Are you currently looking for a newly qualified (NQ) position but struggling to find a role that matches to your needs and skillset? We spoke to three qualified legal professionals to find out how they secured their NQ roles, why they chose their current firm, and get their views on what to look for in a legal recruiter. Securing an NQ position can often be a challenging and lengthy process for legal professionals. It can often be difficult to find the right firm, choose a recruiter that will listen and find the perfect role. I speak with candidates that are going through the process every day, and each has their own story to tell. I recently sat down with three legal professionals to find out how they secured their NQ positions and to find out how their experience was dealing with Sellick Partnership throughout the process. What were the first steps you took when beginning your search for an NQ position? Shehnaz Rahman Commercial Property Solicitor at Boyes Turner LLP said: The first and most important aspect of securing an NQ position in my opinion is getting your CV up to scratch, so I attended several CV clinics and spent time getting this ready for applying to roles. I then changed my LinkedIn status to let recruiters know I was open to vacancies and started looking for a recruiter that could help with my search. Rosie Deller, Family Solicitor at Rayden Solicitors said: Firstly, I spoke with a previous trainee from my old firm about the NQ process and how to structure CVs. Getting advice from someone that has been through the process is very helpful. After this I redrafted my CV in-line with a precedent received from an NQ information evening. Once I knew my CV was good enough I started having initial conversations with a couple of recruiters – ones that specialised in the areas I wanted work. Laura Jeal, Chartered Legal Executive at Doyle Clayton Solicitors said: I started by updating my CV, to ensure it reflected the diverse range of skills I had gained as a trainee. I had a vague awareness of other firms in the local area but used the Legal 500 to give myself a general idea of the types of firms I wanted to aim for. I also kept an eye on the legal job sites for NQ vacancies and followed up with any recruiters who contacted me about NQ roles. How did you decide what area of law to qualify into? How soon did you know? Shehnaz said: Before I started my training contract I had an interest in property law but wasn’t sure whether to specialise in commercial or residential. During my training contract I had experience in both and enjoyed commercial property the most. That is why it is important to try and gain as much exposure as possible while training as it will really help make your final decision. Rosie said: During my training contract there were two main practice areas – property and family. Personally, I found property incredibly dry and boring, but family law very interesting. I spoke with a couple of family solicitors that I knew about the profession and what it is like once qualified and it only reconfirmed my decision that family law was the right area for me. Laura said: I’ve wanted to work in employment law ever since I started studying. I worked in a call centre before I began my studies and every email from HR had me questioning whether what they were doing was above board (I now know it was, for the record). Since working in an employment law environment, it has underlined its appeal to me, as it has the perfect mix between contentious and non-contentious work. If you could go back in time, what do you now know that you wish you had known at the start of the process? Shehnaz said: When I first started looking for an NQ role I instructed three recruitment agencies, which was completely unnecessary. I think the best approach is to have initial chats with various recruiters to get an understanding of what they have to offer and whether there is a connection between you and the recruiter, if you like them, then instruct them. I found some recruiters pushy and tried to pressure me to interview with firms which were (a) not in my desired specialism (b) not in my desired location. My advice would be to find a recruiter that has your best interests in mind and stick with them. I also started my search in my final seat, however I would suggest starting your search earlier. Rosie said: Do not panic. The market for NQ solicitors was stagnant when I first started looking, and everyone’s situation is very different, so don’t get down about it. For example, my friend had found a suitable role about six months before he was due to qualify, which was very lucky. I decided early on that I did not want to stay at the firm I was training at and the lack of opportunities when I first started looking did not fill me with much hope that I would be able to move roles. Also, do not accept too many approaches from recruiters on LinkedIn. At the start I accepted any recruiter that wanted to connect with me. Rather than simply just accept, I should have researched into them and the company to determine whether they would be the right fit to assist me. I probably wasted more time