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London
Permanent
Remote working (meetings to take place in the London and Manchester offices in the future) Do you have an extensive audit and/or financial background and board-level experience in an executive/non-executive role? If so, the General Medical Council (GMC) is seeking to co-opt one external member onto its Audit and Risk Committee for an initial period of four years. The GMC has an important regulatory healthcare remit, protecting patients, improving medical education for students and trainee doctors in the UK and supporting doctors throughout their careers. Our operational remit is delivered by 1400 staff working across four countries, supported by high quality back office services. Our audit activities are highly visible, supporting business performance, helping us learn when things don’t work as well as we would like and adding value to the continuous improvement we strive to achieve. It is an exciting and challenging time for the organisation as we take forward our new Corporate Strategy for 2021-25. The Audit and Risk Committee plays a vital role in providing assurance to Council that operational and strategic activities are supporting us in delivering the Strategy. Working with the GMC is an extremely rewarding role. As a new co-opted member, you will be joining at an important time as we work to support doctors and to protect patients in health systems that are under pressure like never before. The Audit and Risk Committee meets five times a year, currently meetings are taking place online. There will be an expectation that members will be available to travel to our offices in London and Manchester once board meetings can take place again in person (previously four meetings a year took place in London with two in Manchester). The Committee’s role is to provide oversight of the GMC’s governance, risk management and internal control practices. The Committee performs its role by providing a structured, systematic oversight of the organisation’s governance, risk management and internal control practices. It assists Council, and management, in fulfilling its responsibilities by monitoring the integrity of the GMC’s financial statements and monitoring and reviewing the activities and performance of our co-sourced internal audit and external audit. Your expertise will be vital to optimising the Committee’s effectiveness and in enabling us to provide assurance on the important work we do on behalf of millions of patients. You should have experience of working on boards at a senior level as well as recent, relevant financial experience and be a chartered accountant with a professional qualification from one of the accountancy bodies. Strong knowledge and an understanding of audit, risk management and corporate governance is essential, as is experience of a non-executive role on an audit committee. You should have an understanding of the duties and responsibilities of a regulatory body and an interest in regulation and the healthcare professions. You will also need the ability to think and act strategically, influence others and consider the bigger picture as well as detail. With a high degree of integrity, you must be able to comply with the GMC members’ code of conduct and the Nolan Principles of Public Life. In order to be considered for appointment to do this important work, you will need to submit an application. Please visit jobs.gmc-uk.org for more information and the application documents. Fees will be paid for attending meetings. Interviews will be held in remotely on 21 April 2021.
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Milton Keynes
Permanent
£65,000 - £72,500
Join our team Help provide world class accounting, ethics and anti-money laundering advice to our members with this fantastic new opportunity in our advisory team. Responsibilities Help ICAEW members to remain leaders of the accountancy and finance profession by offering them best practice advice, guidance and professional opinion on a wide range of technical, ethical and anti-money laundering issues. Understand, diagnose and provide comprehensive practical advice on a wide range of professional matters. Provide excellent customer service; resolving member enquiries from a variety of channels. Record enquiries on the member database. Maintain a thorough and up to date technical accounting knowledge. Develop and maintain relationships with specialists in other departments to share knowledge and to develop TAS. Contribute to team’s understanding of members’ needs and expectations, supporting colleagues in offering the best possible advice and guidance. Develop material to support members in a multi-media environment. Outreach – attending / presenting / supporting at member events Specific duties will vary from time to time in line with the business needs. Candidate Profile Qualified accountant with good knowledge and practical experience of accounting, auditing and company law. Good knowledge and awareness of guidance produced by ICAEW. Commitment to providing excellent customer service via various communication channels including webchat and AI bots. Strong team player with an enthusiasm for change to meet evolving stakeholder needs Excellent written and verbal communication skills Ability to empathise with ICAEW members, offering practical/pragmatic advice/guidance/solutions. ICAEW values – for all employees The 3 i’s are the values that drive everyone’s attitude and approach to working at ICAEW. They help us to collaborate, innovate and be an agile organisation. Initiative • Actively collaborate to identify needs and look for innovative solutions. • Bring together different groups and communities to work together. • Empower people to be agile, so they can take ownership and harness the collective efforts of ICAEW in a flexible and responsive way. Insight • Actively gather insights to develop innovative and considered thought. • Collaborate with our networks to voice different perspectives and insights internally and externally, to stimulate discussion and debate. • Be agile in finding new and timely ways to provide understanding and insight to our members, organisations and government. Integrity • Act with transparency, consistency and openness as integrity underpins everything we do. • Stand by your principles to adhere to the highest professional standards even when facing adversity. • Do the right thing, even when no one is looking. Our department: Technical Advisory Services We focus on ICAEW’s ethical, technical and anti-money laundering advisory services for members. Not the role for you? We often have other roles we are recruiting for and we’re always interested to hear from people, particularly if you have experience in accountancy practice, the legal and regulatory sector, or digital skills. Please visit our job portal for the latest opportunities. Why work at ICAEW? At ICAEW we offer a comprehensive benefit package which enables our employees to choose from a range of options including: 24 days holiday, increasing with service and the ability to buy or sell holiday. Group personal pension plan with an employer contribution of 9%, Private medical insurance for you and your family An additional day off at Christmas Gym discounts Dental Plan Potential to work from home and our offices Season ticket travel loans As well as offering employee benefits, we truly believe in creating a diverse and empowering culture where our teams can thrive and be themselves. We support sustainability, corporate and social responsibility campaigns and encourage our employees to take a day to work for a cause of their choice, or to work collaboratively as a team in doing this. We nominate and support two charities every year and run all manner of events to raise money. Our active social committees provide fun events ranging from the seasonal parties, to quiz nights and bowling tournaments. Here are just a few of the initiatives we run to fly the flag for employee well-being, equality and diversity: CABA CABA supports the well-being of ICAEW Chartered Accountants, ACA students and ICAEW members of staff – helping them through challenging times and also offering guidance for personal development. Whenever you contact CABA, you will be assigned a highly trained adviser who will devise a bespoke programme of practical, emotional and financial support to address and resolve your situation. Any information provided will be held in the strictest confidence. Please visit caba.org.uk for more information. Together Community Our LGBT+ network, the Together Community, aims to create an open, progressive and informed working environment to support ICAEW's employees and stakeholders. They provide regular meetings and activities, and act as a point of contact for LGBT+ employees and allies for related issues. Embrace Community Our Diversity and Inclusion network, embrace, creates a supportive working environment for all our colleagues while also encouraging employees to understand the needs of individuals across our organisation. It helps us to understand our individual differences, so we can support each other with respect. If you’re interested in our work around inclusion and these communities please visit: https://www.icaew.com/insights/diversity-and-inclusion and also our Instagram feed.
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London
Permanent
£70,000 +£6,000 car allowance, pension scheme and private medical insurance.
M25 area including extensive travel. Join our team ‘The role uses the skills, knowledge and experience (both commercial and technical) I’ve acquired in previous jobs, and I’m still learning.’ ‘It’s a dynamic and flexible role that combines collaboration with working autonomously. I don’t go to the same job every single day and some days I work from home.’ Be part of a team that ensures the highest levels of public confidence in the services delivered by practising members. Using your people skills and considerable technical knowledge, you will visit firms of all sizes to review their procedures, processes and controls to make sure they align with relevant regulations and standards. You will provide constructive professional advice to help firms identify practical solutions to any findings you raise. You will also act as an ambassador for ICAEW, providing advice, managing concerns and explaining services either on a day-to-day basis or at events. For those wanting to broaden their horizons you may be involved in developing quality assurance programmes for other international bodies. Purpose and Responsibilities 1- Delivery Conduct visits to members in practice and report on the findings 2- Quality Drive continuous improvement in quality of work to ensure it is of the highest standard 3- Workflow Management Ensure delivery of KPIs through effective workflow management 4- Representing QAD Be an ambassador for QAD/ICAEW ·Conducting visits in a professional and sensitive way, establishing effective relationships with members and gaining their trust and respect ·Identifying and analysing findings and providing constructive advice to members ·Planning and prioritising own work effectively. Being responsible for the quality of your own work, ensuring that it is accurate and error free first time ·Understanding the quality standards that apply to your own work ·Taking action to develop own skills and knowledge and keep up to date ·Taking ownership of effective writing; minimising editorial changes in reports ·Helping members and stakeholders by connecting them with other parts of ICAEW when appropriate ·Playing a full part in the team to ensure the achievement of individual and team tasks ·Taking ownership of the management of WIP, workpack reviews and reports by communicating with managers/senior managers to ensure delivery against the overall KPIs ·Delivering against ad hoc reporting and project requirements; being prepared to put in extra effort to get the job done on time ·Specific duties will vary from time to time in line with the business needs. Requirements ·Strong recent external statutory audit experience gained in practice ideally across a broad range of sectors to Senior Manager level. ·Thorough understanding of work undertaken by members / firms ·A wide and up to date knowledge of the accountancy profession and its current challenges including the oversight of the profession. ·A full understanding of regulations, guidance and standards affecting QAD’s service, DPB, and Practice Assurance as appropriate. ·Highly developed people, organisational and time management skills. ICAEW values – for all employees The 3 i’s are the values that drive everyone’s attitude and approach to working at ICAEW. They help us to collaborate, innovate and be an agile organisation. Initiative • Actively collaborate to identify needs and look for innovative solutions. • Bring together different groups and communities to work together. • Empower people to be agile, so they can take ownership and harness the collective efforts of ICAEW in a flexible and responsive way. Insight • Actively gather insights to develop innovative and considered thought. • Collaborate with our networks to voice different perspectives and insights internally and externally, to stimulate discussion and debate. • Be agile in finding new and timely ways to provide understanding and insight to our members, organisations and government. Integrity • Act with transparency, consistency and openness as integrity underpins everything we do. • Stand by your principles to adhere to the highest professional standards even when facing adversity. • Do the right thing, even when no one is looking. Our department: The Quality Assurance department (QAD) helps to preserve the highest professional standards of member firms by monitoring their compliance with applicable laws, regulations and standards and their adherence to the Code of Ethics. QAD is responsible for monitoring around 13,000 firms, performing approximately 3,000 quality reviews each year. QAD monitors firms that are licensed to work in regulated areas (ie, audit, probate, investment business, insolvency and ATOL services under ICAEW’s licensed practice scheme). It also monitors all ICAEW member firms under ICAEW's Practice Assurance scheme (which encompasses anti-money laundering regulation). QAD help firms to establish appropriate systems, controls and procedures, run their practices effectively, and comply with the laws regulations, standards and codes that apply to them. The QAD team aims to visit firms at least once every eight years, but visit many firms more often, based on their size and other factors, such as the type of services they provide to their clients. They also carry out monitoring contracts with several organisations in the finance sector that seek ICAEW’s services Not the role for you? We often have other roles we are recruiting for and we’re always interested to hear from people, particularly if you have experience in accountancy practice, the legal and regulatory sector, or digital skills. Please visit ICAEW.com for more information. Why work at ICAEW? At ICAEW we offer a comprehensive benefit package which enables our employees to choose from a range of options including: 24 days holiday, increasing with service and the ability to buy or sell holiday Group personal pension plan with an employer contribution of 9% Private medical insurance at family level An additional day off at Christmas Gym discounts Dental Plan Potential to work from home and our offices Season ticket travel loans As well as offering employee benefits, we truly believe in creating a diverse and empowering culture where our teams can thrive and be themselves. We support sustainability, corporate and social responsibility campaigns and encourage our employees to take a day to work for a cause of their choice, or to work collaboratively as a team in doing this. We nominate and support two charities every year and run all manner of events to raise money. Our active social committees provide fun events ranging from the seasonal parties, to quiz nights and bowling tournaments. Here are just a few of the initiatives we run to fly the flag for employee well-being, equality and diversity: CABA CABA supports the well-being of ICAEW Chartered Accountants, ACA students and ICAEW members of staff – helping them through challenging times and also offering guidance for personal development. Whenever you contact CABA, you will be assigned a highly trained adviser who will devise a bespoke programme of practical, emotional and financial support to address and resolve your situation. Any information provided will be held in the strictest confidence. Please visit caba.org.uk for more information. Together Community Our LGBT+ network, the Together Community, aims to create an open, progressive and informed working environment to support ICAEW's employees and stakeholders. They provide regular meetings and activities, and act as a point of contact for LGBT+ employees and allies for related issues. Embrace Community Our Diversity and Inclusion network, embrace, creates a supportive working environment for all our colleagues while also encouraging employees to understand the needs of individuals across our organisation. It helps us to understand our individual differences, so we can support each other with respect. If you’re interested in our work around inclusion and these communities please visit: https://www.icaew.com/insights/diversity-and-inclusion and also our Instagram feed.
