What does the future hold for accounting and finance jobs?

David Harvey our consultant managing the role

Accountancy has always been seen as a solid career choice and for good reason. It requires impressive analytical skills, initiative, a strong work ethic and the ability to deal with complex people and complex issues. For this, you can expect a handsome salary and plenty of scope for career progression for those who work to the required standard. It is much the same story with jobs in other areas of finance as well, although the public image of bankers has arguably yet to recover from the global financial crisis of 2008, even if the economy is well on its way to recovery.

So, accountancy and finance jobs have in the past been attractive propositions. The question is, do they still represent a sound career choice?

The marketplace

The UK has a financial services sector that is the envy of the world, making it one of the best places for accounting and finance jobs. While the last few years have been challenging as a result of the global financial crisis, the UK - and London in particular - is booming, and this is good news for those looking for accounting jobs.

Indeed, a report released earlier this year by the Recruitment and Employment Confederation together with KPMG found that accounting and finance jobs was one sector that saw significant expansion last year. Salaries also climbed in line with those in other sectors as well.
As far as the health of the market is concerned, there is plenty to feel positive about and while nobody can predict the future, London's boom and the wider recovery seen in the rest of the country means that the picture looks bright for the foreseeable future.

Getting a foot in the door

For those who have obtained the necessary qualifications, the next step is to search for and secure one of the accounting jobs out there. Like all sectors where there are lucrative returns to be enjoyed, competition for accountancy and finance jobs is fierce.

This is where specialist financial recruitment firms come in. They know what accountancy firms want in a candidate, which means any prospective accountant needs to get to know them pretty quickly.
There are some steps that people can take to make their CV stand out from the others; using action words to describe previous experiences rather than just stating that they have experience at firm X,Y or Z is one example.

Other things to consider include following up with the recruitment firm regularly and being flexible with regards to taking temporary jobs. With the latter point, many temporary positions become permanent for those who apply themselves, so ruling them out can turn out to be foolish.

While everyone wants to reach the top where the huge salaries are to be found, the old adage of learning to crawl before walking is very much apparent with regards to accounting and finance jobs. Those in entry-level roles should show a willingness to follow a logical career progression and not go for jobs that they have no chance of getting - it is a waste of everyone's time, so simply don't do it.

Mid-level and advanced-level applicants need to accurately describe their experience and give specific details regarding things such as the number of people the person was responsible for and the size of the budgets they managed.

Financial recruitment firms can make life a lot easier; however, by the same token, the applicant needs to make their life easier as well. A polished CV, realistic expectations, flexibility and tenacity tell recruiters that this person is serious - and given that accounting is essentially about managing money, seriousness is a good trait to demonstrate.

11/04/16
posts

Related articles

Should I stay or should I go now?
Should I stay or should I go now?