having initial conversations with other recruiters who were not right to assist me. Laura said: Be patient with your search! Firms aren’t always hiring, and your dream firm may be just around the corner if you’re willing to wait. What attracted you to the firm you are working at? Shehnaz said: Boyes Turner has an extremely strong reputation in Reading and a lot of people from my training firm had moved there, so it was clearly doing something right! It also has an impressive line-up of developer clients. Having now worked here for almost a year, I can certainly say it was the best move/decision I made. It is extremely friendly, transparent and everyone is very supportive. The Partners here are keen to support and develop your knowledge and train you up. Rosie said: Rayden Solicitors is a highly respected and well-ranked law firm. I spoke with several family solicitors in London and they had all mentioned how great Rayden Solicitors was and that I would be happy and be able to progress with them. I had two offers from two firms on the table and decided to take Rayden’s which was a slightly lower salary due to the reputation and career progression that they could offer. Laura said: There were several factors. Firstly, my previous boss and trainee supervisor both came from Doyle Clayton. I respected both as incredible lawyers and knew that was in part because of the training and support they had received at my firm. In addition, Doyle Clayton are ranked as a tier one firm for employment law for the region, which to me means their advice is valued, and they have a diverse range of clients. When I interviewed there, I felt immediately at home and knew it was where I wanted to work. Why did you decide to choose Sellick Partnership to assist you with the search? Shehnaz said: Faith was the first person to contact me on LinkedIn, before I even started looking for NQ positions. Many recruiters sent generic messages to me, however Faith clearly did her research and her initial message was personal to my experience and location. Faith is extremely diligent and hardworking. In comparison to other recruiters out there, she is one of the best recruiters I have come across. Interview prep and understanding the firm you will interview for, are some of the main concerns NQs have. Faith provided extensive guidance on these, so you feel confident when going into the interview. The NQ recruitment market is highly competitive, so you need a recruiter who is proactive and persevering, and Faith can certainly deliver that. Rosie said: After having an initial chat with you, you completely understood my position and the type of role that I wanted. Other recruiters that I spoke with didn’t really listen to the practice area of law and location that I wanted and continued to press me to consider other roles that weren’t suitable. The market after I first spoke to you was stagnant and there was not a lot of vacancies. Rather than send these to me to try and make me consider them in order to place me as quickly as possible, you waited for the right opportunities. Laura said: Faith and I were already connected, and she posted on LinkedIn to say she was keen to speak to NQs in all areas. I arranged a phone call with Faith and we discussed what I was looking for. I knew from the first call that this would be a useful relationship to have. Faith wasn’t just putting me forward for any old vacancy – she considered the type of firms I was looking at, and was able to talk knowledgeably about each firm, their ethos and way of working. I never received anything less than a personal service. No other recruiter could compare. Next steps If you are about to finish your training contract and are looking for an NQ position they get in touch, Faith would be delighted to work with you to find your perfect role, or for further advice you can check out Faith’s blog here. Alternatively, you can check out our latest live legal jobs here.
There are few industries where it is more important to stay on top of current trends than the IT and digital sectors. If you are looking for a new ICT or digital technology job, staying up-to-date on the latest developments in your industry will often be seen as an essential requirement by any prospective employer. In this regard, making sure you are following the right news sources and influencers on Twitter can make a significant difference. The business IT community on Twitter is a hugely active forum for news, analysis, industry insights and best practice commentary, and by tapping into these conversations, you will be able to gain vital awareness of the most important issues shaping the industry now and in the near future. As an expert in ICT & Digital Technology recruitment, Sellick Partnership’s principal consultant Adam Burgess has compiled a list of the essential Twitter accounts that we believe every professional in this field should be following. If you believe there are any accounts we have missed, get in touch and let us know! @ITPro - IT Pro is one of the UK’s top enterprise IT websites, positing regular news updates, insights and analysis from some of the industry’s top