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London
Permanent
55000 - 60000 + Bonus + future Partnership
Are you an entrepreneurial Manager or Senior Manager from a small firm accountancy practice background, looking for an exciting newly created opportunity where you can really make your mark on a rapidly growing new practice? Are you looking to work in a dual role working directly with the owner of the business, where half your time will be spent working on external clients and the other half will be managing the internal affairs of the business (ie in a Head of Finance & Operations role)? Are you also looking for a role where you will work with many high profile media, production and creative clients? Are you looking to work for a new business which already has a number of clients and is expected to grow rapidly in 2021? Are you also looking for a role with a very large element of working remotely / home working? Reporting to and working closely with the owner of the business, your role will be split into 2 areas – managing a portfolio of mainly media and creative clients and handling all their needs, plus working internally on the group and managing all the financial affairs of the business as well as recommending and improving internal systems, controls, and procedures. For external clients you will be responsible for managing the firms portfolio, managing a small number of staff, carrying out assignments in a hands on capacity (statutory and management accounts, production accounts, simple tax returns, and managing staff / reviewing bookkeeping and VAT work), plus helping to grow the client portfolio. The client portfolio currently stands at £160k GRF and is expected to grow to £300k to £400k by the end of 2021 and the firm has big plans to expand going forwards. For the Head of Finance / Internal responsibilities, you will be in charge of ensuring the practice runs efficiently, assess and improve the firms systems, controls and procedures and working with the owner of the business on all firms financial and operational matters. You will be in charge of KPI’s, reports, analysis, budgets, internal management accounts, business planning and providing the owner with information in order to help make business decisions. You will be the number 2 in the firm and you will play a major part in all business decisions. Progression to full partner grade is expected after one to two years. To be considered for this exciting newly created role you must be a qualified ACA Manager or Senior Manager from a small practice background, or made the move to industry and looking for a dual role where you can carry out some client facing duties again. You must have 3-5 years PQE experience (or more) and have experience of a mixed varied role including producing accounts, basic tax returns, managing staff and managing a portfolio of clients. You must also hold ambitions to become a Partner in a thriving and rapidly growing entrepreneurial accountancy practice firm. Experience of media, production and creative clients would be an advantage but not essential (an interest in media companies is required). You must be entrepreneurial, a team player and be looking to make your mark and progress in a new but rapidly growing practice. This rapidly growing practice has a great reputation due to the owners contacts in the media, creative and production industries. The firm mainly works with fast-growing media production & creative SME’s, start-up’s and scale-up’s although they are branching out into new industries all the time. The business opened recently and already has a portfolio of £160k, which is expected to grow to £300k to £400k by the end of 2021. You will work directly with the owner of the business and can expect to be part of all decision making and helping the business to grow and thrive. Overall this is an excellent opportunity for an entrepreneurial Manager / Senior Manager from a small practice background, looking to really make their mark on a new and growing practice in a dual role where your time will be split between client facing duties and Head of Finance duties, in a role with progression to Partnership on offer.
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London
Permanent
42000 - 46000
Are you a small firm ACA qualified Audit Senior in a role at least 50% audit based, looking to continue your career in a good quality and friendly Top 20 practice based in a prime location in Central London? Are you looking to upgrade to a larger firm where most of the staff come from small or medium sized practice firms? Are you looking to receive excellent training and support so that you can step up and work for a much larger practice, work on larger, technically more challenging clients as well as manage larger teams? Are you also looking to increase the amount of audit work that you undertake, but still carry out a mixed, general practice role? Are you also looking for a firm that will offer you genuine progression to manager grade? Based in the audit and assurance department, your role will be 80% - 90% audit based, with the rest of your time spent on accounts and general practice assignments. There will also be the opportunity to carry out advisory project based work, as well as cashflows, budgets, forecasts, due diligence reporting etc. This unique firm has a very laid back and easy going culture and would suit someone looking for a good work life balance. You will be responsible for leading audits from planning to completion, managing teams and reporting to managers and partners. Your clients will be varied and include industries such as media, property, entertainment, creative, technology, financial services and professional services with turnovers to £200m+. You will also gain exposure to groups as well as international clients an IFRS. There will also be genuine opportunities for you to progress to manager level in the future as most managers are promoted from within. To be considered for this new role you must be either a qualified ACA Audit Senior with a minimum of 3 years of practice experience. You will be working in a small or medium sized practice firm in a role at least 50% audit based and looking to upgrade to a larger firm that will offer you better opportunities and future development. This firm has also had great success with candidates who have lived outside of London and relocated to London and wanted to work in a good quality, friendly Top 20 firm. You must have experience of leading audits from planning to completion as well as accounts preparation assignments. Experience of a wide range of clients would be an advantage as would enthusiasm to progress in a short space of time. This friendly practice with a client base to rival a much larger firm, will offer you a challenging and varied role, interesting and high profile clients to work on (up to £200m turnovers) and genuine work life balance. You will also have the opportunity to progress to a higher level in the future. This represents an excellent opportunity for a qualified ACA Audit Senior to work in a rapidly growing Top 20 practice, develop your audit and advisory skills and receive top rate training and support in a friendly and growing firm.
