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by Jo Sellick | 1 July 2019 Sport and business morale go hand-in-hand
The eleventh season of the Manchester Professionals’ Cricket League (MPCL) is coming to a close and once again we have had an amazing year of camaraderie and sportsmanship. Since its inception in 2008, the MPCL has attracted more than 50 plus businesses and raised over £60,000 for two charities close to our heart; St Ann’s Hospice and the Lord’s Taverners. The League, born from my love of cricket, has become a hugely popular way for businesses across Greater Manchester to strengthen professional relationships and create new relationships, and I am proud to see the event continue to go from strength-to-strength. In this blog, I look at why I feel so strongly that sport plays an essential part of our CSR strategy at Sellick Partnership and the benefits that businesses and professionals can gain from getting involved. The Sellick Partnership sporting culture Sport plays a key role in the culture of Sellick Partnership and as a seasoned sportsman myself, I fully encourage our staff to get involved with any sporting event we host! Throughout the year we have a number of sporting initiatives like the MPCL, including the Manchester Professionals’ Football League (MPFL), our regional football tournament in Derby, and various other events hosted throughout our regional offices, all of which are integral elements of our events calendar. As a business we use these events not only as tools to raise vital funds for worthwhile causes and strengthen relationships across the business community, but also to provide business professionals with some light relief and friendly competition to balance the day-to-day challenges we all face in the workplace. This year’s MPCL attracted 20 businesses from across Greater Manchester. The League brings together professionals and promotes the ethos of using sport to find common ground and cement relationships away from the office. I have always found that using sport as an instrument for business and employee development has been successful for increasing morale and productivity. The benefits of healthy competition and social activity within the workplace are evident, with heightened motivation and engagement – both resulting in a stronger sense of comradery across the business. Engaged, motivated and mobilised Having the motivation to train or compete in a sport at whatever level can be a real benefit to your success in business. I am convinced the two go hand-in-hand. More often than not motivated and highly driven individuals in both sport and business achieve greatness, and it is an inherent desire to succeed that drives them forward. I firmly believe that keeping yourself motivated ‘on and off the pitch’ and taking on board the philosophy of ‘you get out what you put in’ is an invaluable lesson for all. The link between keeping fit and success There is also a positive correlation between being successful in business and keeping fit – each requires stamina, training and innovation; just using two different sets of muscles. The release that physical exercise can provide is vital to personal development in business – keeping employees fresh, both from a physical and mental point of view. The MPCL provides a wonderful opportunity to gain perspective and instil confidence in an individual through sporting achievement and social interaction, helping with ‘soft skills’ that are often in short supply. Could sport bridge the ‘soft skills’ gap? Business professionals are under increasing pressures to build ‘soft skills’ – skills that are often difficult to teach through formal training. It is therefore up to business leaders to find innovative and engaging ways of allowing employees to do this. Teambuilding events and sporting activities can be a powerful and effective way of doing this. They can unite staff, develop strengths, and address weaknesses – but only if the exercises are planned and carried out strategically. Too often, organisations plan activities with no end goal in mind and in doing so business leaders risk losing the respect of their workforce if they plan exercises that do not help those involved. Getting this right could be hugely important in helping to bridge the ‘soft skills’ gap often seen in business today. Working effectively as part of a team is key to success, and team sports like cricket have this, and other essential attributes at the core. Using sport as an alternative to costly teambuilding exercises could be a progressive and beneficial way forward for business leaders to consider. At Sellick Partnership we encourage people of all levels to participate in the MPCL along with our other sporting events, and take pride in ensuring they are effective tools for professional development. The benefits are unparalleled in my opinion, allowing businesses to take control and build on ‘soft skills’ in a situation that is fun, healthy and non-evasive. The power of sport It is events like the MPCL that prove the true power sport can have over people. Sports inherent ability to bring people together, whether competing or spectating, cannot be disputed. I believe that businesses who encourage sport and physical activity will naturally find it releases stress and increases productivity in the workplace. Cricket by definition is a bat and ball game. The MPCL however is not just a game, it is an opportunity to interact with others, raise funds for charity that can be enjoyed by professionals at any level. By taking part and being absorbed in an activity as far removed from work as possible, business professionals can open doors, connect with others and let off some steam. All of which will prove beneficial to anyone looking to succeed in business. If you agree, and are interested in taking part in one of our sporting tournaments, please do not hesitate to get in touch. You can register your interest by emailing our Events and Marketing Executive, Samantha Hattersley at samantha.hattersley@sellickpartnership.co.uk. Alternatively, you can find more information about our CSR policy, the charities we support and what we are doing in your community here.
