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Featured Employers
Featured Jobs
Partner and Director, Forensic Accounting
London
Permanent
Competitive
Hays Executive is proud to be working in partnership with a leading, multi-office independent practice with an enviable track record of year-on-year growth; they remain one of the fastest-growing Advisory firms in the UK. They are looking to appoint a Partner and/or Junior Partner into the established London Forensic team, plus to capitalise on further UK hubs where there is an existing Advisory office but currently no Forensic in those regions. About the firm: Described by many as “a twenty-first century Advisory firm,” our client is a leading, multi-office independent practice with an enviable track record of year-on-year growth; indeed they remain one of the fastest-growing Advisory firms in the UK. Their consultancy helps clients through transactional mandates, business performance and underperformance, litigious/contentious matters, asset-tracing and much more; the firm is noted for its Partner-led approach on all projects. Founded by and continuing to attract Partners from considerably larger firms, core services include Forensic Accounting, developed from a strategic acquisition. A strong sell to market is the firm’s ability to offer a matrix of broad situational and deep sector expertise, and they are well-positioned to take further market share in both. The strategy is now to double their current fee income in the next 3-5 years, and this will be achieved via strategic Partner/Director hires as well as organically. As an independent firm there are no conflicts of interest, no drawn-out risk assessment, no political conflicts; just a genuinely collaborative culture where Partners across the service-lines often “hunt in packs” and are incentivised to refer opportunities. In this progressive, commercial business Forensic Services are a critical part of their offering and they now seek to further expand this specialist presence in London, plus certain key UK locations. Forensic strategy and opportunities: The Forensic function is currently centred out of two UK locations, including London. The strategy is now to add a Partner and/or Junior Partner into the established London Forensic team, plus to capitalise on further UK hubs where there is an existing Advisory office but currently no Forensic in those regions. A brief overview of the current forensic practice includes: Well-regarded Forensic Partners whose individual practices have minimal overlap Casework is largely civil disputes (contractual disputes, warranty claims, negligence claims, mis-selling claims, partnership and shareholder disputes etc), with a sizeable amount of fraud work (criminal and civil), compulsory purchase order and matrimonial work. Many cases involve valuation work. The Partners/Experts pride themselves on being actively involved in cases and adopting a pragmatic and commercial approach. The high-calibre staff get to work closely with Experts and are given early responsibility including, when ready, acting as named expert on smaller cases. This has helped the team’s excellent retention record. Whether you are commercial, civil or criminal biased in specialism, you will be joining a culture that gives you the autonomy to pursue the markets of your choice and pre-empt developments in this ever—evolving field. Partners are around 50% chargeable, so there is plenty of scope to further develop your practice and profile. For the regional locations you would have: Project delivery from current Forensic staff Existing regional office and infrastructure, with staff from other advisory disciplines An advisory brand already warm to local advisory referrers, eg. lawyers and accountants The ability to hire dedicated staff at an appropriate stage of business growth A whole-firm approach that means each region is fully integrated And irrespective of location, you would additionally benefit from: A genuinely personal working relationship between the Partners A culture that underwrites risk to try new commercial opportunities Good work-life balance; a firm that does not “sweat its assets” The versatility to grow the top and bottom line A voice at the table to contribute to the firm’s future strategy About you: The firm seek to engage at Director, Associate Partner and Partner level. You’re likely to be one of the following: An established Associate Director, or Director, who would welcome a more transparent and meritocratic path to Partner. The firm enables your pathway via Junior Equity Partner being the first step up. A Director who is off first base in terms of attributable billings, but for whom the Partner title is not currently an option internally. A Junior/Associate Partner who wants to break free from a brand that overshadows you, but retain the guidance of established Partner mentors. An established Partner looking to maximise on % of billings for the last few years of your career. An existing Partner who seeks a more dynamic, collaborative and investment-driven culture. A Partner who seeks to be the go-to Forensic expert in their region, but may need to break out of your current firm brand to fully achieve this. How to find out more: We would welcome the opportunity to have a tailored discussion and answer your questions by booking a fully in-confidence call. A detailed briefing document is also then available after the initial call. Please contact, in full confidence: Louise Bridge, Business Director, Corporate Advisory Tel: 0203 465 0137 or Mobile 0772 521 4433 Email: louise.bridge@hays.com
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Newly Qualified - fast growing Practice
South West London
Permanent
36000 - 42000
Our client, a highly respected firm in Woking seek a Tax Senior, either qualified by ATT/CTA or experience. Reporting to the Senior Tax Manager, key areas of responsibility within this Tax Senior role will be to manage their own portfolio of clients and delivering a high level of client service, producing work in an efficient and effective manner. The role will be to provide a full tax compliance and advisory service tailored to the circumstances of each client. The candidate would also be expected to provide adequate briefing, supervision and training for junior staff. The candidate would be expected to make a significant contribution towards the success of the team, with potential for progression depending on performance. Essential requirements must include:- Previous work experience gained in a tax environment, preferably in practice Well-presented and articulate, with good attention to detail Proven experience in managing a busy portfolio Proactive and pragmatic approach Good communication skills, both spoken and written Numerate and strong work ethic The role will encompass:- Dealing with annual Tax Returns, liaising with HMRC on behalf of clients Involvement in a wide range of personal tax assignments, including tax forecasting, considering residence and domicile status, capital gains tax, planning and enquiry work Involvement in ad hoc project work Training and supervising junior staff Salary band of £36,000 - £42,000 has been set by Fletcher George as a guide and will be based on level of qualification and relevant experience. Based in Woking the role is commutable from Weybridge, Leatherhead, Horsham, Epsom, Redhill and surrounding areas. Fletcher George is a Leatherhead based financial recruiter. We specialise in placing candidates resident and wishing to work in Surrey and South West London. Our team have over 50 years of experience recruiting Accounting and Tax professionals in the local area. We aim to offer all registered candidates a first class service based on our local knowledge and specialist relationships. Please do apply for this role and we will assess your suitability for the role and will be prompt to make contact where relevant. Sometimes we may consider your application is more suited to other roles we have registered and we may also consider your application for more than one role. Fletcher George is acting as an Employment Agency and we aim to respond to all candidates relevant for the role within a 48 hour working period. Referrals are welcome – you can receive up to £500 of Amazon vouchers when we successfully place your referral, just make sure they mention you when they register. The full details of Fletcher George’s referral scheme is on our website.
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Senior Manager - established Practice
Surrey
Permanent
65000 - 80000
Are you currently a Director / Senior Manager in a recognised firm who is currently looking for a special opportunity to drive forward your career and play a key role in developing new clients and promoting the overall success of the Firm and its continued growth and presence in the Surrey market. The firm’s client base includes many entrepreneurial first and second generation Owner Managed Businesses who need statutory year end work as well as adhoc project and advisory work – you will work closely with the relevant teams to ensure the client is guaranteed a first class personal and expert service. Due to a significant period of growth over the last number of years the current Partners are now considering this key hire to complement the existing Partnership to ensure the firm can deliver all their service lines to the highest standard; Audit, Business Services, and Tax. To achieve this appointment the right candidate will be an entrepreneurial, client facing Senior Accounting Professional. Without doubt possessing the energy, persona and commitment to continue building upon an already hugely successful business as well as working alongside the other Partners in the running and further growth of the Practice and working closely to develop the Management team who play a critical part within the business. A3 corridor area with a salary band set by Fletcher George of £65,000 - £80,000 set by Fletcher George as a guide. Please contact Lisa Wintrip in the strictest of confidence to discuss this opportunity. Fletcher George is a Leatherhead based financial recruiter. We specialise in placing candidates resident and wishing to work in Surrey and South West London. Our team have over 50 years of experience recruiting Accounting and Tax professionals in the local area. We aim to offer all registered candidates a first class service based on our local knowledge and specialist relationships. Please do apply for this role and we will assess your suitability for the role and will be prompt to make contact where relevant. Sometimes we may consider your application is more suited to other roles we have registered and we may also consider your application for more than one role. Fletcher George is acting as an Employment Agency and we aim to respond to all candidates relevant for the role within a 48 hour working period. Referrals are welcome – you can receive up to £400 of Amazon vouchers when we successfully place your referral, just make sure they mention you when they register. The full details of Fletcher George’s referral scheme is on our website.