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High Wycombe
Permanent
Bucks Pay Scale 11 - £57,736 - £63,569
The Director of Finance and Resources is responsible for the strategic and operational aspects of Financial Resource Management, Management Information and ICT, Human Resource Management, Facility & Property Management and Health, Safety, Risk and Compliance Management of the School and its associated entities. The Director of Finance and Resources is the school’s leading support staff professional and a member of the School’s Leadership Group and as the Chief Financial Officer has responsibility for the Trust’s detailed financial procedures. He/she is responsible for providing professional leadership and management of School support staff in partnership with teaching staff, to enhance their effectiveness in order to achieve improved standards of learning and achievement in the school. The Director of Finance and Resources is the Company Secretary for Wycombe High School Academies Trust (WHSAT) and a Director of Cygnus Teaching School Alliance, plus ex officio a Trustee of the Wycombe High School Fund and the Wycombe High School Prize Fund. Main Duties and Responsibilities General Ethos / Culture • To promote the aims and ethos of the Trust; ensure organisational alignment with the School’s Vision, Mission and Values Financial Resource Management • Strategic lead in the growth and maximisation of student numbers • Maintain a strategic 5-year financial plan • To provide advice to the Trust Board and the Governing Body and act as Company Secretary to WHSAT • To provide advice, guidance and support for the Strategic Boards of the entities operated by WHSAT (currently the BBO Maths Hub, Cygnus Teaching School and National Mathematics & Physics SCITT) • Advise the Leadership Group and Governing Body on the identification and management of strategic risks in Finance, Administration, HR, Facilities and ICT • Advise on staff modelling and costs • Evaluate information and consult with the Leadership Group, Governors and Trust Board to prepare a realistic and balanced budget for the School and its entities • Submit the proposed budget to the Headteacher, Leadership Group, Governors and Trust Board for discussion and approval and lead the overall financial planning process • To submit the approved budget to the Department for Education (DfE) and Education Skills Funding Agency (ESFA) as necessary and within the required timescales • Use the agreed budget to monitor and control performance to achieve value for money • Identify and inform the Headteacher and Trustees of the causes of significant variance and recommend prompt corrective action • Propose revisions to the budget if necessary, in response to significant or unforeseen developments • Provide regular budgetary information, financial reports and management accounts to relevant parties including the Trust Board, Governors and the Senior Leadership Team • Identify additional finance required to fund the School’s proposed activities and present fully costed proposals, recommendations or bids • Monitor the effectiveness and implementation of financial agreements • To manage and control debts and to apply appropriate sanctions as necessary • To maintain the financial Asset Register • To manage the allocation and funding for special projects and to provide financial information and recommendations for the management Team • To provide benchmarking data to the Leadership Group and Governors to aid financial monitoring and evaluation of performance • Keep up to date on financial developments and best practice in the Educational Sector • Provide formal reforecast of the full year financial outturn after the first six months of actual results. • Ensure monthly financial results are up to date and all accruals and prepayments are included. • Ensure effective project management of building projects from funds application through to project completion to the agreed timescale and budget. Risk and Compliance • To provide support and advice on matters relating to governance, both for the Trust Board and Governors • To advise the Headteacher, Governors and Trust Board on policies and legislation regarding employment, equal opportunities, GDPR, financial management and health and safety • Ensure the safeguarding, safe maintenance and security operation of all School premises • To ensure compliance with GDPR legislation • Preparation and maintenance of the Business Plan and Risk Register. Ensuring the risks are identified and owned by relevant staff members, including the identification, probability and management of these risks. • Ensure that any formal finance agreements meet statutory Academy regulations, with suitable providers for agreed amounts, at agreed times and appropriate agreed costs and repayment schedules • To ensure the requirements of the Academies Financial Handbook are met and maintained • Prepare information for publications and returns for the DfE, ESFA, Companies House and other agencies and stakeholders within statutory guidelines • To keep the school’s Single Central Record under review to ensure its accuracy and completeness HR Management • Line management responsibilities for the Finance, ICT and Facilities Management departments • To line manage and provide leadership and guidance for support staff working in the areas of finance, premises and maintenance, grounds and cleaning. To be responsible for their performance management, professional development, and training. • To plan, arrange and report on aspects of Staff Development for these associate staff. • To work under the direction of the Headteacher and alongside the Headteacher’s to recruit associate staff in these areas. • Manage the relationship with the Academy’s auditors including briefing Trustees on performance on both statutory and other audit services. To include the programme of internal work and reports prepared for the Board. Technology and ICT • As far as possible within limited resources to ensure the security and integrity of the School’s ICT systems, minimising threats from potential malware attacks and other risks which would affect efficient and effective service delivery • Consult with the ICT Services Manager and other relevant parties to introduce new technology or improve existing technology for different purposes • Ensure that the school has a strategy for using technology aligned to the overall vision and plans for the school ensuring value for money • Communicate the strategy and relevant policies, including GDPR for use of technology across the School • Ensure contingency plans are in place in the case of technology failure • To oversee the school website and other social media platforms, providing changes and information to as required • Ensure resources, support and training are provided to enable work colleagues to make the best use of available ICT, including teaching, learning and assessment systems • Establish systems to monitor and report on the performance of technology within the School Other • Seek professional advice on insurance and give advice on appropriate insurances for the school and implement and manage such schemes accordingly • Liaise with the Department for Education / Education and Skills Funding Agency (ESFA) in connection with the management, asset plan information and development of the School premises • Maximise income through lettings and other approved activities • To deputise for the Headteacher on activities related to the entities as required • To undertake all other reasonable duties as required by the Headteacher Scope The role of the Director of Finance and Resources is to provide strategic leadership on all elements relating to finance, premises, ICT. Knowledge, Qualifications, Skills and Experience Essential Knowledge/Qualifications Accountancy qualification such as ACA, ACCA, CIMA. Relevant honours degree (upper second- or first-class desirable). Desired Good knowledge of the funding, regulatory and legislative environment of academies. Good project management experience. Specialist knowledge in one other key areas of responsibility, whether governance, finance, premises or ICT. Skills Excellent leadership skills with the ability to develop and motivate others to succeed Strong interpersonal and communication skills Organised and disciplined approach with strong prioritisation skills and the ability to work and deliver under time pressure. Strategic thinker, able to understand the big picture, prioritise effectively and take decisions in the long-term interests of the School and Trust. Strong commercial acumen and common-sense approach Able to solve problems with confident and effective decision-making skills. Excellent communication skills, able to present complex information to diverse audiences in a clear and succinct manner Strong negotiating skills; able to persuade and influence colleagues and key stakeholders at all levels Ability to demonstrate a positive approach and to champion cultural and organisational change People Development Change management Experience Experience of leading finance teams in a charity/ commercial/ public sector environment (ideally more than one) Experience of using financial software packages Management of significant budgets (£10+m) and closure of period and year end accounts Understanding of audit requirements (internal and external). Experience of liaising with external and internal auditors. Experience of preparing statutory accounts in accordance with the Companies Acts and UK GAAP as it applies to charities Demonstrable understanding of key issues affecting HR IT literate with a broad understanding of the overall system requirements of SMEs Experience of managing complex development projects Experience of marketing and fundraising Experience of change management in a complex environment Can demonstrate skills in people development Job Features Planning and Organising Take a lead in planning and organising work related to the accountabilities, ensuring an effective Finance, IT compliance and people service for the Trust. Decision Making High level of decision making. The post holder is a member of Leadership Group and required to be in attendance at Governor and Trust meetings, providing a support and service for these, including where appropriate setting agendas with the appropriate Chairs. Internal/External Relationships All government and local authority departments / agencies and any other statutory or business-related bodies as relevant to the post. Problem Solving All areas of accountability carry problem solving responsibilities. In the absence of the Headteacher the Director of Finance and Resources will take a lead in advising the School and the Deputy Headteacher. Other Entities, current and future, are part of the accountabilities. Director of Finance Booklet
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London
Permanent
60000 - 80000 + Benefits
Are you an Audit Manager or Audit Senior Manager, looking to upgrade to a Top 10 international practice where you can carry out a high profile and varied new role? Are you looking for a role with great future progression and will provide you with the opportunity to learn new skills and develop your existing skillset? Are you keen to work on a mixed portfolio of clients from sectors such as technology, property and real estate, media, retail, mining, oil and gas and professional practices? If so this large Top 10 firm, with a growing and very successful audit and business services department is looking to expand and recruit an ambitious Audit Manager or Audit Senior Manager due to many impressive new business wins from competitors. Reporting direct to partner level, your role will be varied and include managing a portfolio of clients (to £800k+), managing workflow, managing the audit process from start to finish, managing teams, reviewing work, staff appraisals and training, and assisting with the smooth running of the department. Your client portfolio can be tailored to accommodate your overall interests and areas of expertise and will range from listed companies to high growth owner managed businesses. You will also be involved with new business development and you will be expected to grow and develop your portfolio over time. Your role will be split roughly 90% audit with the rest of your time spent on advisory projects (due diligence, cashflows, budgets, forecasts, fraud investigations etc) and some accounts assignments. Your role will be varied, challenging, yet hugely enjoyable. To be considered for this new role you must be a qualified ACA Audit Manager or Audit Senior Manager with at least 3 years PQE minimum. You must currently be working for a medium of large accountancy firm in an audit based role, at least 70% audit based. You must also have experience of leading audit assignments from start to finish, managing a portfolio of clients and managing staff. You must ideally have experience of FRS 102 and IFRS. Ideally you will have strong academics and a good pass rate in your ACA. You must be professional, dedicated to your career and looking to upgrade to a very good quality Top 10 firm to assume a varied, challenging yet highly rewarding role. This large Top 10 international practice based in a prime location in Central London is growing at a rapid rate, particularly their expanding audit and business services department. They are winning a large volume of new clients from many of their competitors and can offer you the chance to work on, and advise many interesting London and international based clients. Their client base is varied and includes all industries from large listed companies to smaller SMR / OMB clients. Promotional prospects are very strong and you will be given every opportunity to progress to a higher grade in a short space of time. Overall this is an excellent opportunity for an Audit Manager or Audit Senior Manager to join a large and growing Top 10 practice and carry out a high profile and rewarding new audit and advisory based position.
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United Kingdom
Permanent
90000 - 150000 + Benefits + Bonus
Are you an ACA qualified Director / Partner Designate / Salaried Partner looking to join a Top 60 practice based in Zone 1 Central London where you will be responsible for managing and developing a portfolio of clients, be responsible for networking and bringing in new clients and helping to manage this growing Top 60 firm? Are you keen to work for a very reputable, good quality practice that has been growing steadily over the last 5 – 10 years, works with clients from a wide range of sectors and will offer you partnership opportunities in the short term? You will assist with the smooth running of the audit / accounts department, manage staff, review work, give staff appraisals, and be responsible for providing a first class service to your portfolio of clients. You will be responsible for managing a portfolio of high profile clients, from varying industries and sizes, and be expected to grow this portfolio over time. As well as providing audit and accounts services you will also be expected to provide other advisory projects to clients. The firm has a range of different departments that can provide services to your client portfolio such as audit, accounts, tax, VAT, business management and other advisory services. Ideally you will have your own portfolio of clients that you can bring with you and grow although the firm will still consider a Director / Partner Designate / Salaried Partner with no clients, but you must be able to demonstrate and provide evidence that you can build and grow a client portfolio over time. To be considered for this high profile new position you must be ACA qualified with post qualification experience. You must currently be working as either a Director / Partner Designate / Salaried Partner probably with a small or medium size firm with experience of audit, accounts and some tax assignments. You must also have experience of business development / networking, and be able to demonstrate that you have the ability to attract and bring in new clients. You must have ambitions to progress to salaried partner level, or if you are already a salaried partner you must be able to provide evidence that you can become an equity partner in the future. You must also possess strong technical skills and be a strong team player. This entrepreneurial, growing practice will provide you with the perfect platform to consolidate your audit, accounts and general practice skills, improve your ability to manage and develop a growing team, and provide you with a genuine opportunity for partnership in the near future. The office has a friendly atmosphere, very good quality staff and a very loyal and impressive client base. You will assist with the overall running of the firm, as well as build and develop your own portfolio of clients. This is the perfect opportunity for a good quality and ambitious ACA qualified Director / Partner Designate / Salaried Partner from a small or medium size practice to join a growing mid tier practice firm and carry out a rewarding and enjoyable new position with a modern and forward thinking accountancy practice firm.