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by Chelsey Newsom | 16 July 2019 What skills will local government lawyers need in the 21st Century
Are you a public sector lawyer and wondering what skills you should be concentrating on in order to be a success in the 21st Century? Chelsey Newsom, Manager and legal recruitment expert gives us some insight into the skills her clients often look for in local government lawyers. She offers her advice on what skills clients should be looking for in candidates, what skills candidates should be developing and how local government can ensure they are attracting and retaining the best legal talent on the market. The legal recruitment market is constantly evolving which can be challenging for candidates trying to keep up. As a result the role of a lawyer in any sector is becoming increasingly difficult and my legal clients are constantly looking for candidates with niche skillsets that have relevant and adaptable soft skills. As we move further into the 21st century this need will only grow, and lawyers will need to ensure their skills and knowledge are up-to-date. In this blog I look at some of the skills that are currently in highest demand, and how I think the role of the lawyer will continue to evolve. It is very evident that local government are under constant financial pressures, especially as there is little clarity on where organisations funding will come from in 2020. Candidates therefore need to be able to adapt to certain surroundings and find innovative ways that they can continue to the service they provide. Local government lawyers need to be versatile and flexible to be able to manage the changes happening in the sector such as shared services, alternative business structures (ABS) and the implementation of new technology across the sector. Skills in demand with local government As local authorities move towards new structures such as shared services and ABS and adopt a way of working similar to that in private practice, they require their lawyers to be able to undertake a range of skills. As a result we have seen an increase in the need for the following skills when recruiting to local authorities across the UK: Client care skills – the ability to manage several clients at one time and build a rapport is becoming essential for any candidate looking to secure a legal role within local government. As pressure increases, lawyers need to be able to work with multiple clients, and effectively manage their expectations whilst delivering the highest level of service. For that reason we often look for legal candidates that have experience in, or show skills in stakeholder management. Technology – technology is constantly changing with the legal sector, and as a result candidates need to be able to learn new systems and adapt. The ability to record key information on case management systems with little to no legal support is often required in local government, therefore efficient typing skills and the ability to confidently use different platforms is essential. Candidates also need to be able to adapt to new technology as and when it is introduced. As the sector continues to evolve, and more technology is introduced to local government, this will become an even more important skillset to have. Niche and specialised skills within a set legal field – generally lawyers will specialise in a key area of law, so having expert insights and knowledge of your chosen sector is essential. Our clients are also often asking for candidates that have very specific skills, so it is important to know what niche skills may be important within your chosen sector. For example, there has been a significant increase in childcare lawyers with strong advocacy skills and an increase in CPO and development experience within planning and property roles. Experience within more than one area of law – candidates who are able to gain experience in multiple areas of law will always be in high demand. We have seen a significant change in the market where the demand for litigation lawyers does not just require housing or civil but clients needing lawyers to be versatile so that they are able to pick up any level or type of work in small teams such as districts or boroughs. There is also a greater need for candidates to be able to conduct advocacy in more than one area of litigation to enable a cost saving exercise to try and reduce spend to external barristers or practice. We have also recently seen a rise in the need for regeneration lawyers, but clients are asking that these candidates possess skills in project experience and knowledge within property, planning and contracts. This gives lawyers with experience in any of these areas an opportunity to develop further and gain work in a different area of law. Adapting skills to remain successful within local government It is not always skills that lawyers need to think about to remain successful in local government. Legal professionals should also be aware of the market, adapt and look at where their skills may be transferable. For example, many local authorities still struggle to recruit for childcare, property, planning and contract positions both on a permanent and on a locum basis. These areas of law are in constant high demand within the market and commercial roles are always in competition with private practice and in-house roles that offer a more competitive salary. There is also a real need for skilled regeneration lawyers. This is a relatively new area of law for local government, and a skill that is increasingly in high demand. There may be lawyers already in local government that have the skillset to deliver these projects, so it is worthwhile considering these roles and looking as to whether your skills are transferable. Local government hiring managers should rethink their approach to recruitment Client retention is also very difficult, especially within the public sector. Within the areas of law that are most difficult to recruit to, clients often focus too much on experience and post qualified experience (PQE), however this is limiting the talent pool available to them. I would strongly advise local authorities to consider those with less PQE as these candidates can be an investment in the long-term and it may be that these skills can be developed which will ultimately lead to a highly skilled lawyer that is committed to the organisation. Finally, if local government organisations want to attract, train and retain future legal talent, they need to invest time in the candidates they employ. Many legal candidates we work with have the right soft skills, but without adequate training within a key area or organisation they cannot grow or flourish. To further discuss the skills you need to be a successful lawyer in the 21st century or for assistance with your recruitment strategy please contact me on 0161 834 1642 or email chelsey.newsom@sellickpartnership.co.uk. Alternatively, browse our latest roles here.
