Author: dvillalobos

Why Hiring HR Pros Is Hard — And How Staffing Firms Help

Have you noticed that hiring HR professionals is harder than it used to be? Companies struggle to fill critical positions for months, leaving teams understaffed and overwhelmed. These HR hiring challenges create ripple effects throughout organizations. Fortunately, firms can provide HR staffing solutions to break this cycle and connect you with the talent you need.

Contributing Factors to the HR Hiring Challenges

HR represents one of the smallest professional functions in the workforce. So, when it comes to HR professionals, hiring means you’re fishing in a very small pond. Companies outside major metropolitan areas face even greater challenges, as HR talent concentrates heavily in large cities.

The Network Gap

Traditional HR recruitment strategies often fall short because they miss out on qualified candidates who lack access to established networks. That’s where specialized expertise and a well-cultivated pipeline make all the difference.

Skills Mismatch and Evolving Requirements

Modern HR roles demand much more than traditional administrative tasks. Today’s HR professionals need business acumen, data literacy and technology skills to drive strategic initiatives. However, many HR job descriptions still focus on generic requirements like “communication skills” and “attention to detail.”

This disconnect creates problems for everyone involved. You struggle to attract candidates with modern capabilities while qualified professionals pass over positions that seem outdated. HR hiring best practices require understanding what today’s HR function needs to succeed.

Time Pressure Leading to Poor Decisions

When your HR team is understaffed, pressure mounts quickly. A bad hire can cost significant time and money, yet you might rush decisions when desperate to fill roles. This creates a dangerous cycle where business hiring strategies prioritize speed over quality, leading to even more turnover.

You face an impossible choice: move fast and risk a poor fit, or take time for thorough vetting while your operations suffer.

Tap Into a Well-Cultivated Network

Professional HR recruitment firms maintain relationships with candidates across multiple markets and industries. Whether you want a direct hire or contract-to-hire, staffing firms invest time building these networks so companies don’t have to start from scratch for every search.

Matching You With Today’s HR Skills

HR talent acquisition specialists can translate a company’s needs into effective search strategies. They understand which skills are most important for various industries and company sizes. This expertise helps create better matches between candidates and positions.

Speed Without Sacrificing Quality

Professional staffing firms can deliver qualified candidates quickly because they’ve already done much of the groundwork. They maintain pre-vetted candidate pools, enabling faster placements without compromising quality.

We Solve HR Hiring Challenges

Century Group is positioned to solve your HR hiring challenges. Our extensive network and proven three-phase process deliver qualified candidates quickly, often with same-day interviews and placements within 24 hours. Let us help you build the HR team to drive your business forward.

Finance Leadership in Focus: Century Group Hosts 2025 CFOLA Forum

ABOUT THE EVENT

As AI continues to disrupt industries, Los Angeles finance leaders are stepping up to understand its implications and harness its potential. Nearly 40 CFOs convened at Jonathan Beach Club in Santa Monica earlier this month for an exclusive evening of networking and conversation centered around the hot topic — exploring how AI’s not just a buzzword but a strategic tool reshaping the future of the finance and accounting professions.

In partnership with Mercer and PNC, Century Group’s 2025 CFOLA follows the recruiting and staffing firm’s other proprietary event, Orange County CFO Forum, which catered to the company’s most Southern California-based clients in late February. Both gatherings aim to provide an opportunity for CFOs of varying business sizes and industries to connect over shared challenges and trends in relaxed, high-caliber settings.

CFOLA Forum Panel
The 2025 CFOLA Forum panel featured insights from CFOs Ian Zieger, Jennifer Loo, Eric Chin and Raj Patel.

AI in Finance — Disruption or Opportunity?

CFOLA’s panel featured voices from distinguished area finance leaders, including CBRE Investment Management CFO, Ian Zieger, Tala CFO, Jennifer Loo and Akido Labs CFO, Eric Chin, and was expertly moderated by EVCS CFO, Raj Patel. All have experienced the shift AI tools have introduced to their teams’ roles — and all the unknown and exciting aspects that come with burgeoning technologies.

“The way I see it, financiers aren’t going to be playing a new role, they’re going to be playing their old role, which is evaluating opportunities and mitigating risks,” said Loo.

