling the productivity drain? This scenario happens often, especially when burnout is an issue. But sometimes all we need is a little jolt to get moving. Creating a random alarm system on your phone is an aural signal to yourself to take a step back, evaluate your progress and start on something new, if necessary. Setting the final alarm a few minutes before the end of your workday can also help establish a clear break between your work and after-work life in the evening, allowing you to wrap up what needs to be done before calling it a day.

3. Write down your priorities.

Gone are the days of to-do lists for menial work — it’s all about framing your workday around a few key priorities. Jotting down one to three important goals you want to achieve each morning can help you remain motivated throughout the day, and help fend off those bouts of sluggishness by providing a sense of purpose. The physical process of writing down daily goals can also give you that much sought after thrill of accomplishment the act of crossing things off your list can generate.

Browse our blog for more productivity tips and job-seeker insights.

2020 Q3 Accounting and Finance Employment Report

Twenty-twenty has proven itself to be a historic year in many ways — and June’s jobs report was no different. According to the U.S. Bureau of Labor Statistics, employers added a record 4.8 million jobs last month as the national unemployment rate continued its steady decline to 11.1% from April’s 14.7%.

This is the fastest employment increase in history, with 27% of lost jobs returning within May and June. And the momentum translated to other areas, as well. Staffing Industry Analysts reports that temp jobs rose by 148, 900 in June, and job postings were also up 15% from the last week in May — illustrating a broader increase in economic activity.

2020 Q3 accounting and finance employment report

 

 

 

 

 

 

 

 

But as the country at large continues to navigate city and state mandates in response to the pandemic, the market’s cautious comeback requires both employers and talent to remain flexible and remote-ready in Q3.

CENTURY GROUP’S FORECAST

For Employers

In June, Business and Professional Services — the industry accounting and finance professionals are grouped — added 306,000 jobs. In fact, BLS reports of those gains, accounting and bookkeeping services added 18,000 positions last month. But as the hiring market ramps up, employers must continue to focus on the needs and ever-changing priorities of today’s professionals.

According to a recent survey by Haley Marketing Group, the pandemic has made flexibility and meaningful work even more valuable to employees. Rather than compensation, an engaging culture that prioritizes the health and happiness of its talent is critical to job satisfaction. To ensure this, companies with strong communication and transparency measures are more likely to create an environment that benefits everyone. Check out these key considerations for both employers and employees to promote a safe return to the workplace.

For Job Seekers

While the national employment rate hovers around 11.1%, that number for college-degreed workers was 6.9% in June. Credentialed and skilled accounting and finance professionals remain in-demand for employers — especially those with proven ability to successfully work both remotely and onsite.

And despite the circumstances, many employees are re-evaluating what makes an ideal career. Job seekers should seek partnership with a recruiting and staffing firm or expand their professional networks to find the best new opportunity. Now that remote work is becoming the norm, don’t be afraid to apply for work that meets your needs but is out of region. Taking on temporary assignments, which are also on the rise, can allow you to grow your skill set and professional experience.

To get hiring help or find your next role, contact our team.

3 Ways to Create a More Diverse and Equal Workplace

The past several years have brought many prominent social issues to the forefront of discussion — forcing us to analyze how modern businesses operate. And with the rekindling of the Black Lives Matter movement and spotlight on systemic racism’s continued presence in society, the need for creating a more diverse workplace is more important than ever.

See, this is more than an outward gesture, but can impact a company’s bottom line. Professionals in a diverse and equal workplace are more engaged, attract talent and can spur higher profitability and creativity.

From requiring in-house discrimination and harassment training to making a commitment to building a fairer workforce, here are three effective ways companies are working to create a more diverse and equal workplace.

1. Be Accountable

Lip service and public announcements are nice, but putting those promises into action is where it really matters. Provide a safe space for employees to communicate their feedback or experiences. Establish regular seminars or programs that educate workers on how to be an ally or support their colleagues in the office. Many platforms, including LinkedIn, have free courses and materials to help instill inclusivity as part of the company culture.