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Finance Manager
London
Permanent
Competitive
Are you interested in languages, education and technology and want to work in one of the world's best EdTech startups? Then join us and be part of an ambitious and talented team that revolutionises how we learn languages. If you are passionate about languages, want to work with smart, creative, energetic people and possess the initiative, confidence and good judgement to make independent decisions every day - then you are probably the perfect addition for our growing team. About us Busuu is the app that makes learning a language easier for everyone and proves that learning a language doesn’t have to be done in a classroom.We are the world's largest language learning community with over 100 million users in 190 countries, growing at up to 30,000 new users per day. We make learning a language easy by combining AI-powered courses with instant feedback from our global community of native speakers and live tutoring from qualified teachers across the world. What does a Finance Manager do at Busuu? Reporting to, and working closely with the Financial Controller, you will be instrumental in delivering financial information to both internal and external stakeholders as well as providing daily operational support within the finance department and ensuring our processes and controls are water tight. This is an amazing opportunity for a qualified accountant to join a fast growing Ed tech company and play a key role within our finance team. You will have a crucial role to play in our budgeting, forecasting and reporting initiatives, as well as working alongside experienced Business Intelligence, data, sales, product, tech and marketing teams. Work alongside the other team members to establish best in class controls, processes and internal reporting Drive the development of the company’s finance function, through standardised and reliable reporting and automation, ensuring consistent procedures across Busuu Assist with all aspects of the company’s day-to-day financial reporting and accounting Assist with the budgeting and forecasting process, including partnering with teams on variance analysis and identifying opportunities to reduce costs and increase profitability and cashflow Board reporting and company secretarial exposure What we’re looking for in a Finance Manager: ACA accounting certification, 1-2 years PQE Good technical ability, accounting knowledge, and attention to detail The ability to be innovative and commercial, with an understanding of business outside of “Debits and Credits” Demonstrated ability to meet deadlines while managing multiple projects Excellent operating knowledge of Excel, Google Sheets In return we will ensure that you have: Flexible working hours. If you prefer early starts, late finishes or the odd day working from home Monthly & quarterly company team events, Friday socials, and other activities Training budget, so you can learn more in your field, attend conferences and events that you find interesting Perkbox subscription with a lot of great benefits Enhanced maternity and paternity leave A well-equipped London office with free breakfast, plenty of snacks, fresh fruit and free dinner of your choice if you need to stay late What happens next We aim to have a simple and speedy hiring process and we want to make sure that we are right for you as much as the other way around. The hiring process for a Finance Manager is the following steps: CV application review - We will review it as quickly as possible Let’s chat - Quick chat with the hiring manager about your experience and the role Excel Test - 60-minute remote exercise Interview - 1-2 hour interview to meet the team Our platform is for everyone, and so is our workplace. We pride ourselves on embracing our differences, whether they're cultural, racial, religious or otherwise. This means each one of us comes to work knowing that we have a voice – and a safe, judgement-free zone to speak freely. If you like the sound of that, join us. We'd love to hear what you have to say.
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Independent Audit and Risk Assurance Committee Member
London
Permanent
£5000 per annum
About the Audit and Risk Committee The Audit and Risk Assurance Committee (ARAC) is a sub-committee of the MHCLG Ministerial Board. It reviews assurances on governance, risk, internal control and integrity of accounting and reporting procedures. It is responsible for assessing and assuring the department’s overall risk management framework and for ensuring financial propriety. The Committee gives independent advice to the Accounting Officer on the adequacy of audit arrangements (internal and external) and on the assurances received on the existence and effectiveness of systems for accountability and control in the organisation. The ARAC is also responsible for maintaining oversight of the arrangements put in place for risk, control and governance of the non-departmental public bodies and other arm’s length bodies of MHCLG, particularly those which contribute to the Department’s consolidated Group accounts. The ARAC meets five times per year and members participate in annual Governance Assurance Panels to review in depth the adequacy of governance in the department. About The Role To support our work, MHCLG is seeking to appoint an Independent Member of the Audit and Risk Assurance Committee (ARAC). The ideal candidate should have significant experience in financial risk and performance management, accountancy expertise, and, ideally, a background in the finance sector. The role of Independent ARAC Members is to: Understand the Department’s strategic aims and objectives and support the MHCLG Ministerial Board to successfully deliver these objectives. Contribute impartial advice on the adequacy of assurances given on financial and risk management, internal controls, internal and external audit arrangements and on any implications for corporate governance. Constructively challenge the assurances provided to the MHCLG Ministerial Board and draw on ways in which those assurances could be developed from their own professional background. Attend approximately 10 days per year, including 5 ARAC meetings, Governance Assurance Panels, ad hoc meetings, and reading the papers in preparation for those meetings. Act in accordance with the Seven Principles of Public Life Person Specification Essential Criteria: Board-level experience of sound financial risk and performance management – approving and scrutinising the allocation of resources to achieve plans using clear, consistent and comparable performance information; A good understanding of the role of audit and other controls in the government sphere; A broad understanding of the sectors in which the department operates and its key partners – the individual may have acquired this knowledge at a senior level in either the public, private or voluntary sectors; An enthusiasm for, and a desire to support, the successful delivery of the MHCLG core agenda (housing, local and regional economic growth, building safety and local government); An engaging and collaborative working style with the ability to adapt to a range of partners; and A professional accountancy qualification such as CIPFA, CIMA, ICAEW, ACCA or ICAS. Desirable Criteria: A financial services / banking background. How to Apply To apply for this role please supply the following materials by 11.00pm on Thursday 26 March 2020. Part 1: Curriculum Vitae – max. 2 pages. Part 2: Covering Letter – Explaining how you meet the Selection Criteria – max. 3 pages. Part 3: Online Monitoring Forms – Diversity Monitoring Questions, Guaranteed Interview Scheme, Conflict of Interest, Other Relevant Information (see below). We cannot accept information and forms submitted with previous applications because your circumstances may have changed. Your application will be acknowledged by the Public Appointments Team. You are also required to complete the Online Monitoring and Supporting Information forms – links to these forms are provided below. We are unable to accept any applications/ online forms submitted after the closing date Online forms to be completed and submitted with your application as requested in Part 3 above: Supporting Information for the Assessment Panel Further Information and Diversity Monitoring Form Guidance that will assist with the completion of the Conflicts of Interest declaration is attached below.
