Author: apatel

How to Job Search During the Pandemic

The hiring environment for job seekers has been favorable over the past couple of years — candidates know it, employers know it. But the past several weeks have brought life as we know it to a halt.

Still, that doesn’t mean your job search has to. From working remotely and hiring freezes to industries experiencing new surges, many companies are experiencing a shift in their operation. And your approach to finding your next career opportunity should follow suit. Here are a few ways accounting and finance professionals can alter their job search during the pandemic.

Follow the Jobs

First and foremost: employers are still hiring. Essential sectors like healthcare, emergency services, food and agriculture and transportation continue to run at full speed — and most importantly, all require accounting staff to function properly.

Recruiting and staffing firms are fielding requests from businesses for both temporary and permanent candidates to help fill their open positions. Reach out to these agencies to get your resume in front of hiring managers more quickly. Even if they’re unable to place you right away, developing these relationships now will get you in the queue once the employer is ready to move forward.

Establish Your Remote Work Routine

Well before COVID-19 made working from home the new normal, telecommuting and flexible work environments were already gaining popularity among professionals. But it’s imperative that you develop a work-from-home routine, so you can demonstrate your effectiveness to your future employer. After all, working remotely is a skill set in its own right. Designate an area or surface of your home where you’ll conduct business during the workweek. Stick to the same work hours each day. And make sure you have a transparent communication method in place, so you can be quickly accessible when needed.

Engage Your Professional Network

Successful candidates know this to be true: it’s all about who you know. What better time to connect with people at a time when individuals are seeking it most? Nurture your network. Check in with old colleagues, fellow alumni or people in a similar industry than you. Offer to set up a virtual cup of coffee to discuss how they’re doing during this pandemic. Another way to boost your online identity, if you’ve been itching to write a think piece or put your professional perspective on an important topic in your field, now is the time. This is a great conversation point to discuss with new contacts — and an impressive note to share with recruiters and hiring managers.

Are you looking for a remote employment opportunity? Submit your resume today.

8 Productivity Tips for Working Remotely

Establishing a nine-to-five routine in the office comes with the territory. There’s the morning coffee, lunch at your desk or out with colleagues, maybe a few meetings in the afternoon and a quick look at tomorrow’s agenda before packing it up for the day. Wash, rinse, repeat.

But when working remotely, those well-set parameters go out the window — and that can include your productivity. We’ve rounded up eight productivity tips for working remotely, so your performance can return to business as usual.

1. Create a Designated Work Space

Our home typically functions as an escape from work —  a place to unwind and decompress after a hard day in the office. But you can still create a similar setup for yourself when the space must operate as both. Dedicate a specific room or surface as your at-home office. That way, your mindset can transition into business mode when working in that area more easily.

2. Plan Your Agenda in Advance

This best practice is just as useful at home as it is for your everyday work life. Organizing your desk in the morning can take up a lot of valuable time — save that activity for the end of the day. Remember: this plan is flexible and can change for urgent projects or tasks.

3. Structure Your Workday

The workday can sometimes blend into an unending fog without the boundaries established by in-person meetings and usual office fare. Actively structuring your day’s agenda with the use of your company calendar can help. Once you have your agenda in place (see previous tip), block out periods on your calendar to alert you when it’s time to switch tasks, so you can remain productive. Pro-tip: include stretch breaks or times throughout the day to step away from your computer throughout the day. Your mind and body will thank you.

4. Prepare Your Meals the Night Before

Another productivity hack that can transition to your remote work lifestyle, meal prepping the night before is a great way to develop a work-week routine that sticks. Sure, it may seem tempting to cook an elaborate, home-cooked breakfast or lunch with your kitchen a mere few feet away, but this can create some discord in your now well-structured workday. Remote working relationships require trust between you and your employer — don’t put that in jeopardy by performing non-work tasks outside of your allotted meal break.

