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Author: Scott Lowes

ICAEW Student Societies – MCASS

Posted on by Scott Lowes

Levitate Recruitment are a proud sponsor of the Manchester Chartered Accountants Student Society (MCASS), and host an annual Cocktail Making social event with them. We are also in discussions with other ICAEW Student Societies across the UK to provide sponsorship for events.

From our point of view, it is a great chance for us to interact and advertise our expertise to the qualified accountants of tomorrow. Whenever we speak with ICAEW trainees we always ask whether they attend their local student society events; we are surprised by the number of trainees that are not aware that there is a student society in their area and what they do.

With this in mind, we spoke with Emma and Eimear who are on the committee to find out more about MCASS.

Can you tell us a bit about MCASS?

MCASS provides support to students on all matters relating to their study and professional development, and on any other issues which affect them as provisional members and students of the ICAEW.

Our key aims are:

  • To arrange professional, cultural, social and sporting events for students.
  • To represent our students and to act as a channel of communication between MCASS members, MSCA (our local district society), the ICAEW Student Council (ISC), MYCAG (our younger members group and the ICAEW).
  • To promote ACA training; membership and participation in the activities of MSCA; the ICAEW and the accountancy profession generally.

What geographical area does MCASS cover?

As the name suggests the society focuses on students within the Manchester region. However, there are members from other regions such as ‘Northwest’ (i.e. Preston as well as Liverpool) who attend events hosted by MCASS.

What is your role on the committee, and what does it entail?

Emma –As a social secretary, I am responsible for organising events and as a member of the committee attending monthly meetings to discuss any issues facing the student body as well as plan future events for our members.

Eimear – Social secretary: In general I work with other members of the committee to come up with and organise some great social events throughout the year. This year my aim was to attract new members to MCASS and encourage them to enjoy the social and networking opportunities that MCASS can provide.  I organised presentations and events aimed specifically at new ICAEW ACA students, and received some great feedback to help with future events.

Why did you get involved?

Emma – I have been part of MCASS since starting my ACA graduate scheme in November 2015

Eimear – I had moved to Manchester for my job so thought MCASS would help me meet other trainees in a social setting, and also be a great way to visit some great event venues in the city. As I work for a smaller firm, MCASS provided a great opportunity to network with and learn from other ACA trainees from a variety of firms at different stages of their training contracts. I really wanted to take on some responsibility in a role that would benefit my career and give me some experience I could not gain within the office environment.

How did you get involved?

Emma – I attended the annual fireworks event after receiving my job offer but prior to officially starting to meet fellow accountants. Whilst at the event I met Simone who talked about the committee and how I could get involved.

Eimear – I did a bit of research online and contacted the society. I was put in touch with Aisha (the chair at the time) who invited me for a coffee to have a friendly informal chat about the society, the events, and why she had enjoyed her time on the committee so much. I attended my first MCASS event; everyone was really friendly and motivating and encouraged me to formally join the committee.

What do you enjoy about being part of an ICAEW student society?

Emma – Being part of a community of students who are going through the same journey i.e. studying towards the ACA qualification and working. You get to meet like-minded people and it’s a fantastic opportunity to build your own personal network.

Eimear – MCASS provides a great support network; trainees come from all kinds of backgrounds and companies, so there is always someone to get great relevant advice from; sometimes you want some advice from someone outside your workplace environment. It is great to have a big group of friends to celebrate exam success with at the end of each session. My networking skills have really improved since becoming part of MCASS; I realise more and more how important these skills are professionally and personally.

What type of events does MCASS put on?

A variety of events from socialising/networking events to mental health and well-being meetings to revision classes for ACA exams. For example;

  • Social (cocktail making, bowling, Friday drinks, Ball, BBQ etc.)
  • Skills (Speaker events with successful finance professionals from multinational firms; CABA presentations on mindful resilience, brand building, revision classes etc.)
  • Charitable (A range of events we hold are directly aimed at supporting our charity for the year)
  • Sporting (Annual summer sports event, ping pong, spinathon)

All of the events are held in premier locations usually in the heart of Manchester city centre.

How do you feel about Recruitment Agencies being part of events?

They are fundamental to the success of events and offer an opportunity for students to meet with recruiters in a market where once qualified, trainees often look to switch jobs.

Working with a range of recruiters enables our members to understand their options for the future, whether that be an international move, moving into the industry or staying within practice.

What is your favourite event in your time as a member and why?

Emma – I thoroughly enjoyed a session hosted by the institute on the 2020 sustainability goals which involved debate and discussion around what big business can do to help achieve a sustainable society. The inter-professional event is always a big success with an opportunity to meet people from a variety of professions. Cocktail making was also a successful event with high demand due to the interactive nature of the event.

