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!

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!

 

 

 

 

 

 

By Ron Blair, President & COO

Stepping into a managerial role in finance is a significant career move. Not only do you have a fiduciary responsibility to your employer, but you are also accountable to a group of people who look to you for leadership and support.

For that reason, the job interview for such a position is critical. No matter how much you want the job, it’s important that you ask the right questions to get a clear picture of your potential employer’s expectations and management style, as well as the company’s working environment.

Here are five questions that will help you determine if the financial management job you’re interviewing for is the right fit for you:

Question 1: What are the characteristics you’re looking for in the ideal manager for this position? What interpersonal, technical and administrative skills and/or style are required for success in this role?

The answer to this question will provide important clues as to whether or not your personality and leadership style match up with your potential employer’s expectations for the job. Is he or she looking for an aggressive manager who can mediate conflict or a hands-off leader who is more of a shepherd and overseer?

Question 2: What is your own management style? How do you go about making decisions,delegating, solving problems, running meetings and so forth?

Just as your personal style should be a match for the job, your potential boss’ personality and leadership approach should be one that you can work with. How does she react to problems with deadlines? How does she handle staff members who are late to meetings? Answers to this question will give you a snapshot of internal office relationships and the day-to-day business conduct.

Question 3: Tell me about the team I’d be working with. How long have they been working here?What are their educational and professional backgrounds? Professionally, what are their strengths and weaknesses?

As a manager, it’s important to meet your staff with eyes wide open. If you understand up front who they are and where they’re coming from, your transition into your managerial role will be much smoother and more pleasant, since you’ll be aware of weak spots and can address them appropriately.

For instance, maybe your team is not so good at getting reports in on time, so fixing that can be one of your first priorities. Also, answers to these questions give you an opportunity during the interview to stress areas of your education and experience that can fill gaps in the strengths of the company’s finance team.

Question 4: What are your objectives for the person who takes this position over his or her first 100 days on the job? Will the new manager be given a detailed plan of action? How will you measure success in this role over those first three months on the job?

Along with giving you an idea of how structured your position will be, the answer to this question provides further information about your potential employer’s leadership style. Are you going to be closely monitored and directed over those first 100 days, or will you be freer to develop your role and your team in the way that works best for you? Listen to your potential employer’s answers to this question very carefully, remembering that this is the person — and the leadership style — you’ll be working with every day.

Question 5: What is currently the most pressing business issue or challenge for your finance department? Is a plan of action to resolve this challenge already in place?

Again, it’s helpful to know what kind of environment you’re coming in to. Every finance department has some challenges, so you shouldn’t necessarily view the answer to this question as a negative.

You’ll have to weigh the challenges against your experience and expertise and your readiness to take on that particular problem. Remember: A job interview isn’t just an opportunity for you to sell your potential employer on your talents and experience. It is also a fact-finding mission that can help you determine whether or not the company you’re interviewing with is a good fit for you.

Are you ready to find your next career? Search our hottest finance and accounting jobs today!

 By Ron Proul, CEO

As recruiting professionals, we are often asked to review resumes and provide feedback. Our feedback is from a frame of reference developed over years in the recruiting profession answering questions from employers as to whether a candidate’s resume accurately reflects what the candidate has to offer.

To keep questions focused on you as a candidate rather than about your resume, follow the five Cs.

CONSIDER YOUR AUDIENCE

Resumes may pass through a number of handlers prior to getting to the ultimate hiring authority. Your primary audience is what you are gearing for — ensure that it gets there with the right format and content. Your resume is an advertisement for your individual career brand developed by skills, accomplishments, associations and career progression. Make it straight forward and easy to digest.

CONSISTENT CHRONOLOGICAL FORMAT

This is without a doubt the best format. When resumes come through that are developed in other formats, it often speaks of a resume prepared by a service or one that is hiding some weakness. Whether you write it or not, most reviewers see a resume as the first sample of your work product. A chronological resume says, “I prepared this.” It also allows an interviewer to associate when and where you used the skills in your resume. Your interviewers will see skills that are fresh and apply to this job or see skills developed to a higher level of expertise later in your career based on the foundation earlier.