5. Protect Your Time

That being said, many workers feel the need to work harder while working from home because those barriers between your office and home life are less defined. Don’t let burnout affect your productivity. Establishing in- and out-of-office hours with your fellow inhabitants, colleagues and managers are key.

6. Communicate Your Expectations 

A follow-up to the former tip, clear up any unnecessary miscommunication with your roommates, family and colleagues so everyone is on the same page. Voicing these expectations, such as establishing a work-only time range for each day or regular check-ins throughout the week, helps keep you and your team moving forward.

7. Get Comfortable with the Phone

We get it. In a time when text and email is the preferred communication method, jumping on a call is typically the last resort. Well, working remotely changes things. To resolve urgent issues, calling the person(s) directly can quickly address the concern, while sidestepping any reason for misinterpretation. Pro-tip: it’s always a good practice to quickly respond to messages, email, phone calls and voicemails in a timely manner.

8. Stay Connected to Your Colleagues

A great company culture usually has something to do with the people you work with. Even if in-person communication is no longer an option, make time to check-in with your teammates throughout the day or week to discuss non-work-related topics. Sharing stories and keeping the company morale afloat through technology can help you feel more connected.

For remote employment opportunities in your area, submit your resume today. Check back for more productivity tips for working remotely and more timely career advice.

Century Group Celebrates 30th Anniversary

This February, Century Group celebrates 30 years since first opening its doors on Century Boulevard in Los Angeles — launching a series of company-wide events to commemorate the anniversary year.

The staffing and recruiting firm has established a niche for itself for three decades, staying true to its singular focus of connecting top accounting and finance professionals with the companies that need them. Founders Harry Boxer and Don Yaeger envisioned Century Group as a recruiter’s recruiting firm. Working to create a collaborative space where team members share the same goals, and sometimes the same deals, to meet the needs of its clients and candidates.

“I believe one of our greatest successes is our ability to attract and retain top people in an industry that’s constantly changing,” says CEO, Ron Proul. “In the past nine years, we’ve seen nearly 2,000% growth in our professional staffing practice and 500% for executive search.”

That expansion has translated into a total of twelve practices in six offices in California and Denver, Colo., and the continued support of the community it serves. Century Group hosts special events geared toward financial professionals throughout the year, as well as publishes resources including surveys, CG Quarterly and its annual national Salary Guide.

Investing in its people with the same level of commitment remains central to Century Group’s methodology.

“It’s important that as we continue our geographic growth, we stay committed to our core values of promoting a strong producer culture and helping people — our clients, candidates, consultants and associates — succeed,” Proul explains.

“Without the continued loyalty of these key players, reaching this milestone wouldn’t have been possible.”

About Century Group:

Century Group is an award-winning recruiting and staffing firm that provides top-tier talent to start-up, mid-market and Global 1000 enterprises. Its specialized focus, extensive talent network and experience guarantees Century Group will identify, evaluate and deliver the right professional to you — fast.

Century Group is pleased to announce its anniversary year celebration, recognizing 30 years as a leader in the staffing and recruiting industry.

2020 Q1 Accounting and Finance Employment Report

The decade closed on a high note for the U.S. economy — capping off 11 years of consecutive job growth with the creation of more than 2.1 million jobs in 2019. In fact, employers added a solid 145,000 workers in December, while the unemployment rate remained unchanged at a record-low of 3.5%.

Economists expect the pace to continue its cool down in 2020, projecting an average fall of 25,000 jobs created per month, according to The New York Times. Wage growth is also an area of concern, as the average increase within the last 12 months was just 2.9% compared to 2018’s average of 3.3%.

But for job seekers, 2020 is rife with opportunity. The U.S. Bureau of Labor Statistics reported the unemployment rate for college-degreed workers tumbled well below the national average last month to a mere 1.9% — illustrating the continued value of skilled and credentialed workers in a candidate-driven labor market.

