The Truth About a LinkedIn Profile

By Ron Proul, CEO

As recruiters, we are constantly asked about how LinkedIn has affected the business of recruiting. Is the impact positive or negative? The inquiry seems to originate from the perception that LinkedIn is a way to find a job and therefore what role does a recruiter play?

It may be a valid question if you haven’t worked with a well-networked recruiter. After all, the business of the recruiting industry is that of professional networking and LinkedIn is just another avenue. Business associations, professional associations, recruiters and responding to advertisements — yes, good old-fashioned job boards — are ways to expand your network. But some are more effective than others.

WORK YOUR NETWORK

A job search is most effectively conducted by working a network. Networking is active — it requires effort. And LinkedIn, for the most part, is passive. It’s just another advertising vehicle to promote yourself through creating a LinkedIn profile. This isn’t new, only the medium is different.

Companies and the recruiting industry have been advertising for years. Some of you remember newspaper ads, which took a major effort to respond to. Internet ads (job boards) overwhelmed employers with stacks of unqualified candidates because it is too easy to respond, burying qualified candidates right along with the unqualified. And now, we have social media or LinkedIn. You promote yourself to your network with the hopes someone takes notice, but like the job board responses — it’s overwhelming.

What all these job search vehicles have in common: they are passive job search methodologies. You are putting yourself out there, but you still need someone to respond to and engage you in a dialogue. Think of the “if a tree falls in the forest” analogy. If I don’t hear you, do you exist? Given the psychology of human behavior, most individuals want to talk to someone throughout the process before making an important life decision like choosing a new job. These advertising vehicles serve the purpose of expanding your network and making you known to the general job market. They don’t do the work of finding the right career opportunity and making a match that aligns with our career goals.

PASSIVE VS. PROACTIVE

Recruiters and recruiting firms are successful because they don’t wait for the candidate to find the career opportunity or vice versa. Proactive recruiters respond to any means of introduction by understanding needs and making decisions based on those needs. LinkedIn cannot assess overall candidate fit — it has not met the candidate, discussed their strengths and weaknesses or career goals. It’s unable to assess their culture fit and doesn’t know how well they interview. It’s the conversation that takes place between you and your recruiter that results in an introduction to serious employers that can meet those goals.

All other job introductions are blind. This isn’t always bad, but a candidate must do the leg work during the first interview vs. the recruiter. LinkedIn limits your networking to a limited number of connections unless you pay for increased exposure. But you still have to actively work your network yourself. Through a recruiter, you can invest your time going on those interviews that meet your needs, as well as gain exposure to both their and the firm’s entire network.

Think professional sports. The agent representing professional athletes and the teams that want them are following statistics, watching film and assessing the team fit. They find out what it is the athlete wants in a team and facilitate the introduction. Your LinkedIn profile might be the closest thing you are going to have to film, but it isn’t going to watch itself.

So when you think of your LinkedIn profile, remember it is a passive advertisement of your credentials and work history. Make the best impression you can, but realize you need a recruiter to see it, contact you and start to actively network you so you can successfully meet your career goals.

So back to the original question: positive or negative? For recruiters, it is a definite positive for finding you to help you work your network and get maximum exposure. But as a business professional and candidate, if you don’t work at expanding your network, a LinkedIn profile is just another neutral form of advertising.

Are you looking to make a career move? Start your search with Century Group today!

5 Reasons to Take Temporary Jobs

There’s a stigma surrounding temporary jobs that tends to shade the employment status in a less than favorable light. But many financial professionals turn to temp work for their immediate placement opportunities — as well as the staffing and recruiting agencies that can help get them there.

Staffing firms give job seekers access to exclusive interim roles and simplify the search process, so candidates get hired and start earning faster.

1. GET NOTICED BY THE RIGHT PEOPLE

Once candidates submit their resume or job application, it seems to fall into a black box — never to see the light of day. But with staffing agencies, your resume gets in front of the right people, and you’re introduced to opportunities that may not be posted elsewhere. There’s no guarantee job seekers will land a position, but you’re one step closer than before.

“We become familiar with a candidate’s background,” says Chantel LeBoff Greene, Century Group’s Director of Recruiting. “As new roles open up, we can quickly make a match with additional opportunities that are an even better fit.”