2. Take Actionable Steps

Constructive feedback isn’t always easy to receive. But it’s imperative that workers feel safe to not only share their input, but see that it’s being taken seriously. Actionable steps like making donations to organizations is a laudable, effective gesture of showing your company’s commitment to a more diverse workplace. However, smaller strides can be just as impactful. Simply being transparent with how you plan to address any raised issues will go a long way.

3. Build a Diverse Pipeline

Probably the strongest and most important method to moving your company in a more diverse direction: the hiring process. Everything from the word choices in job postings to the type of interview questions asked can result in biased hires. “Blind” resume reviews that eliminate the name, sex or any other identifying factors can help eliminate this. As well as establishing standardized questions and including other employees in the interview process with different perspectives.

For more hiring insights and trends, check out our blog!

 

Remembering Century Group Co-Founder, Don Yaeger

Century Group is saddened to announce the passing of one of its co-founders, Don Yaeger, early this month. Yaeger was instrumental in establishing the firm in Los Angeles 30 years ago — as a place where team members are encouraged to apply their individual strengths and experiences toward achieving results for our clients and candidates.

“Don was very good at uncovering the non-financial motivators, the key drivers, for career growth in a job change,” notes longtime colleague and Century Group CEO, Ron Proul. “Something our Century Group Concept embraces today as we match talent to clients’ needs.”

Yaeger began his career in New York City, applying his two master’s degrees in behavioral development and psycho-diagnostic testing to the evaluation of human motivation and potential. Part of his role required him to interview people to understand what makes them tick. He was soon asked to use this unique experience in assisting a major company identify and select a new vice president, ultimately sparking Yaeger’s love for the world of recruiting.

His first job in recruiting was with a firm specializing in the placement of CPAs in Los Angeles in the late 1970s. There, he began honing his unique approach — one that incorporated his educational background into the storytelling style that served him so well over the next 35 years as one of Southern California’s leading executive recruiters.

“Don cared and thought deeply about the chemistry fit of a client and candidate. He could look beyond the quality of a resume and tell you why this person would do well in that environment, for that manager, in that role,” says Dave Liebman, Century Group Director of Executive Search and former colleague of Yaeger. “Don always had candidates who he believed in so much that it was no surprise when he succeeded in placing them.”

In 1989, Yaeger reached out to former colleague, Harry Boxer, about launching a new executive recruiting firm, and the rest was history — Century Group was born. For the next 25 years, he was a top executive recruiter within the firm and a committed teacher of his craft to the dozens of recruiters — new and experienced — that had the privilege of learning from him.

His innate ability to connect with people was integral to his reputation as an original relationship builder. Yaeger believed in finding the right opportunity for each candidate, which remains a core value of the company and key to its continued success.

“Over the last few weeks, many of us have reflected fondly on Don’s personal impact within the firm. His exhaustive approach to understanding each person was something his candidates, clients and colleagues remember about him today, years after his retirement,” Proul says. “He was a good friend and a cornerstone of Century Group. May his memory be a blessing to everyone he knew.”

How to Prepare for a Safe Return to the Workplace

As companies begin cautiously welcoming employees back to the workplace, it’s important both employers and employees are prepared for what that really means. We share key considerations both should evaluate to help provide a safe working environment for all.

For Employers

Monitor and Maintain a Healthy Workforce

For employees to feel comfortable returning to the office, employers should make them feel like their health is of utmost importance. That means encouraging workers to stay home when sick and establishing an open line of communication to discuss health concerns moving forward. Enlist their input when it comes to creating a more inclusive, thoughtful return-to-work plan — and be flexible. After all, guiding your staff openly and empathetically is essential for a successful transition, and can have a positive impact on company culture.