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Audit & Accounting Technical Writer
London
Permanent
£55,000 - £60,000 + excellent benefits
£55 - £60k + excellent benefits Full time, office based – but would consider part-time and/or some element of homeworking for the exceptional candidate. March 2020 coronavirus update – our expert team are continuing business as usual, working on product updates and development projects from home with regular calls/contact. The Content Manager is keen to continue to expand the team to support our clients. Interviews will be conducted via video call for the foreseeable future. Job overview This is an ideal role for someone with strong technical Accounting and Audit knowledge, excellent writing skills and a keen interest in media/publishing to join our expert Audit and Accounting (A&A) author team. Job purpose The A&A technical writer team are responsible for writing and reviewing content for the A&A segment within Croner-i. They work with the Product, Sales, IT and Editorial teams to innovate the way that content is delivered to maximise the value to our clients. The team also deliver technical and product training for eCPD modules and in person to key clients and are expected to be active members of external technical committees, for example at ICAEW. The team are looking for a technically strong ACA candidate to take responsibility for authoring and updating A&A products and assist with the transformation of content to facilitate its use online. The post holder will maintain constant vigilance to ensure that Croner-i is aware of all new content developments such as changes in standards or legislation. Day to day responsibilities Research and do authoring update work on the A&A products as appropriate for the candidate’s expertise and the roles of other team members. This could include: commentary and analysis online guides; tools including audit programmes, model accounts & disclosure checklists; online and events training materials (recording audio, preparing slides and notes); contributing articles for news updates, Accountancy Daily and social media to raise external profile; UK GAAP and IFRS presentation, measurement and disclosure; company law and corporate governance; and practice management guides and tools We work with a number of expert authors and panel members in practice so the role would also involve discussing technical updates with them and assisting the content manager with reviewing externally produced authoring work. Giving clear instructions to editorial/production support teams and reviewing output/proofs within tight publishing deadlines. Provide insight and leadership to other team members maintaining accounting/auditing standards and company legislation on Croner-i Tax and Accounting platform to ensure that: prospective amendments are turned into effective amendments at the appropriate time; links point to the correct/up to date versions of standards; and new content is added when needed. Assist the client experience and sales teams with product queries and training. Assist the Content Manager and team with transforming our content from legacy print formats to online. What you bring to the team Qualified ACA – associate/assistant manager level Experience of working within an accounting practice environment, typically within the audit function Professional knowledge of and strong technical grounding in the areas of auditing and IFRS and UK GAAP accounting A working knowledge of more specialist areas and sectors such as money laundering, Solicitors Accounts Rules, housing associations, pensions, charities and academies would be useful Proven writing skills, including the ability to convey complex themes in an accessible way to a variety of audiences with varying levels of expertise Strong excel, word and IT skills Interest in media/publishing Confident in helping clients Superb teamwork and communication Why join our team? This is a fantastic multi award-winning place to work and a friendly, highly motivated and hard-working team. This role should appeal if you enjoy being exposed to a wide variety of technical developments and would like the satisfaction of seeing your work published to help serve our clients’ needs. The modern, central London office is fast-paced and busy so we look for colleagues who have a positive and results focused attitude. Through on-the-job coaching and experience, as well as providing training and development, we make sure that everyone who works here has the resources they need to build their careers.
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Qualified Accountant
Haddington
Permanent
Dependent on experience
We are seeking to appoint a qualified accountant to take on the role of tax and accounting manager and to provide support for the partner. The role is initially part time with the possibility of extending to full time at a later date. We can provide flexible hours for the correct candidate. Brief summary of what the role will involve: Hands on tax and accountancy work. Applicants should be up to date with and have recent experience in income tax, corporation tax, basic VAT and payroll taxes, FRS102 Review of work and problem solving Communication with the team, clients , HMRC, and research bodies Have a good knowledge of systems and be confident in undertaking research into any of the other varied issues which will arise with a professional eye for detail Willing to take on responsibility and management of the day to day work and to report to the partner Candidate requirements: Professional qualification at ICAS, ICAEW or ACCA level Experience of what the role will involve Ability to work with budgets and cash flow systems Willing to take on responsibility and confident in decision making to assist the partner Good communication skills Benefits: An attractive salary commensurate with qualifications and experience Excellent working conditions and location Flexibility of working week CPD and training If you would like more information on the post please telephone Linda Ogilvie on 01620 822923 (available afternoons only) or email Linda on lo@cacameron.co.uk. If you would like to apply for the post please email Linda your cv and a covering email/letter.
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Director of Finance
London
Permanent
Competitive
St. George’s, University of London (SGUL) is the UK’s only medicine and health sciences university, is ranked within the top 250 universities in the world and is consistently ranked top in the UK for graduate prospects. We have around 4,800 students and have an annual turnover of circa. £90m. As well as world-class medical, bio-medical and health education, we have three research institutes in which our scientists are tackling some of the world’s most important healthcare challenges. As well as investing in existing and emerging areas of research strength and committing to adapting our research to new needs of society, we promote a student-first culture and as such we continue to invest to provide the best possible student experience. This is against a backdrop of the Higher Education Sector (HE) being an uncertain place, with financial sustainability being one of the biggest risks to the sector and many universities. We are looking for an exceptional finance professional to join the Senior Leadership Team to help SGUL navigate these challenges to ensure our long-term financial sustainability – whilst maintaining our growth trajectory and investment supporting world-class research and an exceptional student experience. Flexible working, including part-time or reduced hours of work, opportunities to work from home for many posts, compressed hours and local flexibility in agreeing start and finish times of work are among the extra benefits offered by St George’s, University of London. Please quote reference: 712-20
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Career News and Advice
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How to make the most of working from home
Following the latest government advice, many of us will already or soon be working from home for the foreseeable future. For those who aren’t used to working remotely, this can be a particularly disruptive experience and may require some time to adjust. Some people initially enjoy the idea of not having to leave the house in the morning, but may soon find the comforts of home distracting, leading to a loss of productivity. Despite the initial teething issues, studies have found that over 77% of professionals say they feel more productive when working remotely, and an additional 30% feel as though they accomplish more in a shorter period of time. So, what is the best advice for people working from home? Create a work environment of your own In order to get into a ‘work’ frame of mind when you’re at home, it’s important to have a space set aside which is designated for working. This helps to create a clear distinction between ‘work’ and ‘play’ and trains your brain to be more productive during work hours. Not only does this allow you to concentrate more on the task at hand, it also makes it easier to switch off at the end of the day. If you don’t have a study you can use, the kitchen or dining room table is often a good place to set up. If you share the space with other people, make sure you communicate clearly to them that you are working and set clear boundaries around your work schedule. Finally, avoid the temptation to work from your bedroom or the couch, as these can trigger the brain into thinking it is time to sleep or relax. Avoid those distractions In your own home it can be so easy to get distracted by your surroundings. This makes it difficult to switch off from household chores or slipping into weekend habits. If you find yourself getting distracted on a regular basis, it can help to set yourself a clear list of deadlines and hold yourself to account for meeting them all. Avoid switching on the TV, and instead put on the radio or a calming playlist. This will provide some background noise for those who don’t enjoy the silence. Combat the loneliness If you’re the only person working from home, the long hours by yourself can often leave you feeling isolated and lonely. Whilst instant messaging apps mean you can communicate to your colleagues whenever, it’s never the same as having face-to-face interaction. If you can, try using video calls with colleagues and clients wherever possible, as this provides a more social experience than sending emails or texts. This will play a key role in tackling feelings of isolation over the next few months as many people could be working from home for the foreseeable future. But be aware that faulty technology can sometimes lead to lagging and frustrating meetings, so make sure you give yourself enough time to set up and get ready before the call. Cultivate compassion for yourself and others around you For those self-isolating or working at home with a partner, your family, or your housemate, it’s important to be mindful of your own needs and the needs of others. Spending long periods of time in a shared space can be tricky, but there are ways around this that will make it easier to maintain healthy relationships. Talk to each other, be open and honest, and make a plan together that takes into account everyone’s needs. You're less likely to experience feelings of resentment if you’re communicating clearly. By talking to one another and addressing any issues as they happen, you can express how you feel and talk about the challenges you may be facing. If you need more space to work or think, explain why this is important to you, and work on a solution together. It might help to start by telling them how much they mean to you and reminding them that you care. It can be difficult to maintain a work-life blend when the lines between work and home are blurred into one. Make sure you stick to your working hours and try not to let work infiltrate your evenings or weekends. It might sound silly but having a good morning routine and wearing ‘work’ clothes, or just not your pyjamas, can help to create a professional mind-set. Ultimately, you need to find a way of working that serves you and results in the least amount of disruption. Be kind to yourself while you find a new rhythm and allow yourself enough time to adjust. CABA provide 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 coronavirus on you and your family, find out how CABA can support you.
