Author: dvillalobos

A Practical Guide to Hiring an HR Specialist

Bringing an HR specialist on to your team can dramatically improve efficiency, reduce friction and free up leaders to focus on strategic growth. But hiring without a clear plan can also create confusion and frustration. The key is to approach HR hiring intentionally, understanding what your organization truly needs and how that role will contribute to your people strategy.

Step 1: Assess Your Current HR Challenges

Before hiring, take a close look at where your team is struggling:

  • Are recruiting processes taking longer than they should?
  • Are managers spending too much time answering benefits or policy questions?
  • Is onboarding inconsistent or incomplete?
  • Are compliance tasks causing stress or errors?

Identifying these pain points will help you determine which HR expertise will have the most immediate impact.

Step 2: Decide Which Type of HR Specialist You Need

HR is not a one-size-fits-all function. Different specialists address different challenges:

  • Recruiting-focused HR specialists handle job postings, candidate communications, interview scheduling and offer management.
  • Benefits-focused HR specialists manage enrollments, answer employee questions and coordinate with vendors to streamline benefits administration.
  • Employee experience or engagement specialists focus on onboarding, training, retention programs and initiatives that strengthen company culture.

Choosing the right type of specialist ensures your hire solves real problems, rather than just filling a role.

Step 3: Write a Clear Job Description

A well-written job description is critical for attracting qualified candidates. Go beyond listing tasks, define results and expectations:

  • What specific challenges will the employee address in the first 90 to 180 days?
  • How will success be measured?
  • Which systems, policies or programs will the specialist manage?

Include interpersonal expectations, as well. Strong communication skills, empathy, professionalism and good judgment are just as important as technical knowledge.

Step 4: Consider Flexible Hiring Options

Not every HR need requires a full-time hire immediately. Flexible approaches such as contract, temporary, or contract-to-hire arrangements can:

  • Provide immediate support for pressing HR tasks.
  • Allow your team to evaluate fit and cultural alignment.
  • Give your organization flexibility during periods of growth or change.

These models reduce risk while ensuring essential HR functions are handled by qualified professionals.

Step 5: Hire for Ability and Growth Potential

Waiting for a candidate who meets every requirement can slow your progress and cause you to lose strong talent. Instead, look for someone with:

  • A strong foundation in HR practices
  • Good judgment and problem-solving skills
  • The ability to adapt and learn quickly

Once you identify the right person, act quickly. Top HR talent is in demand, and delays can cost you the best candidates.

Step 6: Treat HR as a Strategic Investment

HR is more than an administrative function, it’s a strategic asset. The right HR specialist improves consistency, reduces errors, enhances employee experience and allows leaders to focus on driving growth. When aligned with your organization’s goals, HR adds momentum and clarity across all people-related processes.

Next Steps: If your team needs guidance on identifying the right HR role or hiring approach for your organization, our team can help you find skilled human resources professionals to keep your business running smoothly.

Q1 2026 Employment Report for Accounting and HR Professionals

The U.S. labor market added only about half of the typical monthly gains of 150,000 or more in Q4 of 2025, showing little net change since April. The unemployment rate held steady at 4.6%. However, the data reveals a market in transition rather than crisis.

Part-time employment for economic reasons surged by 909,000 from September to 5.5 million workers — indicating companies are adopting a “wait and see” approach to expansion rather than wholesale contraction. Healthcare added 46,000 jobs in November, and wage growth continued at a solid 3.7% annually. The overall trend shows companies are adopting selective hiring rather than broad reductions.

Q1 2026 Employment Report for Accounting, Finance and HR Pros

For accounting, finance and HR professionals, hiring hasn’t stopped, but companies are demanding candidates who solve immediate, specific problems.

For Employers

The hiring slowdown reflects companies taking a more calculated approach to talent acquisition. The average duration of joblessness at 24.5 weeks, the longest since April 2022, presents two clear opportunities for accounting, finance and HR hiring managers.