** DEFAULT postresults.teaserlabel - en-GB **

Financial Services

** DEFAULT postresults.contenttypelabel - en-GB **

General

22/10/20

** DEFAULT postresults.summarylabel - en-GB **

Even though it appears that the world has turned on its head right now, surprisingly we have seen an increase in the number of professionals who have decided now is the time to make a move. Why now!? … well along with all the other changes lately, candidates are experiencing a range of changes to their roles, and for some, the negatives are outweighing the positives. In order to ascertain whether a candidate is ready to move, I have look for the five P’s in my conversations. What are these five P’s I hear you say?, (or maybe not, and lockdown is getting to me already!):Payment – It’s usually the first reason I get from a person looking for a new role, but the truth of it is that although payment or feeling you are being paid fairly is important, it’s only ever part of the reason you look to change your job. There is more to life than money and being in a very well paid job that you hate will never last! With people currently working from home and saving on travel, lunches and the extortionate amount of coffee we purchase – payment is only ever part of the puzzle! I regularly speak to candidates who are being paid up to 20% below the market average salary and when I ask them about making a move and tell them the disparity, they often respond with, ‘but I’m happy in my job’. This might sound crazy to some, but another ‘p’ is priorities, and everyone’s are different! People – Now, more than ever, people’s relationships with their colleagues are being tested. But not how you might think - I have spoken to professionals who are no longer searching for their new role to escape interpersonal challenges at the office, because rather than sitting beside someone for eight hours a day, it’s now virtual meetings a couple of times a week! Similarly, I have other candidates who were staying in roles just because they had very strong relationships with their colleagues, and that was the most positive aspect of their working day. Plateau – Growth is important and feeling like you are learning and growing year on year is an integral part of your career happiness. However, if this doesn’t go hand in hand with at least some of my other ‘P’s’, it’s unlikely that you will see a professional leave when they have hit the glass ceiling in a company they love working for. Often these candidates will actively seek out other opportunities for growth within their organisation. Sometimes candidates will give lack of progression as the reason when in fact they are unhappy with other aspects of their role. Place – Location and commuting are less relevant at the moment than ever before. Having to battle the traffic on the stairs in the morning is the most many of us have been doing recently. However, one consideration under this point at the moment is - has your employer made your ‘place’ any better for you? I spoke to a candidate recently and part of their reason for wanting to make a move was because their company did not provide them with a monitor to work from home comfortably. A monitor is a relatively small thing, but it helped the employee to work more efficiently. This was the last straw for them and gave them the drive they needed to look for a new role. I have also spoken to candidates who have praised their companies for sending a desk, supplies, treats and anything to make their working from home life better.  These acts of kindness by employers are earning loyalty points with employees. " Praise – People who feel appreciated by their colleagues and managers for the work they do generally work harder to continue this circle of praise. It’s human nature to seek positive reinforcement that we are good at our job and really appreciated for the work we do.So what can we take from this? That you can be well paid and feel you are developing within a company, and still be motivated to move. Similarly we can have great work colleagues and feel valued in our role, and still seek something more in our careers. However, in my opinion and experience, if your job ticks most of the P’s then are you really looking for a new job, or just testing the waters?I think we will see an even bigger focus on being content at work going forward, because although our work life balance might be a bit better these days, our job is still a big part of our lives. I would be very interested to hear if you think there are other strong motivators that drive professionals to leave, or stay in a role?

** DEFAULT postresults.teaserlabel - en-GB **

Even though it appears that the world has turned on its head right now, surprisingly we have seen an increase in the number of professionals who have decided now is the time to make a move.

Read full article
Sarah Fallon

by

Sarah Fallon

Sarah Fallon

by

Sarah Fallon

Survey results: Business response to Covid-19
Survey results: Business response to Covid-19

** DEFAULT postresults.teaserlabel - en-GB **

Financial Services

** DEFAULT postresults.contenttypelabel - en-GB **

General

31/08/20

** DEFAULT postresults.summarylabel - en-GB **

‘The only constant is change’ has never rang more true and there is no facet of business that has not been changed dramatically by this year’s global events. It is not about adjusting to any ‘new normal’, it’s about making sure you can adapt adequately to this new, more rapid pace of change'. During May 2020, we produced a survey for our contacts to understand how their business was reacting to the pandemic and to gauge overall market sentiment. We received over 130 responses to key questions relating to their thoughts, reactions and predictions regarding the unprecedented level of change we are experiencing. Although market conditions are changing daily, the ease of lock down has brought a wave of positivity as we look to rebuild on the disruption of the past few months. With this in mind, the below report outlines some of the findings from our research, and our predictions for the future. Covid-19 survey

** DEFAULT postresults.teaserlabel - en-GB **

The only constant is change’ has never rang more true and there is no facet of business that has not been changed dramatically by this year’s global events. It is not about adjusting to any ‘new normal’

Read full article
David Harvey

by

David Harvey

David Harvey

by

David Harvey

The business case for a robust diversity and inclusion strategy in your organisation
The business case for a robust diversity and inclusion strategy in your organisation