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by Martin Parr | 11 July 2019 Finance & Accountancy firms need to be strategic and act fast to secure the best graduates
Graduates can be a valuable asset to any organisation, especially those within the Finance & Accountancy sector, but only if businesses act fast and find candidates that have the right skillset and are the right cultural fit. Graduates represent the future growth of businesses and give them a pipeline of new talent to train and mentor, and if firms are able to attract the ‘cream or the crop’ they will be in a very strong position against their competitors. I regularly speak to businesses that have been left disappointed come September because they have been unable to attract the graduates they need. In my experience, one of the major reasons organisations miss out is due to the way they promote their benefits, and what they have on offer. The market is very much graduate-led, and it is unlikely that the most sought after candidates will spend a great amount of time researching what you have to offer. Instead, businesses need to ensure they are promoting the right benefits in the right places. For example, an ambitious Finance & Accountancy graduate will want to know that they will get the support and mentoring needed to build a successful career, so firms that are interested in securing these candidates need to promote benefits such as what training and development is on offer and whether there is access to any additional qualifications. These benefits should be promoted directly to candidates where possible at open days, on websites and job boards where graduates are likely to be most active. I would also urge Finance & Accountancy firms to properly vet candidates properly and ensure they are speaking with the right talent on the market. Generally, graduates will have a good idea of what they are looking for, however I have had experience with candidates that have been unsure and are considering various roles and sectors. Firms need to, where possible, ensure that the candidates they are speaking with are 100 percent committed and have a genuine interest in the business and role from the offset. A strong vetting process during the interview stage can help with this, and will help ensure businesses are employing committed and motivated candidates that will contribute towards future growth. Finally, it is important to know where to look for graduates. Businesses need to be proactive and not rely on graduates coming to them. Firms that know they need to employ graduates should have a presence on campus throughout the year at careers days and recruitment fares. Failing that, businesses can engage with a recruitment agency such as Sellick Partnership that specialises in the Finance & Accountancy sector and already has relationships with higher education establishments across the North West. Generally, agencies will have up-to-date market knowledge and insights, and have access to a wealth of readily available candidates, including graduates. Working with a recruitment firm can assist with your recruitment and act as an extension of your HR team, saving time and money long-term. If you need help securing graduates for your business, or would like some advice on how to attract the very best candidates on the market, please contact myself or a member of my team by calling 0161 834 1642. Or click here to view the full article in the Manchester Evening News. Article can be found on P28-19. Martin Parr, Manager, Sellick Partnership
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by Stephanie Tasker | 5 July 2019 Securing a dream role in the NHS
The NHS is a vast organisation employing over 1.5 million people across the UK, and they are not all doctors and nurses. In fact, the NHS has various roles and career opportunities throughout its network of organisations. Despite the vast number of roles, the type of candidates that thrive within the NHS are largely the same, and the NHS’s worldwide reputation is partly down to the workforce it employs. As a public sector recruitment specialist, we have the pleasure of working with the NHS to fill some of their lesser known roles, each of which can offer the right candidates a long and rewarding career, and have a great deal of experience in finding the right type of candidate. In this blog, Principal Consultant Stephanie Tasker looks at the types of people that often do well in this UK institution and some of the more obscure positions we have recruited for in the past. The types of people that thrive in the NHS The NHS is famed for its employees, each of whom have a desire to help people and work for an organisation that gives back so much. So it will be no surprise that it takes a certain type of person to work within the NHS. First and foremost NHS employees need to be compassionate and have a passion for looking after people. Every NHS employee is hugely important to the organisation, and everyone is working towards a common goal, helping UK citizens when in need. Candidates also need to be flexible in order to make the most of a role within the NHS. Due to the nature of the NHS and its 24/7 operation, recruiters look for candidates who are flexible and able to work hours that suit the needs of the organisation and its patients. This may not be as relevant for roles within Finance & Accountancy for example, but even within office functions, the needs of the organisation come first, so the need to be flexible is still of huge importance. Candidates therefore need to make it clear that they are open to working flexible hours from the offset. The NHS faces lots of scrutiny, therefore, an ability to defend it and work despite any criticisms is vital, however tough pressure might be. For that reason, we generally look for candidates that have proven experience of working within a team. Teamwork and camaraderie are needed at every level and department within the NHS, so we often try and test candidates on this throughout the vetting process. For candidates that are interested and are suited to working in the NHS, the benefits are endless. Our candidates regularly praise the work/life balance they are able to have, the benefits on offer and probably most importantly, the satisfaction they get from their role day-to-day. Securing a dream role within the NHS There are over 350 different careers within the NHS. These include medical and non-medical roles and all require a variety of skills and experience. However, despite the number of roles on offer, securing a job within the NHS has been known to be challenging due to the competitive application and interview process involved. Candidates therefore need to utilise all the resources available including online job boards, recruitment specialists and even networking with NHS professionals on social media networking sites such as LinkedIn can help. Candidates also need to show that they have the right skills, experience and attributes for the role. Now this is not simply past experience. NHS recruiters are looking for candidates that are the right cultural fit as well as those that have the skills needed to do the job in question. The NHS looks for candidates who that meet its values as a result of its Values Based Recruitment policy. Candidates therefore need to have a clear understanding of these, and showcase how their values align. Finally, it is important for candidates to always seek feedback, even if they are not successful in order to continually improve. In doing so they can ensure that they do not make the same mistakes when applying for their next NHS role, and all going well, will manage to secure their dream role within the NHS later down the line. If you are interested in securing a role within the NHS, or would like to find more about the benefits on offer, please feel free to contact one of our expert Consultants now. Or if you know someone that you think would be perfectly suited to a role within the NHS, recommend them to us and you could be eligible for a voucher of up to £250. Alternatively, you can check out our latest NHS jobs.