“The reality is that AI will be in everything, and we have an opportunity to change our customer experience, cut costs in the organization and just make existing teams better.”

Century Group is an executive recruiting and professional staffing  firm providing top-tier accounting, finance and human resources talent to start-up, mid-market and Fortune 500 enterprises on a direct hire, temporary and temp-to-hire basis. Celebrating its 35th anniversary, the company aims to continue offering standout events and opportunities to better support the sectors it serves.

Q2 2025 Employment Report

The U.S. added a robust 228,000 jobs to business’ payrolls in March, according to the U.S. Bureau of Labor Statistics — surpassing economists’ expectations with a strong showing in the healthcare, social assistance and transportation sectors.

Unemployment, however, ticked up to 4.2% as more workers entered the labor force last month. This number doesn’t include the full extent of the federal job cuts or impact of the tariff announcements that shook markets in early April.

Q2 2025 employment report

While companies and experts may view March’s strong jobs report as too early of an indicator of the labor market’s overall stability, it’s important for both job seekers and hiring managers to understand that the national unemployment rate for degreed professionals hovers between 2 and 3%. In fact, the BLS reports in-demand roles like financial analysts is as low as 1.9% and human resources managers at 0.6%.

We share what both groups can expect in Q2 below:

For Employers

April’s LinkedIn Workforce Report highlighted some of the economic anxiety companies are already feeling, as hiring showed early signs of a slowdown across all industries. Business services — which includes accounting and finance professionals — was one of the few sectors that experienced an increase of more than 3,000 jobs in March.

For hiring managers, this means a couple things. The available talent for these roles is very limited in comparison to other sectors and remain in high demand. Leveraging recruiting firms to identify passive and non-advertised professionals for accounting, finance and HR positions can help businesses attract the people they need to succeed.

Secondly, uncertain environments increase the importance of flexibility and the capacity to respond rapidly to new developments.

Enterprising companies turn to consultants for handling project or temporary engagements — allowing them to scale their departments’ workloads and expenses in a controlled fashion. 

For Job Seekers

This theme of unease is plaguing job seekers, as well, with one in five employees fearing they will be laid off in 2025, according to a recent survey by  ResumeTemplates.

Professionals looking to make a career move should rely on the expertise and networks of staffing and recruiting firms to get ahead of the influx of resumes hiring managers are receiving on a daily basis. Not only do recruiters have access to confidential job openings, but provide interview coaching, negotiations support and additional hacks that can get you to the front of hiring managers’ first round of interviews.

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

Essential Interview Questions Every Hiring Manager Should Ask

Sure, the interview process may seem like a more stressful position for the job seeker, but a lot of the burden falls on the hiring manager, too. After all — it’s in the company’s best interest to find the right professional for the role and mitigate the risk of a bad hire.

Here are 3 essential questions hiring managers should ask candidates during the interview process:

1. “In what ways can your expertise and strengths contribute to the success of this role?”

Asking this question provides a few key insights. First, it challenges the candidate to articulate their current understanding of the role and how their skill set aligns. The query also demonstrates their problem-solving skills and how they might approach challenges in the role, as well as broader considerations including cultural fit and team dynamics.

2. “What strategies do you use to stay productive and meet deadlines in a high-pressure environment?”

Deadlines and priorities come with any job. But how the individual in the seat manages these pressures, that’s where it can vary.

By asking this question in the interview process, companies get a window into the candidate’s reliability and consistency in meeting deadlines, which is essential for maintaining workflow and productivity in the HR and accounting and finance sectors.

It also reveals how the candidate copes with stress — ensuring they can maintain performance levels during busy periods.

3. “Why are you leaving your current job?”

This inquiry may appear innocuous at first glance, but can actually expose red flags and deeper motivations behind a candidate’s search. If the job seeker, shares negative comments about their manager or current company, for example, this may trigger some alarm bells about the professional’s temperament and adaptability. Their response can also highlight if the position meets their expectations when it comes to responsibilities, career growth and work environment.

Discover Your Perfect Fit

In any market, the one competitive advantage for companies that remains unchanging: its talent. But finding the right people requires more than asking a few key questions in an interview. Century Group’s team of recruiting and staffing experts do all the leg-work for its clients — from screening to managing salary negotiations — so businesses can feel confident in their hiring decisions. Have a need? Contact our team today.