Eimear – My first MCASS ball was a massive highlight; it is the biggest event of the year and was a real celebration with an amazing atmosphere

How does someone get involved with MCASS and become part of the committee?

Many ways! Come to an event and speak to any of the members in attendance; visit the website or LinkedIn page and contact us directly; speak to your firm MCASS representative (if you have one) and ask about getting involved.

Basically, get in touch, this will allow you to learn a bit more about the committee, you can sit in on a general meeting, and if you like what you see, you can choose to get more involved.

Are there any negatives of being on the committee?

Emma – Not a negative but rather a point to note – being on the committee requires commitment and sacrificing your personal time to attend meetings and host events but it’s a great way to take a break from work and study and you make some great friends on the committee

Eimear – No, quite the opposite.  If you are having any negative feelings about your job role, training contract, exam success, work like balance, etc. then the committee can help support you and help find the best solution to your problem.  It is an extra support network outside your workplace with people who have undoubtedly at some stage been in the same position.

We understand everyone has different busy times, and personal/professional pressures so we make sure that involvement with the committee works around everyone’s schedule.

How do you feel it benefits your professional development?

Provides an opportunity to meet with people you wouldn’t normally meet i.e. students at other firms, students in other professions as well as recruiters and senior members of the institute.

What skills do you feel you have gained/developed by being part of MCASS?

Communication, organisation and time management skills as well as the ability to confidently host events and liaise with a variety of people.

What are MCASS’ plans for the year?

We are keen to attract new members to MCASS and encourage them to enjoy the social and networking opportunities that MCASS can provide.

We have a range of events already confirmed for the rest of the year with more expected to be added to the calendar.

Why should ICAEW trainees get involved?

To meet friends, make contacts and have a break from ACA/Audit!

Is there a cost to be a member?

No

Is there a minimum number of events a member must commit to?

No

How can someone get involved with MCASS?

Visit the ICAEW website or LinkedIn page (https://www.linkedin.com/groups/4963453/profile) and contact us directly; speak to your firm MCASS representative (if you have one) and ask about getting involved.

 

Competition

Posted on by Scott Lowes

 

As we head towards the Summer we thought it would be the ideal time to give away £500 worth of holiday vouchers.

In our previous competition, we asked what prizes you would like to win. Holidays was the standout winner.

You can win £500 worth of holiday vouchers to put towards your next Family Holiday, Romantic Weekend Break, Girls/Boys holiday etc.

All it takes is 5 minutes to complete a few questions below.

 

YOU’VE GOT TO BE IN IT TO WIN IT!

COMPETITION CLOSED

 

Terms: This competition is ONLY open to those that work for an Insolvency/Restructuring Specialist, Accountancy Practice, Corporate Finance Boutique or Tax Practice in the UK and Ireland. The winner will be selected at random on 1st August 2022. The winner will win £500 worth of travel vouchers from a retailer of their choice. There will be no cash alternative.

 

Competency Based Interview Questions – What are they and how to ace them

Posted on by Scott Lowes

As a specialist Accountancy Practice recruiter, it is our job to consult candidates throughout their career and during the job searching process which can be for many, a stressful time. There is a lot to consider in the early stages of a search to ensure we can identify together what is the best next step but further down the line and one of the key parts, is of course the interview stage as it is the first and potentially only opportunity for a candidate to sell themselves to the potential employer.

The general objective when interviewing someone for a specific role is to identify if that person has the right skills, experience, personality and attitude for the role they are applying for. Different firms and interviewers have different approaches of how best to discover if someone is the right candidate. Some will ask a few questions that are relevant to what they are looking for but without any specific aim in mind other than getting an overall impression of you as an individual. Most of these questions are generally quite ‘open questions’ and often will not test any specific skill or competency leaving the decision to determine if someone is right to be quite subjective.

Within this article, we are going to concentrate on what competency-based questions are, why they are used and how best to answer them during an interview. For some of the people reading this, it may not be anything new, but having prepared over 500 accountancy professionals throughout my career for interviews, we are confident that there will be many that have never faced a competency-based question and some that haven’t even heard of them or have no understanding what they are.

What is a Competency-Based Interview Question?

Competency-based interviews (also known as structured or behavioural based questions) are a series of questions relating to an individual’s behaviour in specific circumstances. The interviewer will generally decide what they feel are the most important competencies required within the role and they will expect specific examples of how you have managed and dealt with situations you have faced previously either inside or outside of the workplace.

It use to be the case that competency-based questions were generally only utilised by HR recruiters in the larger Big 4 and Top 10 firms. This was mainly because their recruitment processes were more refined due to the number of staff they employ each year and to ensure they are identifying the best professionals in the market.   As time has progressed and Mid-Tier and smaller firms have developed their processes, we have noticed that they are becoming increasingly popular and something that candidates should be aware of when preparing for an interview

Whilst competency-based questions can be challenging and put you on the back foot if you haven’t prepared for them, they should be seen as a great opportunity for professionals to demonstrate their skills and accomplishments and ultimately, a great chance to show potential employees why you are the right person for the role.