December 2019 Unemployment Rate: 3.5%

Accounting and Finance Employment Report 2020 Q1

Source: BLS

CENTURY GROUP’S FORECAST

For Employers

Top hiring trends haven’t changed much in the past few years, highlighting the fierce competition for workers in a tight labor market. And for employers, perfecting the candidate experience is everything. From offering competitive salaries to engaging candidates with a strong sense of your company’s brand and culture, buying into these key areas will encourage professionals to buy into you.

“In a world of increasing transparency and corporate accountability, a strong company culture is no longer a nice-to-have — it’s a business imperative,” explains Glassdoor. “For one, company culture has a significant impact on a company’s ability to recruit and retain top talent.”

The looming recession also has employers preparing for candidate pools to widen, but maybe not with the caliber of skill they’re used to. Loosening job requirements and hiring for potential is a mantra companies should embrace. Seek candidates that exhibit soft skills like adaptability, willingness to learn and problem solving experience — these abilities will be key to your business’ future success.

Look out for the 2020 Salary Guide for more hiring trends and comprehensive salary data to help you attract accounting and finance professionals in your area.

For Candidates

Sure, job seekers hold more of the power in today’s hiring dynamic. But a slowing economy and the allure of a new year makes competing against your colleagues challenging, even for the most qualified applicants. Streamline your resume to include key words the job description asks for and tailor your cover letter to the specific role. Be sure to highlight your software skills and quantify how you’ve added value in your previous positions.

It’s also imperative to look beyond traditional job search sites when finding the right career move for you. The start of the year brings many networking events to get on your calendar, and don’t be afraid to reach out to former colleagues or LinkedIn connections to ask for references or leads. For those looking for a speedier, more specialized search, partner with a staffing and recruiting firm to find roles not listed on job boards or that meet your specific criteria.

Not sure where to start? Check out some of our latest jobs nearest you or submit your resume today to connect with one of our recruiters.

10 Best Practices for Handling Criticism at Work

Nobody’s perfect. And at this point in our lives, we’ve had to give and take our fair share of feedback.

But there is an art to its delivery and reception, especially at work. And developing effective ways to get your message across and handle criticism are key to keeping an open flow of communication between you and your coworkers, as well as ensuring the information lands. Whether you’re the messenger or recipient, here are 10 tips to help make the task less painful and more productive on both sides of the conversation.

How to Give Criticism

1. Think about timing:

Something as simple as taking the other person’s head space, schedule and workload into consideration can help make the delivery that more digestible on their end. Pro tip: Ask them if they have time for some feedback. Framing the meeting with this small cue can instantly prepare them for the criticism ahead.

2. Make it commonplace:

Feedback is an everyday part of working with others — treat it that way. Most people want to learn and grow in their roles, and constructive criticism is a key element to developing their expertise.

3. Be specific and use context:

Everyone enjoys a good story from time to time, but the dramatics don’t belong here. Put plainly: don’t amplify or, on the other side, downplay the impact of the person’s actions or work. Clearly explain what you noticed and its effects. If it was a major or minor issue, make sure to portray that accurately and then move on.

4. Pause: 

It’s important to make the conversation a discussion, allowing the other person to respond and react to your feedback. Put yourself in their shoes. Handling criticism at work isn’t always easy, and hearing their perspective may change how you originally saw the situation. It’s a good way to understand where they’re coming from before moving forward on a solution together.

5. Discuss next steps:

So, the person has some work to do. Now what? Take an active role in identifying the key takeaways from your conversation and the next best steps to address them. This shows that you’re invested in their success, and gives them actionable tools to implement.

How to Handle Criticism

1. Go in with an open mind: 

Check your ego at the door, and try to go into the meeting with an open mind. Listen. The intentions of the other person are usually genuine, and the critique is given as a way to help you improve.

2. Be mindful of your body language: 

This includes your physical cues, as well. Relaxing your posture and uncrossing your arms shows that you’re open to what the other person is saying instead of defensive.