experts. They can be a great outlet for professionals who want to stay in the know. @ComputerWeekly - ComputerWeekly is another leading digital publication dedicated to sharing the latest headlines, thought leadership content and best practice from the IT profession. This is an invaluable source for updates from across the UK and around the world. @Computerworld - Computerworld UK from IDG offers the latest technology features, analysis and expert advice for IT professionals, including insightful roundtable discussions featuring top industry figures. @Computing_News - Computing is aimed specifically at UK technology decision-makers, combining market news and opinions on the latest key developments. Following a variety of news sources will ensure you are always kept informed. @sdtimes - SD Times provides news and analysis for software developers and development managers, giving you access to expert insights on the latest tools and methodologies being used by the sector. @cloud_comp_news - CloudTech is a digital publication focused on cloud computing news and trends, including headline developments and revealing research. By following, you can learn more about how best to take advantage of the power of the cloud. @thecybersechub - The Cyber Security Hub is one of the best sources of news on all things pertaining to information security. Follow them for updates on recent hacks, potential security threats and the newest protection methods. @TheHackersNews - The Hacker News is another trusted portal for news on hacking, cyber attacks, computer security and the measures businesses can take to stay safe. Follow them for insight into the latest trends and how they are shaping the world of IT. @UK_CIF - The UK’s Cloud Industry Forum (CIF) is an organisation dedicated to promoting transparency and security in cloud computing. They regularly share exclusive industry research, insights and opportunities for those in the sector to connect and share their knowledge. @GoogleCloud_UKI - As one of the world’s leading tech firms, it always pays to know what Google is up to. Following the official Google Cloud Twitter account will help you stay abreast of their latest updates and developments, as well as insights into how best to utilise Google’s cloud tools. @satyanadella - There are few more important figures in modern tech than Microsoft CEO Satya Nadella. His Twitter profile is a treasure trove of industry insight, important updates and vital conversations that are worth listening to. @NCSC - The UK’s National Cyber Security Centre is a government organisation providing advice and support on how to avoid computer security threats. Follow them to get the latest official guidance straight from the source. @cyber - For a more global perspective, follow the US Cybersecurity and Infrastructure Security Agency’s official news account. You can hear the latest news, updates and insights from one of the world’s biggest and most powerful national cybersecurity agencies. @kaspersky - As one of the top vendors of cybersecurity solutions for businesses and consumers, Kaspersky’s insights on this topic are invaluable. Follow them for regular analysis, alerts and warnings from one of the industry’s most trusted names. @briankrebs - Brian Krebs is an influential investigative journalist examining matters relating to digital security, privacy and cybercrime. Follow him for breaking news and incisive journalism exposing hacks and security flaws that may affect businesses at large. @TheManyHatsClub - The Many Hats Club is a fascinating information security-focused podcast that features insights and contributions from guests from all walks of life. The podcast is run by @CyberSecStu who is the Director of Cyber Security at ZeroDayLab. Follow them on Twitter for updates about their latest episodes. @SellickGroup - Finally, no list is complete without including our own Twitter profile. By following Sellick Partnership, you will be able to hear about the latest ICT and digital technology news, events and job listings. To learn more about how best to utilise social media to support your job search, take a look at our guide to establishing your online profile. You can also get in touch with a member of our specialist ICT and digital technology recruitment team to find out more about how we can assist you.
Choosing the right umbrella company can be confusing for contractors and they often ask us how they should decide who to go with. This is a completely personal choice, but we do always point them in the direction of our preferred supplier list, however these are not the only companies on the market. In this blog, Finance Director Mike Hoyle explains why we have a preferred supplier list, what the risks are when choosing an umbrella company and the key things all Finance & Accountancy, Legal, Housing & Property Services, Actuarial and HR contractors should consider when choosing an umbrella company to work with. Off Payroll Working From April 2021 both the Public and Private sectors will be treated equally when it comes to IR35 following the reform of the intermediaries legislation ‘Off Payroll Working’, Sellick