Preparation

The majority of interviewers will ask you to provide specific examples of previous work or situations you have faced whilst others may throw specific scenarios at you and then expect you to follow up with previous examples or if you have none to offer, how would you approach the situation to reach your objective.

Prior to the interview, it is important for candidates to think about what competencies are important for the role they have applied for. These competencies can often be uncovered within a job specification in the key skills section but it is also important for you to think about what other skills they may wish to uncover and what skills you are keen to get across during the interview.

Typical Competencies

It can be difficult to prepare for every question that an interviewer may ask as each person will have their own style and technique. The same goes for guaranteeing the competencies they will explore but we have set out below some of the key ones to consider:

Accountability – They will be looking for evidence that you are self-motivated and take responsibility for the decisions you make and the tasks you need to manage. Typically, they will ask you to tell them about a recent time when you took personal responsibility for delivering a project or assignment.

Business focus – The challenge here is to demonstrate your ability to identify business opportunities and successfully manage commercial risks. They will usually ask you about some of your recent client work and look for evidence of how you have helped grow the relationship and identify new business opportunities.

Building relationships – Much of your work will be in teams, so they will be looking for evidence of how well you work with others. They will ask you about times you may have helped a colleague or recognised the need to change your style to get the best out of others.

Making an impact – Clients expect you to be a confident professional who is capable of making an impact and building strong business relationships. They will therefore be judging how strong an impact you make on them during the interview, and are likely to talk to you about times when you had to persuade a client to follow your advice or successfully negotiate a difficult issue.

Developing people – It is important as you progress your career as an accountant that you can support the development of colleagues. Sharing knowledge, giving constructive feedback and coaching or mentoring others are important people management skills. The questions here will focus on times when you might have supported the development of others or coached a colleague through a difficult problem.

Delivering quality service – It’s essential that you can deliver a high quality of service to clients (both internal and external). They might well ask you to describe a time where you have had to manage multiple tasks and they will need you to tell them about your ability to prioritise and delegate to make sure you deliver the service clients expect.

Problem-solving – They will question you about how you approach a problem and look for evidence of your ability to analyse complex data and reach an appropriate solution.

Professionalism – It goes without saying that acting with integrity and being professional at all times are business-critical requirements. The questions might ask you about a time when you received great client feedback for the quality of work you delivered.

Drive and Resilience – We’ve all faced times when we’ve had to overcome challenges or setbacks to achieve a goal. They will ask you about times when you’ve needed to overcome obstacles or worked under pressure with enthusiasm and a positive attitude.

Feedback and Learning – Most businesses encourage everyone to continuously learn from their experiences and seek out their own development opportunities. The questions here will focus on both your own recent learning experiences and how you’ve encouraged others to learn and develop.

Interpersonal Skills – Having the ability to build rapport and relationships with colleagues and clients is a key part of most roles within accountancy. The questions will focus on how you have managed to do this across different levels and they may also focus on when you have struggled to do this and how you have overcome the issue.

Organisation – It is key for you to be organised as an accountant, especially one that works within practice where you are managing a range of different clients and working on multiple projects at any one time. These questions will not just focus on how you manage your own workload but also potential projects and how you may have acquired people and other resources to accomplish a goal.

How to answer a competency-based Interview Question

If you were to type ‘How to answer competency-based questions’ online then you will find 1000s of results from HR and recruitment professionals. Whilst, not every opinion is the same, you will find the majority will advise you to use the ‘STAR’ approach.

S.T.A.R stands for Situation, Task, Action and Result.

  • The ‘Situation and Task’ form the introduction: Here you will describe the situation and the task you were faced with, when did this happen, where were you at the time and who else was involved in the plan?
  • Action: How did you achieve what you needed to? What action did YOU take? Sometimes people focus on what the group did and this makes it difficult for the interviewer to extrapolate your involvement. Make sure you refer to your contribution with statements such as ‘I did this’
  • Result: What results did you achieve? What was the benefit of your involvement? What did you learn from the experience, what may you do differently next time?

By using this structure, you will be able to provide a comprehensive answer and demonstrate to the interview that you can take a considered approach to situations before finding a solution or reaching your objective.

Practice and rehearse your answers 

It is important that any question you answer in an interview is delivered in an articulate manner but it is also important with competency-based answers to ensure that they are detailed and structured in the right way. Try to think of a few examples you can give for each competency and practice them over and over to ensure your delivery is effective

How is the interviewer responding?

As you explain your examples, it is important that you can assess the interviewer’s body language and that you are generating a positive response. If this isn’t the case then be confident enough to ask if the interviewer would like any further examples.

