Category: Management & Leadership

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.

In today’s competitive job market, the interview process is more than just a formality; it’s a crucial opportunity to assess not only qualifications but also cultural fit and potential contributions to your organization. The right techniques can transform interviews into strategic discussions that benefit both candidates and employers. Here are four effective approaches to enhance your company’s interview process:

1. Situational Interviewing

This technique involves presenting candidates with hypothetical scenarios that they may encounter in the role. By asking questions like, “How would you approach a conflict with a team member?” you can gauge their problem-solving abilities, critical thinking skills and emotional intelligence. This method provides insight into how they might react under pressure, helping you predict their future performance and better avoid bad hires.

2. Cultural Fit Assessment

Assessing a candidate’s alignment with your organization’s values and culture is crucial for long-term success. Incorporate questions that explore their beliefs about teamwork, communication and feedback, such as, “Describe an ideal team environment for you.” This helps ensure that the candidate will thrive within your organizational culture and contribute positively to the team dynamic.

3. Technical Assessments

For roles that require specific skills, implementing tailored technical assessments is essential. These can range from coding challenges for software engineers to case studies for marketing positions. By observing candidates in action, you can evaluate their expertise and ability to apply their knowledge in practical situations — ensuring they have the skills necessary to succeed.

4. Follow-Up Questions

Don’t be afraid to delve deeper into candidates’ responses with probing follow-up questions. This technique allows you to uncover nuances in their experiences and motivations, leading to a more comprehensive understanding of their suitability for the role. For example, after a candidate shares a success story, ask, “What were the biggest obstacles you faced during that project?” This encourages candidates to reflect on their challenges and demonstrate resilience.

By incorporating these techniques into your interview process, you can significantly enhance your ability to identify candidates who are not only qualified but also a great fit for your organization’s culture and goals.

To further optimize your recruitment efforts, consider partnering with a staffing agency. Their industry insights and expertise can help you navigate the hiring landscape — providing access to a wider talent pool and saving you valuable time and money in the recruitment process.

What traits are common among highly effective managers? What can you do to get the best performance from your team?

New technologies and work models are changing the ever-evolving world of finance and accounting. While there is no single magic formula for management excellence, here are three traits you can adopt to stay ahead in 2024.

1. Build Trust Through Clarity

Highly effective finance and accounting managers understand financial principles, accounting standards and regulatory requirements. However, technical expertise only goes so far without solid communication skills.

The most effective managers can paint a picture of the organization’s financial health and strategy to finance professionals and non-finance stakeholders. In management, solid communication includes:

• Providing regular, transparent updates on financial performance and goals
• Clearly defining roles, tasks and expectations for your team
• Offering constructive, timely feedback to foster continuous improvement

Clarity builds trust, which fosters team cohesion and motivation.

2. Master the Human Side of Leadership

Top managers create a collaborative environment that recognizes team members for their contributions and motivates them to do their best work. When you approach management from a team-building and talent development perspective, you inevitably see opportunities to leverage and develop your most valuable resource — your people.

Mastering the human side of financial leadership includes:

• Regular check-ins to gauge team well-being
• Showing genuine interest in their team members’ professional growth and personal challenges
• Cultivating an environment where people have safe avenues to share their options and ideas
• Recognizing and celebrating individual and team achievements

3. Embrace Technology for Enhanced Management

Highly effective finance and accounting managers embrace technology to enhance their leadership capabilities. While there is a balance between jumping on every new gadget and trend and identifying tools that streamline operations and facilitate workflow, the right technology makes your team more productive and effective.

Here are some ways to embrace technology:

• Use advanced financial software and tools to automate routine tasks like bookkeeping, payroll, and financial reporting
• Use data analytics tools to organize financial data into valuable insights
• Implement collaboration tools that enable seamless communication and teamwork, regardless of location
• Provide access to training resources and encourage a culture of skill development, growth and improvement

Build Your Future-Ready Finance and Accounting Teams

The qualities that define excellent financial leadership continue to evolve, but the core principles remain constant. By mastering clear communication, adopting a talent-development mindset, and embracing technological advancements, you can lead your finance team to new heights of success and satisfaction.

Whether you’re a leader looking to enhance your skills or an organization seeking top financial talent, Century Group is here to help. Our deep understanding of the finance and accounting sectors coupled with our extensive network of professionals uniquely position us to connect you with the leadership talent needed to thrive in this new era.