** DEFAULT postresults.teaserlabel - en-GB **

HR

** DEFAULT postresults.contenttypelabel - en-GB **

General

05/08/20

** DEFAULT postresults.summarylabel - en-GB **

The past few months – and indeed, years – have demonstrated just how important diversity and inclusion are in modern society. Through the #MeToo and Black Lives Matter movements, a light has been shone on the inequality and injustice that persists, not just in our day to day lives, but also in the workplace. We can no longer ignore how important diversity and inclusion are to businesses, nor can we expect things to get better without actively working to improve conditions and outcomes for everyone. And while promoting diversity and inclusion is absolutely the right thing to do for employees, there are also business benefits to doing so.  What is diversity and inclusion? Diversity and inclusion aren’t just a priority for HR departments – it should be a key business strategy for all organisations. Workplace diversity can be defined as the understanding, acceptance and promotion of differences between people. This includes those of different genders, races, ages, sexual orientations, disabilities and religions, as well as people who have different educational, socioeconomic and experiential backgrounds. Meanwhile, inclusion is about creating a supportive and respectful work environment that values collaboration and participation of all employees, helping everyone to feel included. Together, diversity and inclusion make companies more welcoming, accessible and harmonious for everyone, not to mention more profitable and competitive. Why is diversity and inclusion important? First and foremost, diversity and inclusion are essential to make workplaces better for everyone. Purely from a compassionate perspective, it’s the right thing for employers to create environments where people feel comfortable to be themselves and can succeed without limitation. Commercially, diversity and inclusion have a significant number of benefits. Firstly, a strong focus on D&I can significantly widen the candidate talent pool , giving you access to more candidates who may be excluded by non-diverse hiring strategies. With 70% of job seekers looking for a company’s commitment to diversity when applying for new roles, it’s clear that you may be missing out on top talent if you neglect to address D&I in your organisation.  On top of that, diverse organisations have better business results, higher employee satisfaction and are more innovative, according to Business in the Community . McKinsey research shows that executive teams in the top quartile for gender diversity were 25% more likely to have above-average profitability than those companies who perform poorly in terms of executive-level gender diversity. This figure jumps to 36% when analysing teams with ethnic diversity. Diverse teams have also been proven to be more innovative, solve problems faster and have more engaged employees.  Small steps to move the dial on D&I in your organisation The current emphasis on working from home presents a key opportunity for employers to rethink their D&I hiring strategies, with current conditions potentially opening up more flexible, part-time opportunities for those who may not have otherwise been able to commit to a 9-5 office job. To welcome more working parents and caregivers, disabled people and those with neurodiversity requirements, consider whether vacancies could be flexible, remote working or on part-time hours. Now is the perfect time to rethink your workspace and how it can be made more accessible to more people.  A dedicated diversity and inclusion policy, taskforce or officer can help to highlight its importance within your business. You could perform a D&I audit, examining the levels of diversity that exist within the company and specifically at the executive level, and set goals to achieve a more balanced, inclusive environment within a certain time period. Have open conversations with your team members about D&I and ask them what would make them – and new team members – feel more welcomed. It’s also important to acknowledge the diversity that already exists in your company, such as by celebrating different cultural and religious events, greeting bilingual employees in their mother tongue or inviting families into work.  Finally, while diversity and inclusion should be championed at the very highest levels of your business, it’s crucial that every single team member feels safe to contribute to these discussions and voice their opinions and stories. Prepare to tackle some difficult topics and be questioned. While subjects like the gender pay gap, lack of executive-level diversity and opportunities for progression can feel difficult to address, they are important conversations that need to be had in the process of making real change.  Marks Sattin can help to diversify your talent pool. By partnering with a specialist recruitment agency which has a strong focus on diversity and inclusion , you’ll benefit from having access to more candidates and guidance on how to actively recruit from diverse talent pools. At Marks Sattin, we can help you identify, attract and retain exceptional people across financial services, technology, change management and more.  Contact us here to have a chat about how we can work together. 

** DEFAULT postresults.teaserlabel - en-GB **

The past few months – and indeed, years – have demonstrated just how important diversity and inclusion are in modern society.