3 Ways to Avoid Job Search Burnout

Job hunting can be a mix of excitement and stress. Whether you’re managing applications alongside a full-time job, navigating an unexpected career transition or simply feeling drained from the search, burnout can sneak up fast. The good news? You don’t have to let it take over. By making a few adjustments to your approach, you can stay motivated.

Below are some ways to avoid job search burnout.

1. Focus on Quality Over Quantity

Sending out dozens of applications in a rush might feel productive but it often leads to frustration. Instead of applying to every available job, take a more intentional approach. Look for positions that genuinely align with your skills and career goals and tailor your applications accordingly.

Not only does this improve your chances of landing the right job but it also keeps you from feeling drained by endless applications that may not be the best fit.

2. Create a Manageable Routine

Job hunting can easily take up all your free time but without balance, it can lead to exhaustion. Instead, create a structured schedule that keeps you productive without overwhelming you. Set aside time for networking with industry professionals, dedicate focused hours to tailoring applications for roles that genuinely excite you and make room for skill-building or professional development.

By establishing clear boundaries, you can prevent job search fatigue while staying motivated and engaged throughout the process.

3. Stay Connected and Seek Support

Feeling isolated during a job hunt can make stress even worse. Don’t hesitate to reach out, whether it’s talking to a mentor for career advice, leaning on friends for encouragement or joining professional groups where job seekers share insights. Connecting with others not only provides fresh perspectives but can also open doors to new opportunities. Sometimes, the right job comes through a conversation rather than a listing.

Need support in your job search? Reach out to us today, we’re here to help you find the right opportunity!

The Orange County CFO Forum Unites Area Finance Leaders

The Orange County CFO Forum returned for its fourth year with a resounding bang on Feb. 20 at Costa Mesa’s Water Grill — bringing together more than 40 leading CFOs in the community. Hosted by Century Group and sponsored by Marsh McLennan, this special event provides accounting and finance leaders with an opportunity to gather and discuss the latest trends that are impacting the industry.

“We are thrilled to be back with such a wonderful group of esteemed finance leaders in Orange County,” said Sr. Client Manager at Mercer Janet Vreeland, a business of Marsh McLennan. “It’s such a wonderful place to live and a wonderful place to do business.”

The intimate evening fostered meaningful connections, insightful discussion and a deeper understanding of the buzzword continuing to take the workplace by storm: AI. Along with a lively reception and dinner, the Orange County CFO Forum centered around this timely topic with a CFO-led panel made up of some of the brightest voices and award-winning professionals helping lead area businesses today.

OC CFO Forum

From sharing how they’re leveraging AI tools in their day-to-day operations to addressing the challenges of implementation and security, attendees listened to the different ways businesses varying in size and industry are approaching artificial intelligence and its expected influence on the profession.

The evening concluded with an engaging Q&A and additional space for guests to debate strategies and shifts currently impacting their work — highlighting the importance of collaboration in navigating the future of the field.

“We were pleased to see such an enthusiastic response from so many finance leaders,” said Barnaby Wang, Managing Director at Century Group. “This event provided an invaluable opportunity for professionals to grow their networks and share knowledge on an area that has the potential to transform the sector.”

Century Group looks forward to hosting future events that strengthen and support the businesses and people it serves. To stay updated on upcoming events or resources, visit www.century-group.com.

3 Ways Job Seekers Can Expedite the Hiring Process

Once you’re in the hiring pipeline, time is of the essence. A drawn-out process can lead to missed opportunities, frustration and even competing offers. If you’re eager to secure a role quickly, here are three key ways to help move things along efficiently.

1. Be Prompt and Prepared

Hiring managers and recruiters appreciate candidates who are proactive. Respond quickly to scheduling requests and be flexible with your availability for interviews. Have all necessary documents — such as references, work samples and certifications — ready to go. Delays in providing these materials can slow down decision-making, so staying prepared gives you an advantage.

2. Follow Up Strategically

After each interview, send a thank-you email expressing your enthusiasm for the role and appreciation for the interviewer’s time.

If you haven’t heard back within the expected timeline, a polite follow-up can keep you top of mind.