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by Martin Parr | 4 July 2019 10 reasons to become an accountant
Have you ever considered a career within the Finance & Accountancy sector but unsure what it can offer? We can help. We regularly advise candidates of all levels on the best job roles for them. Here we answer the questions we always get asked and outline the top reasons why so many of our candidates choose to become accountants. Today the Finance & Accountancy sector is huge, and accountancy specifically is an integral part of most businesses across the globe. However, despite the size of the sector we are still constantly on the lookout for high-calibre, qualified accountants to take key positions across the UK. In this blog I take a look at what I think are the top ten benefits of becoming an accountant and why people should really consider it as a legitimate career move. 1. Excellent development and career prospects: you will get out what you put in while working in finance. If you are career driven, hardworking and focused the world really is your oyster. The training on offer and the opportunities to learn new skills and develop both personally and professionally in this sector are second to none and hard work always pays off. 2. A better than average salary: accountants can work in high pressure environments, and the salary often reflects this. Accountants in the UK can earn anything from £25,000 as a gradate entering the profession to over £100,000 as an experience chartered accountant. There are also opportunities to earn upwards of £500 per day as an interim contractor, making it a very well paid profession for candidates that are willing to work hard. To find a job with a better salary today, head to our jobs page! 3. Job Security: businesses will always need accountants, so overall accounting is a very stable industry to work in, and while no field can guarantee anyone a job, the prospects in accounting are excellent and are likely to stay that way. 4. Variety: as an accountant you will be able to work in almost any industry, so the variety and choice within the role is excellent. You will also work with a range of people across the business you are in, giving the role variety and making each day different and interesting. 5. A number of career options: as an accountant you will also enjoy access to a vast number of different roles on a permanent, contract and interim basis. This gives candidates in the Finance & Accountancy sector a much greater chance of securing work, and if you are flexible with what you want you will likely be able to secure a role you want with relative ease. Roles that you could get into include audit, reporting, business partnering and commercial and analysis. 6. Ability to make real change: today’s finance professionals do much more than just crunch numbers. Accountants are often required to have technical abilities coupled with a commercial acumen that enables them to advise decision makers on strategy and business processes. This makes the role of an accountant incredibly varied, challenging and often very exciting. 7. Technology and the ever changing environment: technology is changing the way finance leaders run their teams and how they conduct business. As a result, more finance leaders are investing in digitisation of the finance function, opening up opportunities to gain efficiencies and analyse trends. This again means varied career paths as professionals who are tech-savvy have an opportunity to excel, and trained accountants will be at the forefront of exciting business change. 8. You will gain transferable skills: the skills you will learn and develop as an accountant are easily transferable to other roles and even sectors. For example, accountants could go into teaching, trading or recruiting, so if you ever want a change of scenery you will have plenty of other options to choose from. Many accountants also become business leaders in their own right, securing Managing Director roles and setting up their own businesses. 9. You have the option to travel: with qualifications like CIMA, ACA and ACCA, you can work in more than 120 countries. Giving you the ability to travel with work and pleasure. This is especially advantageous as you might end up working with a big firm with multiple offices in different countries. 10. No need for a university education: you don’t need a degree to become an accountant. Having an accountancy degree can enable you to skip a few exams on the way to full qualification, but generally it will not matter whether or not you have been to university. I believe becoming an accountant is a clever career move for anyone that is ambitious and focussed. I have seen so many candidates progress through the ranks relatively quickly within finance. It is a sector that is constantly growing, and I firmly believe that the role of an accountant will always be needed. If you are interested in a role as an accountant and want to discuss how you could get on the accountancy career ladder, get in touch with me by emailing martin.parr@sellickpartnership.co.uk. Alternatively, you can check out our latest Finance & Accountancy jobs here.