Create Safe Workspaces

Providing employees with distanced workspaces, masks, gloves and other personal protective equipment aligned with CDC health and safety recommendations will enforce the message that you care about your workers’ well-being. In fact, a new product designed to help businesses safely reopen, Collective Go, shows that the use of masks and social distancing can lower the risk of workplace outbreaks to below five percent. Additionally, posting guidelines throughout the space helps reinforce ways for workers to protect themselves and keeps health top of mind.

Minimize Contact

Staggering return dates, incorporating alternating schedules and other strategies for your team can help minimize contact and ease them back into the office comfortably. Continuing with virtual meetings and video conferences — even with everyone in the office — also keeps with social distancing recommendations.

For Employees

Prepare for a Coronavirus-era Office

Work as you remember it is a thing of the past — at least for now. As your get ready for your first day back in the workplace, expect some changes and accept your role in keeping you and your colleagues safe.

Protective Equipment, Social Distancing and More

Many office buildings and employers are requiring employees to wear masks while walking freely in public spaces. While others, taking a more cautious approach, may ask staff to take their temperature at the start of the work day. And touch-less entries, limited elevator rides and sterile workspaces have been adopted in offices throughout the the U.S. But for all of these new safety measures to be effective, employees must do their part to follow them. Wash your hands often, stay six-feet-apart from colleagues and refrain from sharing office materials.

Remain Cognizant of Your Health

The time of work martyrdom is over. If you’re feeling ill, resist the urge to power through in the office and stay home. The health and safety of your coworkers is dependent on it. High-risk professionals and those who are fearful of possible exposure should discuss these concerns with their employer. Many businesses are following CDC and OSHA-recommended guidelines, and are encouraging transparency with workers in discussing health-related matters. In some cases, workers are entitled to protected time off and pay, if appropriate. And employers are more open to accommodating workers on an individual-basis.

For more career advice or help with staffing during this transitional period, contact our recruiters today.

3 Ways to Build Your Network Virtually

Like most things in the last several months, in-person networking events and seminars have vanished from our social calendars. And in their place — well, not a whole lot.

Lucky for us, social distancing measures have reinvigorated our craving for human connection. And professionals are using this time to develop deeper working relationships and grow their nexuses, even if it is digitally. Don’t put your career development on pause, and use these three ways to successfully build your network virtually.

1. CREATE A GAME PLAN

Be intentional with your networking goals. What is it that you’d like to achieve with your new connections? A mentor relationship? Learn a new skill? These are all questions you should ask yourself before seeking new contacts, warm or cold. And remember: be genuine. People can instantly sense when an approach is coming from a self-serving place rather than a mutually beneficial one. Each new message or introduction is a seed that may or may not sprout — and that should be OK with you. But if you’re generous and can offer something valuable in return, people will want to buy into that.

2. TECHNOLOGY IS YOUR FRIEND

Be proactive with your networking efforts by asking to schedule virtual cups of coffee with new contacts. With stay-at-home orders and other isolation measures in place, people are more open to these type of interactions. Busy schedules have cleared and important meetings indefinitely postponed — take advantage of this unique time by developing these relationships now. Pro-tip: Don’t let the meetings be a one-time thing. Make sure to nurture your new relationships with follow-up video chats and continued conversations.

3. GET ACTIVE IN YOUR COMMUNITY

Just because in-person events are no longer an option, there are still various virtual opportunities to stay active in your professional community. LinkedIn is a great platform for finding topical events in your industry, especially with its unique Pages tool that enables users to drive awareness of their online events. Meetup is also a free, user-friendly online service that allows professionals to find the best, most relevant events for them. Embed yourself in the conversation and look out for ways to engage with people following the event. You never know where your next great connection will come from.

Are you looking to grow your career? Submit your resume to connect with our team of recruiters, or browse our blog for more career advice.

 

 

3 Tips to Help You Land the Job Interview

The job search is a process — a series of steps that get you from finding that perfect career opportunity to actually signing an offer letter. And the first significant hurdle to pass: landing an interview.