Demonstrating continued interest shows initiative and helps maintain momentum in the hiring process.

3. Clarify Expectations Early

Misalignment on salary, start date or role expectations can cause unexpected delays. Be upfront about your compensation requirements and availability early in the process. If you anticipate any potential roadblocks — such as needing relocation assistance — address them as soon as possible to prevent last-minute complications.

Being transparent about other opportunities in the pipeline can also motivate hiring managers to move. Let them know if you’re actively interviewing with other companies, showing employers that they aren’t the only player competing for your talents.

Final Thoughts

By being responsive, proactive and clear about expectations, you can significantly reduce hiring delays and improve your chances of securing an offer quickly. The key is to keep the process moving smoothly while maintaining professionalism and enthusiasm.

Looking for expert guidance on navigating the hiring process? Century Group is here to help — contact us or submit your resume today!

Q1 2025 Employment Report

The 2024 job market closed on a high note in December — exceeding economists’ forecasts with 256,000 added jobs. “The number handily beat expectations after two years of cooling in the labor market,” says The New York Times. “…and the unemployment rate edged down to 4.1 percent, which is very healthy by historical standards.”

 

q1 2025 employment report

The U.S. Bureau Labor of Statistics’ quarterly Employment Situation report noted an upward trend in health care, government, social assistance, professional and business services, information and retail trade sectors, with total U.S. payrolls reporting at a record-high of more than 159.5 million jobs. Coupled with many business’ indicated optimism with the new presidential administration, an increase in hiring in 2025 is expected.

How does this impact job seekers and employers this quarter? Here’s everything you need to know.

FOR EMPLOYERS

For the past several years, the balance in the job market can be compared to a teeter totter: one year it’s a candidate-driven market and the next the companies have the upper-hand. In 2025, “the bosses are back in command,” according to The Wall Street Journal.

A strong, yet lukewarm employment landscape is emboldening employers to cut back on attractive perks and benefits that would win over top professionals in a competitive market. For example, big companies are now pulling back on hybrid work schedules and college tuition assistance.

“The ratio of vacant jobs to jobless workers has fallen from a record of 2 in 2022 to 1.1 in November,” says The Wall Street Journal. “But 76% of the job growth in the past year has been in healthcare and education, leisure and hospitality, and government. In fields such as finance, information, and professional and business services, job growth has been far weaker. “

Still, as hiring picks up in these areas this year, the demand for skilled finance and accounting professionals will ramp up in response. Employers should consider looking to some of 2025’s key trends to remain ahead in the rapidly evolving technological landscape.

FOR JOB SEEKERS

The other side of the job market coin, candidates are less confident of their standings in 2025. According to ZipRecruiter’s Job Seeker Survey, confidence among job seekers had fallen sharply throughout the first three quarters of 2024.

“Voluntary quits were also down 11.1% year-to-year, as 38.5% of workers said they left a job in the past year, compared with 43.3% who said the same a year ago, according to the 2024 Talent Retention Report by employment platform iHire.”

So, what does this mean for candidates looking to grow their career in this current environment? Upskill, upskill, upskill.

Artificial Information (AI) technology is providing ample opportunity to learn desirable skill sets, particularly in the areas of accounting, finance and HR. Platforms like YouTube even offer free training in key AI-based programs for individuals to take advantage of.

Partnering with staffing and recruiting firms is also a way for job seekers to gain an edge on their peers and gain access to job postings and opportunities that aren’t available on job sites.

Learn more about how our team can assist with your job-seeking or hiring needs today.

Adapt or Fall Behind: The Top Labor Trends for 2025

As we head into 2025, the workforce landscape is transforming at an unprecedented pace. Emerging technologies, shifting employee expectations and evolving workplace dynamics are reshaping the way organizations hire and retain talent. To stay ahead, companies must understand and adapt to these critical trends. From mastering AI to addressing the ever-growing demand for flexibility, here are the top five labor trends that will define the upcoming year.

1. Building AI Savvy

Hiring for AI-specific skills alone won’t suffice in 2025 — familiarity with AI’s broad capabilities will be essential across roles. Finance leaders, including CFOs, must understand key concepts like machine learning and natural language processing, as well as their operational applications. This foundational knowledge enables leaders to align AI strategies with business objectives effectively. While over two-thirds of corporate finance teams are in the exploratory phase of AI adoption, according to a survey by Wolters Kluwer, only one-third of HR leaders are evaluating generative AI use cases. Bridging this gap will be a priority.