For one, contract-to-hire arrangements have evolved from cost-saving measures to strategic evaluation tools. According to Accounting Today’s 2026 survey, 45% of accounting firms are increasing part-time and seasonal staffing, while 49% of large firms cite recruiting and retention as their top challenge. Contract or direct-hire arrangements allow organizations to access specialized expertise for specific initiatives or to evaluate potential permanent hires based on performance.

This approach works well for roles tied to deadlines, like tax accountants. Rather than posting for a general “senior accountant,” recruit a “Q1 Tax Season Specialist” or “Year-End Close Project Lead.” This specificity appeals to experienced professionals seeking contract work.

Employers can also conduct an internal skills inventory before posting positions externally. Accounting Today’s survey reveals that 82% of small and mid-sized accounting firms expect workload growth but aren’t anticipating matching capacity growth, suggesting many firms have untapped talent.

Document what specialized skills your current team possesses beyond their job descriptions, specific ERP systems, forensic accounting capabilities, HR technology certifications or financial modeling expertise. Focus external recruitment on filling actual gaps rather than perceived needs.

For Job Seekers

Accounting Today reports further reveal that accounting firms are actively hiring, with 46% adding full-time staff despite economic uncertainty. For job seekers, the best strategy is to position yourself as a solution to specific employer pain points.

The most significant gap across the accounting, finance and HR sectors is in integrating artificial intelligence. Accounting Today’s survey found that 51% of accounting professionals cite generative AI as the technology most likely to change how they work in 2026. Yet only 35% of firms have implemented AI automation. This creates an opportunity for candidates.

You don’t need to be an AI expert, but firms will appreciate it if you demonstrate that you’re not intimidated by it. If you’ve used any AI tools for data analysis, research, reconciliation or reporting, explicitly list these on your resume with specific outcomes.

Another strategy is to adopt a “skills translation” approach in your applications. HR Dive reports that skills-based hiring is the most prevalent among emerging HR trends, while traditional credential-based hiring continues to decline. Demonstrate how your experience addresses employer challenges in your resume and cover letter.

Finally, you want to target your search strategically. The Accounting Today survey shows that 45% of small firms cite “keeping up with technology” as their top challenge, while 27% of midsized firms list “remaining relevant to clients” among their biggest concerns.

Rather than competing for positions at cutting-edge firms, identify companies using legacy systems and position yourself as someone who can help them transition without disruption.

Professional certifications carry greater weight when hiring managers compare similar candidates. Current CPA licenses, specialized certifications in forensic accounting or financial analysis, and technology-specific credentials demonstrate commitment to staying current with industry demands.

Looking Ahead

Q1 2026 presents a market in transition. Employers can build flexible talent pipelines through contract arrangements, and job seekers can position themselves as solutions to specific pain points. For guidance on navigating today’s employment landscape, contact our team.

5 LinkedIn Refresh Tips to Kick Off 2026

Your LinkedIn profile is often your digital first impression. It’s the first thing recruiters and hiring managers look at when evaluating whether you might be a strong fit for their team or their clients. As 2025 comes to an end, this is the perfect moment to revisit your profile and make a few meaningful updates that set you up for better visibility and stronger opportunities in 2026.

Below are five tips that can make your profile feel more polished, more intentional and more aligned with the roles you want — especially when you’re in finance, accounting or HR.

1. Revisit Your Headline and Make it More Meaningful

Your headline follows you everywhere on LinkedIn, so it should clearly communicate the value you bring. Instead of relying only on your job title, consider describing your strengths, your niche or the type of work you do best. It should be straightforward and designed to draw the right attention.

This small shift helps recruiters understand who you are right away and increases the chances of appearing in search results related to your skills. Don’t be generic or limit your headline to your job title. It is always best to be more intentional.

2. Update Your Photo and Banner to Reflect Where You Are Today

If your current profile photo no longer shows how you present yourself professionally, a simple refresh can make a noticeable difference. Choose a well-lit, clean background and a look that feels current.