Job seekers often bypass this step, and instead choose to focus on preparing for the event before they’ve even been contacted by a prospective employer. Start your search on the right foot and increase your chances of getting a job interview with these tips:

1. TAILOR YOUR PROFILE TO FIT THE ROLE

So you’re the best candidate for the job? Prove it. Creating a clear and consistent professional image across all platforms helps recruiters and hiring managers quickly gauge your skill set, experience and qualifications for the specific role. This includes restructuring your resume, social media profiles and cover letter to tell the same story: that you can successfully meet the expectations of the position and deserve an interview.

Director of Recruiting Anton Cuyugan stresses the importance of forgoing fluff on your resume for tangible information like education, work experience and software skills. After all, hiring managers scan for select keywords and abilities that are applicable to the role — not if you consider yourself to be a “hard worker” or not.

Pro tip: Properly label your resume with your name and the position you’re seeking, and double-check that all files can be opened.

2. FIND AN “IN” WITH THE COMPANY

One of the most effective methods of being invited for an interview is to utilize your network. Companies are more likely to give candidates an opportunity to prove their value with an in-person meeting if they’re referred by someone they trust and have an established relationship with. Our suggestion? Leverage a recruiter’s — or your own — connections.

“If you’re applying online, you’re in a queue of 50 to 100 resumes,” Cuyugan explains. “And if the need is urgent, companies are going to go with someone they’re already talking to. We’re getting your resume to the front of the pile, and you’re also getting a personal recommendation.”

Resources like LinkedIn are also a great option to find professionals working in the company that may already be in your network. First- and second-degree connections can help make those important initial introductions and pave the way to an interview.

3. APPLY THE RIGHT WAY — AND IN A TIMELY FASHION

Following application guidelines is an early indication to future employers that you pay attention to detail and can follow through with projects. Learn the name of the hiring manager so you can personalize your communications and ensure your information is getting to the right person. It’s also a great way to lay the groundwork for the research that you’ll need to do once you land the job interview.

And if you find a career opportunity to pursue, jump on it. Applying within the first couple days of a job opening increases the chances that your resume will be properly reviewed. One follow-up email to reinforce your interest and fit for the role is also a useful tip, Cuyugan says.

Are you ready to start your search? Submit your resume to connect with a recruiter today!

How to Promote Remote Team Bonding

As much of the U.S. settles into the changes brought on by the pandemic, employers are working to adjust accordingly. One area that your business may be overlooking: maintaining a strong company culture.

See, just because your employees are working from home, that doesn’t mean creating a collaborative, inclusive work environment isn’t important. In fact, it’s more essential now than ever to ensure your workers don’t feel isolated. Help promote engagement and remote team bonding with these virtually inspired ideas.

Encourage Water-Cooler Chats

While collaborating with colleagues through email and instant messaging is a common practice in the workplace, encourage your team to reach out to one another for non-work related conversations, too. Strong interpersonal relationships among coworkers breeds trust and results — a sense of unity toward achieving a common goal.

Video Conference, Video Conference, Video Conference

Sure, text communication is valuable and a preferred method by many professionals. But nothing can beat the ease, clarity and comfort of face-to-face conversation — lucky for us, video is pretty close. Schedule routine video chats to touch base with your team, and utilize ice breaker activities to engage your employees. For example, gauge how members of your team are doing by playing a quick round of “Red Light, Green Light” to start the conference. Or, take a page from the past by having each person “show and tell” a chosen item or household pet for a few minutes to kick off the meeting. Any exercise that inspires team-building can quickly dispel feelings of isolation, while getting to the root of potential concerns early on.

After-Hours Fun

Signs of a great company culture can be seen by how the team interacts off the clock, too. Happy hours, group lunches and the like also spur a sense of belonging — and, most importantly, can translate remotely. Free video apps like Zoom are a great place to host virtual meals and drinks. While game-based applications allow users to see one another in a fun, competitive environment. Houseparty is an easy-to-use tool that’s gained recent popularity, allowing players to enjoy games like Quick Draw and Trivia and naturally promotes remote team bonding.