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Lights, camera, action: how to impress in your video interview
Video interviews are now a necessity and they need to be taken seriously if you want to impress a prospective employer and secure a new role. For some, the perceived lack of real interpersonal interaction during a video interview can be a cause for anxiety. Body language accounts for a large part of communication, and without it the ability to express ourselves decreases significantly. It’s important that you counter this and other unconventional aspects of a video interview by making all the necessary adjustments to your interview style. Here are three tips for you to follow: 1. Have everything ready in good time Technology is a consideration that is mostly unique to video interviews. Make sure you don’t have any embarrassing technical difficulties by installing the necessary programs and software in good time – and that you also know what to do if it goes wrong. Test your connection and video software plenty of times beforehand by making some practice calls to check sound and picture quality. Your interviewer will likely have a busy schedule and won’t be very impressed if you have to keep re-dialling in. A good recruitment consultant will help you prepare for the interview and advise you on the kind of questions you are likely to be asked, but it’s really up to you to make sure the technology doesn’t falter. For video interviews dress formally, even if you are doing the interview from your living room; you should dress as you would to go to an employer’s head office. Find a tidy, uncluttered place to do the interview; you want to make sure that you’ve removed all non-pertinent objects from the frame. 2. Get comfortable with the technology It’s important that you’re comfortable looking into a camera and speaking into a microphone. Looking into the camera is important to make eye contact with the interviewer, while speaking clearly into the microphone is helpful for avoiding repetition. Remember also to avoid the temptation of looking at your own image on the screen! Don’t forget to smile too. Smiling goes a very long way to building rapport and, while you may not think it, can even be recognised down a phone line. Listen carefully to the questions your interviewer is asking you. There may be a delay over video calling or network connection and if you get stuck on a question, ask if you can move on and come back to this when you have gathered your thoughts. Silences can be difficult when you aren’t in the same room so try to avoid them. You can help minimise awkward pauses by rehearsing with a family member or friend; this will help you predict possible delays that the technology might have. 3. Project confidence and stay calm During a video interview, it can be difficult to show the usual body language that demonstrates you are listening and shows you are interested and enthusiastic, so be sure to also convey this in what you say, while remaining aware of your movements. Asking questions is always positive so make sure you have some up your sleeve. Remaining professional, staying relaxed and keeping calm will help you to answer the questions accurately. Where video interviews may cause a delay in the flow of conversation, it is best to wait and ensure your interviewer has finished their question to stop any confusion and keep your interview on track. You can help with this too, by ensuring your answers are clear and concise. If your interviewer wants more information, they will ask you to elaborate. Confidence is even more of a decisive factor in video interviews than it is during regular face-to-face interviews. Without the encouragement of your self-assured body language, the interviewer might have difficulty getting a read on you. Leave them in no doubt about your belief in your own ability by communicating confidently at all times. A final thought However well prepared you are, remember that there may be factors beyond your control when using technology and video calling software which can disrupt the call, break signal or lose connection. In this instance, it is best to regain connection and restart the call, and quickly contact your interviewer to update them so you can all continue with the interview as soon as possible. They’ll understand it is out of your control so try not to worry and keep your composure. If you’re considering your next step, get in contact with one of our expert recruitment consultants for a confidential chat about the career options available to you. Alternatively, check out our latest career advice. About this author Karen is a Director and recruiting expert at Hays Accountancy & Finance. She provides strategic leadership to a team of 400 accountancy and finance recruitment professionals across 100 UK offices. With 20 years of finance recruitment experience, Karen has a track record of recruiting top finance talent for businesses across a range of industry sectors, and is a trusted industry voice on career planning and market insights.
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Is it time to change jobs? How to spot the warning signs
‘It’s just a job’, is something we often say to ourselves after a bad day in the office. But is it? We spend so many of our waking hours at work that to settle for less than a job that is fulfilling, challenging and creatively and intellectually stimulating is to do yourself a disservice. Recognising when it’s time to move on career-wise is tricky. Do you find yourself struggling to get out of bed in the morning? Or frequently reading online articles like this about whether it’s time to get a new job? If you recognise any of the signs listed below, perhaps it’s time to start considering pastures new: 1. You’re clock watching Sometimes, five minutes can sometimes seem like an hour. At other times you can look up from your desk after no time at all and see that it’s suddenly dark outside. For most people checking the time on a Friday afternoon is probably a pretty standard weekend countdown ritual, but if you find yourself clock watching at 2pm on a Tuesday it’s probably an indicator that you’re not interested in the assignment at hand. It may be that you’re not being challenged enough, or that you simply don’t have enough to do. Perhaps the answer to making the day fly past is a simple one – find a job you really like. 2. You get the Sunday night blues If you often feel a certain prickling apprehension creep in on Sunday evening, you wouldn’t be alone. The ‘Sunday blues’ is a common phenomenon – 48 hours of freedom are drawing to a close, and you’ve got a full week of work ahead. These feelings in themselves are common, but if the thought of work the next day is having a really negative effect on your mental state and causing acute anxiety, perhaps you should be thinking twice about whether you’re in the right job. Life really is too short to dread Mondays. 3. The culture is toxic There are a number of indicators of a toxic workplace culture. Employee morale is often a casualty of punishing hours, an unreasonable boss, impossible objectives and office politics. If any of those sound familiar to you, and you notice a serious lack of enthusiasm and positive interaction within your teams, it’s probably a sign that you should be looking elsewhere. Moments of conflict at work are not, by themselves, wholly unusual, but if continuing issues within the entire workplace are causing a really sustained and detrimental effect on your mental health, it’s definitely time to take action. 4. Your progression is neglected Having no goal to focus on and nothing to achieve can really kill your enthusiasm for a job. If there’s no new skills to learn, no new responsibilities and no promotion on the horizon, why stay? Deciding when to ‘cut and run’ is tricky – if you feel you’ve been honest with your boss about where you see yourself heading, done all you can to move your career forward at your current organisation, and know you’re worth more than what you’re currently being offered, it’s probably time to make a move. 5. You’ve lost passion for the work Sometimes you can have the nicest boss, the most hard-working and collaborative team, the most rewarding workplace culture – and it still isn’t enough. It may be that the work itself isn’t challenging enough, that you don’t think your contribution is felt, or simply that you’ve just lost interest in the meaning and purpose of what you’re trying to achieve. Whatever it is, if you find that you’ve really fallen out of love with what you do, then that’s a sure-fire sign that you should be moving on. If you’re thinking about beginning your journey to your next role, search our newly added jobs, or alternatively, check out our latest career advice. About this author Beginning life in 1968 with just a handful of employees, Hays how has over 7,800 recruiting specialists worldwide, including 1,800 in the UK. Our consultants are experts in their field, helping professionals advance their careers, and organisations find the right talent.