Your banner is another helpful space to reinforce your professional identity. You might choose a clean design tied to your field or something that reflects the type of environment you thrive in. It’s also best to check the correct LinkedIn banner size, so important details do not get cut off. A cohesive visual presence shows that you take your online image seriously, which matters in people-focused professions.

Review your profile on both mobile and desktop to see how others view it. Many people forget this step, but it’s a must every time you update your profile.

3. Rewrite Your About Section as a Clear, Authentic Story

Your ‘About’ section is the part of your profile that gives people more context. Use it to share who you are, what you care about professionally and what kind of results you deliver.

You can explain how you approach your work, what motivates you and which strengths help you succeed in your field. This section should feel natural and conversational, as if someone is getting to know you for the first time. A clear and relatable summary can be the reason a recruiter decides to take a closer look.

4. Add Your 2025 Achievements While They Are Still Fresh

Before the year ends, take the time to reflect on what you accomplished in 2025. This might include new certifications, tools you learned, projects you completed or improvements you introduced that helped your team.

Including specific details and measurable results adds credibility to your profile and helps hiring managers understand the value you bring. These updates matter even more in fields where accuracy, reliability and performance are central to the role.

5. Stay Active by Engaging a Few Minutes a Day

A refreshed profile is important but consistent activity keeps you visible. Even ten minutes a day can make a difference. You can comment on industry insights, share something meaningful you learned this year, follow companies you are curious about or join relevant groups where you can learn from others and share your own insights. This is a great way to learn and network at the same time.

Staying active shows that you’re present in your professional community and attentive to trends in your field. Small daily interactions can go a long way.

For more career tips and insights, explore our blog. And, if you’re interested in connecting with our recruiters to find your next role, submit your resume or check out our recent jobs. Let us help you move toward your career goals and start 2026 with a bang!

From Skills to Strategy: Future-Proof Your Organization

The ground is shifting beneath your workforce faster than most organizations can keep up. According to the World Economic Forum’s Future of Jobs Report, 39% of workers’ core skills are expected to become obsolete by 2030, a trend driven by AI and automation. For finance, accounting and HR leaders, this change is happening now. It demands a fundamental rethinking of how you build and deploy talent.

While upskilling your existing team is valuable, it’s not always fast enough for urgent business needs. Future-proofing your organization means being strategic about when to build talent internally and when to bring in external expertise, and having the agility to do both at the speed of business. Strategic staffing solutions that combine permanent hires with flexible, on-demand expertise give you that agility.

Here’s how to make it happen.

1. Hire People Who Can Evolve With Your Business

Traditional hiring focuses on checking boxes: Do they have the right degree? The right experience? In a world where skills expire faster than credentials, this approach leaves you vulnerable.

Instead, prioritize candidates who demonstrate learning agility, problem-solving capacity and the ability to pivot. In finance and accounting, this might mean valuing someone who has successfully navigated multiple ERP implementations over someone who is only familiar with one system. The former will adapt when you inevitably need to change platforms again. The latter becomes obsolete along with the technology.

This skills-first mindset requires rigorous candidate evaluation that goes beyond the resume. At Century Group, we use our proprietary Blue Methodology to assess and rank candidates not just on experience, but on their ability to meet your company’s evolving needs. This means only the top five to six candidates ever reach your desk.

2. Deploy Flexible Staffing Models Strategically

You can’t predict exactly which skills you’ll need two years from now. So why commit to permanent hires in every role when flexibility could be your competitive advantage?

Contract-to-hire and interim placements are strategic future-proofing tools. They give you the ability to test specialized skills in real-world conditions before making long-term commitments. Need a controller who can navigate a complex system integration? Bring them in on a contract basis. If they prove adaptable and deliver results, convert them to permanent. If the project evolves or priorities shift, you’ve maintained agility.