3. Don’t take it personally: 

Sometimes handling criticism at work is a challenge because it feels like an attack on you as a person — your value. But by taking a step back and checking in with tips one and two, it’s easier to view the feedback from a different viewpoint. If the person delivering the message is acting aggressive, confrontational or unprofessional, be sure to bring it to the attention of HR or a manager.

4. Ask questions: 

It’s always better to clarify than assume, especially in these type of situations. Don’t be afraid to ask questions to make sure you understand exactly what the other person is saying, and you’re both on the same page. This also shows that you’re engaged and looking to learn from their critique.

5. Follow up:

Scheduling a quick follow-up meeting demonstrates that you’re taking their feedback seriously and are making an effort to improve. If you are unsure of how to address some of their voiced concerns, this is a great time to share your experiences and get their thoughts. It’s also a time to explain your rebuttals if you were unable to initially.

For more career advice and insights, browse our blog!

A Recruiter’s Guide to Finding Your Next Great Hire

CEOs agree: finding the right talent remains one of their biggest challenges. See, a bad hire is costly. There’s the loss of dollars put toward recruitment and training, as well as revenue from having an open position. Surveys by The Predictive Index, XpertHR and Gartner, Inc. each present this challenge in different ways — illustrating the impact the current lack of available skilled talent has on CEOs’ sleep and overall risk a poorly staffed team can pose to a company’s bottom line.

It’s time to get smart about your investment. Lean on recruiting and staffing firms that have their finger on the pulse of the regional talent pool and know which professionals are ready to make a career move. Or, take the time to flesh out the role and type of candidate you envision being the perfect fit. Director of Client Services Jordan Wood shares the best early practices employers and hiring managers should follow to find that next great hire.

1. Appraise the position.

When Wood first starts working with a company, there are key questions he needs answered. The first: why is the position open? This not only gives Wood a better understanding of how to fill it, but is an opportunity for the employer to reflect on the role, as well. If this is a reactive situation and you’re replacing an employee, why did they leave? It’s also a chance for the hiring manager to consider the type of professional they see in the role. Do you want someone with a similar skill set to the previous worker or are you seeking something different? “It’s important to understand how they’re approaching this next hire,” he says. “It opens up a lot of avenues of where to go next.”

2. Establish a process.

Pinning down the hiring process is helpful to both the company and a third-party firm. Employers should know the number of interviews, people conducting the interviews and overall timeline. Temporary and permanent positions tend to dictate the speediness of the process, but should coincide with the ideal start date for either the type of roles.

3. Go beyond the job description.

Detailing the responsibilities of the role, requirements, type of position and salary are all concrete points that should be nailed out early on. But it’s just beyond that where you can really identify your true expectations. Wood refers to it as the must-haves and the nice-to-haves — the skills, credentials and experience that a desirable candidate must or should possess.

“I often ask if there’s anything else not listed on the job description that’s important for the role that they can share with me,” Wood says. Here’s a good place to figure in the company’s culture and work environment, he adds. “Is it fast-paced? Is the environment social or do they just put their heads down and work? That type of information helps us find the right candidate that can work in that specific environment.”

4. Take the call.

There are a few reasons why staffing and recruiting firms are a great solution for companies that find themselves strapped for talent. Staffing firms have access to candidates on a larger scale, knowing which professionals are available and have the background to address a specific employer’s needs. But it takes more than a bullet-point list to yield a successful outcome. In fact, a simple phone call can make all the difference.

“There’s only so much you can cover with a few notes passed back and forth,” Wood says. “I can hit those key points within a short conversation. Those 5-10 minutes can save you a half hour with a candidate that really wasn’t a good fit in the first place.”

Do you need help building your team? Check out our temporary and direct hire staffing services to learn more.

Century Group Launches New Office in Denver, Colorado

Since opening its doors in 1989, Century Group has established itself as a leading executive recruiting and project/interim services firm specializing in accounting and finance professions. And the thriving company recently set its sight on Denver, Colorado — taking its growth into new territories.