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United Kingdom
Permanent
80000 - 85000 + Benefits
Note: Finerva's Head Office is based in London but this role offers significant flexibility with where the person wants to work. About the Company Finerva is an accountancy practice on a mission to help hungry Founders grow their businesses quickly. Finerva provides bookkeeping and accounting services to our client base. In addition, the company provides virtual Finance Manager and CFO support, EIS & SEIS Advance Assurance, claiming R&D Tax Credits and setting up EMI share options schemes. To do this, the team at Finerva needs to think and act differently. They are unique among traditional accountancy firms, (including the Big 4) because they are CFOs with experience growing and exiting businesses. Finerva’s 3 most important core values are excellence, integrity, and hunger (to do things better and differently to their competitors). More information about the company can be found on Finerva’s website The Role The role takes responsibility for managing the statutory accounts and CT600 process for our clients along with the final sign off and submission. This will be carried out for our book of recurring bookkeeping clients but the individual will also have ownership for building a client base which is separate from our recurring bookkeeping service line. The person who takes on this role will be technically strong with a broad accounting experience and aptitude to solve problems they have not encountered before. In addition this person will want to lead and develop a team. Delivering a fantastic client experience and building strong client relationships is essential. Of equal importance is ensuring that a standardised financial statement and tax preparation process is followed, and that technical accounting advice and guidance is provided during the year to our clients or internal team. We are a young and dynamic firm so there are very few constraints in changing how we work to develop a better service or process. The individual who takes on this role will have a desire to create better processes and a team that delivers a great service. As with all fast-growing companies the role is “hands-on” and may also require the person to support other areas of the client facing or operational parts of the business. This will allow the individual to be actively involved in the growth of the business. Responsibilities include: Manage the team of employees and contractors to deliver and assist in the deliverables detailed below Manage the financial statement and corporation tax return process for our clients Complete the financial statement review process Signing and submission of accounts and tax returns Provide technical accounting advice for internal and external stakeholders on statutory accounting and tax matters Prepare accounting papers in support of accounting treatments Identify and manage regulatory risk Provide guidance on potential implications of any technical accounting regulatory changes Experience required: Fully qualified chartered accountant Experience of managing a team and reviewing their work Previous responsibility for signing and submission of accounts and tax returns Strong knowledge of FRS 102 and applicable reporting standards Strong knowledge of corporation tax regime Managing a diverse portfolio of clients
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London
Contract
Competitive NED Pay
The Company Gemserv is an expert provider of professional services, helping clients make the most of a world increasingly driven by data and technology. Our purpose is to make things that matter work better for everyone. With our clients we: · Tackle social and environmental challenges · Improve and simplify the way markets work · Harness the power of digital transformation · Ensure data is protected and used ethically We operate in four sectors: Energy, Health, the Public Sector, and the Private Sector offering professional services enabling the energy market transformation. Using our insight, we work collaboratively with stakeholders to ensure this complex and technology-driven market works for everyone’s benefit. The Requirement Working with the Board, there is the requirement to recruit a Non-Executive Director (NED) for the company who has a strong financial and Audit Committee background. The NED will work 2 days a month with the company and take part in the 6 Board meetings per annum. Relevant Experience & Knowledge Suitable candidates will display the following objective experience: Strong values which align with company values of Innovative, Insightful, Collaborative, and Impactful and aligned with the company purpose of “Making things that matter work better for everyone” Accountant qualification with recent and relevant financial experience Previous Board and Audit Committee experience Sector experience could be across any of the following areas: Health, Cyber, Digital, Public Sector, Energy, Technology, Environmental or Information Services Genuine commercial experience in growth environments, ideally in diversifying existing sector/services Informed views on digitalisation as relevant to the sectors in which the company operates Strong interest in ESG Sound understanding of corporate governance - IoD, FT NED diploma qualifications welcomed It will be nice if candidates have: Health, Cyber & Digital, Energy sector senior level knowledge, experience, and networks Experience in complex public contracts and regulated markets Recent or current Exec experience – financially focused SME and professional services businesses experience Subjectively suitable candidates will: Be independent thinking Have excellent listening and influencing skills Be strong communicators and team players, to add to Board cohesion and effectiveness Have strong belief in the power of business to do good for people and planet Be entrepreneurial Provide a high level of commitment and energy Candidate Availability Able/willing to travel to London Ability to attend virtually via video conference from home in the event physical attendance is not possible Attend interviews (in person subject to COVID-19 restrictions) on dates specified Once appointed, approximately 2 days per month, ad hoc calls/meetings, and participation in company events where possible Expectation to serve at least 1 x 3-year term with opportunity to extend to a further 3-year term If you feel this opportunity is suitable and of interest, please email your CV in the first instance to George Woodward george@novoexec.com from Novo Executive Search.
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Bristol
Permanent
£51,050 - £64,750
HMRC is the UK's tax, payments and customs authority and we have a vital purpose: collecting the money that pays for the UK’s public services and helping families and individuals with targeted financial support. Advisory and Forensic Accountants Team We have approximately 140 Advisory and Forensic Accountants within HMRC and by joining us you will be able to support HMRC’s drive to tackle avoidance and criminality, while making a positive difference to the nation’s finances. You will play an active role in high-profile issues and ultimately your work will touch the lives of everyone in the UK. We are seeking to fill posts in four different Advisory and Forensic Accountant roles. These roles are senior leadership roles. Job description The ideal candidate will be a qualified accountant who has trained and spent a few years in the profession or industry. This could be in the public sector or private sector. You will be joining a team who share their wealth of knowledge and breadth of experience and apply this to commercial situations, both on an advisory perspective as well as a forensic perspective (i.e. for court). Responsibilities • Be a visible leader within and outside HMRC, promoting the work of the directorates and HMRC, working cross directorate and actively implementing strategy. • Support litigation, to include acting as an expert witness, case accountant or witness of fact and be proactive in assisting others involved in litigation. You will prepare and review professional reports with both factual and opinion evidence, attending case conferences, meetings and Court appearances whilst acting with professionalism, integrity and independence at all times. • Provide accounting advice, analysing relevant customer facts, accounting frameworks, applying precedent and, where appropriate, challenging customer’s accounting analysis. • Support risk activities, including reviewing financial statements and accounting information, meeting with customers and working with other specialists to form a view and assess impact for tax. • Communicate, meet and negotiate with internal and external stakeholders to influence behaviour, including case teams, policy experts, other advisory and forensic accountants, courts and customers. • Develop and provide quality accountancy training to accountancy and tax professionals. Tailor training materials and offer follow up support to delegates. • Coach and mentor colleagues and trainees, using own skills and experience to aid their development. • Share knowledge amongst Advisory and Forensic accountants and more widely, as appropriate, using innovative methods and digital tools. • Assist delivery of strategic objectives, matching resource to risk, through prioritisation, work planning and national/cross directorate work sharing. • Display expertise and experience at a sufficient level and authority to appear credible to courts, tribunals, accountancy firms, customers and senior HMRC officers. Essential criteria / experience: • Full and complete qualification from, and continuing membership of, at least one of the following professional accounting bodies: the Institute of Chartered Accountants in England and Wales (ICAEW), the Institute of Chartered Accountants of Scotland (ICAS), Chartered Accountants Ireland (CAI), the Association of Chartered Certified Accountants (ACCA), the Chartered Institute of Management Accountants (CIMA) or the Chartered Institute of Public Finance and Accountancy (CIPFA). • Strong financial accounting experience gained in either practice, industry, public sector or private sector and specifically including: (1) Experience of analysing and interpreting a range of financial records; and (2) Experience of preparing or reviewing financial statements; and (3) Experience of considering the appropriate accounting treatment of a variety of specific transactions; and (4) Experience in communicating orally and in writing with a variety of audiences. Please confirm which body you are a full member of within your application. These posts are full time however applicants who wish to work alternative working patterns are welcome to apply. The preferred working pattern may or may not be available, agreement will be subject to business need, and any request to work an alternative working pattern should be made prior to your acceptance of the provisional offer Behaviours We'll assess you against these behaviours during the selection process: Making Effective Decisions Communicating and Influencing Working Together Delivering at Pace We only ask for evidence of these behaviours on your application form: Making Effective Decisions Communicating and Influencing Technical skills We'll assess you against these technical skills during the selection process: Accountancy skills via an On-line technical test Apply Here
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A financial controller is an important role within a business, but what is the role and what are they expected to do in it? ICAEW delves deeper in this financial controller guide. What is a Financial Controller? The financial controller (FC) is a vital and senior role in the accounting or finance department. Usually reporting to a finance director or chief financial officer, the financial controller has responsibility for the accounting operations of a business. What does a Financial Controller do? A financial controller oversees all accounting functions in a business. They make sure that all accounting records are appropriately kept and that every reported result complies with accounting standards and legislation. Part of their duties includes coordinating and managing the preparation of budget and financial forecasts, preparing monthly statements and other regular financial reports. It’s also a role where you must ensure your finance team operates with a robust control environment and being the go-to contact for all external auditors. As a senior role, FCs contribute to the financial strategy of a business and will be pivotal in the development of all internal control policies and procedures in the company. It’s possible that they may have responsibility for financial risk management and are expected to work alongside other senior leadership team members to create risk minimisation plans. They contribute to ensuring all financial systems are fit for purpose, are maintained, and can spot any potential areas for improvement. Key Financial Controller Responsibilities The primary responsibilities of a financial controller vary, but mostly include: Managing all day to day accounting operations - this usually includes Billing, Accounts Receivable, Accounts Payable, General Ledger and Counsel, Cost Accounting, Inventory Accounting and Revenue Recognition. Coordinating the preparation of budget and financial forecasting and reporting any variances. Preparing and publishing all monthly financial statements. Creating reports (annual and monthly) which identifies results, trends and forecasts. Ensuring all transactions are recorded, filed and reported properly. Making sure reporting meets compliant standards with statutory law and financial regulations. Documenting business processes and accounting policies to maintain internal controls. Streamlining and improving all operations and accounting systems. Coordinating the management of cash flow, debt and debt collection. Supervising and managing financial department staff Overseeing the audit process and liaising with external personnel where required. Support the business with the financial strategy and decision-making processes Helping the CFO in presenting reports to board members, senior