This “try before you buy” approach dramatically reduces hiring risk. Century Group clients achieve a 4.9:1 interview-to-hire ratio because we match the right staffing model to each strategic need. That means direct hire for core positions or professional staffing for specialized, time-sensitive demands.

3. Access Specialized Expertise On-Demand

Some skills are too specialized or time-sensitive to develop internally. When you need expertise in tax law changes, M&A integration or regulatory compliance, bring in professionals who already have it.

The best candidates, like those with Big 4 and Fortune 500 experience, aren’t actively job hunting. Century Group’s network gives you access to that passive talent pool, delivering specialized expertise when your business needs it most.

4. Map Skills Gaps Before Urgency Hits

Most hiring happens reactively. Someone leaves, a project gets greenlit, or priorities shift. You post a job, start interviewing and hope to fill the gap before it derails your timeline. But future-proofing requires getting ahead of demand — not constantly playing catch-up.

Conduct regular skills assessments. Which regulatory changes are on the horizon? What systems implementations are on your road map? What M&A activity might be coming? Each of these shifts creates new skill demands.

Some skills warrant permanent hires. Others are better suited to contract specialists who bring deep expertise for a defined period. Still, others might justify upskilling existing team members. The key is making these decisions proactively.

Is Your Workforce Ready for What’s Next?

Future-proofing your organization means having talent that can adapt when the future inevitably surprises you. That means hiring for potential, deploying flexible staffing models, strategically accessing specialized expertise and moving fast without sacrificing quality.

Contact us today to begin building the adaptable workforce your business needs to thrive through change.

Q4 2025 Employment Report for Accounting and HR Professionals

The U.S. labor market added only 17,000 jobs in September, according to Wall Street Journal — dropping from an already unimpressive 22,000 in August. The unemployment rate notched up to 4.3% in August, as well, marking a near four-year high. However, the data reveals a market in transition rather than crisis.

August’s modest job growth fell sharply below the typical monthly gains of 150,000 or more seen in healthier economic periods. “The labor market has hit stall speed” said Nicole Cervi, an economist at Wells Fargo.

Yet signs of underlying stability persist. In August, healthcare added 31,000 jobs, and wage growth continued at a solid 3.7% annually. The overall trend shows companies adopting a “wait and see” approach to expansion rather than wholesale contraction. Federal government employment has declined by 97,000 positions since January, and manufacturing jobs have dropped by 78,000 over the year.

2025 Q4 Employment Report
Reuters/U.S Bureau of Labor Statistics

This uneven impact across sectors reflects broader economic shifts, with service industries experiencing pressure while essential services maintain stability. Companies still need accounting, finance and HR expertise for regulatory compliance, despite overall staffing reductions in professional services.

For Employers

The hiring slowdown reflects companies taking a more selective approach rather than broad expansion. Professional services lost 17,000 positions in August, while the average workweek held steady at 34.2 hours — indicating businesses are managing through strategic hiring rather than cutting hours.

This creates two clear opportunities: First, focus recruitment on roles required for year-end compliance and regulatory deadlines, positions that cannot be deferred regardless of market conditions. Second: tap the expanded talent pool for contract and interim roles. Companies reducing headcount create opportunities to access talent that might not have been available in a tighter market.

Contract arrangements provide dual benefits. Organizations gain access to specialized expertise for specific initiatives, and they can evaluate potential permanent hires through actual work performance.

 

For Job Seekers

This hiring environment creates both challenges and clear pathways forward. With long-term unemployment up 385,000 over the year and the average duration of joblessness at 24.5 weeks, the longest since April 2022, job searches are taking longer. However, healthcare hiring and ongoing wage growth indicate selective rather than wholesale contraction.

Contract-to-hire positions have become a primary entry strategy. Employers are testing relationships before permanent commitments, making these roles a gateway to full-time opportunities. Many companies prefer evaluating candidates through actual work performance rather than traditional interview processes.