If you are generally struggling to think of an example then make the interviewer aware that you may not have ever faced a certain scenario but if you were faced with a certain situation then explain what you would do so that they are aware you will be able to take action and you have the ability to manage a situation.

Working with Levitate

We appreciate that many of the professionals we work with are experienced in client meetings and can present themselves well. Whilst this is the case, searching for a new job and being interviewed to talk about yourself is a completely different scenario and can be for some, one of the most stressful situations they have faced. Not preparing properly can lead to a lack of confidence and the potential of not being offered the position or perhaps an offer but with a lower salary.

Everyone at Levitate Recruitment has been trained in Interview preparation and will work closely with the professionals we represent to ensure that they have thought about the questions that will be asked and how best they can demonstrate to the interviewer that they should be the preferred applicant and ultimately offered the job.

If you have any questions about the accountancy job market or interview techniques then we would welcome the opportunity to discuss your situation and provide educated advice to make your next step, a well thought out and success assured career move.

For advice about your career options, speak to Scott Lowes at Levitate Recruitment, specialists in placing practice-trained accountants and insolvency professionals across the UK, and find the right role to suit your ambitions.

 

Does size matter? How long should a CV be?

Posted on by Scott Lowes

The first step in working with someone looking for a new job is to find out about their experience, what they are looking for in their next role and understand their longer-term career aspirations. Following this, I will then review their CV and offer advice as to how they could improve it.

Some already have a CV, some need to update one and for others it is their first time of writing a CV.  The one question I always get asked is, how long should their CV be.

Nine times out of ten I get told that they have heard that their CV shouldn’t be any longer than 2 pages. They have usually read this somewhere or have previously been told this.

If you do a quick internet search, you’ll be amazed how many articles/posts on CV writing advise of a 2-page limit.

I believe that this one bit of advice can be severely detrimental to an individual’s job search.

Can your CV be too long? Yes, it can, but I don’t believe that there is a set page limit which if your CV does not conform to you will not be selected for an interview.

Having recruited for Accountancy Practice and Insolvency professionals for over 11 years, I have received tens of thousands of CVs from those with no working experience through to those with over 30 years of professional experience.

It’s been my experience that some job seekers are actually doing themselves a massive disservice because they badly present their experience or omit relevant information that could potentially be the decision breaker as to whether they are invited for an interview or not.

I believe the misconception of having a CV no longer than 2 pages is partly to blame.

What is the purpose of your CV? 

  • The simplest objective of your CV is to secure you the opportunity to interview for the role you are applying for.
  • It’s an advert of who you are.
  • It’s your opportunity to demonstrate to the reader your career experience.
  • It’s also an opportunity to highlight that you are the right potential hire for them.

Why is it important to get your CV right?

For every job advert, I put out I receive over 20 applications per opportunity. This is also the case for companies who advertise their own roles.

Many applications will not be viable at all, some will instantly stand out as suitable whilst others will not best represent the applicant’s experience, potentially resulting in them missing out on the chance to interview.

With so many applications per role, it is important that you are putting your strongest advert (CV) forward.

How I believe the misguided 2-page limit impacts a CV negatively

Having reviewed thousands of CV’s over the years, I have seen candidates do the following to stick to the 2-page guideline;

  • Not including a personal statement. This is your chance to give the hiring manager a short synopsis of who you are and what you are looking for.
  • Not including enough information about their current/relevant roles. Your current role is one of the most important parts of your CV. Hiring managers after a quick scan of your CV will then study your current role in more detail as it is a significant indicator of your suitability for the role you have applied for. It is key to ensure that you list your most important responsibilities. There may be some role-specific responsivities that you feel are less important or obvious, you should still include these as a hiring manager may assume incorrectly that you don’t do certain things in your role if they are not listed. I’m by no means suggesting that you list ‘Making coffee on an ad hoc basis’ but you should cover the key elements of your role.
  • Leaving previous jobs off their CV. There is an argument that jobs that are not relevant to your current career or next role have little importance. However, I advise that you should include the dates, company and position for all the jobs you have had. You don’t need to add any further information under these roles as to your responsibilities, however, the dates of previous employment will show the reader your career timeline from start to present.
  • Not addressing unexplained gaps in the CV. It’s important to cover any employment gaps in your career history. You may have been travelling, taken a sabbatical, had an illness, had children or even cared for a relative. Unexplained gaps could give the impression to a hiring manager that you did nothing during that time period.
  • Changing the font to a ridiculously small size to condense the CV down. It is pointless investing your time writing your CV to put yourself across in the best possible way if it is difficult to read. I typically suggest a font size between 10-12 dependent upon the font.
  • Not listing software/I.T. skills. There are so many different software packages that are used by different companies. Highlighting the specific software you have experience with can set you apart from other applicants if you have listed a software package that the hiring company uses.
  • Not including work achievements. If you have received any special recognition, awards or have worked on a high-profile assignment then they are definitely worth highlighting to a potential employer.
  • Leaving off personal interests/hobbies. You are not going to be invited to interview based on what you like doing in your spare time, however, I’ve had clients comment on people not having any interests in their CV. They felt that they wanted to see some personality and get a feel for someone from their CV.