Is your team adjusting to remote work? Check out our blog for more tips and insights.

 

 

2020 Q2 Accounting and Finance Employment Report

Within the last several weeks, stay-at-home measures have shut down normal life in California and much of the United States. Most reports indicate a dramatic increase in layoffs that is both historic in size and speed. The pandemic has impacted nearly every facet of life as we know it — from the way we grocery shop to how we interact with one another. Schools, retail, offices and manufacturing plants have had to learn to work remote, while essential services in health care, grocery stores, distribution services and construction are seeing rapid increases in activity levels.

Overall, these developments point toward a sharp drop in GDP in Q2. According to Goldman Sachs, we can expect “declines in services consumption, manufacturing activity, and building investment to lower the level of GDP in April by nearly 10%, a drag that we expect to fade only gradually in later months.” The venerable investment banking firm is now forecasting quarter-on-quarter annualized growth rates that could hit -24% in Q2. That said, they’re projecting a rapid acceleration of the economy by as much as +12% in Q3 and +10% in Q4.

At the heart of these predictions is the general belief that prior to the impact of COVID-19, the economy was not in a recessionary phase of the business cycle. In fact, the growing consensus appears to be that economy was strong. And, assuming we don’t wait too long to restart, it will ramp back up over the remainder of 2020 and throughout 2021. Alan Beaulieu, lead Economist for International Trends Research, recently put this process into perspective: “The lights will come back on like the fluorescent lights on the factory floor… they won’t come on immediately … they’re going to flicker a bit and they’re going to come on in different parts of the factory … but they will come on. The same is true for the economy as a whole … it will come back, but certain parts of the economy will come back faster than others.”

On the employment front, the U.S. Bureau of Labor Statistics reported the national unemployment rate climbed to 4.4% in March. This represents only the beginning of the effects of social distancing measures, with ITR forecasting an increase to 15% in April and May before starting a relatively speedy decline as the country comes back to work. The March numbers showed a total of 701,000 jobs were lost, with major declines in food services, retail trade and manufacturing. Still, after a decade of record growth and demand, it appears that degreed professionals and managers in the fields of accounting and finance have been largely spared to this point — likely the result of the extraordinarily tight labor market that preceded the crisis.

CENTURY GROUP’S FORECAST

For Employers

Finance and Accounting executives have been at the forefront of the rapid transformation in the way we work — transitioning entire departments to remote work over the course of days. The challenge: learning to manage teams of remote professionals and temporary associates. Early reports of successful transitions point toward the key role of communication — setting clear expectations, providing support, holding frequent team meetings via phone and video and building new tools for maintaining productivity and accountability.

We have remote-ready accounting and finance professionals available on a direct hire and temporary basis. Contact our team to learn how we’ve helped other clients with hiring in the new world of remote work.

For Job Seekers

Is it too obvious to say that the hiring landscape has shifted drastically within the past month? But the more things change, the more they stay the same.

Great companies and great teams are still built on having great people. That’s never more true than when you’re facing a crisis. We’ve been impressed at how quickly our clients have adapted to current conditions by moving to remote work arrangements. And we’ve seen the same adaptability in the people we represent. The only constant is change. Leading companies continue to build their teams; they continue to hire, execute interim roles and complete key projects in response to the challenges they’re facing. They need great people.

Keys to success in this new environment:

  • Be Remote Ready: Develop a remote work routine and work space.  Acquire and learn the necessary technology tools.
  • Video: Get comfortable video interviewing.  Practice.
  • Remote Networking: Let professionals in your network know you’re open to new opportunities, as well as to recruiters using LinkedIn Recruiter.
  • Find a Partner: Build a relationship with a professional staffing and executive recruiting firm to gain access to a select group of hiring managers.

Submit your resume today to connect with one of our team members.