Professionals who can move to take advantage of available opportunities have more options. While national job growth has stalled, regional variations persist. Markets with strong healthcare systems, growing technology sectors, or robust local economies continue adding positions.

Job seekers can improve their digital proficiency. Employers seek candidates who can automate processes and implement new financial technologies. Skills in data analysis and process improvement distinguish candidates in competitive markets.

Professional certifications carry increased weight when hiring managers evaluate similar candidates. Current CPA licenses, specialized certifications in areas like forensic accounting or financial analysis, and technology-specific credentials demonstrate commitment to staying current with industry demands.

For more guidance on navigating today’s employment landscape, contact our team to discuss how we can level up your hiring or job search needs this quarter.

From Fear to Focus: Your Job Market Survival Guide

If you work in HR, accounting or finance, you’ve probably felt the ripple effects of today’s unpredictable job market. News about rising unemployment, AI replacing traditional roles or companies cutting costs can stir up a lot of anxiety. Not just for those looking for jobs but also for those currently employed.

The truth is, uncertainty in the job market isn’t new. Every generation of professionals has faced their own challenges, from recessions to industry shifts and yet, careers are still moving forward. The key is learning how to manage fear and position yourself or your business for long-term success.

Here are some practical insights, shaped by what we’ve seen supporting candidates and clients across accounting, finance and HR.

1. Treat the Job Search as a Self-Discovery

When you’re sending out resumes or scrolling through endless postings, it’s easy to feel like you’re just trying to “get hired.” But every search is a chance to clarify what you want and what you don’t.

Explore different paths. For example, some accountants discover they prefer working in corporate FP&A instead of audit firms. HR professionals may realize they’d rather design employee culture than manage compliance. You won’t know until you try.

Use every interview as a learning opportunity. Even if the role isn’t the right fit, you’ll walk away with a clearer picture of the industry, company or function.

Build connections beyond job boards. In today’s market, networking is often more valuable than cold applications. Conversations with peers, mentors and industry contacts often reveal opportunities you’d never find online.

We’ve seen many candidates shift from “fear of not landing a job” to discovering their career fit, simply by treating the process as discovery, not desperation.

2. If You’re Employed, Focus on Growth

Having a job doesn’t erase uncertainty, but it does give you breathing room. Instead of rushing to leave, think about how to grow where you are:

Look for pivots inside your company. Finance professionals might transition from reporting into strategic planning. HR specialists may shift from recruiting into employee engagement. Internal moves often lay the foundation for bigger leaps later.

Broaden your visibility. Cross-functional projects or interdepartmental collaborations show that you’re more than just your job title. This makes you harder to replace and better positioned for advancement.

Plan for the long term. Many of the professionals we’ve worked with didn’t make a straight-line career move. They built credibility in one role, then used it as leverage to step into a new function.

Employers notice professionals who take initiative. For companies, supporting this type of internal growth also builds stronger retention.

3. If You’re Afraid of Losing Your Job

Job security fears are common, even for top performers. The key is to be proactive rather than reactive:

Know your strengths and gaps. True confidence isn’t pretending you’re perfect, it’s owning your expertise while actively improving where needed.

Adapt to change. AI and automation are reshaping accounting, finance and HR. Instead of resisting, ask: How can these tools help me deliver better results? Those who learn to integrate technology will always stay relevant.

Think beyond your job description. The professionals who thrive are the ones who contribute beyond their narrow function. HR staff who partner on business strategy or accountants who advise on growth planning, become trusted resources rather than “replaceable roles.”

We remind our candidates and our clients that good talent remains in demand. The challenge is to align skills and opportunities in a way that benefits both sides.

Final Thoughts

Uncertainty in the job market isn’t going away. But for accounting, finance and HR professionals, fear doesn’t have to dictate your next step. A job search can become a process of discovery. A current role can become a platform for growth. Even job security fears can spark new opportunities to upskill and expand your impact.

For professionals navigating their next move, we share resources like this to help you approach the market with clarity and confidence. You can explore more insights in our blog library.