Forget the 2-page limit!

CV’s come in all shapes and sizes. Some people like to display the information in a paragraph/essay format and some use bullet points (which is what I recommend). In reality, there is no one size fits all format for CV’s.

I’ve assisted hundreds of professionals to write and amend 1-page CV’s through to 6-page CV’s. The one thing that they all have in common is that the information included has accurately portrayed their experience.

The length of a CV can be dependent upon different factors like the font, font size, formatting and content. The level of content will also differ greatly from someone with 12 months of experience to someone with 15 years.

So, what’s important?

  • The information in your CV needs to be relevant and accurately describe what you currently do and have done in previous related jobs.
  • It should be displayed in a way that makes it easy to read. This includes, how the information is broken down as well as the font size and type used.
  • You should highlight your relevant experience for the types of opportunities you are looking to move into.
  • Don’t be scared to add extra information if you feel it is relevant.

 Do not miss the opportunity to sell yourself.

If you are worried that your CV is too long.

  • Read through your CV and ask yourself if all the information is relevant.
  • Check whether you have duplicated any information.
  • Unless relevant to your current career/role you are applying for there is no need to list what you did in your roles before starting your professional career. Just list the dates, the company and your position.

To conclude; it doesn’t matter if your CV is more than 2-pages. Your CV can be as long as is necessary for you to portray your career experience and suitability for the opportunities you are looking for.

My opinion on CV length is based on my 12 years+ of recruiting for Accountancy Practice and Insolvency professionals. The length of a CV may be more important within other industries.

For advice about your career options, speak to Scott Lowes at Levitate Recruitment, specialists in placing practice-trained accountants and insolvency professionals across the UK, and find the right role to suit your ambitions.

 

The ‘Weakness’ Question

Posted on by Scott Lowes

I recently read a post that said the weakness question in an interview is not relevant. The premise of the article was that it is a pointless question and that it is none of the interviewer’s business to ask about someone’s weaknesses. The article even suggested that if you get asked this question in an interview you would be well within your rights to walk out of the meeting at that point.

In assisting a significant number of individuals preparing for interviews and speaking with hiring managers over the last 10 years, the weakness question is one that many interviewees are unsure of how to approach.

I believe that it is a blinkered view that the question is irrelevant, as it can be one of the most important questions you can answer.

What is the weakness question?

The weakness question, like “what are your strengths?” is an awareness-based question. If you can identify where your abilities are strong, equally you should be able to identify where they are not an awareness-based question.

Why do interviewers ask it?

Admittedly, there are interviewers that do ask the question just because they see it as a standard interview question.

However, the more astute interviewers ask it because they want to see how someone handles/answers being challenged on a weakness. They are not so much interested in the actual weakness itself but whether the individual is aware of their weakness and what they do/have done about it.

If you are aware of your weaknesses, what are you doing about improving it?

How someone answers this allows the interviewer to assess how the individual will handle criticism/feedback in the role. Those that have identified their weakness and don’t do anything to improve it or make excuses for it demonstrate a different mentality to those that have actively sought to improve their weakness.

Think about it another way

I have assisted hundreds of candidates over the years in preparing for interviews, and once we get to the weakness question circa 90% are unsure as to what they should say. Where they have had an answer almost immediately to all the other questions we have covered, they suddenly start to second guess what they should say.

Over the last couple of years, I’ve changed the way I ask the question from using the word weakness to asking if they have any areas or attributes they could improve.

It seems that people don’t like the word weakness and feel it is a personal attack on them. I noticed a significant difference when I changed the way I asked the question.

If we rank our strengths out of 10, you may rate them at 7, 8 or 9. So if we rank the areas that we need to improve, they may be anywhere from 1-6.

A weakness/area of improvement is never completely solved, all we can do is improve it and it is this that a potential new employer is looking for.

How to answer the question

Choose a weakness where you can demonstrate an improvement.

  • Explain what your weakness is.
  • Explain the negative effect it has.
  • Explain what you have done to improve it.
  • Explain how it has improved.

Tips

  • As with all potential interviews tips, be prepared.
  • Avoid a weakness that is a requirement for the role.
  • Avoid the stereotypical answers i.e. turn a weakness into a strength.
  • Avoid funny answers, i.e. Chocolate is your weakness.

I have never known for someone to be offered a job based on their answer to the weakness question. However, I have had a few experiences of instances where the way someone has responded to the question has cost them the opportunity.