Read full article
Becky Hughes

by

Becky Hughes

Becky Hughes

by

Becky Hughes

jobs

Related jobs

Associate Director Transaction Services

Salary:

€67,771 - €81,325 per annum + Bonus, Benefits, Health, Pension etc

Location:

Dublin

Market

Financial Services

Professional Services

Job Discipline

M&A

Restructuring

Industry

FinTech

Investment Banking & Capital Markets

Professional Services

Salary

£80,000 - £100,000

Qualification

None specified

Contract Type:

Permanent

** DEFAULT listwidget.vacancypartial.description - en-GB **

Superb opportunity for an AD Level TAS Processional to step into a position with considerable career upside given the size of business and pipeline. DD Expedience key although sector agnostic.

** DEFAULT listwidget.vacancypartial.reference - en-GB **

BBBH161616

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

29/10/20

Matthew Fitzpatrick

** DEFAULT listwidget.vacancypartial.author - en-GB **

Matthew Fitzpatrick
Matthew Fitzpatrick

** DEFAULT listwidget.vacancypartial.author - en-GB **

Matthew Fitzpatrick
Find out more
Corporate Finance Manager

Salary:

bonus

Location:

London

Market

Financial Services

Job Discipline

M&A

Industry

Investment Banking & Capital Markets

Salary

£50,000 - £60,000

Qualification

Fully qualified

Contract Type:

Permanent

** DEFAULT listwidget.vacancypartial.description - en-GB **

Corporate Finance Manager Opportunity at a leading Management Advisory focused firm in London.

** DEFAULT listwidget.vacancypartial.reference - en-GB **

BBBH161597

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

16/10/20

Michael Ivory

** DEFAULT listwidget.vacancypartial.author - en-GB **

Michael Ivory
Michael Ivory

** DEFAULT listwidget.vacancypartial.author - en-GB **

Michael Ivory
Find out more
Legal Counsel - Accountancy

Salary:

Negotiable

Location:

London

Market

Financial Services

Industry

Investment Banking & Capital Markets

Salary

£70,000 - £80,000

Qualification

Fully qualified

Contract Type:

Permanent

** DEFAULT listwidget.vacancypartial.description - en-GB **

Legal Counsel £75,000 p/a + benefits Accountancy Practice London

** DEFAULT listwidget.vacancypartial.reference - en-GB **

160585_1600782470

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

29/09/20

Angus Denny

** DEFAULT listwidget.vacancypartial.author - en-GB **

Angus Denny
Angus Denny

** DEFAULT listwidget.vacancypartial.author - en-GB **

Angus Denny
Find out more
Project Manager - Transformation - Multiple levels

Salary:

Negotiable

Location:

Dublin City Centre, Dublin

Market

Financial Services

Job Discipline

Project & Programme Management

Industry

Manufacturing

Pharmaceuticals & Life Sciences

Salary

£80,000 - £100,000

Qualification

None specified

Contract Type:

Permanent

** DEFAULT listwidget.vacancypartial.description - en-GB **

My Client is looking for Project Managers coming from the areas of Supply Chain and Operations, Life Sciences and Fast Moving Consume Goods (FMCG) at various levels to come and join their team.

** DEFAULT listwidget.vacancypartial.reference - en-GB **

PMSC10

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

30/10/20

Rebecca McCarthy

** DEFAULT listwidget.vacancypartial.author - en-GB **

Rebecca McCarthy
Rebecca McCarthy

** DEFAULT listwidget.vacancypartial.author - en-GB **

Rebecca McCarthy
Find out more
Consultant

Salary:

bonus

Location:

London

Market

Financial Services

Job Discipline

M&A

Industry

Investment Banking & Capital Markets

Salary

£50,000 - £60,000

Qualification

Fully qualified

Contract Type:

Permanent

** DEFAULT listwidget.vacancypartial.description - en-GB **

My client is a leading consultancy firm based in the city of London, they are searchng to hire multiple Advisory focused Consultants to join their growing team

** DEFAULT listwidget.vacancypartial.reference - en-GB **

BBBH7348_1599743343

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

24/09/20

Michael Ivory

** DEFAULT listwidget.vacancypartial.author - en-GB **

Michael Ivory
Michael Ivory

** DEFAULT listwidget.vacancypartial.author - en-GB **

Michael Ivory
Find out more
Regulatory Reporting Analyst - Work from Home

Salary:

£40,000 - £45,000 per annum

Location:

Essex

Market

Financial Services

Job Discipline

Qualified Finance

Industry

Investment Banking & Capital Markets

Salary

£40,000 - £50,000

Qualification

None specified

Contract Type:

Permanent

** DEFAULT listwidget.vacancypartial.description - en-GB **

A global lending institution looking to recruit a Regulatory Reporting Analyst with 4 days working from home.