Contact us today to start building your future-ready teams.

The hiring process can often feel akin to dating. Both sides are evaluating the success of the fit — putting their best foot forward while they do so.

For companies recruiting in 2024, it’s imperative to assess and modify your strategy to attract the caliber of job seekers that align with your business’ values and work standards. Our suggestion? Meet them in the middle and showcase the single area key to all successful relationships: clear communication.

Here are four approaches to improve your hiring process this year.

1. Communicate Often

One of the most common complaints from candidates seeking new opportunities is the lack of communication from the companies they’re applying to. The black box effect. Improving this experience — even simply sending a follow-up email once the position has been filled — can provide transparency on the behalf of the hiring company. When it comes to the interview process, let the candidate know up-front what they can expect: total number of interviews, who will they be meeting, etc. Strong businesses go as far as sharing feedback with final candidates to help them in their job search moving forward as a show of good faith.

2. Evaluate Job Requirements

In tight labor markets, the most sought-after candidates are in short supply and high demand. Enterprising companies, however, understand the value of evaluating the role’s must-have requirements to engage skilled and overlooked professionals who can perform the job just as well. In fact, in a recent survey by Intelligent.com, 33% of business leaders have eliminated the requirement for a Bachelor’s degree for certain roles.

“The trend shift shows a broader recognition that practical skills, real-world work experiences, and the ability to self-learn can be more important measures of potential success than four years of formal college education in many job functions,” says Chief Education and Career Development Advisor, Huy Nguyen.

3. Streamline Your Internal Hiring Process

With attention spans rapidly shrinking, the push for brevity and speed is at an all-time high. Shouldn’t your company’s recruitment strategy follow suit? Acquisition processes that incorporate more than three interviews can stretch into weeks or even months — too long for skilled and seasoned job seekers active in their career search. Assess your current operation to ensure it’s as concise as possible, ensuring the candidates are meeting the most important people while also giving a clear picture of your company’s work culture and values.

4. Partner with a Staffing and Recruiting Firm

When in doubt, turn to the experts. Staffing and recruiting agencies are privy to all things hiring — having insights into what is and isn’t working for companies and today’s job seeker.

Recruiters are not only equipped with the skills to help businesses identify ideal candidates, but are also consultative regarding the entire hiring process. From helping managers effectively communicate their culture to professionals to offering suggestions that will optimize their hiring strategy, this type of partnership can give companies a leg up in the fight for top talent.

Many industries struggle to attract and retain top talent, and finance and accounting are no exception. In particular, the number of CPA professionals leaving the field has increased.

There are a few reasons for that. An aging workforce means more CPAs are reaching retirement age or opting to change careers. At the same time, fewer people are studying accounting and/or getting their CPA designation. This potential loss of knowledge and experience leaves companies scrambling to find people with the needed accounting skills, especially CPAs.

What CPAs Are Looking For

There are a few common reasons why people leave accounting. One recent survey of CPAs who had recently left their positions found that nearly 40% cited a higher salary as the primary reason. Other top responses included a desire for more flexible work options (35.6%), feeling that entry- and mid-level employees were more valued (33.5%), and better benefits (30.4%).

However, nearly 57% of respondents said they wanted to stay in the accounting field. That’s good news for employers: It’s within their capabilities to determine how to satisfy their employees and keep them engaged in the field, emphasizing the importance of meeting CPAs’ needs for their professional growth and satisfaction.

Keys To Retain CPAs

Taken together, it’s clear that most CPAs who recently left their job or who have left the field altogether did so to seek better compensation, have work-life balance, feel more valued, or some combination of the above. Salaries should be competitive for your area, but accounting professionals are also looking for improved benefits to help round out their compensation packages. Beyond compensation, it’s important for all workers to feel they have a career path and that their employer values them. Providing relevant professional development opportunities can be an important way to show accounting employees you’re invested in their continued success. Finally, while remote work doesn’t work for every position in every company, allowing flexible work options — whether that’s flexible hours or some version of remote/hybrid work — can go a long way toward attracting new talent and retaining the valued CPAs you already have on staff.

If you’re looking for help hiring CPAs or other accounting professionals, our expertise and network within finance and accounting can connect you with the skilled professionals your company needs. Contact us today to see how we can help.