My views are based on my 14 years+ of recruiting for Accountancy Practice and Insolvency professionals.

For advice about your career options, speak to Scott Lowes at Levitate Recruitment, specialists in placing practice-trained accountants and insolvency professionals across the UK, and find the right role to suit your ambitions.

 

 

Relocating from the UK to the Channel Islands – This is one audit professional’s experience

Posted on by Scott Lowes

Making any career move is an important decision, one that is only intensified by the possibility of relocation.

We have reached out to a number of individuals we have assisted over the years who have successfully made a career move overseas.

We spoke to Andrew who we assisted make a move from a mid-tier practice in the UK to join a Big 4 Practice in the Channel Islands.

Nationality: British

Location from and to: UK to the Channel Islands

Experience background: Audit Supervisor with a mid-tier practice in London. ACA Qualified.

Role secured: Audit Senior with a Big 4 practice focussing on financial services clients.

  • Why did you first consider making a move overseas? To expand on my professional experience, and gain exposure to overseas work and gain experience in the Financial Services Industry.
  • What locations were you interested in and why? Initially Australia and the Caribbean, but decided on the Channel Islands given the Covid Restrictions that were started to come into force around the world at the time I was looking to move jobs.
  • What were your personal circumstances at the time of the move – single/married/homeowner? Single person, non-homeowner.
  • How did you find out about opportunities and start to apply for roles? I heard of the opportunities in the Channel Islands from Scott Lowes from Levitate Recruitment, and a former colleague who used to work at a top 10 firm in Jersey.
  • What useful information was provided to you by the recruiter? Yes, I was given a good insight into the types of roles available in the Channel Islands and the recruitment process.
  • How did the Interview process work? There were two interviews, the first one was over the telephone with someone from the HR Department. The second interview happened a few days later, being an online video call with a Manager and Senior Manager from the Audit Department. I received my offer a day after my second interview.
  • How long did it take to secure a Visa or work permit and what was required from you? The work visa took several weeks I believe to get sorted out. I believe I was only required to show a copy of my passport for this being a UK Citizen. I also had to undertake a vetting process which is conducted by a third party, who conduct reference checks and checks over qualifications etc. This took about 4-5 weeks.
  • Please can you walk us through your first 3 months in the new location/job and how you managed to settle into your new life? When I first arrived I had to spend about a week quarantining in a hotel that was paid for by the company, due to Guernsey’s Covid restrictions in place at the time. Part-way through this, I was able to start my work where I did compliance training and other admin. Once I was able to go to the office I was shown around and introduced to the majority of people who were present. For the first three months there was a lot of learning of the systems and processes in place at KPMG, but there were plenty of people on hand to offer assistance when needed. Guernsey is a rather small place, and so it was relatively easy getting to know the local area. The people at work were great at recommending were the main things nearby were, shops, gym, restaurants etc. There are usually a few people heading out to town on Fridays, which is often a good opportunity to get to know people and the local area when you’re relatively new to the island. I was able to go out a few times when I first joined, and also took part in several activities organised by work in the first few weeks of me joining, which allowed me to get to know more people faster.
  • How do you feel it benefitted your personal development? The move has allowed me to gain exposure to new country, at a time when worldwide travel became severely limited.
  • How do you feel an international move benefitted you professionally? The move has given me a great exposure into the world of Financial Services, where I previously didn’t have any experience in. Working in a top 4 firm has meant that I often have to work with teams in different parts of the world, and work in much larger teams. This has been one of the biggest changes from my previous role and has greatly improved my teamwork and leadership skills.
  • How long was the process from you speaking with your consultant to you actually making the move? I initially touched base with my consultant about a year before I actually made the move. However, the initial discussions were about what potential options there were for as I had recently qualified, at that stage I wasn’t 100% sure whether I wanted to move overseas. From the point of focussing purely on discussing roles in the Channel Islands, to me moving over there, it was about 3-4 months.
  • What value do you think working with a recruiter had in securing an opportunity overseas? Enabling me to gain a greater insight into the opportunities over there, and the recruitment process. Working with a recruiter also gave greater access to contacts of those working in the HR Departments of the firms in the Channel Islands.
  • What was the hardest part of making an international move? Deciding whether leaving the firm that I trained with was the right move, as I really enjoyed working where I was previously.
  • What advice would you offer someone thinking of making a move overseas? Do as much research as you can on the places you’re thinking of moving to, in order to determine as much as possible whether you think you’ll be happy living there. Research on the firms who work in those areas and the type of work that you’ll be doing.

There is currently a soaring global demand for qualified accountants and insolvency professionals. With our extensive network of relationships with large international accounting firms and insolvency specialists, Levitate Recruitment are well-versed in placing talented professionals in overseas roles.