** DEFAULT listwidget.vacancypartial.reference - en-GB **

SCH161415_1600706882

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

05/10/20

Sanjay Chandwani

** DEFAULT listwidget.vacancypartial.author - en-GB **

Sanjay Chandwani
Sanjay Chandwani

** DEFAULT listwidget.vacancypartial.author - en-GB **

Sanjay Chandwani
Find out more
Senior Investment Manager

Salary:

£120,000 - £135,000 per annum + 100% Bonus, Benefits.

Location:

Dublin

Market

Financial Services

Job Discipline

Investment - Buyside

Quantative

Industry

Investment Banking & Capital Markets

Investment Management

Salary

£125,000 - £175,000

Qualification

Fully qualified

Contract Type:

Permanent

** DEFAULT listwidget.vacancypartial.description - en-GB **

Our client is a Boutique Asset Manager with operations in Dublin, London, Hong Kong and New York.

** DEFAULT listwidget.vacancypartial.reference - en-GB **

BBBH161680

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

20/11/20

Matthew Fitzpatrick

** DEFAULT listwidget.vacancypartial.author - en-GB **

Matthew Fitzpatrick
Matthew Fitzpatrick

** DEFAULT listwidget.vacancypartial.author - en-GB **

Matthew Fitzpatrick
Find out more
Fund Accountant - Real Estate

Salary:

£300 - £350 per day + PAYE

Location:

London

Market

Financial Services

Job Discipline

Newly Qualified Finance

Industry

Real Estate

Qualification

Fully qualified

Salary

£350 - £450

Contract Type:

Contract

** DEFAULT listwidget.vacancypartial.description - en-GB **

World leading Real Estate Investment Manager is looking for a Fund Accountant to join their team ASAP on a 12 month contract

** DEFAULT listwidget.vacancypartial.reference - en-GB **

MEG160516_1600247867

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

23/09/20

Mellani Georgiou

** DEFAULT listwidget.vacancypartial.author - en-GB **

Mellani Georgiou
Mellani Georgiou

** DEFAULT listwidget.vacancypartial.author - en-GB **

Mellani Georgiou
Find out more
Senior Fund Accountant

Salary:

Negotiable

Location:

Dublin City Centre, Dublin

Market

Financial Services

Job Discipline

Investment - Buyside

Industry

Investment Banking & Capital Markets

Salary

£50,000 - £60,000

Qualification

Fully qualified

Contract Type:

Permanent

** DEFAULT listwidget.vacancypartial.description - en-GB **

A boutique Asset Management company based in Dublin are currently seeking a qualified Fund Accountant to join a growing global organisation

** DEFAULT listwidget.vacancypartial.reference - en-GB **

BBBH161679

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

16/11/20

Sarah Fallon

** DEFAULT listwidget.vacancypartial.author - en-GB **

Sarah Fallon
Sarah Fallon

** DEFAULT listwidget.vacancypartial.author - en-GB **

Sarah Fallon
Find out more
Group Tax Manager

Salary:

£60,000 - £65,000 per annum

Location:

Leeds, West Yorkshire

Market

Financial Services

Job Discipline

Tax

Industry

Investment Banking & Capital Markets

Salary

£60,000 - £70,000

Qualification

Fully qualified

Contract Type:

Permanent

** DEFAULT listwidget.vacancypartial.description - en-GB **

** DEFAULT listwidget.vacancypartial.reference - en-GB **

BBBH161674

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

03/11/20

Andy Craven

** DEFAULT listwidget.vacancypartial.author - en-GB **

Andy Craven
Andy Craven

** DEFAULT listwidget.vacancypartial.author - en-GB **

Andy Craven
Find out more
View all jobs