2. Flexibility Remains a Top Priority

The debate over remote versus in-office work continues. Many companies are gravitating toward hybrid models, offering flexibility to employees while using office spaces as hubs for collaboration and creativity. The Society for Human Resource Management (SHRM) highlights this shift as a defining characteristic of modern workplaces, where the physical office is more about fostering connection than serving as a daily necessity.

3. Utilizing Contractors and Specialists for Projects

Increased reliance on contractors and specialists reflects a broader trend toward project-based and adaptable work arrangements. Businesses are leveraging freelancing platforms and staffing firms to address talent shortages and execute specialized initiatives. This approach not only manages costs but also accelerates project timelines. According to data by TeamStage, more than 50% of the U.S. workforce is expected to engage in the gig economy by 2027.

4. Investing in Skill Development

With the skills gap widening, organizations must make learning and development integral to their growth strategies. On-demand training opportunities are crucial to keeping employees current with technological and societal changes. Companies prioritizing skill development will see enhanced retention, engagement and recruitment outcomes. Notably, 83% of employees recognize ongoing skills training as vital to their job performance, underscoring the demand for continuous learning opportunities (D2L).

5. Wage Wars Between Employers and Job Seekers

Compensation remains a significant driver of job mobility, particularly as living costs rise. Professionals with expertise in strategic HR, automation tools or ERP systems often expect pay that reflects their specialized skill sets. For 2025, salary increases are forecasted to average 3.9%, slightly up from 3.8% in 2024 but below 2023’s 4.4% growth (WTW). To address budget constraints, companies are turning to perks like flexibility and enhanced benefits packages to attract top talent.

Preparing for 2025: Key Takeaways and Next Steps

As hiring trends evolve, staying proactive and adaptable will be crucial for organizations navigating the changing workforce landscape. Whether it’s leveraging AI, fostering flexibility, tapping into the gig economy, investing in skills development or balancing competitive compensation with other perks, employers must prioritize strategies that align with their long-term goals and employee expectations.

5 Economic Hiring Trends in Finance and Accounting

Economic changes from inflation to rapid tech adoption are reshaping finance and accounting hiring trends. Businesses are adapting by prioritizing specific skills and roles to navigate today’s challenges, which range from cost control and regulatory compliance to evolving digital tools and global talent access.

Rising Inflation and Cost Control

As inflation impacts businesses, demand is increasing for professionals skilled in budgeting, forecasting and cost management. Financial analysts, controllers and budgeting specialists are in high demand as companies seek to optimize spending and maintain profitability.

Compliance and Risk Management

Economic uncertainty has heightened the need for roles focused on risk management and regulatory compliance. With evolving regulations, companies are looking for financial controllers, auditors and compliance officers who can help manage risks, navigate regulatory landscapes and protect the organization’s interests.

Digital Transformation in Finance

The digital shift is accelerating — requiring finance professionals adept in tech-driven roles, like data analysis and automation.

Roles blending finance expertise with technical skills, such as financial data analysts and technology-driven accountants, are growing in demand as businesses look to increase efficiency and gain deeper insights from data.

Remote Work and Global Talent

The rise in remote work is allowing companies to access a larger, more diverse talent pool. This shift opens opportunities for specialized skills previously harder to find locally, adding a new level of competition for roles that are effective in a remote setting, such as bookkeeping, financial analysis, and project-based finance work.

Focus on ESG Reporting

Environmental, social, and governance (ESG) reporting is another critical area impacting hiring trends. Finance professionals with expertise in ESG and corporate social responsibility reporting are becoming essential for businesses aiming to maintain transparency and meet sustainability goals.

Partnering for Strategic Hiring

To stay ahead of these evolving trends, consider partnering with a staffing agency that specializes in finance and accounting recruitment. Our team offers a strategic edge in sourcing the right talent, using industry insights and optimized recruitment strategies to deliver efficient hiring solutions. We ensure your recruitment efforts align with the latest economic and industry shifts.