Wavelength offers a 2-tier approach to employment and recruitment: Wavelength Professional Recruitment offers a specialist Public Practice recruitment service to firms of accountants, whilst Wavelength Employment Services offers a comprehensive outsourced service to employers looking for support in their personnel processes, inc. in-house recruitment, psychometric testing, ability testing, appraisal, probation and induction process design, outplacement services.
Opportunity for an AAT qualified or qualified by experience candidate
with a Public Practice background dealing with the year end and
management accounting requirements for owner managed businesses. We are
looking for an Outsourcing Accountant to provide general practitioner
accountancy services for companies, partnerships and sole traders... Read more
We are recruiting for a bookkeeper to join an established firm to deal
with the bookkeeping and VAT requirements for a variety of owner managed
businesses.The role is mixed and will involve both working in
the office and visiting clients. Using a variety of traditional and
cloud based software
including Sage, QuickBooks and Xero..... Read more
We are recruiting for an experienced Accounts Senior to join an
established independent Chartered Accountancy practice with a reputation
for providing a high quality service.
You will be dealing with the accounting and business tax requirements for clients...Read more
We are recruiting for an AAT qualified or ACCA studier to join a small
independent firm which specialises in providing cloud accounting
services to a portfolio of SMEs.
This is an opportunity to join a small but growing business and to
benefit long term by being given the chance to acquire shares in the
firm as the business develops... Read more
As the firm continues to grow there is now an opportunity for an
experienced manager to join and take control of running the office on a
daily basis.In summary the role will revolve around the control and review of work in the office re the accounting
requirements for sole traders, partnerships and limited companies....Read more.
enjoys looking at a boring social media profile, so how can you maintain the
status quo whilst still staying in the market for some attractive job roles?
Simple, all you need to do is take a closer look at those privacy settings and
start putting them into action. You can easily tweak them so that only your
Facebook friends can see your updates and that will help a lot.
But whilst you
are at it, why don’t you go through your profile and get rid of those dodgy
updates as well? Swearing, anything sexual and of course the booze related
photos aren’t really that important are they?
You could always open up a new
account with an alias if you absolutely must be seen as the party animal, but
do it sooner rather than later. From our own experience as a Public Practice Accountancy recruitment agency, we know that our own clients will
look at social media profiles and actually include this as a vital part of
their own selection process. You could
also delete any inactive social media accounts because your prospective
employers could also find these and who knows what you thought was cool two or
three years ago? Think about your professional future, take care of your social
media accounts and you could soon land that dream job you always wanted.
We are recruiting for an ambitious tax professional to join a rapidly
expanding independently run firm now looking to hire a Tax Partner to
join their team and develop the substantial tax service they already
provide to a varied SME client base....... Read more
ACA / ACCA qualified accountant to join an established Bedfordshire
accountancy Practice in an Audit and Accounts Senior role supporting
the Managers and Partner, dealing with the accounts and tax compliance
requirements for SMEs..... Read more
Due to current and future growth plans they are looking for an
experienced qualified Accountant to manage the day to day requirements
of a portfolio of clients.
You would be given your own clients to look after...Read more
Opportunity for an ACA / ACCA qualified with a Practice background to join an established firm, offering long term progression. The successful candidate will deal directly with a large variety of
clients and will lead audit teams on companies with turnovers up to
£30m, including .... Read more
They are currently recruiting a role comprising of audit, tax and
accounts which would suit a qualified ACCA / ACA with Practice
experience and be looking for a hands on role dealing with the varied
audit, accounting and tax compliance requirements for Owner Managed
When the economy is in turmoil as it
is it can be perceived as the wrong time to change jobs. This can be true in
some circumstances but if carefully managed a change of role can be achieved at
any time.The key is to ensure the best
match is made and all the necessary research is completed before committing to
One of the 1st important
decisions will be how you are going to go about it. Will you go it alone,
pitching your CV onto a series of public job boards, a quick update of your
linkedin profile and then hope for the best? Or do you enlist the expertise of
a recruitment consultant?
“Bit old fashioned? Surely it’s all
about technology/social media/online presence...?” Well no, it most definitely isn’t.
Not if you choose well.Just like the recent trend for retro, vintage
niche, bespoke products, their appeal is not just aesthetic, it’s about
discretion, individuality, specialist knowledge, attention to detail,
exceptional service levels, personal tailored offerings.
That, right there, is exactly what
the right recruitment consultant should be providing.