For employers facing talent shortages or staffing challenges, we understand how critical it is to find reliable accounting, finance and HR professionals, even in an uncertain market. You can learn more about our staffing solutions or connect with us directly to learn more how we can support your teams.

Outpace AI: Future-Proof Your Career

The meteoric rise of artificial intelligence (AI) has had a profound impact on the way accounting and finance professionals work. While it has enabled greater efficiency and scale across organizations, there is a very real fear that AI is coming for our jobs. Media headlines continue to reinforce this narrative year-over-year.

In Asana’s State of AI at Work 2023 report, employees said that 29% of their work tasks are replaceable by AI. But that doesn’t mean employees themselves are replaceable. Automation is best paired with human expertise, and those who leverage AI to augment their position within an organization will future-proof their career in the new work era. Below are key strategies for outpacing AI at work.

Understand AI’s Strengths and Weaknesses

Many people are looking to AI as a catch-all solution to business problems. However, like any technology, AI has unique strengths and weaknesses. Accounting and finance professionals should understand where they can best leverage the technology in day-to-day work and where human expertise is more valuable.

A McKinsey study noted improved efficiency in transactional functions like accounts payable or receivable but less impact in more strategic areas, such as FP&A or tax planning. This will evolve as AI becomes more sophisticated. Those working in accounting and finance who navigate these nuances with confidence and understand where their talent is uniquely valuable will strengthen their personal brand and win in this new era.

Embrace Reskilling

Reskilling initiatives have become more commonplace as organizations seek to align employee skills with business objectives and incorporate AI into daily work. Hiring for skills remains a top priority for employers in 2024.

Accounting and finance professionals looking to outpace AI should lean into programs available through their workplace or actively seek outside resources to conduct training and scale their knowledge.

For example, consider learning how to incorporate data visualization or advanced analytics into your decision-making process.

Establish Governance

Concerns about data security, privacy and cyber risks are rampant in the accounting and finance industry, amplified by the democratization of AI. That’s why it’s essential to recognize how these risks factor into their daily work and manage them appropriately. This starts with transparent reporting and communication about how AI is being used across your organization and adhering to shared guidelines that enhance user experiences rather than infringe on them.

Don’t Be Afraid to Experiment

We’re still in the early stages of AI’s impact on the finance industry. This allows professionals to test out different applications and tailor use cases to get ahead with AI effectively.

Efficiency, for example, remains a top priority for business leaders, so track your time when implementing AI tools to your workflow to see how it has enabled you to get more done faster. Leverage those data-driven insights to prove the value of your innovation and demonstrate how you effectively use AI to augment your work.

Century Group Can Help You Level Up

Are you a finance or accounting professional looking to outpace AI at work? Connect with our team today to learn about how you can propel your career and find success in your next opportunity.

5 Finance Certifications Worth the Investment in 2025

In a competitive and constantly changing financial landscape, certifications are more than just acronyms after your name — they’re strategic career accelerators. Whether you’re aiming for a promotion, pivoting into a new role, or boosting your credibility, choosing the right certification can deliver substantial returns.

Here’s a breakdown of the top finance certifications in 2025 that offer the best bang for your buck.

1. Chartered Financial Analyst (CFA)

  • Best For: Investment professionals, portfolio managers, or equity analysts
  • Investment: $3,500-$4,600 over three levels
  • Time Commitment: 3-4 years
  • ROI Highlights:
    • Average salary increase: 15–25% post-certification
    • Global recognition across asset management, banking, and consulting
    • Strong employer sponsorship availability

2. Certified Public Accountant (CPA)

  • Best For: Accountants, auditors, or tax professionals
  • Investment: $1,600-$3,000
  • Time Commitment: 1-2 years
  • ROI Highlights:
    • High demand in public accounting and corporate finance
    • Often required for leadership roles in finance departments
    • Strong job security and regulatory relevance