executives, and board members. Importance of a Financial Controller Financial controllers play a pivotal role in keeping a company’s financial reporting, financial planning, debt financing and budget management organised. They are one of the most important staff members in a business, as their skills allow the CFO and finance directors to focus on taking the business further. The FC also controls most of the reporting and financial optimisation of the company. Skills Required for the Job Financial controllers are expected to have incredible analytical, numerical and problem-solving skills and must be able to work to tight deadlines. An FC should have strong personal and communication skills alongside confident leadership and management skills. They should also show a strong business acumen, and the ability to influence people at all levels. Career Opportunities for a Financial Controller The financial controller position is a vital one within a company, no matter the sector or jurisdiction. Progression for an FC usually leads to becoming a finance director, chief financial officer (CFO) or even a chief executive officer (CEO), if they demonstrate good commercial awareness. Competencies of a Financial Controller There are high-level competencies required for the financial controller role: Audit and Assurance Must advise on and communicate effectively the role and scope of all audit and assurance engagements to stakeholders. Applies regulatory, legal, professional and ethical standards in relation to audit and assurance engagements. Plans and prepares for audit and assurance engagements. Performs audit and assurance engagements. Reviews and reports back on the findings of audit and assurance engagements. Guiding Operations Corporate and Business Reporting Prepares financial statements, corporate financial, and integrated reports for external stakeholders using appropriate technology. Leads decision making by analysing, evaluating and communicating financial performance and positions of entities. Prepares financial statements for groups of entities using appropriate accounting software. Monitors, evaluates and advises on accounting standards regulations, conceptual and financial reporting frameworks. Financial Management Monitors developments in global trade, markets, business practices and the current economic climate and suggests the improvements needed in the financial and risk management of a business. Advises on current business asset valuations, capital projects and investments through the right analytical qualitative and quantitative techniques. Can see, evaluate and advise on alternate sources of business finance and different ways of raising finance. Communicates and advises what impact financial decision making is having on developments in regulation, ethics and governance. Assesses and advises on the right strategies to manage business and organisational performance in relation to business and finance risk while communicating the impact effectively. Governance, Risk and Control Evaluates all internal structures and governance to protect the interests of stakeholders in the long term. Recommends the right strategies to ensure the organisation adheres to governance structures and applies best practice internal controls. Highlights and manages risk appropriately. Makes use of risk management strategies with the best interests of the company and its stakeholders in mind. Monitors and applies legislation, policies, and procedures relevant to the organisation. Leadership and Management Applies the right leadership strategies to deliver business objectives. Manages and motivates people to optimise performance and effectiveness. Collaborates and supports the company to achieve the latest objectives for an organisation, while using the appropriate digital resources. Is proactive and strategic in anticipating organisational needs while recognising the wider business environment. Management Accounting Uses development and performance management across the wider business and technological environment, as part of the strategic planning and implementation. Directs performance in the company through selecting and measuring financial and non-financial performance indicators. Collaborates on all tactical and organisational areas involved with budgeting, control, capital investments, resource management and people. Consults on design and use of the latest technology and information systems to evolve decision making and organisational performance. Strategy and Innovation Use business and commercial acumen awareness to deliver business objectives. Can suggest appropriate strategic options where sustainable plans and objectives can be developed. Evaluates, justifies, and puts strategic options in place. Uses various innovative methods to implement strategy and manage change. If you’re looking for a new role, ICAEW Jobs have the latest financial controller jobs which you can apply for online. New roles are posted every day from businesses across the UK from a wide range of industries. Get started with your applications today by uploading your CV and get job alerts when new roles appear.
Get better sleep. Start a new workout routine. Practice mindfulness. As you make resolutions to improve your life, you might also find yourself setting some goals around your career, including exploring the employment market. But you can’t simply wish your way to a more fulfilling career. You have to work at it. To help you find a position in 2021 that matches your skills, experience and interests, start working toward these job search goals now: Goal #1: Update your CV and LinkedIn profile You can probably think of a million things you’d rather be doing than writing a CV. But you’ll do yourself a favour if you have an up-to-date document at your fingertips. One mistake people frequently make is to wait to revise their CV until they find a job opportunity that interests them. That prevents them from applying for the position right away. And by the time they have an updated version ready to submit, it may be too late. So, don’t delay. While you’re at it, review your LinkedIn profile and make sure it reflects your most recent professional accomplishments. Your profile is essentially your online CV, and many employers search for candidates on LinkedIn as part of their recruiting efforts. You want your profile to reflect the same information as your traditional CV. Another advantage of having a polished LinkedIn profile? Recruiters often use LinkedIn to identify passive job seekers. With a solid online profile, you’ll increase the likelihood that a recruiter will take a closer look at you. Goal #2: Strengthen your skill set To realise your job search goals, you need to be ready to compete for the roles you want, of course. And no matter your chosen industry or career, developing an in-demand skill or pursuing a certification can help you to stand out as a candidate. Pursuing professional development shows initiative and a commitment to learning, as well as an understanding of what it takes to excel in your field. It also makes it easier for you to answer the question that all hiring managers are likely to ask in one form or another: “How can you add value to the organisation?” Possessing certain abilities and credentials can also help you negotiate a higher salary. (Robert Half’s Salary Guide offers insight into how much more employers are willing to pay professionals with coveted skills and certifications for certain roles.) Goal #3: Prioritise job satisfaction It’s a good time to assess your job search goals — as well as your personal aspirations — and determine exactly what type of employment opportunity to seek. Many professionals are doing that as they look ahead to a new year — and leave a very disruptive one behind. Perhaps you’d like to work in a different industry, for example? Or take on a more fulfilling role with greater responsibility? Maybe you’re looking for a remote work opportunity that provides a flexible schedule? Formulate a clear idea of what you’re aiming for, so you can better focus your search for a new position. Goal #4: Audit your online presence You can assume all potential employers will review your LinkedIn profile (refer to Goal #1). But some will also look at other channels to see if they can form a more complete picture of you as a job candidate. Consider how you present yourself on social media and online forums. You may need to do some digital housecleaning. Make sure all information is current and accurate and presents you in the best possible light. If there’s anything you wouldn’t want a potential employer to see — photos from a vacation or your unfiltered thoughts about a politician or a sports team’s poor performance, for example — review your privacy settings. Goal #5: Expand your professional network Your professional network can play a critical role in your ability to achieve your job search goals. In lieu of in-person networking during the pandemic, look for virtual events hosted by professional or alumni organisations, or other groups relevant to your profession or industry. Also, reach out to new contacts on LinkedIn and ask trusted colleagues, mentors and friends for their recommendations. Be both strategic and genuine in your requests to make connections. And don’t stop nurturing ties with the professional contacts you already have. Goal #6: Be persistent Most employers today are taking great care to choose job candidates who are likely to thrive in their unique organisation. So, even if you’re a top candidate for a job, it may take weeks and several rounds of interviewing before you hear back about a final decision. Don’t get discouraged. But don’t just wait around for an employer to make up their mind. Stay in contact with the hiring manager. Continue networking. Keep applying to other jobs that interest you. And consider building a relationship with a recruiting professional. After all, nothing is certain until you’ve signed on the dotted line. Best of luck in realising your job search goals — and achieving all your other 2021 goals!
Like many ‘soft’ skills, the power of presence is something some seem to be born with and others need to work at. Some people walk into a room and immediately appear to own it. Others stand in a corner and wait to be approached. But why is having an impressive presence so important? And why are accountants often so bad at it? Scott Johnston of ‘Find Your Presence’ helps accountants and other professionals to project themselves with impressive personal presence. He explains it is because your personal presence impacts on all your conversations, presentations and interpersonal communications. As professionals we need: The power to pitch The power to negotiate To avoid overconfidence Pitching The way you pitch is influenced by your personal style, but everyone requires a balance in order to be compelling and impressive but not too pushy. Pitching requires using our emotions, eloquence and voice in each of the three types of pitch you are making, explains Johnston, even though they all have different end goals. Sales presentations have a structure and the aim is to impress your prospect, not just present information. Your pitch is to draw out the benefits for them rather than giving a potted history of your firm since 1066. In other words, you need to “sell not tell”. The ideal outcome is more business now. Sharing new ideas with your team is another form of pitching. This time the aim is to empathise rather than to impress. The outcome should be a stronger team that feels heard and understood. Networking is less formal than a sales pitch and needs to focus on relationship building rather than selling. Whether it is a 40-second introduction or a longer conversation, the aim is to “be heard, remembered, and referred” in order to improve your future sales funnel. Negotiating Scott believes negotiating is about your mindset as well as your skillset – something he learned as a barrister before he became a speaker and trainer. A two-sided negotiation should mean we are open to others’ ideas and they to ours, but this may not be so easy if one party comes across as too pushy or too socially anxious. Every human interaction has some form of negotiation, as we are always seeking to build relationships and rapport. These negotiations may consist of a quick chat or we may need to deploy all our negotiating skills. Deploying a “computer says no” attitude is not a negotiation and we need to consider the power of emotions whenever possible. We negotiate with other people’s emotions via words, body language, voice etc. There are very few win-lose scenarios in accountancy, so it should usually be possible to negotiate positively and aim for a win-win with clients, colleagues or commercial partners. When dealing with conflict the aim of the negotiation is to build bridges and move on. Overconfidence Whilst many accountants are reserved, or even shy, others may need to tone it down. This can stem from overcompensating due to feelings of insecurity, so we need to be self-aware. While being forthright might get results in the short-term, a less-abrasive approach will produce better long-term results. We need a mindset of awareness of ourselves and others. When speaking or writing, it is important to put ourselves into other people’s shoes. Often what we mean to say isn’t the message that is delivered. Tone it down and demonstrate your skill with confidence but without showing off. Show up – if we’re unprepared or underconfident Show off – can put people off Showtime – is when we work congenially with clients as an impressive professional. If you’re prone to overconfidence, it may be helpful to tone it down so it doesn’t offend or even hurt others. Aim to radiate a degree of warmth and approachability. You can be taken seriously without being overbearing. Have fun, let others speak up, and actively listen rather than just waiting to speak. As professionals we all need what Scott describes as Presencivity. Whether you feel as though you’re hiding and need to find your voice in order to begin presenting, or whether you have plateaued and need to develop an impressive personal presence that is both warm and professional so that everybody listens, this is a soft skill that we all need to develop.