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Seven tips to becoming more employable in 2020
So, if you have realised that the time is right for you to make a change and find a new job, then the following tips will help you achieve your goals. 1.Think about which skills you will need to achieve your goals Upon reflecting on your current skill set, you need to start filling the gaps as to where you have weaknesses. The start of a new year is a great time to do this. Therefore, it is crucial to be able to differentiate between skills and competencies, the former being specific learned abilities, and the latter being knowledge and behaviours that contribute to your success in a job. By appreciating the differences between the two, you’ll gain a greater understanding in focusing on the area’s which will enhance your career goals. However, as your career develops. The skill sets in which you will need will develop as time goes on. Therefore, it useful to be continuously reflecting as to where your skills gaps are, and then make a commitment to yourself to continuously upskill – thereby making learning a lifelong habit for you going forward. 2. Establish a greater self-awareness to improve your perception You as an individual understand yourself better than anyone else on the planet. You know your strengths and weaknesses, but also accept that you’re only human. But crucially you understand how other people perceive you. Therefore, by enhancing your self-awareness you will be in a better position to adjust your behaviour and work on your personal brand. Furthermore, by becoming more aware of your strengths as well as what you might still need to improve upon. This will help you to improve how you are perceived by others – such as a job interview. This will highlight what values are important to you, as well as which job opportunities are more suited to you. 3. What is your unique selling proposition? Firstly, start by asking yourself the following questions. Why should an employer hire you over any other candidate? What is it that you can bring to the table that other candidates can’t? Do you consider yourself to be particularly creative or innovative? Therefore, you need to come up with specific examples you can cite with clear evidence to both recruiters and hiring managers. Perhaps your strong leadership skills lead to higher employee retention? Or your creative abilities lead to a reduction in business costs? All these tangible examples tell a compelling career story which highlights notable talent. Furthermore, these types of examples will allow you to distinguish yourself between other candidates, and make you stand out from the competition. 4. Try to improve your social media activity Social media can be an extremely powerful tool when you are searching for a new role and wishing to attract potential employers to you. There’s plenty that you can do across social networks to make yourself a more intriguing prospect for hiring managers, including writing about things you have learnt or sharing other people’s content that is relevant to your line of work. As a result, this will be highly influential in shaping how you are perceived, so that employers are more likely to see you as someone employable, rather than someone who isn’t very professional. 5. Consider what you’re looking for in a new role and new employer Ask yourself the question. “What am I looking for in this new job opportunity?” The more you precisely know what you’re looking for, the better you will understand what you are looking for in your job search. So, before you begin searching ask yourself these following questions. What salary package are you looking for? What culture or work environment are you looking for? What kind of role will develop towards your long-term goals? 6. Be willing to take risks Taking a few calculated risks could benefit your employability in 2020 and beyond. Just imagine how much you could expand your experience and skill set, for example, if you were to switch to a different industry or move to an organisation that is significantly larger or smaller than your current employer. 7. Maintain a positive mindset when searching for a new job A positive mindset will greatly aid in improving how recruiters, hiring managers and interviewers perceive you – thereby potentially bringing you one step closer to that much-desired job offer. Crucially, however, a positive mindset isn’t just good for your wellbeing. It also demonstrates to a prospective employer that you can deal with unforeseen and unfortunate circumstances constructively. This is a skill in and of itself. Whatever your career aspirations are in 2020, the steps above will help improve your employability, and ultimately ensure your professional dreams become a reality this year. If you’re considering your next step, regardless of the time of year, get in contact with one of our expert recruitment consultants for a confidential chat about the career options available to you, or alternatively, check out our latest career advice. About this author Thea is responsible for the UK & I marketing team as well as driving the strategic direction of the marketing function, looking closely at opportunities for growth, positioning in the marketplace and sales support. She was appointed to the Hays UK & I Board in July 2017, following joining the UK business in the summer of 2016. Prior to her current role she was the Vice President of Marketing for the Hays Americas business, joining the business in 2012. Under her management she built the marketing function from general support to a strategic driver of sales, establishing a central marketing unit supporting Canada, US and four Latin American countries.
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When's the best time to change jobs
We all have our up and down days at work, but if you feel the Monday blues consistently during the week, this could be a sign that your current job is not working for you. If it’s not, it’s time to consider just when and how you want to make your next move. How to know your job’s not for you: 1. You’re uninspired at work Is your job boring you to tears? Being bored at work can make you feel demotivated and dent your confidence. If you often feel uninspired at work, a new role can help kick-start your motivation and bring new opportunities for you to sink your teeth into. 2. You feel burned out It is inevitable that, at some point in your job, you will feel stressed. However, if this continues for a significant amount of time, makes you feel anxious or tired, affects your productivity or has a negative impact on your health or relationships, it may be a sign to make a career move. 3. You’ve missed out on that promotion…again Do you feel you’re not getting the recognition you deserve despite doing your best to meet your objectives? It’s unrealistic to be top of your game all the time, but if you’re being constantly passed over for a promotion despite your best efforts, you should consider applying your skills elsewhere. When to start your job search: If you’re unhappy at work then the best time to start looking for a new one is now, regardless of the time of year. However there are seasonal differences which affect the volume of vacancies available, as well as competition for jobs. Spring: Spring is a good time for job searching, with high volumes of vacancies available for both permanent and temporary staff. The New Year surge has lessened slightly, which means competition is moderate for the best positions. Many organisations are also considering their budgets for the next financial year around this time. Summer: With a lot of people taking holidays from June to September, this is a great time for temporary workers offering cover, but opportunities for permanent staff are still widely available, and with less competition from other potential candidates. Autumn: As organisations and hiring managers come back from their holidays, there’s often a hiring surge, as employers begin to consider their strategy for the coming year. You’ll have lots of opportunities to apply for jobs, but also competition from other applicants, so make sure your CV and online presence is up to the challenge. Winter: Early winter and the run up to Christmas is a quiet time for applications, but that doesn’t mean opportunities aren’t available. This is an excellent time for seasonal temp workers. After the New Year, there’s a big surge in demand for new jobs, as you might expect, which means heightened competition for available roles. Speak to your consultant about how to beat the competition for top roles in busy times. If you’re considering your next step, regardless of the time of year, get in contact with one of our expert recruitment consultants for a confidential chat about the career options available to you, or alternatively, check out our latest career advice.
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What makes a great leader?