3. Financial Risk Manager (FRM)

  • Best For: Risk analysts, compliance officers, or treasury professionals
  • Investment: $1,600-$2,000
  • Time Commitment: 1-2 years
  • ROI Highlights:
    • Growing demand in banking, fintech, and insurance
    • Recognized by top firms like JPMorgan, HSBC, and BlackRock
    • Enhances credibility in volatile markets

4. Certified Financial Planner (CFP)

  • Best For: Financial advisors or wealth managers
  • Investment: $4,500-$11,000
  • Time Commitment: 1.5-2.5 years
  • ROI Highlights:
    • Boosts client trust and retention
    • Opens doors to high-net-worth clientele
    • Often leads to independent practice opportunities

5. Certified Management Accountant (CMA)

  • Best For: FP&A professionals, controllers, or finance managers
  • Investment: $1,000-$1,600
  • Time Commitment: 1-2 years
  • ROI Highlights:
    • Strong ROI in corporate finance and strategic planning
    • Recognized globally, especially in manufacturing and tech
    • Often leads to CFO-track roles

How to Choose the Right Certification

Ask yourself:

  • What’s my career goal? (e.g. CFO, portfolio manager, or advisor)
  • How much time and money can I invest?
  • Do I need global recognition or a niche specialization?
  • Will this certification open doors in my industry or region?

Certifications are not just credentials — they’re career catalysts. In 2025, the most valuable ones combine relevance, recognition, and ROI. Whether climbing the corporate ladder or setting out define yourself amongst peers, the right certification can be your launchpad.

Looking for your next opportunity in finance? Submit your resume to connect with one of our expert recruiters today.

Crack the Resume Code: Insider Tips from Hiring Pros

The resume review process is often the first point of contact between a potential candidate and your organization — and getting it right can make all the difference. While a resume may only offer a snapshot, it often contains the earliest indicators of whether a candidate has the capability, mindset and experience to thrive in your environment.

In today’s competitive hiring landscape, knowing what to look for and how to look for it can elevate your hiring process and save valuable time. Below, we share a refined approach to resume evaluation rooted in strategy, experience and alignment with long-term organizational goals.

1. Relevance to the Role: More Than Keyword Matching

The most effective resumes demonstrate intentional alignment with the position at hand. Go beyond simply scanning for keywords, look for a narrative that connects past roles and achievements to your company’s current needs.

Ask: “Has the candidate tailored their resume to reflect the priorities of this specific role? Do their past results indicate the ability to solve challenges similar to the ones your team is facing?”

Relevance is not just about past job titles; it’s about contextual fit.

2. Evidence of Results, Not Just Responsibilities

Competency today is measured in outcomes. Candidates who demonstrate their value through quantifiable results are often those who understand business impact.

Look for statements such as: “Reduced operational costs by 18% through process automation.” “Led cross-functional teams to deliver a product three months ahead of schedule.”

These candidates aren’t just doing the work; they’re delivering measurable progress.

3. Career Trajectory and Growth Patterns

A well-structured career path can signal ambition, adaptability and performance. Look for signs of progression, such as increased responsibility, lateral growth into broader roles or internal promotions. Also note:

  • Time spent in each role: Too short may signal instability; too long without growth may signal stagnation.
  • Context of changes: Are transitions between roles strategic or reactive?

Understanding their career story provides insight into their professional judgment.

4. Professionalism, Structure and Clarity

A resume should reflect a candidate’s ability to communicate clearly and professionally, skills that are critical in nearly every role. Assess whether the resume is logically formatted, free from errors and easy to navigate.

What to evaluate: Are employment dates and job responsibilities clearly outlined? Is the tone professional without being overly templated? Does the candidate demonstrate attention to detail through formatting and consistency? Poorly presented resumes often foreshadow issues with communication, organization or follow-through.

5. Educational and Technical Credentials

While not always the sole determining factor, educational background and technical certifications still matter, particularly in roles that require regulatory compliance, specialized training or deep technical knowledge. That said, consider the totality of a candidate’s experience. In many cases, demonstrated ability and impact outweigh a lack of formal education, especially in dynamic or emerging fields.