It launched its fifth location in Denver’s bustling metropolis in early March, bringing Century Group’s unique approach, known as The Group Concept, to the city’s vibrant job market.

“We have been identifying new locales for expansion,” says Ron Proul, CEO. “Denver is one of those that allow The Group Concept to service the region’s clients in the same way we have excelled in other markets.”

Century Group prides itself on a company-wide philosophy that’s grounded in collaboration. Its team shares the risks, as well as the rewards — helping to ensure that the success of Century Group’s network of clients, candidates and consultants remains the group’s collective focus. Its clients range from start-up to Fortune 100 companies, and encompass a wide variety of industries. But Century Group’s singular process can be successfully applied to each — with specialized solutions designed to meet individual companies’ needs and goals on a project, interim or direct-placement basis.

Managing Director, Peter Nelson, has worked with the search firm for nearly two decades, witnessing firsthand the value Century Group’s services provide to its clientele. The idea that talent can transform an organization is what Century Group believes sets businesses apart in today’s competitive marketplace — and it’s Nelson’s understanding of this that will help him as he leads the company’s latest venture.

“I’m excited about this new chapter in my career, and to take on this new challenge for the firm,” Nelson says. “I’m looking forward to bringing my 18 years of experience in The Group Concept to building a team in a new market.”

 

DENVER OFFICE LOCATION

1200 17th Street Suite 1225
Denver, CO 80202
(800) 337-9675

ABOUT CENTURY GROUP

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. For more information about the Century Group accountant employment agency, please visit www.century-group.com.

Q4 Accounting and Finance Employment Report

Q4 comes on the heels of record unemployment for September: 3.5% — the lowest it’s been since December 1969.

Job growth continued to trend downwards, however, with the U.S. Bureau of Labor Statistics reporting that employers added 136,000 jobs last month. This remains in-line with 2019’s average pick-up of 160,000 jobs for the first nine months of the year.

Compared to 2018’s monthly average of 223,000 jobs, the story is clear — the economy may still be expanding, but at a slower rate. Both the manufacturing and retail sectors continued to shed jobs for a second consecutive month, while economists fear the trade war with China is causing wage growth to stall.

Still the outlook for accounting and finance professionals remains distinctly positive. Education and health services and professional and business services led the way in job creation — together adding a combined 73,000 jobs in September. The unemployment rate among college graduates also fell to 2%, illustrating the strong demand for skilled professionals in a tight labor market. For accounting and finance professionals, it remains well below this rate.

September 2019 Unemployment Rate: 3.5%

accounting and finance employment Q3

Source: BLS

CENTURY GROUP’S FORECAST

For Employers

We saw wage growth tumble from 3.2 percent to 2.9 percent last month, even as the national unemployment rate dropped. Some economists attribute this to businesses playing it safe in response to the cooling market. But employers must remain competitive when it comes to offering top candidates great pay, benefits and career development opportunities. This is especially true in high-demand professions, including accounting & finance, healthcare, science, technology, engineering and mathematics.

In fact, The Science of Care’s recent study reported “60% of workers who said they felt cared for plan to stay with their companies for three or more years.” This can encompass everything from a strong benefits package to providing training and an inclusive company culture. Ninety percent of participants who feel cared for are also more likely to recommend the company to others, and can function as a strong recruitment strategy.

For Candidates

In today’s strong labor market, accounting and finance professionals with MBAs, CPAs and specialized skill sets are increasingly valuable — especially with more open roles than job seekers. Many employers cite lack of available skilled employees as their No.1 concern, and are turning to temporary professionals to complete key projects and fill roles on an interim-basis rather than investing in a permanent hire. BLS reported temporary employment edged up 0.3% in September from the previous month.

Use this trend to your advantage.

Exploring temporary employment opportunities is a lucrative route to explore different roles and find the best fit for you. If you’re looking for something specific, partnering with specialized staffing finance firms can help expedite your search by connecting you with positions that best meet your criteria.

Submit your resume or contact us today to help with your hiring needs.