While management is typically about managing resources, completing tasks and getting things done, leadership is much more strategic, and very much future-focused. Effective leadership skills empower you to build trust with, influence and motivate people to achieve goals. So which attributes make a good leader? 1. Self-awareness; a deep understanding of ethics, emotions, strengths, weaknesses, needs and drivers. Leaders with strong self-awareness are often honest with themselves and others, and as a result, are neither overly critical nor unrealistically hopeful. Leaders with higher levels of self-awareness are also often better at hiring subordinates with skills that they lack. Similarly, it’s important to know the strengths, abilities and talents of the people in your team. Try asking each of your workers what they think their strengths are and what kind of role they think they would excel in. Your team and its performance will be stronger – and more fulfilled – if the right people are given the right responsibilities. If there are any gaps in your team's knowledge or experience, support them by organising training sessions, so that nobody feels left behind. 2. Self-regulation; controlling and channelling emotional impulses to lead effectively. Leaders who are good at regulating their emotions often have a propensity for reflection and thoughtfulness and are comfortable with ambiguity and change. They are often more positive, which impacts on those around them and is essential to productivity and employee happiness. 3. Motivation; highly driven to achieve beyond expectations. Motivated leaders display lots of passion for their work, seek out creative challenges and love to learn. Self-motivation is central to action-based leadership and will inspire and encourage team members to follow their leader’s example. 4. Empathy; considering employees’ feelings while making important decisions. Leaders who show empathy are often better at developing and retaining talent. This is crucial for increasing a team’s functionality and ensuring talented employees do not leave the organisation – taking their knowledge and skills with them. 5. Social skills; able to move people in the desired direction. Leaders who have good social skills are often adept at managing teams and are expert persuaders. Fundamentally, leaders have good social skills if they want to successfully influence a team and align their attitudes with an organisation’s overall mission and goals. 6. Responsibility; whether this takes the form of delegating work, or having the confidence to take responsibility when things go wrong, employees’ productivity is immediately impacted by their leader’s ability to take responsibility and lead the team in their daily work. New leaders often struggle with letting go and delegating work. The secret of success here is building trust. Get to know your team. Understand the skills and knowledge of each individual; their strengths and development areas and how they can contribute. Delegation then becomes a much easier process. 7. Adaptability; being able to quickly adapt to new situations is critical to being an effective leader. Leaders who possess strong intuition and creativity tend to be better at thinking outside the box and approach new situations in a way that’s in the best interest of workers as well as the organisation. Being open to positive and negative feedback is vital in understanding how well our management and leadership style is working for the team and offers us an opportunity to adapt. Listening to team members, understanding their needs and adapting our leadership style to get the best performance and contribution from them is crucial. 8. Communication; having the ability to communicate clearly directly impacts a leader’s ability to influence and motivate others into contributing to the overall success of an organisation. Employees want to believe in what they’re working towards and the clearer their leader is at communicating will make it easier for them to understand his/her mission, goals and vision. Leadership challenges Managing former peers One of the most difficult challenges in any person’s career is leading a team of people they used to work with. Here are some tips that could help: 1. Be prepared to ride the roller coaster Expect some initial resentment and doubt from your team, don’t assume they’ll all be on your side from the outset. You have to accept they won’t always agree with or like your decisions. 2. Accept you are no longer part of the gang This doesn’t mean eliminating your likeability or friendly approach but you do need to accept that you are now the boss. You need to find a balance between having amicable relationships but still being able to tackle any difficult issues such as poor performance, inappropriate conduct etc. 3. Consider the characters Some people will be pleased for you, others might be envious and some will be disappointed it wasn’t them. If you have a particularly close friendship with someone, it will be beneficial to have a conversation about how things will need to be professional to avoid any claims of favouritism. Usually, if you have this conversation you will find your friend is understanding and supportive and appreciates you taking the time to have a conversation about it. 4. Focus on your relationship with your boss Understand the results you have to deliver as a leader and discuss how you plan to do this. Seek support from them to help you make the transition from team player to manager. Get them to announce your promotion to the team and lay out what they expect in terms of support for you. 5. Set expectations early Present your plans to the team and let them know both what goals you want them to achieve and how. Outline how you will support and involve them. This also helps them to understand how much change is likely to happen. Do some of this in team sessions and then arrange one to ones with each team member to find out how they feel and invite their input. In these individual sessions make it clear that you're always available if they have a problem or need someone to talk to. 6. Trust your team Micromanagement is never a good way to get the best out of your skilled employees. Managers who trust their workers are far more likely to be rewarded with better performance and results. Giving your team members the freedom to handle tasks in their way, to come up with their solutions to the challenges they face and to make important decisions can boost their confidence no end. Giving feedback Positive and constructive criticism can help strengthen relationships between workers, managers and employers, and improve the quality of work as well as encourage higher productivity. Here are some tips on giving constructive, effective feedback: 1. Don’t delay For maximum effectiveness, try to say something as soon as possible after the issue arises, rather than waiting before commenting. It’s rarely helpful to get feedback for something you did weeks or months later. 2. Choose the right time and place Depending on the nature of your feedback, the recipient may not appreciate your conversation being overheard. Before you act, think about whether it’s appropriate to speak up privately or in public. Also, take the recipient’s state of mind into account. If they’re upset, nervous or angry, it may be advisable to wait until they’re calmer and in a better state of mind. 3. Avoid getting personal Remember that effective feedback shouldn’t be about the person in question, but about the way they have behaved or something they have done. Your comments won’t be seen as constructive if you criticise someone’s appearance, beliefs or values. It’s good practice to phrase your feedback in terms of how something has affected you and what you thought about it. This helps the recipient accept your feedback less personally, as they can’t be responsible for how you feel. 4. Be specific Whatever you’re feeding back on, stick closely to the facts of the matter and be very specific – avoid general statements. Think carefully about what you’re going to say and how you’re going to say it, and stick to the issue in question. If you’re commenting on something somebody has done or the way they have behaved, mention the specific occasion when it happened. Most importantly, try to offer positive suggestions on how they could do things differently or how they could improve the situation. 5. Credit where credit’s due Don’t forget to praise your co-workers or employees when they do a good job. Taking the time to let them know how much you appreciate their efforts can boost their self-esteem as well as their attitude towards their job and the company. It also shows them you’re interested in them and the role they play in the workplace. Develop your leadership skills with the support of a professional coach. Get in touch to find out more.
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Are you ready to retire?
Retirement planning isn’t just about financial planning. A happy retirement rests on you being ready, from both an emotional and a financial point of view. The following questions will help you to assess your readiness for retirement. Take a few moments to answer the following questions. When you are finished, you should have a good idea about whether or not this is the right time to put your working years behind you. Financial considerations Do you still hold a mortgage on your current home, or is it paid off? If you still have a mortgage and plan to stay in your home, will you be able to manage the mortgage and maintenance expenses without the benefit of your current position? If you plan to sell your home to help finance your retirement, are you aware of its value in today’s market? Do you have a clear idea of your financial needs in retirement? Have you worked up a post-retirement budget? Have you taken into account the possibility of a few unexpected expenses? Have you enquired as to any benefits for which you may be eligible? Are you willing and able to work on a part-time basis, if needed, to maintain your financial health after leaving full-time employment? Useful websites Retirement Calculator State Pension The Pensions Advisory Service Emotional considerations Have you considered how you will spend your free time? Many retirees find themselves at a loss within a few months of retirement, wondering how to occupy themselves now that they are no longer working every day Are you able to define yourself in terms that are not career related? After years of working, it's not uncommon to think of oneself as merely their job title, but such a mindset can make it difficult to comfortably move on to the next stage in life. Some retirees find that by volunteering their time to a favoured cause, they can meet their need for making a difference without the sometimes harsh restraints of managing a career Do you have a strong support system of friends and/or family members? Socialising is important for happiness and mental well-being, so it’s vital that retirees make an effort to maintain bonds with those closest to them. For those who have few close relationships outside of the workplace, joining clubs or participating in hobbies with like-minded folks can help fill the void left by missing ex-coworkers Have you taken some time to think about your life after retirement? Failing to have a plan of action can result in dissatisfaction with the very state that you worked so hard to achieve. If you have a spouse or are in a committed relationship, have you considered how the change in your working status may impact your partner and your relationship? It's common for people to fall into comfortable routines and when one or both partners experience a significant life change, it can cause a bit of temporary discord Once you have got a realistic picture of where you currently stand, you're in a position to make smart choices that will help to ensure a happy and secure retirement. If you've considered the points above and you conclude that you are indeed ready to join the ranks of the permanently and happily retired, congratulations! You’ve earned the right to relax and enjoy your retirement. However, if reading through the points above makes you uneasy about your readiness to retire, take time to reconsider your options. Being aware of the areas that you feel may be problematic offers you the opportunity to take steps to be better prepared. Take away points: Decide if you're able to retire from a financial point of view Plan activities to keep you busy Think about how retirement will affect you emotionally
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Pitch perfect - make your elevator pitch work for you