6. Common Red Flags and When They Deserve Context

Not all warning signs are immediate deal-breakers, but they should trigger thoughtful consideration or clarification.

  • Frequent Job Changes: May indicate a lack of commitment or could reflect career exploration or industry disruption.
  • Employment Gaps: Could stem from personal development, caregiving or economic conditions. If unexplained, address during the interview.
  • Overly Vague Language: “Assisted with,” “worked on,” or “helped deliver” without detail may signal limited ownership.
  • Ignoring Application Instructions: Missing requested materials suggests poor attention to detail and can be predictive of future issues.

Your goal isn’t to eliminate every imperfect candidate — it’s to determine who deserves a deeper conversation.

Resumes Tell a Story—Read It Strategically

At its core, resume review is not about scanning for keywords or hunting for flaws. It’s about strategic filtering, identifying which candidates have not only done the work but done it in ways that align with your mission, goals and culture.

By focusing on relevance, impact, growth and clarity, you’ll not only reduce hiring friction, you’ll elevate the quality of your team long-term. And if your team is navigating a high volume of applicants or struggling to attract the right profiles, we are here to help.

Century Group’s team brings clarity and structure to every phase of the hiring process, ensuring you’re meeting the right people, every time. Let’s talk about how we can support your next great hire.

Q3 2025 Employment Report

The U.S. economy added 147,000 jobs in June, with the unemployment rate at 4.1%, down slightly from 4.2% in May. Average hourly earnings rose by just 0.2% year-over-year, and the average workweek shortened to 34.2 hours, indicating that employers are managing costs carefully. While job growth continued, the details reveal important shifts.

unemployment rate Q3 2025

The government and healthcare sectors combined added 112,000 jobs, representing 76% of all job growth, while professional services and manufacturing each shed 7,000 positions.

This uneven growth pattern signals a changing landscape where some industries are thriving while others face headwinds. Here’s what both employers and job seekers in accounting, finance and HR should expect in the months ahead.

For Employers

“The hiring dynamic in the country has quietly gotten a little bit softer now,” says Rick Rieder, BlackRock’s chief investment officer. For accounting and finance employers, this signals a need for strategic thinking.

The 7,000 positions shed in professional and business services sector means employers who are still hiring have access to a deeper talent pool, including experienced professionals who may have been displaced from other organizations.

While overall hiring has slowed, companies with a genuine need for accounting and finance talent now have access to experienced professionals who may not have been available before. The challenge is identifying which candidates are the right fit versus those simply seeking any opportunity.

For employers still investing in their finance teams, this environment presents an opportunity to find seasoned professionals who bring valuable experience from other organizations. Organizations want to be deliberate about hiring, focusing on roles that will drive real value rather than filling positions for the sake of growth.

For Job Seekers

The other side of the job market coin? Candidates need to be more strategic than ever. “The job market continues to remain resilient, and that has been seen since the pandemic,” said Daniel Zhao, lead economist at Glassdoor. “But that doesn’t mean that it will continue to remain resilient. There are signs of softening underneath the surface.”

So, what does this mean for candidates looking to advance their careers? Strategy, strategy, strategy.

With professional services losing 7,000 positions and the average workweek dropping to 34.2 hours, competition is intensifying. The accounting and finance professionals who will dominate this market are those who understand one key principle: strategic positioning beats reactive job searching every time.

Networking and expert guidance are essential. Working with specialized recruiting firms isn’t just about finding your next role; it’s about positioning yourself strategically in a market where employers have choices.

This market rewards preparation, specialization and professional partnerships. The right opportunity is out there, but you need the right strategy to find it.

Ready to capitalize on this market shift? Whether you’re an employer seeking top-tier talent or a professional positioning for your next career move, our team knows exactly how to navigate today’s evolving landscape. Contact us today.