Century Group Sponsors 11th Annual Orange County CFO Awards

The Event

For the sixth year, Century Group proudly sponsored the Orange County Business Journal’s CFO of the Year Awards — an annual reception that recognizes area Chief Financial Officers who demonstrated superior leadership and corporate stewardship in the preceding fiscal year.

More than 500 financial professionals and guests gathered at Hotel Irvine on Thursday, Feb. 15, representing the local financial talent making notable strides within the software, technology manufacturing, genetic testing, medical device distribution and non-profit industries. Thirty-six nominees were presented to the awards committee to receive one of the evening’s five coveted accolades: Outstanding CFO of a Public Company, Outstanding CFO of a Private Company, Outstanding CFO of a Not-for-Profit Organization, Rising Star and Lifetime Achievement. The applicants were judged on their ability to drive the success of their respective organizations, and overall contribution to the industry’s advancement.

The Awardees

This year’s honorees included Alteryx Inc.’s Kevin Rubin (Outstanding CFO of a Public Company), Debby Morris with Apria Healthcare (Outstanding CFO of a Private Company), John Luker of Orangewood Foundation & Samueli Academy (Outstanding CFO of a Not-for-Profit Organization), Michael Martinson with Ambry Genetics (Rising Star) and Todd Schull of TTM Technologies (Lifetime Achievement). Schull’s Lifetime Achievement award was the capstone of the night’s honors, where he was acknowledged for the foresight and innovative work he’s performed throughout his esteemed career.

“It’s certainly an honor to be selected for this award, but this award is more than just about me. It’s about the people you work with, the teams we are a part of and the organizations you are a member of,” he explained during his acceptance speech. “And I’d be remiss if I didn’t thank Barnaby Wang from Century Group for nominating me for this year’s award.”

Each awardee also expressed their appreciation for their individual teams and families, and shared thoughtful takeaways from their unique professional journeys — highlighting the range and impact financial professionals have in our region.

“This year’s event was entertaining as always with an impressive group of nominees that show the strength, diversity and promise of Orange County’s business community,” says Tim Calley, Managing Director of Century Group’s Orange County office.

“Century Group would like to congratulate all of the winners and nominees, and show our appreciation to the financial executives that took the time out of their busy schedules to join us as our guests for the event. Your presence and conversation help make the event one of the most anticipated nights of the year.”

Photo credit: Orange County Business Journal

OC CFO Awards 2018 OC CFO Awards 2018
OC CFO Awards 2018  11th annual Orange County Business Journal's CFO of the Year Awards

4 Steps to Structuring a Successful New Hire Orientation Program

Hiring is expensive — why not aim to protect that investment early on? A successful onboarding process provides your new hire with the tools needed to make an impact, as well as saves the organization time and resources by extending their tenure with the company.

Century Group’s Instructional Design and Training Manager Kristen Casalenuovo shares four important topics for employers to cover in their company’s orientation program.

1. MAKE IT PERSONAL

Sure, you expect your new hire to know the basics of their specific position once they accept an offer. But employers should go one step further — giving employees an overview of the company’s mission, vision, values and how their individual role helps achieve those goals.

“Putting the new hire at the center of the company’s success can help propel a person’s productivity and better inform how they can be most impactful to a business’ bottom line,” Casalenuovo says.

2. INCLUDE KEY TEAM MEMBERS

Don’t just identify the leaders and key players that make up your company’s unique landscape — involve them in the onboarding process. Have the heads of the various departments come in to share what they do, Casalenuovo says. Introduce new hires to members outside their team. Not only will this help them learn the business’ structural wiring, but also encourages them to forge beneficial, unconventional working relationships.

3. DISCUSS COMPANY CULTURE AND NORMS

Company culture is a complex thing. Everything from dress code to frequently used terminology are elements that can help your new hire quickly learn and adapt to aspects of the culture. Don’t leave it at that, however. Clue them in to how employees typically engage with one another on a regular basis. Who do they report to when sharing project ideas? What is the goal and tone of company meetings? These are all areas that may take time for a new employee to grasp, but are crucial to the framework of a company’s individual culture.