An elevator pitch is an executive summary, just 60 seconds or fewer, that you can use to sell yourself. It’s one of the most effective ways to promote your personal brand and one of the simplest yet most powerful tools for any professional. Follow these simple steps to build your own interesting, memorable and succinct pitch that clearly explains what makes you unique and how you can add value. When to use an elevator pitch If you’re attending a networking event, an interview or you’re just speaking to somebody you know who could support you in securing your next career goal, you may be asked, ‘Tell me about yourself’, ‘What do you do?’ or ‘What is your company about?’ If you’ve not pre-empted these questions you can end up giving an unclear description of what you do and where you can add value and miss an employment or business opportunity. A good elevator pitch will include: Who you are You need to start by capturing the listener’s attention so that they are eager to learn more. Remember, the people listening to your pitch will be thinking ‘What’s in it for me?’ It’s crucial that you make your pitch relevant to them before talking about yourself and tailor your message to their needs. Example ‘I’m an experienced career coach with a comprehensive understanding of the modern job market’ What you do Make sure you can describe what you do without relying on your job title. The person you’re delivering your pitch to may not be an expert in your field. For example, saying ‘I’m a lawyer’ becomes much stronger and clearer when you include the type of law you specialise in, and perhaps an example of the cases you have worked on. If you’re using your pitch to promote a new business venture, start by describing the problems you solve and how you help people. Example ‘I have a proven ability to facilitate a successful career transition for individuals at all levels through supporting them in all aspects of their job search. For example, this can include a full CV review giving specific advice around tailoring the CV in line with the opportunity and also advising the most suitable style of CV to use.’ Your pitch should convey enthusiasm; if you don’t portray interest in what you’re saying, it can be hard to engage and influence your audience. Why you are unique What are your USPs (unique selling points)? Focus on the qualities that only you have, that can benefit the listener. The intention is to stand out from the competition, whether it’s other candidates or business competitors. Example ‘I have extensive experience of actively hiring good quality candidates within both a corporate environment and also for a leading high street recruitment agency. I apply this knowledge and experience to provide specialist, focused, practical outplacement and career transition advice and guidance to enable participants to achieve their desired goals.’ Your goals and ambitions Be clear about what you want and align it to what the listener is looking for. When you have communicated your USPs, you need to engage your audience by asking open-ended questions to involve them in the conversation. Example ‘What areas of your CV do you currently tailor when applying for a role?’ ‘Where are you finding the most success from your job search? What approaches have you tried so far? Talk me through your job search strategy’ Practice Like anything else, practice makes perfect. How you present your pitch is just as important as what you say. If you don’t practice, your pitch may sound unnatural or you could miss some key information out. Remember that to be pitch perfect, it’ll need to be tailored in line with the opportunity, so always consider your audience and which elements are most relevant. Access free career coaching Work one-to-one with a professional career coach online, over the phone, or face-to-face. Contact us today.
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Top tips for a successful Skype interview
The option to conduct interviews remotely is becoming increasingly popular and is now common practice for many employers and recruiters. Usually conducted over Skype, they’re convenient, reduce travel costs, and can save time. They’re often used as an initial pre-screen ahead of a face-to-face interview to filter candidates at an early stage. For international organisations, they’re also an effective way to include key stakeholders outside of the UK. Here are some top tips for a successful remote interview. Prepare The first thing you’ll need is an appropriate Skype name. Just your name ‘MichaelJones’ for example will be fine. If the name you want has already been chosen, you could add a number to the end or the initial of your middle name. If it’s your first time using Skype, set up a practice call with a friend to make sure that you don’t run into any technical issues on the day Practice makes perfect - get a feel for being on camera - at first, this may feel a bit strange, but the more you practice the more comfortable you’ll feel Record the practice run and analyse how you appear on camera Before the interview, sign in early so that you’re ready for the interviewer to call you. If you do have technical issues, don’t panic. The interviewer will understand that this isn’t your fault so just apologise and try to resolve the problem, calmly and quickly. If the connection is poor you do have the option of continuing the Skype call without the video. Make sure that you have your interviewer’s telephone number and email address in case you do run into any technical difficulties. This way you’ll be able to contact them to let them know. Set the scene You’re in control of the setting so make sure that you consider where you want to conduct the interview. Try to avoid having anything too distracting in the background. A neutral and tidy room would be the most appropriate setting Sit at a desk or put your computer on a table rather than sitting with it on your lap Make sure that you won’t be interrupted by pets or anyone else in the house Dress the part Treat your Skype interview as you would a face-to-face interview. Not only will you appear professional, but you will also feel professional. Dressing the part can help you feel more focused and confident. During the call The advantage of having a Skype interview is that you don’t have to remember everything that you want to mention. Keeping your notes in bullet point format to use as a prompt in front of you or just to the side, can remind you of the key points you want to make Treat the call the same way you would a face-to-face interview - consider your body language; smiling, nodding and leaning forward will show you are engaged Bear in mind how you’ll appear from the interviewer’s point of view. By looking directly at the camera you’ll be looking at the interviewer, so practice delivering your responses to the camera, not the screen At the end of the interview, think about the questions you have for the interviewer. You may want to ask about the next steps so that you are clear about the process. Finally, thank them for their time and log out of Skype so the session is completed.
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Transform your interview performance
Explore how adapting your behaviour before and during an interview can transform your performance. Preparing for your interview 1. Research the company and interviewer Being able to discuss the company, their vision and ethics, even their competition will demonstrate an enthusiasm for the organisation and industry. As well as reading their website and social media channels, you should also keep an eye on recent press articles and business news. This research may also help you generate ideas for questions you want to ask at the end of the interview. Areas to research include: • What does the company do? • What are the company’s successes? • What are their current challenges? (market conditions, competitors, newer technology) • Who are their main customers? • Who are their top 3 competitors? • What’s their USP? • If you’re applying for a role in finance or accountancy, you’ll also be expected to have researched the company accounts or financial data. You can contact Companies House and access the relevant documents for a small fee. 2. Prepare answers to potential questions You can expect to be asked questions about your CV and career history such as: • Tell me about yourself • Talk me through your career to date • What has been your greatest career highlight to date? • What are your strengths/areas of expertise? Another way to pre-empt questions is to research the person interviewing you on LinkedIn or the company website. For example, if they’re a Finance Director they may ask technical finance-related questions around saving costs / improving efficiency, whereas an HR Advisor may ask more generic, competency-based questions. Looking at the job specification can also help. Turn each requirement into a question and try to come up with 3 examples of when you’ve demonstrated the relevant competency. For each of these examples you should identify the: Concept – how did you come up with an idea/plan/suggestion? Construct – what did you do and how? Outcome – what was the result of your action for you and your previous employer? It’s a good idea to rehearse your answers, in front of a mirror or with someone you trust to give you honest feedback. It might feel a little silly, but it will increase your confidence on the day. 3. Consider the practicalities Before your interview plan your journey and get to know the route. Find out about the available parking and take a little time to see who comes in and out of the building to get a feel for the dress code. 4. Fuel up Make sure you eat something before your interview. A high carbohydrate or sugary snack is perfect for giving your brain a lift. Stay away from caffeine and keep yourself hydrated. Dehydration causes your body to produce stress hormones, which can contribute to panic. 5. Breathe If you’re sitting down while you’re waiting to be called in, try not to slouch. Slouching compresses your diaphragm and chest causing you to take shallow, rapid breaths and stimulating a panic response in your body. If there isn’t anywhere to sit, stand still. Pacing up and down sends a signal to your brain that there’s something to worry about. This makes your ‘fight or flight’ reflex kick in and your short term memory can suffer as a result. Try a simple breathing exerciser to help you stay calm and focused. Doing all of these things before the interview will contribute to you showing up in a calm and controlled state of mind - looking confident and competent. Making a good first impression Consider your appearance It might be obvious, but it’s surprising how many people can get this wrong. Research indicates that we all make quick judgements based on a person’s appearance and that we’ll try to gather evidence about the person based on these judgements. So you must look as though you would represent the company well. When you aren’t sure of the dress code, it’s always better to be cautious and over-dress. The first 3-7 seconds of your interview is crucial. When the interviewers first come in make sure you smile and say ‘good morning/afternoon’. If they haven’t mentioned your name, say it as you shake their hand. This personalises the interaction and immediately helps to build rapport. During your interview Even if you’ve prepared answers to potential questions beforehand, the interviewer may ask a question that you aren’t sure about. If that happens, don’t be afraid to explain that it’s an interesting question and you need a couple of seconds to think of the answer. Similarly, if you don’t understand the question ask them to re-phrase it. And if you genuinely don’t know the answer to a question, be honest and say so. This makes a much better impression than getting flustered or answering incorrectly. If you have gaps in your experience, you may be asked about this. You can turn the potential negative into a positive by focusing on your transferable skills. Turn the question on its head by explaining you’re a fast learner who can easily apply yourself to gain the skills necessary for a role. At the end of your interview, avoid questions relating to holiday and salary. If you haven’t got any questions, explain that your research and the interview have been very informative and you have all the information you need. If you’re not successful Try to get feedback on your application and interview performance. Typically, candidates are contacted 48-72 hours after an interview. If you haven’t heard anything after this time then reach out to them. If, after 14 days you still haven’t heard anything try contacting them again. Sometimes the first person they offer the job to turns it down. By remaining visible you stand a better chance of being offered the position. For further advice and support work one-to-one with a career coach online, over the phone or face-to-face. Contact us today.