4 Steps to Resign from Your Job Like a Pro

No one likes to be the bearer of bad news, especially in the workplace. But when it comes to your career, tough decisions need to be made.

We say: accept that exciting job offer — your current employer will be OK.

There seems to be a misconception that handing in your resignation means severing important working relationships. The real secret? It’s all about how you do it. Here are four steps to resign from your job that are sure to make the transition as smooth as possible, all while keeping your reputation in the industry intact.

1. Notify Your Manager First

Sorry, procastinators — ripping off the Band-Aid is your best bet in this scenario. The first person you need to notify is your manager. If you work at the same location, in-person is always the better option, but over-the-phone is also an alternative. The conversation should focus on the positive, highlighting the new opportunity’s selling points and your willingness to assist with the changeover process. This shows to your employer that you respect them and their time, and don’t want to leave the company in a bind.

Pro tip: Be prepared for a counteroffer and make sure you consider its ramifications down the road.

2. Give Enough Notice and Put it in Writing

Sure, the general rule is two weeks advance notice, but that can change with the complexity of the role. If you’re in higher-level management, a longer transition period may be needed to help train or find your replacement.

When it comes to the resignation letter, bring it with you to that initial meeting with your boss or attach it to an email after the phone call. It should include the following:

  • Date of the last day you plan to work
  • Reason for leaving (doesn’t have to be too specific — just that you’re accepting another position at a new company)
  • Share your appreciation for your time working at the company and any other true remarks about your experience

3. Finish Your Stay Strong

If you’re leaving to work for a competitor, sometimes employers prefer you don’t stick around and will immediately escort you out. Don’t take this personally; it’s business, after all. But if you do complete your notice period, make it count. Document important processes that will be useful to the position’s successor, relay noteworthy information to colleagues and wrap up any outstanding assignments or projects, if possible.

Pro tip: Retaining a positive attitude — even if difficult — is a must. The payoff will be worth it.

4. Prepare for the Exit Interview

These can be tricky, especially if you want to keep the possibility of working at the company in the future an option. Be honest about your experience, but avoid emotional outbursts or personal attacks on management. Keeping in touch with key team members is also essential, as you never know where your career will take you.

Are you looking for a new opportunity? Check out our latest accounting and finance jobs in your area.

The Ugly Truth About a Counteroffer

We get it. Breaking up is hard to do. And when it comes to a professional split, the same hesitance that may keep you in a safe, often unsatisfying job can be just as prevalent — especially when there’s an incentive added to the mix.

Our advice: don’t give in.

Century Group’s team of Executive Recruiters regularly confronts this issue during the search process. And in in our experience, accepting a counteroffer is never a good idea — for both you or your current employer. In fact, more than 80% of people who take a counteroffer are no longer with the company six months later, according to the National Employment Association.

Here are five reasons why you should never accept a counteroffer:

1.  That sudden raise or promotion is suspect.

Consider this: Where is the money for the counteroffer coming from? Is your next raise early? Almost all companies follow strict wage and salary guidelines.

2. Understand your worth.

Every professional wants to know they’re valued — but a salary increase or promotion in response to your potential resignation doesn’t scream genuine appreciation. Will you have to pose a similar threat every time you deserve better working conditions and compensation?

3. Your employer is aware that you’re unhappy and looking.

The cat’s out of the bag. Now, regardless of what’s said when the counteroffer is made, you’ll always be considered a risk — and your loyalty to the company called into question.

4. A replacement is on the way.

No one likes to think of themselves as expendable, so we’ll break it to you gently: your future with this employer is most likely temporary. A counteroffer is a management technique often used to buy the company time until your replacement is found.

5. Your circumstances haven’t changed.

No counteroffer can eliminate your reasons for considering a career move in the first place. And while the new conditions may make your work experience more tolerable in the short-term — those circumstances still exist.

Are you ready for a career move? Century Group’s team of accounting and finance placement experts can help. Check out our latest job opportunities today.