4. ESTABLISH KEY PERFORMANCE GOALS

The tasks and responsibilities of a specific role are typically discussed during the candidate’s interview process. That doesn’t mean they shouldn’t be highlighted again once they officially sign on with the company.

“Make sure the new hire’s manager works with them to set measurable performance goals within the first week,” Casalenuovo says.

Things change. Perspectives differ. And it’s just better business to review expectations as part of your company’s orientation program, so everyone is on the same page from the start.

ABOUT “THE FIRST 90 DAYS: SET YOUR NEW HIRE UP FOR SUCCESS”

“The First 90 Days: Set Your New Hire Up for Success,” with concepts adapted from “The First 90 Days” by Michael D. Watkins, is a three-part series designed to help companies onboard their new hires for optimal success. Part 1 focused on the importance of helping your new hire establish productive working relationships. Be sure to look out for the final installment in the coming weeks.

The Secret to Fostering Open Communication at Work

Sink or swim. The adage is a common one in the corporate world — a way to distinguish successful employees from the rest. In this tight labor market, however, that type of onboarding experience will most likely backfire.

Today’s talent require a gentler touch.

As discussed in Part 1 and Part 2 of this series, transitioning to an unfamiliar work environment is a challenging time for professionals. Employers should ease their new hires into the company’s unique culture and norms, as well as clearly vocalize the role’s responsibilities and expectations. But it’s important to remember communication goes both ways. And, more importantly, is a fundamental component to creating an open, accessible workplace for employees to meet their full potential.

A 2015 study performed by theEMPLOYEEapp illustrates that 68 percent of employees surveyed believe the frequency of communications with their employer directly impacts their job satisfaction. Why not ace this area during the first 90 days?

Supervisors can start by identifying their new hire’s communication style. Do they prefer email, instant messenger or in-person meetings? Often times, scheduling regular one-on-one sessions encourages employees to share their ideas, challenges and concerns more freely. Try to stay consistent with powwows, so employers can continue to gauge how well their employee is adapting and keep that line of communication open.

Looping them into the company’s review processes for projects or smaller tasks is also something to keep in mind. New hires want to know if there are various check-in points or when they can ask questions and get feedback for particular assignments. Making sure everyone is up to speed limits both stress and frustrations in the long run — helping your team reach its goals more efficiently and effectively.

ABOUT “THE FIRST 90 DAYS: SET YOUR NEW HIRE UP FOR SUCCESS”

“The First 90 Days: Set Your New Hire Up for Success,” with concepts adapted from “The First 90 Days” by Michael D. Watkins, is a three-part series designed to help companies onboard their new hires for optimal success. Part 1 focused on the importance of helping your new hire establish productive working relationships, and Part 2 included a four-step guide to a comprehensive orientation program.

For assistance with your company’s talent needs, contact our team today!

Century Group Promotes Phil Bruno to Executive Director

Century Group is pleased to announce the promotion of Phil Bruno to Executive Director. He served as Managing Director of the firm’s Glendale and Westlake Village locations — bringing more than 20 years of staffing industry experience to help drive Century Group’s success in the region since 2015.

“Phil has been instrumental in expanding our presence in northern metropolitan Los Angeles, San Gabriel Valley and Ventura County by launching two key locations in a short time span,” says Ron Proul, CEO.  “His success has earned him the recognition of this role.”

Bruno’s unique background in management consulting, accounting and finance and staffing industries has enabled him to develop a group of talented recruiters who follow in the firm’s founding core beliefs. As Executive Director, he will continue to oversee the company’s growth in these regions and will provide guidance on key corporate policy and initiatives, explains President and COO, Ron Blair.

“It’s a pleasure to work with this group of top performers as they achieve new career highs through our Group Concept,” Bruno says. “I’m excited to continue leading the San Fernando Valley teams while contributing on a broader and more strategic corporate level.”