As technology continues to transform the accountancy profession, ICAEW continues to seek and embrace the new opportunities it presents. Data is exploding. Over the past few years, the volume and depth of data that accounting and finance professionals have had to deal with have become vast. The growth of its importance has only accelerated in 2020, as we've all suddenly had to adapt to a remote and predominantly digital way of working. This trend was brought to the fore by Finance in a Digital World – launched back in 2018 – which explores the major disruptors to the profession and the impact they are having on the work we do and how we do it. Technological change is nothing new – we've all experienced it throughout our working lives. What is different now, however, is the amount of data and its availability to businesses of all sizes, and the technology and computing power that enables us to turn this raw data into useful information. The ability to accurately predict future trends is a priceless asset to any business. But it's not just about analysing the data; it's about using it intelligently to answer practical business questions and effectively communicating the findings back to the business to inform decision-making. We should not underestimate the skills required to take information and explain clearly and concisely to colleagues what it means and how to act upon it. The recent World Economic Forum' Future of Jobs' report underpins many of these beliefs, but what surprised me is the speed of change it predicts. It forecasts that the 'double-disruption' scenario of increasing automation in tandem with the COVID-19 recession will result in a significant shift in tasks, jobs and skills within the next five years. Audit and accountancy feature in the top four areas impacted. Data analytics and data science are listed as the biggest areas of growth. This is something our profession must take very seriously. Encouragingly, the massive take-up of our Data Analytics Community, launched last year, suggests many members recognise the very real need to adapt and upskill in this critical area. Today, I'm proud to announce that we are taking the next step with the launch of the ICAEW Data Analytics Certificate Programme. The programme has been developed specifically for finance professionals and explores data analytics as a process for answering business problems or questions rather than as a pure data exploratory exercise. Operating entirely online and developed in collaboration with ICAEW Partner in Learning, Kaplan Financial, this programme will upskill participants with the practical skills and understanding of data analytics you need to better support your business and clients by providing evidence-based, forward-looking insights and assurance that help decision making. With an already well-established knowledge base and skillset in business and finance paired with commercial acumen, I believe chartered accountants are perfectly positioned to adapt, thrive and lead in this area. Our new certificate programme will help you do just that. Find out more about the ICAEW Data Analytics Certificate Programme here.
Digital transformation in many organisations has accelerated this year. The need for accountants with data analytics skills has never been higher. The World Economic Forum’s (WEF) recent Future of Jobs Report 2020 explores how automation, in tandem with the COVID-19 recession, is creating a ‘double-disruption’ scenario. The report forecasts a significant shift in tasks, jobs and skills within the next five years, with accounting and auditing being in the top four areas impacted, and data analytics and data science being the biggest area of growth. This trend is echoed in recent figures from accounting and finance recruitment firm Robert Half, which show one in three employers are redesigning roles in direct response to the pandemic, with the focus on digital, technical and soft skills. With the WEF’s view of significant change over such a short timeframe, never has the need to upskill been more urgent. For finance and accounting teams, this means a greater focus on business planning and analysis. This comes hand-in-hand with a digital ‘levelling up’ of businesses, with two in five leaders committing to fast-tracking digital transformation in the second half of the year, according to Robert Half. An EY survey came to similar conclusions: 57% of respondents said predictive and prescriptive analytics skills were critical. Historically, data analytics was the domain of other departments, such as marketing and IT, says Fraser Nicol, Partner, Business Technology Consulting for top 10 accounting and business advisory firm Azets. With the digital transformation agenda accelerating, the data available to support decision making is growing. “Finance functions first need to be able to use data in its own right to support good financial decision-making,” Nicol says. “Secondly, they need to be able to support the business case that’s being made by other bits of the business that want to use data analytics. That's why it's becoming more important now.” Skills gap However, the skills currently aren’t there to meet demand. According to consultancy firm McKinsey, only 18% of companies believe they have the skills necessary to gather and use insights effectively. Just 19% of companies are confident their data insights processes are improving the effectiveness of their sales. Nicol says there’s often a lack of knowledge around data and its potential. “Businesses have got more data available to them now than they had before. And most businesses don't know exactly what that data is or what it could enable them to do.” Data analytics managers within the finance function can help businesses utilise and use that data, which requires certain skills. “You have to be able to respond to the evidence critically and make your own decisions. Insight only comes from understanding your business and the significance of whatever the data is telling you,” says Nicol. “You have to link your data analytics very closely to your strategy and your business objectives, rather than allow it to drive them. That's why it's almost too important to be left to the data scientists.” Accountants as ‘data translators’ McKinsey talks about the importance of data translators: people able to take data sets, draw insights from that data and put those insights into actionable language that can then be applied across the organisation. “When the data are rendered into insights, business managers need to then translate them into messages and offers to be delivered to the marketplace.” This isn’t necessarily a new role to accountants, Nicol explains. Finance professionals have always been responsible for taking financial information and presenting it to others within the business. The difference is in the depth and range of data now available from non-traditional sources, possibly in areas of which accountants are unaware. “There's a challenge there to get that right. But there's also a massive opportunity to actually add a lot more value than you were previously adding because you can access much richer streams of data.” What you can do about it If you want to move yourself or your team into more of a data analytics role, there are several key skills you need to develop and consider, including technical (programming, statistics, business knowledge) and non-technical (problem-solving, communication, critical thinking). The collection and analysis of richer data also brings new ethical considerations for accountants to keep in mind. “It's not just about how you can quickly extract data, manipulate it and create outputs with it; you have to be able to think about the ethical side of it as well,” says Nicol. ICAEW, in partnership with training provider Kaplan and Azets, has created a Data Analytics Certificate Programme for members who want to improve their data analytics capabilities. The Analyst course teaches people the principles of data analytics as a process, including how to code and how to manipulate data, and the importance of creating engaging narrative and data visualisations back to the business to aid decision-making. It also covers the ethics of data analytics. The Management course is for those who are seeking to understand how to develop an effective data analytics function within their organisation and covers areas including data strategy and governance, forecasting and risk management, and influencing through storytelling and visualisation. Experts are predicting that digitisation will bring automation to traditional accountancy roles, Nicol explains. However, the need for finance professionals who can interpret data and can enable decision making based on their data-driven insights is only going to grow. “The world is changing, business is changing, accountants need to change too.” The ICAEW Data Analytics Certificate Programme will be available from 1 December 2020. For more information or to register your interest click here. If you want to excel in data analytics and succeed in this insight-driven era join the Data Analytics Community for free.
If finding a new job or getting a promotion is on your New Year’s resolution list, take a look at our expert tips on moving your accounting or finance career up a gear in 2021 and find out how ICAEW Jobs can support your search. COVID-19 has caused untold upheaval to the jobs market and many, including accountants, have found themselves out of work and looking for a new role. It has also made many of us reassess our priorities and look closely at what we really want to be spending our time doing. But what’s the best way to go about finding a new job during a pandemic? Simon Gray, ICAEW Chartered Accountant, former recruiter and author of Super Secrets of Successful Executive Job Search shares his 2021 job tips and insights with us. Is it a good time to be looking for a new accounting job? With so many out of work, you may be wondering whether looking for a new accounting job right now is a good idea. Speaking at ICAEW’s Financial Controller’s update in December, Gray said: “Now is always the best time. Organisations are always on the lookout for skilled and talented people.” Helen Jones, Head of ICAEW Jobs, confirms that the number of roles being advertised on the ICAEW Jobs board is now back up to pre-COVID levels. She says: “I've seen an increase in candidates recently, which shows people are starting to look for jobs again. There are actually huge opportunities at the moment and in the past few weeks I’ve had a lot of new roles become available.” How to stand out from the crowd With each accountancy and finance job vacancy often attracting hundreds of applicants, finding ways to stand out has never been more important. Gray says: “The way you stand out is not through your CV. Standing out means doing something different to everyone else. Think hard about the sector or organisation you’d like to work in and think about the value you can add. Then approach senior decision-makers within those organisations (through LinkedIn or even a letter) and engage in a conversation about how you can help their organisation. That could lead to an opportunity now or at least make you memorable for the future.” When you are applying for an advertised vacancy, Gray explains you can improve your chances of making the shortlist by following up with a phone call, even just to check the CV has been received. Or, better still, request an informal call with one of the interviewers ahead of the selection process. He says: “No one else is likely to have done that. It immediately puts you in a position to do two things: to stand out as being proactive and to get intelligence as to information you might need for the interview process.” How to secure a promotion Maintaining an understanding of what’s going on across your organisation can be tough when you’re operating remotely but remaining visible and maintaining your awareness of business activity can benefit you greatly. ICAEW member Amy Griffith, Business Finance Partner at British Council, who has worked remotely in many of her past finance roles says: “It’s about getting exposure to senior management. It’s also important to demonstrate strategic insight: to show people you’re operating at the level above where you’re currently working. It’s not about talking the most in meetings, it’s about listening and providing those insights.” Griffith also recommends joining online events and networking opportunities to stay visible when working remotely. How can ICAEW Jobs help with your accounting job search? ICAEW Jobs provides support for job hunters and ICAEW members looking to develop their finance careers. The site features a members-only job board with around 500 live jobs, from entry-level roles to senior positions. You can register to receive tailored job alerts and join the 38,000 members who have already uploaded their CV. ICAEW Jobs also hosts a blog and can help you arrange career coaching through CABA. Later this month, ICAEW Jobs is launching a course of lunchtime sessions to support members searching for their next role. Helen Jones adds: “ICAEW Jobs is about your entire career journey. If you want to become manager, we’ll help you find the training you should be taking now so that when that role comes up, you’re ready. It’s about working out what you want to do and finding a role where you can progress.” Further support Visit ICAEW Jobs and upload your CV. Watch Simon’s session at ICAEW’s Financial Controllers Update 2020 in December. Listen to Simon Gray’s podcasts supporting executive job search recorded with ICAEW.