2. GAIN PERSONAL SUPPORT

We’re living in an automated world. But we still find ourselves longing for the ways of the past — especially when it comes to securing a job. The staffing industry provides personal support throughout the entire process, ensuring candidates’ individual needs and goals are met. Some firms even offer candidates additional services, including interview prep, resume revisions and coaching.

“As seasoned recruiters, we have good insight to provide when preparing candidates for interviews,” Greene explains. “If we’ve placed candidates with the company or hiring manager before, we’re able to paint a picture of what to expect and what the hiring manager is looking for.”

3. EARN GOOD PAY

One of the biggest myths that plagues temp work: low pay. Many temporary jobs offer compensation that’s on par with salary wages — even more if the professional’s skills are in demand. Employers usually aim to sweeten the deal for temp workers by presenting attractive compensation plans that offset full-time employee benefits. After all, those roles need to be filled.

4. BUILD YOUR PROFESSIONAL NETWORK

Contract work is also a great way to grow your network — both with other temps or full-time employees, explains Greene. “Networking is key to a successful career.”

5. CONNECT TO COMPANIES THAT ARE HIRING

They say it’s not what you know, but who you know when it comes to the job search. And lucky for you, staffing and recruiting agencies are connected to various clients that are looking to hire. The recruiter matches you with positions you’re most qualified for, so job seekers don’t have to spend as much time searching and sending resumes.

“There have been multiple instances where my candidates started in temporary roles, but proved their capabilities and obtained offers,” Greene says. “We’ve also had clients call to bring back our consultants for additional projects, or to offer them a permanent position. It’s a great way to ‘audition.'”

Ready to start your next temp job? Check out our latest project and interim assignments, and send in your resume today. Our team is happy to assist with your search!

5 Tips to Ace Your Interview This Month

So you landed that big job interview. Next stop: securing your next, exciting career opportunity.

Not so fast.

Making a positive impact off paper is just as (if not more) challenging during the job search process, so it’s important you’re well-equipped for whatever the interviewer may throw at you. And lucky for you, we’re happy to offer some guidance. Century Group’s Director of Client Services Nathalie Hollants shares her top five preparation tips  helping you to walk into your interview feeling confident and ready to impress.

1. DO YOUR HOMEWORK

Knowledge is power, and this adage is especially true when preparing for a job interview. Arm yourself with as much information as possible by researching the company and its people. “Review the website in detail, check out the team and find articles about the company that you can discuss during the interview,” Hollants says. “Look up the hiring managers on LinkedIn. What do you have in common?”

2. KNOW YOUR AUDIENCE

Try to get the names and positions of everyone you’ll be meeting with. And remember to take the type of company you’re interviewing with into consideration. Is it an entertainment, start-up or a more traditional firm? Dress accordingly, Hollants explains.

3. BE YOUR BEST SELF

Employers want to know you’re just as excited about them as they are about you. Hollants says to be engaged and show your enthusiasm for the role throughout the interview. “Most importantly, be yourself and honest about your experience.”

4. STUDY THE JOB DUTIES

It’s pretty straightforward to know the job responsibilities of the job you’re applying for. But successful candidates go one step further — relating their personal background to the position’s specific duties. “Sell your experiences, and how you can be an asset,” Hollants says.

5. SEND A THANK-YOU NOTE

This small touch goes a long way. Aim to send a thank-you email within 24 hours after your interview to help solidify your overall impression on the interviewer. “It should be personal and to the point,” Hollants explains. “Often times, this can make or break the deal.”

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

Tips To Make Your Resume Stand Out

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

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

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

1. KEEP IT CLEAN

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

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

2. DON’T EMBELLISH

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

3. SHOWCASE YOUR BEST SELF

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

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

4. TAKE THE TIME FOR DETAILS

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

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

5. PLAY TO YOUR INDUSTRY

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

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

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

 

 

 

 

 

 

5 Common Hiring Mistakes to Avoid

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

By Ron Proul, CEO

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

1. NOT TAKING RESPONSIBILITY FOR THE HIRING DECISION

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

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

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

2. TOO MANY PEOPLE IN THE PROCESS WITHOUT A PURPOSE

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

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

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

3. FORGETTING THE CANDIDATE NEEDS A CHALLENGE

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

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

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

4. TREATING SALARY AS AN EXPENSE, NOT AN INVESTMENT

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

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

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

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

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

Contact us today to help with your hiring needs!

Century Group Continues Expansion with Opening of New Bay Area Office

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

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

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

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

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

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