Wednesday, 26 October 2016
Okay, nobody 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.
Monday, 24 October 2016
Wednesday, 19 October 2016
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 the move.
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.
Saturday, 15 October 2016
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.
Monday, 12 September 2016
So you’ve 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 be noticed.
If you are unsure, always ask
Everybody 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.
Learning on the job
Your 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.
Choose 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 life story.
Finally, try 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.
It’s one 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
Nobody likes 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
Although you 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.
Tuesday, 20 October 2015
Accounting firms have never been as reliant on succession planning as they are right now. Just cast your mind back to the financial crisis and you’ll remember how up in the air each and every industry was. But with effective succession planning in place, that need not be the case in the future.
More than risk mitigation
The whole point of having succession planning as part and parcel of your overall business plan is to create a sense of confidence amongst your colleagues in the workplace. If your employees understand where they are heading in the future, surely they will be more motivated to step up to the plate and deliver on a daily basis? This strengthens the overall structure of your company and it is a common factor in UK accountancy firms today.
Long or short term?
Succession planning can work in both long and short term timespans and both of these will help to retain your key employees in your accounting firm. But on the whole, long term succession planning is where we should be concentrating our efforts. Consider the talent or lack of it at middle and senior manager levels and you’ll start to realise just how vital this strategy actually is. It does of course depend on the size and structure of your firm but where possible it would be better to develop your existing employees and reinforce your company’s loyalty instead of risking diluting the very same by employing external candidates?
When you initially recruit new employees, why not start as you mean to go on by developing the best candidates for the future accountancy roles? Instead of filling that hole in the future, you can already have a handle on who will be the best person for that job by following the codes set out by long term succession planning.