Despite a record hike in the overall number of UK redundancies, specialist accountancy recruiters remain upbeat for the sector, predicting an upturn in demand over the coming 12 months and salary increases buoyed by ongoing skills shortages. The UK unemployment rate rose to 4.9% in the quarter to October and layoffs soared to a record 370,000 in the three months to October as the government scaled back its furlough scheme (before the decision was made to extend it). This brings the UK jobless total up to 1.7 million people, according to data from the Office for National Statistics (ONS). Lee Owen, Director at Hays Accountancy & Finance, said it had been a tough year for all industries, and accountancy and finance were no exception. “However,” said Owen, “sentiment from our clients about the long-term prosperity of the sector is somewhat upbeat. Most are expecting their activity levels to increase or stay the same over the next 12 months and there is optimism about the health of the wider economy.” Owen said he expected employers to roll out targeted recruitment strategies over the next 12 months as they looked to fill skills gaps. “Aside from prerequisite technical skills, we’ve seen a real demand for professionals who are strong communicators, able to adopt change and good at problem-solving. Given these skills shortages, it’s unsurprising that many employers have increased salaries – a trend which will continue into the New Year.” According to the Hays Salary & Recruiting Trends 2021 Guide, 88% of employer respondents said they expect their organisation’s activity levels to increase or stay the same over the next 12 months. More than half - 54% - said they plan on recruiting staff over the next 12 months and three quarters said they had experienced skills shortages in the last 12 months. Meanwhile, 45% of employee respondents said they would be tempted to change role due to the salary or benefits on offer, with the same proportion feeling there is no scope for progression within their organisation. Hays says job seekers should remain open-minded and flexible about the direction of their careers. “The pandemic has caused surges in demand across sectors such as pharmaceuticals, technology and FMCG resulting in a ramping up of recruitment requirements over the course of the year,” Owen said. “Job seekers may wish to target those more buoyant sectors to uncover unexpected opportunities – which could be the ones to propel your career.” Continual investments in professional development will stand candidates in good stead, Owen added. “Those who are refreshing their skillset on an ongoing basis will be the ones who thrive in our changing world of work. Take advantage of any training opportunities offered by your employer, as well as looking at online courses, podcasts and reading in your own time.” Chris Hickey, UK CEO of Robert Walters, said macro factors such as Brexit being concluded, the newly elected US President starting his term, and COVID vaccines being administered, would provide a positive springboard for the rest of the year. The Robert Walters Salary Survey 2021, due to be published in January, anticipates pent-up recruitment demand across a number of sectors and the highest rates of salary inflation in four years since the Brexit vote was passed. “Senior professionals with expertise in restructuring and turnarounds will be in high demand as the UK initially emerges from its recessionary market,” Hickey says. “Experienced individuals that are able to communicate effectively to provide training and advice to more junior staff will also be highly valued as the markets begin to pick up and transition into a growth cycle.” Meanwhile, the market for CFOs and financial leadership roles witnessed a rebound in hiring activity from early summer - a trend set to continue into 2021, according to headhunter Odgers Berndtson. Duncan Hoggett, a partner in the CFO Practice, said the pivotal role finance had played in helping businesses navigate through the crisis had stood it in good stead. “Initially, this centred on securing liquidity, implementing furlough schemes and securing other government support. However, as the crisis has unfolded it has also accelerated a number of structural changes across a range of sectors. Finance will continue to play a critical role in helping businesses to transform and adapt. There’s a lot of companies looking for specific, senior-level finance capabilities to deliver turnarounds, support M&A activity or lead digital transformation programmes.” Accountants with the right mix of skills – particularly AI and Digital Transformation – will continue to be in demand. “We have no doubt finance professionals will play a lead role in the way businesses engage and deploy these exciting technologies,” Hoggett said. “Accountants should be accumulating these skills now so that they are able to thrive in the future jobs market.” Finance in a Digital World: a suite of online learning modules to support ICAEW members and students, develop awareness and build understanding of digital technologies and their impact on finance.
After the ups and downs of this year, we all deserve a well-earned break over Christmas. It’s important to take this time to relax, recharge and refresh for the upcoming year. However, the festive period is also a good time to evaluate your professional life and set a new direction for the year ahead. If a new job is on the horizon for you, then you need to take a proactive approach to job searching during at least some of your time off. Here is some guidance about what’s true and what isn’t when it comes to using the festive period to look for a new job. I need to completely switch off from work. Fiction. I’m certainly not denying that it’s important to switch off from work during the festive period. It has felt like a long year, which has left many of us wanting – and needing – to take this time to relax. However, you also deserve to have a successful career in the year ahead. My advice is therefore to turn down your work brain, rather than switching it off completely. Don’t ban yourself from reflecting on the year gone by. What parts of your work have you enjoyed? What have you achieved? What would you have done differently? Some reflection and consideration might illuminate new goals or a new direction for you to take your career in as we approach 2021. Job searching will ruin my Christmas plans. Fiction. Christmas mean that many of us are looking forward to spending time with our loved ones. There’s lots to do over the festive period in any case, so the last thing you want is to miss out on the fun because you’re looking for a new job. The reality is that you can do both. Set some time aside to search for jobs, even if it’s just a couple of hours here and there. Aim to harness your most productive times – like you would do in a normal day at work. Being disciplined and smart with your time is the key to getting a good end of year break while also investing time in your career. Lots of people will be wanting a new job in the New Year. Fact. As I mentioned, the New Year is a great time to set a new direction for your career and explore your options. Indeed, many professionals will be thinking this, which can make the New Year feel like a competitive time to be applying for jobs. But here’s where you can put yourself at an advantage: starting your job hunt over Christmas will give you a head start over others. Many will put off their job search until they get around to making it a New Year’s resolution, so get ahead of the competition by starting your job hunt now. Even if it’s just updating your CV and doing some research at this stage, beginning the process early will pay off when competition might heat up in the New Year. No one will look at my CV over Christmas. Fiction. It’s a fair enough assumption to make, seeing as business activity typically winds down towards the end of the year. However, this doesn’t mean that hiring completely stops. Recruiters and hiring managers will likely still be checking their emails over the Christmas break because of the nature of their job, so don’t worry about your CV sitting in someone’s inbox unread. What’s more, most recruiters and hiring managers will be feeling less busy over the next few weeks and therefore might be more receptive to any applications that come through. Putting your CV out there over the Christmas period might just make you stand out more and offer you the chance to grab the attention of a recruiter or hiring manager during a quiet period. A five-point plan for your festive job hunt Here are some steps to help you get starting with your job hunt: Ask yourself what you want from a new job. Think beyond salary and job title – what sort of employer do you want to work for? And what kind of company culture do you need to thrive? Start researching. Try recruitment websites, job boards and LinkedIn to get a sense of what’s out there and get inspired. Brush up your CV. Ensure it’s up to date and include some of the key words and phrases you’ve picked up when researching potential jobs. Network. Identify relevant contacts who could help you make your next step and reach out. Practice your interview skills. When you get that call inviting you to interview you want to be ready to impress. Hopefully separating fact from fiction when it comes to job hunting over Christmas goes to show that it can be a good time to explore your options. Balancing your break with some investment in your career will see you have a positive and successful start to the New Year.