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How to optimise your CV
Get personal There’s no such thing as a good generic CV. You need to tailor your CV to reflect the specific job specification you’re applying for and/or the relevant company values. The easiest way to do this is to create a broad CV that encompasses all of your skills and achievements, which you can then modify to fit a particular opportunity. Tailoring your CV is particularly important given that the majority of companies now use Applicant Tracking Software (ATS) to sort and pre-filter CVs and applications. To maximise your chances of getting through to interview stage your CV should be ATS friendly. ATS uses keywords to search for and identify suitable candidates for specific roles. To ensure that you appear at the top of these search results your CV should reflect the keywords used in the job description, including qualifications, functional skills and relevant software. For example, when searching for a suitable candidate for the role of an accountant, recruiters using ATS might search for phrases like ‘Management Accountant’, ‘budgeting’, ‘variance analysis’, ‘SAP’ or ‘pivot tables’. Generic soft skills such as ‘confident’ or ‘team player’ are less likely to form part of their search criteria, so it’s important to emphasise technical skills that are relevant to the role and industry. Researching the job and organisation will help you find the right keywords to include. Getting to know the organisation will enable you to use relevant language and examples that match their culture and ethos. You could also research individuals who are already part of the company on LinkedIn and see if you can mirror any of the relevant courses, qualifications or skills they have listed. Rank your skills in the same order as they appear on the job description and remove any unnecessary areas of expertise. Your cover letter This is the first chance you get to attract an employer’s attention. So, as with your CV, tailor the language you use to reflect keywords in the job description or the company’s values. Briefly write about your skills and abilities, and refer the reader to your CV. Your cover letter should also explain why you’re writing; whether it’s a response to an advertisement or you’re expressing a direct interest in the company. If you’re applying speculatively make sure you explain what prompted you to apply and why you’d like to work for the organisation. You can get the insight you need to do this from company websites, annual reports or even by contacting them directly and asking for information. Quick tips The first page of your CV should contain your contact details. Remember, a company cannot discriminate in any way so you don’t need to include your age, gender, sexuality or marital status Sell your achievements, not your responsibilities. Under each job title, explain briefly what you accomplished while in the role e.g. “I saved the company xxxx” Remember the appropriate formalities (sincerely and faithfully) when signing off your cover letter. If you can get the name of the person recruiting, even better. Making your letter personal will have more impact Have someone check everything before you send it off to help you catch any spelling or grammatical errors If you’re emailing your application make sure the formatting is correct by sending it to yourself or someone you trust. It’s worth making sure the format of your CV is compatible with the majority of software programmes if you’re sending an electronic copy Avoid using fancy fonts and layouts. Consider the reader. They may be working through hundreds of CVs and if yours is difficult to read, then it’s going to end up in the bin Coloured inks can be very difficult to read, and an off-white or cream background is usually the best choice For further advice and support, work one-to-one with a professional career coach online, over the phone or face-to-face. Contact us today.
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Managing your digital footprint
Almost every aspect of our lives, both personal and professional involves a digital or online interaction. From shopping and banking to connecting with friends, learning and researching, we rely heavily on online services. All of this digital activity leaves a trace - your digital footprint. What is a digital footprint? Your digital footprint is all the information about you that exists on the Internet as a result of your online activity. This digital profile is made up of ‘behind-the-scenes’ information about the sites you’ve visited, the searches you’ve conducted and the way you interact with online services as well as your social media posts, blogs and any personal or professional websites. It’s a well-known fact that many companies use this personal information to hone their advertising efforts. But marketers aren’t the only people interested. Your digital footprint is playing an increasingly significant role in the world of recruitment and employment. Your digital footprint and the world of work Today an increasing number of employers are looking at the information available online to identify and get to know candidates better. Many employers now browse LinkedIn profiles and other recruitment sites to try to find suitable candidates before advertising a role more widely. To make sure you’re in the running for your dream role, it’s essential that you’re leveraging your online presence effectively. Managing your digital footprint should form part of your strategy. Consider your digital footprint as another way to reach and present yourself to potential clients or employers. Whereas before people relied heavily on their CV and an interview, you can now add depth to your professional persona through your digital channels. For example, a blog is an opportunity to demonstrate your interests and skills that complement your professional role. It can show employers and clients who you are and what you stand for, allowing them to get to know the real person behind the CV or pitch. Similarly, an active presence on LinkedIn, where you can join and contribute to relevant groups and discussions demonstrates an enthusiasm for your chosen field or industry./p> Your digital footprint also allows potential employers and clients to see and hear what others are saying about you beyond the standard references provided. Including positive feedback and recommendations on your website or social media profiles will ensure your digital footprint is working harder for you. A well-curated digital footprint is perhaps even more important if you’re self-employed and run your own business. Potential clients are likely to research and identify vendors on a variety of online platforms including Facebook and LinkedIn as well as Google searches. For starters, you’ll want to ensure your profile or website is ranking high in Google search results, by optimising your web pages and blogs using relevant keywords. Your digital footprint: Dos and don’ts 1. Sync up. If you have a professional presence in multiple online locations - e.g. a Twitter feed, blog, company website or even videos of business presentations on YouTube - don't forget to include crosslinks on each profile. The more opportunities you give people to keep in contact with you via other websites and professional social media, the better. Just remember to only link to channels in which you have a professional presence. 2. Keep it professional. Always remember that your online profile is a professional tool. Be polite and positive at all times, and avoid leaving status updates that aren't relevant to your professional career. Imagine you're networking in person, and don't act any differently when you're interacting with someone on online. 3. Think before posting. The number one consideration is to think carefully about anything you post online because it will all contribute to your digital footprint. As a rule, whenever you post a comment, photo or blog post, ask yourself if you'd feel comfortable if a prospective employer could read it. You might want to review your privacy settings to ensure that friends and family can’t tag you in content you’d rather employers and clients not see. And remember, if you make a negative comment online today, it could be viewed by employers, managers, clients and colleagues, years from now. 4.Stay proactive. Keep your online presence up to date and relevant. On social media, post links to interesting comments, websites and articles as often as you can. Use your digital footprint to show potential clients and employers that you’re up to date with pertinent industry issues that affect them. Learn how to make your digital footprint work in your favour with one to one support from a professional career coach. Contact us today.
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