When starting with a certain format, stick with it. I prefer a combination of paragraph job descriptions with bullets for accomplishments, but that is personal taste. Paragraph form and bullet form are fine by themselves but whichever it is stick with a format. Make sure and review for grammatical, spelling or other simple errors.

In accounting nothings speaks to your attention to detail, consistency and self review than a simple formatting problem. This holds true with dates of employment, sub dates, titling, education and anything that repeats in your resume.

CAPITALIZE ON ACCOMPLISHMENTS TO HIGHLIGHT STRENGTHS

Titles, promotions, additional responsibilities and broader span of control speak of accomplishments in themselves, but don’t forget the day-to-day triumphs.

Review some of your accomplishments and provide them in your resume in addition to your duties. If you are like most professionals, you often think of your successes as all in a days work. So if you are having trouble coming up with some, pull out your old reviews and see if any come to mind. Reviews can be a great place to find strengths you may not even realize you have. Incorporate those items into your resume through your accomplishments or a description of your duties.

COMPREHENSIVE, YET CONCISE DESCRIPTIONS

Although these terms can seem contradictory, they really work together. Use key words. You want to get details and yet not bore the reader with too many. The first handler of your resume (could be a computer or a person) may not have any technical experience in your area and is merely looking for key words.

Action words, the correct tenses and easily comprehensible terms accomplish this. Stay away from acronyms only used in your own company and only use industry-specific acronyms if you want to stay in that industry. Otherwise, use the generally accepted business terminology in your description.

CO-BRAND YOUR RESUME

Your employer already spends time and money on marketing — capitalize on it. In no other business relationship can you more freely use the branding and name of a company without consent.

Ask yourself: what about my employers would reflect favorably on my resume through association? Are my employers thought leaders, leading companies in a particular product, technology or service? The company doesn’t have to be the largest, but a strong reputation, strong internal team members, and visibility in their business sector can create a co-branding effect. Highlight your employer’s strengths, size, industry or reputation just like you would your own in a quick sentence below the name.

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!

By: Brian Harkavy | Director, Executive Search

Those long hours spent surveying countless job listings and polishing your resume have finally paid off — you’ve landed an interview. Not so fast. Hiring managers and recruiters endure just as tedious a process as job seekers when trying to fill a position, and it’s your responsibility to make their efforts count.

These five interview habits may seem insignificant, but can make all the difference in leaving a lasting, positive impression on your potential future employer — and helping to secure the role.

1.  DRESS FOR SUCCESS

A key aspect of preparing for an interview begins with your closet. Wearing comfortable, yet professional attire not only impacts how a hiring manager perceives you, but is scientifically proven to boost your self-image, too.

2. BE ON TIME

Time is valuable, and it’s important to show employers that you’re respectful of theirs. Being punctual is one of the first things hiring managers take note of, and helps direct the tone of the interview.

3. CONFIDENCE MATTERS

As far as successful interview habits go, this is one you should fake until you become it. Don’t let nerves keep you from putting your best foot — or hand — forward with a firm greeting and self-assured smile.

4. STAY MINDFUL OF YOUR BODY LANGUAGE

It’s challenging to reverse years of developed bad habits and mannerisms, but beware: the moment you walk into a job interview, you’re being judged. The employer is dissecting every fidget, slouch and nonverbal cue during the exchange, so it’s important to stay mindful of exhibiting an upbeat, poised demeanor at all times.

5. ANSWER IN THE AFFIRMATIVE

You may not be able to prepare for every curveball question an interviewer throws your way. You can, however, control how you answer. Pro tip: keep it positive. Frame your responses in a way that convey your assuredness in your ability to handle the position’s various responsibilities in a clear, confident manner. And, most importantly, possibly sway the employer’s final decision in your favor.

Are you an accounting and finance professional in search of a new career opportunity? Century Group is here to help. Our team of placement experts successfully guides candidates through the entire job-hunting process — from identifying each individual’s career objectives to coordinating interviews and assisting with final salary negotiations. Find your next career move now.