Choose well and your consultant with help you
to secure the perfect role without broadcasting your personal details across the
ether, they will help you to identify exactly what you need and help you to secure
the role that matches with your short and long term aspirations.They will know which firms match your
personality, which manager you will work best with and weed out those that don’t.
So if you’re considering a move,
keep your approach exclusive and discerning, take your time and enlist an
expert and the economic climate should only be the smallest part of the
decision making process.
With the Pound crashing, prices of
imported goods rising and the threat of losing access to our supply of Marmite
perhaps it’s a good time to be more conscious of the origins of your
products and services?
The benefits of supporting a local
producer can also be extended to supporting local independent service providers
who historically provide the best levels of customer service, where services
can be tailored to the individual and clients are not lost in the crowd like
large organisations.When you really consider this, focussing on
local/independent providers no longer becomes a moral or wider economic choice,
it is a practical, advantageous decision that can save you time and money.Working with independent businesses can bring
great rewards they can be hugely competitive with large businesses especially
when it comes to service levels and quality.
As a specialist independent
recruiter our clients and candidates have seen the advantage of our market
knowledge, our attention to detail, discretion and high levels of customer
service. Being local we understand the local economy and can give the best
advice to both parties without the pressures of sales targets, Board pressures
and shareholders.We are in it for the long
term so if it’s not right for the employer or employee then it’s not right for
us.Being independent is the only reason
this is possible.
So when you’re about to make an
important decision like choosing a provider think seriously about keeping it
local and independent, it’s a win win for you and for the UK economy.
landed that awesome public practice job that you have always wanted, so what
happens next? Well, firstly you should give yourself a nice pat on the back and
secondly, you have around 3 months to slot into your new role. Here we’ll talk
about some proven tips that can really help you to gain a foothold in your new
company and could even ensure that you make sufficient impact to stand up and
are unsure, always ask
has to start somewhere and nobody will expect you to hit the floor running but
so long as you pick up information in a steady manner, you will be just fine.
If you are unsure of a particular process, simply ask your colleague because
they will be more than happy to fill in the gaps. The worst thing that you can
do as a new starter is to try and wing it, write down your queries as soon as
they occur and that way, you’ll be able to ask relevant questions that will get
you off those starting blocks a little faster.
on the job
recruitment consultant should be able to give you a heads up with regards what
you can expect in your new role but as soon as you walk through those doors, it
is your time to shine. Use your3 month probation period to gain as much
information as you can because although it may seem a little hard to swallow,
you can actually be up to speed by the time those 3 months have passed you by. Find
out what you need to know, where you can find this information and remember to
write any titbits down that may serve you well later on.
new friends wisely
We all enjoy
having social interactions in the office however, until you thoroughly
understand the workplace dynamic, try to hang back before telling anyone your
to avoid making a judgement call about your new career until you have given it
a fair chance. The job will become easier once you have learnt the ropes and
can stand on your own two feet.
thing finding the best candidates for your latest position but how do you keep
them interested after the interview. This is a modern day dilemma that seems to
be on the rise, you like what you see and decide to offer them the job. But
there’s a problem; they either fail to reply or simply tell you that they’d
prefer to continue looking. Here we look at some of the best ways to minimise
the risk of this happening to you in the future.
Collection of data
Even before the interview, you can
put your candidates off by almost forcing them to fill in lengthy application
forms that kind of mimic the details that they’ve included on their CVs. Take a
closer look at these forms and ask yourself how you would feel when asked to
duplicate the data required? These are
still considered to be a great way to gather relevant information about your
prospective employees but try not to pack in too many questions because you could
be losing some very good candidates this way.
Post interview behaviour
to be kept in limbo after a job interview and this is why even the most
promising candidates may start looking elsewhere. Ensure that this doesn’t
happen to you by sending out an email to the applicant or to their agency as
soon as you can. You don’t have to promise them anything but by keeping them in
the loop you should be able to retain their interest long enough to make a
decision. The same goes for the initial job application; it doesn’t take long
but will decrease the chances of those top drawer candidates becoming restless.
Offering the job
may be of the mindset that once you make the offer, they will find it hard to
refuse, that simply is not the case anymore. Not only should you offer them a
fair salary but you also need to be able to answer any questions with regards
to a promising career path. It may be possible that they have received other
offers and if you bear this in mind, try to remain competitive at all times.
You should also remember that they are allowed to take their time when deciding
on your offer and always avoid rushing them because this can quite often come
across as desperate.
If you have
the right candidate for you latest vacancy, follow these tips and you have a
great chance of making them an offer that they will accept. Always remain
honest and transparent throughout the whole process and remember that courtesy
is key when communicating with all of your candidates.