8 Proven Methods to Making Your LinkedIn Profile Recruiter-Ready

When it comes to job boards and finding new talent, LinkedIn remains the top resource for recruiters. After all, it’s the world’s largest professional network on the internet — with more than 30 million companies represented and 20 million-plus open jobs.

That’s a lot of data to wade through. To get the attention of recruiters, you’ll need to do some of the heavy lifting — make your profile work for you. Century Group Talent Acquisition Manager, Megan Helgeson, shares eight proven methods to making your LinkedIn profile recruiter-ready.

1. Make a Strong First Impression

“First impression is always going to be their picture,” Helgson says. “It’s proven that having a picture makes recruiters more likely to visit your profile.” Don’t have a professional headshot at your disposal? No problem. Recruit a friend or family member to snap a photo of you in your favorite business attire ensemble. Stage it in front of a wall or clean background. And avoid filters, car selfies and other busy settings.

2. Showcase Your Education

Give yourself credit where it’s due. Helgeson frequently comes across candidates’ profiles who only list their university without including the type of degree completed — eliminating themselves from filtered LinkedIn Recruiter searches. “If the position requires a certain degree, but a candidate doesn’t have theirs listed, they won’t pull up in the search,” she explains. “Recruiters might assume that you didn’t complete your degree and pass by your profile. You worked hard for it — show it off!”

3. Promote Yourself — Not Your Employer

Focus on highlighting your value proposition, experience and skills in the “About” summary. And while it’s OK to mention your current company, best practice is to use this space as an elevator pitch — make it personal. “Don’t be afraid to use first person or showcase your personality,” she says. “Keep your industry and audience in mind. But if a recruiter wanted a play-by-play of your career history, they would scroll to your experience.”

4. Keep Your Contact Information Updated

If you choose to make your contact information public, make sure it’s updated. For example, Helgeson recalls instances where she’s tried to make a connection with a candidate, only to realize the phone number listed was from their previous job. For email, use or create a professional account. “Just make sure you are checking it regularly, so you don’t miss out on opportunities,” Helgeson says.

5. Let Recruiters Know You’re Available

Are you on the market? Signal recruiters by utilizing LinkedIn’s “Open to Opportunities” function. There are two privacy settings: one that notifies you of who visits your page, and another that restricts that visibility to only recruiters using LinkedIn Recruiting. But beware. While LinkedIn tries to hide your availability from recruiters at your current company, your privacy isn’t 100% guaranteed.

Also list the type of opportunities you’re open to, Helgeson says. But use this wisely. Only do so if you’re singularly interested in exploring those type of positions, as this could restrict recruiters from taking a potential job application seriously if it doesn’t match. “This is also a great tool to use if you are looking to make a career pivot,” she explains. “Listing that you are interested in an opportunity that doesn’t necessarily match your career path let’s recruiters know that you are ready for a new challenge.”

6. Make Yourself Visible with Skills and Endorsements

Recruiters regularly use this feature to search for candidates, so make sure to include all that apply to you. Helgeson offers a pro-tip for pairing with opportunities you’re interested in on LinkedIn. “Check out the ‘How You Match’ section to see what skills that opportunity requires. If you have experience in a skill they want but it’s not reflected on your profile, go back and add it!”

7. Use Your Experience to Highlight Your Professional Performance

Ensuring your current and previous roles are listed and up-to-date is an easy, important step to illustrating your professional career accurately. Use this area to share the companies’ mission statements so recruiters can get an idea of your industry experience — as well as your specific job duties and achievements in the role.

8. Engage Your Network

“The way you interact with your network matters, and recruiters can see your recent activity from your profile,” Helgeson says. “Get involved! Leaving words of encouragement on your colleagues post, sharing a helpful article and helping others connect all reflect positively.” Remember: be mindful of your very visible interactions — always keep it professional.

Are you open to new opportunities? Submit your resume and our recruiters will reach out to you if there’s a match. Browse our blog for more career advice and insights.