If you are interested in making your career a journey and are considering a move overseas, do not hesitate to contact us.

There is currently a soaring global demand for qualified accountants and insolvency professionals. With our extensive network of relationships with large international accounting firms and insolvency specialists, Levitate Recruitment are well-versed in placing talented professionals in overseas roles.

 

Relocating from the UK to Australia – This is one Insolvency professional’s experience

Posted on by Scott Lowes

Making any career move is an important decision, one that is only intensified by the possibility of relocation.

We have reached out to a number of individuals we have assisted over the years who have successfully made a career move overseas.

We spoke to Karlien who we assisted make a move from a Big 4 practice in the UK to join an Insolvency specialist in Perth, Australia.

Nationality:  Originally from South Africa but has dual British / South African nationality.

Location to and from: Moved from the UK to Perth, Australia

Experience Background: Senior Insolvency Administrator with a Big 4 practice. No professional qualifications at the time but had 13 years of insolvency experience.

Role secured: Senior Insolvency Administrator with a leading Insolvency Specialist.

  • Why did you first consider making a move overseas? My partner is an Australian and was keen to go back home to Perth.
  • What locations were you interested in and why? Perth as that was where his family and friends were located.
  • What were your personal circumstances at the time of the move – single/married/homeowner? De-facto Relationship, renting.
  • How did you find out about opportunities and start to apply for roles? Through Scott Lowes at Levitate Recruitment after applying for an advert I saw online.
  • What useful information was provided to you by the recruiter? Scott had excellent knowledge of the Australian market and knew of the local firms in Perth that would be suitable. He had several contacts so was able to assist my needs and secure an interview at a firm that was a good fit.
  • How did the interview process work? I was already in Australia so was able to attend interviews in person.
  • How long did it take to secure a Visa or work permit and what was required from you? I went in on a De-facto partner visa which I had applied for circa 6 months prior to the visa being granted.
  • Please can you walk us through your first 3 months in the new location/job and how you managed to settle into your new life? The biggest hurdle was finding rental accommodation as a very high percentage of people own their own properties.  Fortunately, we were able to stay with friends.  Getting bank account, driving license, Medicare etc. sorted took less than 2 weeks to sort out. The Australians are very laidback easy-going people, however very driven and hard-working. I joined the social club at work, which helped to get to know my colleagues out of the office and make friends.   Taking part in networking events also broadened my social circle as well as joining study groups for when I was doing some exams.
  • How do you feel it benefitted your personal development? Moving from London to Perth was a big adjustment, however a good one. There is more focus on the importance of family life here.  People tend to start early and only work past 5:30 pm if necessary. I’ve learned to slow down a bit and not to rush around everywhere!
  • How do you feel an international move benefitted you professionally? I’ve had to do some Insolvency Law exams and almost had to start again in respect of the different types of Insolvency here compared to the UK. There was a steep learning curve, but it has definitely been beneficial especially with the increase in cross-border insolvency matters.
  • How long was the process from you speaking with Levitate to you actually making the move? I left London in March to go travelling and arrived in Australia in November. In this period, I was in touch with Scott and I had an interview lined up within a couple of weeks of arriving in Perth and secured the job a week after my 2nd
  • What value do you think working with Levitate Recruitment had on you securing an opportunity overseas? Arriving in a new country is stressful enough without having to try and find a job as well. So, I could concentrate on getting accommodation, and improving my surfing skills whilst Scott was doing all the hard work of finding me job opportunities!

Route to Partnership – UK Wide Opportunities

Posted on by Scott Lowes

We are currently working with a wide range of UK based accountancy practices that are searching for their directors & partners of the future. Clients have asked us to speak with people at management & director level regarding career opportunities that vary from relationship managers where you are responsible for 100% of the services provided within the client portfolio through to 100% audit focused positions within mixed and specialist sectors.

Whilst we work with the Big 4, Top 10 and Top 20 accountancy practices, we are finding that the strong regional firms can offer a more flexible approach to career development and still provide a portfolio consisting of large International clients and strong SMEs. Working for firms of this size provides a more mixed portfolio where you can develop your skills across different specialisms and become more of an all-round business advisor.

Currently, we have roles available across the following locations:

  • Greater London
  • Home Counties
  • South Coast
  • South West
  • Midlands
  • North West
  • Yorkshire

As the market is extremely ‘job rich’ at the moment, it offers professionals a great opportunity to make moves that are not just financially more rewarding but also more aligned to the type of work they want to do. Firms are also providing more flexibility to ensure people are realising a better work/life balance.

Why work with Levitate Recruitment?

As a specialist in this market, we are not just here to drop you into a live position or call you every time a role pops up based on a clients requirements. We are experienced in building an understanding of professional accountants’ career goals and will create a success assured project that will assist you in making that next step forward based on your career desires.