You may have lost your training agreement or job as a result of the pandemic. Emotions like shock, upset and anger are all very normal in these circumstances and many people have to go through these emotions to get to a point of acceptance. Even people with the thickest skins find rejection difficult. When something important to you is taken away, it can be very hard. Seek out the people you know and whose opinions you trust. Talking your situation through will help you vent some of those emotions and will help you get to a place where you can plan for your new future with energy and positivity. It is important to recognise that organisations are still hiring. Some companies and sectors have prospered throughout the pandemic and they show no sign of slowing down their recruitment plans. Many others, of course, have been impacted and redundancies are increasing, especially many government job protection schemes come to an end. But while many organisations are downsizing, they are also rethinking and reorganising. They are planning for the ‘new normal’ and, for many, that means looking at bringing in new talent to do new and different things. So how do you find and land a new job? Here are our 3 top tips: 1. Treat your job search like a job itself Most jobs have tasks, routine and an overall objective. You know what you have to do, when it’s got to be done by and what you are seeking to achieve. Apply these same principles to your job search and you will have a plan. Your plan should start with the overall objective. Take some time to think about the skills and potential you have, the roles you want, the sectors and companies that are of interest. You can then start honing your CV, so it is focused on your end game. Then research employment agencies who specialise in the areas you are targeting. Register your CV and make contact with individual recruiters. Make your approach email personalised and engaging. Ensure you are looking at LinkedIn and relevant job boards. Above all, you should be networking. In the current climate, this will help you make quicker progress. Once you have your plan, set yourself daily and weekly goals. This will help to keep you motivated and energised. 2. Make sure you stand out It is true that there are roles out there. But it is also true that there will be increased competition for every role so you must stand out. Now is the time to think about your personal brand. Spend some time thinking about everything you’ve done. Everything thing you’ve learnt and all the silks you’ve developed. And then think about what you stand for. What are your values? All of this comes together to form your personal brand. Authenticity is a key ingredient of any successful brand. Do not try to be someone else. You are who you are. Find ways of articulating who you are and what you stand for. Be genuine and you will be more confident, more believable, and more credible. Your profile and activity on LinkedIn needs to stand out so recruiters find you and think you are a strong candidate. Make new connections, share content, comment on posts and publish your own posts. During online events contribute to the debate, ask questions and have a view. All of this will build your profile and make you more visible. 3. Tailor every application This can help differentiate you from the competition. Recruiters spend minutes, sometimes seconds, scanning CVs and applications. Look closely at the advert and, if you have it, the role profile. What are they specifically looking for? What are the key priorities of the role and essential requirements in the person spec? Make sure your CV or application highlight your achievements, experience and skills that match. That might mean amending your personal profile, changing the order of the bullet points under each role, describing an achievement in a little more detail. Ultimately, you want the recruiter to immediately see you are a good fit and put your CV on the “yes to interview” pile. And don’t forget that before a human being has seen your CV or application, a recruitment system will probably have scanned it first. This is where key words play a critical role. Again, look closely at the advert or role profile. What are the most important aspects and make sure you weave those words or phrases into your CV. For example, you may talk about Account Management whilst the employer may refer to Client Partner. Tailor your CV accordingly. This will all take time but the effort that will pay off. CABA provides free lifelong support to past and present ICAEW members, ACA students, ICAEW staff, and their close family members We provide a range of career development support including career coaching, CV and LinkedIn reviews, contact us today to find out more. https://www.caba.org.uk/
Redundancy can be a stressful and upsetting time for everyone. Even if you’ve seen it coming, it’s often a shock. You may feel anger, disbelief, embarrassment, anxiety, guilt, or that you've been unfairly treated. It's important not to deny these feelings, as they are perfectly normal. They can manifest themselves in different ways such as tension, lethargy, irritability, anxiety and a change in eating habits. If you’ve recently lost your job, or are worried about being made redundant, here are 5 top tips to help you prepare yourself for your next chapter. 1. Talk about your situation For many people, work is more than just an income. It offers status, a daily routine and a sense of purpose, together with an interesting and challenging activity. For some, their social life can also revolve around work colleagues. This is a lot to lose. If you’re stressed or in despair, it’s so important to talk about how your feel with other people, such as your colleagues, family and friends. Sharing your thoughts and feeling with others will allow you to process your emotions and come to terms with what’s happened. As research professor Dr Brené Brown says, shame cannot survive empathy. So, by leaning on the support from those around you, and allowing them to be there for you, you’re bound to feel a sense of release. 2. Establish a new routine People who’ve been made redundant say they find it helpful to establish a regular daily routine. This often means getting up as if you’re going to work, getting dressed and focusing on finding new paid employment. Having some structure to your day will help keep you positive and enable you to keep track of what you've done today and what you need to do tomorrow. For some ideas on how to bring some structure to your day, check out our coping with redundancy guide which contains some handy tips. 3. Don’t take it personally Redundancies are rarely, if ever, personal. But sometimes it’s hard not to take it that way. As someone who’s being made redundant, you might feel undervalued and overlooked, which can affect the way you view yourself as a professional. A diminished sense of self-worth can have a big impact on how you tackle the next stage, as you may feel like you’re not good or skilled enough to apply for positions at a similar or higher level. This is why it’s so important to practice self-compassion as this will help you to re-build your confidence. Reminding yourself of all you’ve achieved so far and remembering that you’ve got plenty of moves left to play. Don’t leave it too long before you start looking at what’s next - whether that’s applying for your next job, or, if finances allow, taking some time out to think about how you might use this as an opportunity to realign yourself with your life goals. 4. Re-invent yourself When we’re young and still in school, we sometimes feel as if the whole world is open to us and that we can pursue any profession. This feeling of possibility tends to lessen the older we get as the number of financial and personal obligations we have grows. However, don’t forget that it’s never too late to re-invent yourself. No matter what age you are, redundancy can actually be an opportunity for you to take a positive step forwards in your career, whether this means applying for a similar role but for a company that better aligns with your values, or going down a completely different path and exploring another sector completely. For those wondering what their next move is, we offer career and personal and professional coaching services as well as personal and professional development courses. Contact us today to find out more. 5. Tend to your financial wellbeing Losing a job can do terrible things to our financial wellbeing. You might be worried about how you’re going to pay your bills this month or if you’ll have enough money to look after your family. These feelings often weigh heavy on us, making us feel caged in and like we are running out of options. Much of this is down to feeling like you don’t have any ownership of your future. Remember, financial wellbeing is about control - control over your day-to-day decisions and long-term goals. While you may feel like you’re at a loss of what to do when you’ve been made redundant, there are ways of regaining a sense of agency. The first thing to do is to take stock of your finances and create a budget. One you’ve got a better idea of what you’ve got coming in and out of your accounts, it’s easier to make rational decisions that will positively impact your situation. You should also look into what help is out there for you, as there are many support services in place for people who are experiencing financial difficulties. CABA offers a range of financial services to its members and their families, including financial assistance, debt management advice and benefits counsel. The importance of perspective Staying hopeful is all about perspective. It may seem devastating and scary right now, but it will pass and things will get better. And remember, you don’t have to struggle alone. Contact CABA today. CABA provides free lifelong support to past and present ICAEW members, ACA students, ICAEW staff, and their close family members. If you’re worried about the impact of the pandemic on you and your family, find out how CABA can support you.
Of course, the pandemic took us all – governments, organisations and individuals – by surprise. However, many of us have now moved from the ‘crisis’ phase of dealing with the pandemic, into a more considered ‘new normal’. As we navigate the bumpy path ahead, it is worth remembering that some of the long term, negative effects of the pandemic may not be unprecedented, and can be mitigated. Failing to invest in learning will damage your talent pipeline and future growth For many, the financial crisis of 2008 is within memory – the lessons from then are fresh and still relevant today. The experience of those organisations that emerged resilient, offers today’s leaders examples of actions to take to ensure growth in the long term. It also acts as a good reminder to ensure we don’t repeat any mistakes – such as neglecting to foster a learning culture. Failure to invest in learning has long-lasting consequences on talent pipelines. In recent years, many of the professional sectors we recruit for have felt the after-effects of a past failure to invest in training and development. Employers that cut back on training during the last recession were – and continue to be – faced with a chronic shortage of skilled workers, and they haven’t always been able to capitalise on opportunities as a result. In times of great change, upskilling is vital. In order for our organisations to remain future-ready, our workers’ skills must remain relevant and we need to ensure they have the skills to be adaptable and productive. Investing in learning, development and training allows organisations and employees to have the knowledge and skills not just to keep up, but to thrive in a rapidly evolving world of work. Unfortunately, training fell from many organisations’ list of priorities as leaders worked to resolve the immediate challenges wrought by the pandemic and in some cases, it still hasn’t been put back onto the agenda. It is these businesses that need to take note and take action now. Not only do they risk not being able to shift gears quickly enough when the market returns, but they risk a disengaged workforce and will struggle to attract the talent they need. Opportunities for learning and development are key priorities for professionals when considering a new job. It’s something most candidates ask about at interview, and that most employers claim to offer their employees. Continuous learning and the opportunity to upskill are no longer the preserve of junior staff, but more experienced professionals will be equally aware of the impact of digital transformation and how rapidly their skill sets need to continue to evolve to keep up with an ever-changing workplace. So, a shortfall in learning and development has negative consequences for the future availability, attraction and retention of talent, as well as innovation and business growth now. But, what should leaders do to build a positive learning culture within their teams and organisations? 1. Learning can’t just be left to your employees It is too easy to suggest that continuous learning is solely the responsibility of the individual – but that is only part of the puzzle. Instead, leaders should look closely at areas of skill shortages within their own organisation and target their team’s development accordingly. Crucially, think ahead: you know where your skills gaps are now, but will they be the same in 12 months or five years? Then, align your learning and development programmes with this bigger picture view. 2. When it comes to training, think flexibly Furthermore, leaders should look at how they offer training opportunities to their staff. Training doesn’t have to – and in these socially distanced times, shouldn’t – mean spending a whole day in a meeting room. Instead, training should be flexible and virtual. It should be able to fit around how your employees work and be adaptable enough to suit everyone’s individual learning preferences. With new technology and cloud-based e-learning platforms, such as Hays Thrive, employees can undertake training when and where they want, in a way that suits them best. The appetite is there from professionals, so managers should be thinking about what online training platforms might suit their teams. 3. Promote your own learning journey It is vital that you ensure these learning opportunities are accessible, visible and – most importantly – encouraged. Too often, employers offer some learning opportunities, but candidates are not made aware of them, and they are not taken up by current staff. Promote these opportunities to candidates throughout the hiring process. Shout about them within your organisation. Continually stress the importance of upskilling not only to the growth of the business, but for the career progression – and indeed career satisfaction – of individual employees. And here, leaders must lead from the front: remember to be open about your own upskilling journey – show your employees that you take your own learning and development seriously and you’ll inspire your team to do the same.
Your CV is an important document to get right. Be mindful that your CV alone will not get you the job, but it should get you noticed and hopefully get you in front of a decision maker giving you the opportunity to sell yourself. There are a few things to bear in mind when you are crafting yours: Who will be reading it? Are you applying to a recruiter advert, a role advertised by a company or are you sending it directly to a company that you are interested in? Whichever it may be, think about whether the recipient will understand the jargon and acronyms of your chosen profession. It needs to be obvious why you are relevant for this piece of work. Is it simple to navigate and logically presented? If your CV is consistent throughout in its layout it will be easier to read and your relevance will be obvious. Interim assignments will usually need to be shortlisted quickly. Structure: There isn’t a perfect format, but I thought it might be useful to share as an insight, when I read a CV, what I am looking for. Having the following information in the template really helps (Example below). Avoid a lengthy personal statement, (use your application cover letter or email to highlight three or four examples of why you are relevant against the brief). The length of the CV is a personal choice, too long and the relevance starts to blur, too short and you may not have given the reader enough detail / context. Example CV: CV: Name: xxxxxxx M: xxxxxxx E: xxxxxxx Location: xxxxxxxx Availability: dd/mm/yy Academics: School name Location Years (YY-YY) GCSEs + A’levels Grades University Name Course Grade Years (YY – YY) Prof Qual: Membership body Qualification Year attained (YY) Further Studies: MBA Business School Year Attained (YY) Professional experience: Company name Location Dates (MM/YY – MM/YY) Title: Interim XXXXXXX Narrative: The main business activity of the company, size by £T/O, Reach (domestic/international), funding structure (Privately owned, VC,PE,PLC). Reason for engagement: Outcomes: (Repeat above format for each of the assignments that you have completed). Whilst the template is simple, it should be enough to encourage a conversation with whoever is advertising the opportunity. I would recommend avoiding flashy fonts and unusual layouts as they can distract the reader from the content.
The ICAEW is a professional membership that promotes, develops and supports chartered accountants and students across the world. An ACA qualification from ICAEW is a world-renowned certification in the accounting and finance industry.
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