If you are currently considering your options or you are generally just looking for some market knowledge then we would love to hear from you. Even if now is not the right time we can offer experienced and tailored advice that can assist you in working towards your short, medium and long term goals.

Now really is a great time to be speaking with people and even if you decide not to make a move, an exploratory conversation is always a step forward.

Please contact Scott Lowes at the Levitate Recruitment offices or email me so that we can arrange an appropriate time to meet up for a coffee or speak on the telephone.

 

Thinking of relocating?

Posted on by Scott Lowes

We are often contacted by professional’s keen to relocate to another part of the UK who need to secure the right job first. They are unsure of the options in their chosen locations so are looking for some advice on the firms and opportunities.

Major cities tend to be the popular locations such as London, Manchester, Birmingham, Leeds and Bristol. However, we do get requests for smaller towns all across the UK.

The large Accountancy Practices typically have offices in or close to all the major cities and towns. We are a preferred supplier for these firms and are well placed to inform you of potential opportunities in your desired location.

As a specialist, as well as the larger practices we are also aware of the local accountancy practices in the different areas of the UK that you may not have heard of. We are able to give you some background information on these practices and advise you why they would be a suitable option for you based on your career aspirations.

We have assisted a significant number of Insolvency and Accountancy Practice professionals to find a new job prior to them relocating. Their reasons for relocating included; to be closer to family and friends, moving to a bigger town/city or smaller town life, moving back ‘home’ or just for a change.

Whatever your motivation for relocating and regardless of where in the UK you are thinking, get in contact with us to understand your potential options.

For advice about your career options, speak to Scott Lowes at Levitate Recruitment, specialists in placing practice-trained accountants and insolvency professionals across the UK, and find the right role to suit your ambitions.

 

How to handle a telephone interview

Posted on by Scott Lowes

Telephone interviews have always been a big part of the recruitment process for those looking to make an international move, however, we have seen an increase in the number of our clients in the UK requesting an initial telephone interview with prospective employees.  In a competitive market, they see them as an opportunity to speed up the recruitment process. It is often quicker and easier to arrange a telephone call than it is to align diaries to meet face to face.

As well as fast-tracking the recruitment process it also allows the employer the opportunity to assess an individual’s viability for their opportunity before committing to a face to face interview. They are an easy way for companies to cut down the number of applicants.

The questions are usually more general than in a face to face interview and will be a chance for you to really sell yourself. The key is to treat a telephone interview just like any other interview. Below are some suggestions to help you make the most of the opportunity.

Prepare!

One of the biggest advantages of a telephone interview is that you don’t have to be seen. This is particularly useful if you’re nervous because there won’t be any issues with body language.

It also means you can have notes prepared to give you a quick reference point. Write down a list of your skills and the answers to any potential questions you might be asked. However, be careful not to sound like you are reading or shuffling papers around.

Practice your telephone manner

We all speak on the phone quite a lot, whether this is in a professional setting or not. However, that doesn’t necessarily mean we have a good telephone manner. If you have concerns about the way you conduct yourself on the phone, practice with a friend in advance so you can nail the professional phone voice. Alternatively, record yourself speaking and listen for any issues of clarity or pronunciation.

Where you sit for the interview can make a massive difference. It can be tempting to slouch on the sofa, but this has an effect on your breathing, which in turn affects your speech. Sit at a table or desk with your back straight, and speak with a calm, clear voice. If you think you have issues with your pace, speak slower than you think is acceptable. It’s all too common to speed up when you’re nervous.

A tip I was given a long time ago was to smile whilst talking on the phone to clients and candidates. When you smile whilst talking your voice can sound warmer and friendlier.

Be professional

As much in the same way as dressing appropriately for a face to face interview you should ensure that you are all set up and ready for the incoming call.

This might only be the first stage, but showing your professionalism now is a good way to stand out from the crowd. It almost goes without saying, but make sure there are no distracting noises (TV, pets etc) in the background, and that you have a good signal on your phone.

In conclusion

Listen carefully to their questions, and don’t be afraid to ask them to repeat something if you missed it. Make sure you don’t become too casual while talking and keep your answers short and sweet. It can be all too easy to forget who you’re talking to during a telephone interview. If appropriate, take notes during the call so you can be ready to ask any questions at the end.

At Levitate Recruitment, we think every stage is important, and so we’ve provided these tips to help you excel. As always, research the company and be prepared with any information that might be relevant. It’s always better to have too much than too little.

My opinion is based on my 14 years+ of recruiting for Accountancy Practice and Insolvency professionals across the UK and Overseas.

For advice about your career options, speak to Scott Lowes at Levitate Recruitment, specialists in placing practice-trained accountants and insolvency professionals across the UK, and find the right role to suit your ambitions.

 

 

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