Partnership have seen a number of new umbrella companies enter the market to win the business of contractors who are closing their personal service companies (PSCs). A lot of these companies are offering all kinds of headline benefits, including take home pay of up to 90%...As a business committed to our candidates, we would advise to take these companies with caution, and research thoroughly before choosing an umbrella company to work with. Sellick Partnership operate a preferred supplier list (PSL) of umbrella companies – these are Paystream, Parasol, Giant, Danbro and Workr Group. These five umbrella companies are on our preferred supplier list because our finance department have audited and performed the due diligence to ensure that they have the necessary financial strength, correct insurances in place, and that they are operating within HMRC regulations. Sellick Partnership requires the very highest standards when it comes to compliance – this is to protect both ourselves and our contractors. So, what are the risks with using any given umbrella company? The finance risks when choosing your umbrella company With low barriers to enter the umbrella market, providers can appear and disappear overnight, taking contractor’s wages with them. Sellick Partnership will undertake a rigorous 3 year review of the umbrella company to ensure financial stability. The tax compliance risks when choosing your umbrella company This is very simple, 90 percent take home pay sounds too good to be true and… it is. The average take home pay under a tax compliant umbrella model is 65 percent to 70 percent, anything higher and it is highly likely there is either some tax evasion or at least some very risky tax avoidance going on. There should not be a difference in your take-home pay between umbrella providers, as they all need to make the same necessary deductions of Income Tax, Employer’s NI and Employee’s NI. HMRC are currently very focused on the temporary labour market, they believe (with some justification) that there has been large scale abuse of opportunities to reduce tax. Previously they have issued spotlight publications on disguised remuneration, Managed Service Company (MSC), loan and job board schemes. It is clear that HMRC are keen to clean up this area of contractor tax compliance. If contractors are caught using schemes such as these, there is firstly the professional risk and then secondly, it is likely the contractor will end up paying more tax than they would have done in the first place – for instance the tax, fines and interest accrued over the given time period. As noted above, some providers offering high net pay retention models will choose to simply close the company promoting these high risk models and disappear if there is a tax issue, leaving the individuals to deal with the fallout. It should be noted that an investigation could come several years later and could cost the contractor tens of thousands of pounds. Further evidence of the government’s attitude towards these schemes is shown with the introduction of the Criminal Finances Act 2017 which came into effect in September 2017. This legislation means that if an agency knowingly allows the use of high risk tax schemes, then they can be found criminally liable. The Insurance risks when choosing your umbrella company Umbrella companies offer insurance to contractors as part of the package. Contractors need to ensure they have the appropriate insurance cover for their role, both in terms of the type of work and the level of cover. For instance, if you are a Chartered Accountant, then the umbrella company must evidence that they are insured to a minimum of £5,000,000 for finance professionals. Sellick Partnership require a minimum of £5,000,000 professional indemnity insurance from umbrella companies as that is what our clients require, without it, it is not possible to use the umbrella company. Please note that the level of this PI requirement may vary based on your individual role and therefore you should always check this cover with your umbrella provider. The advantages of choosing an umbrella company on our preferred supplier list First and foremost it negates the risk mentioned above, but in addition to this: You are covered with sufficient insurances: all umbrella companies on our PSL cover your Professional Indemnity to £5,000,000, Public Liability to £5,000,000 and Employers Liability to £5,000,000 You have peace of mind that your umbrella company is working within HMRC rules and regulations You are getting the best benefits, these include: private healthcare, personal accident cover and discount shopping schemes. Choosing the right umbrella company will save you time and reduce administration Sellick Partnership have close working relationships with Paystream, Parasol, Giant, Danbro and Workr Group that enables us to reduce the weekly admin for our contractors, for instance; We will chase the umbrella company to accept the agency contracts We request weekly invoices so contractors do not need to complete two timesheets Some of our providers offer an earlier weekly payment In emergency situations we can arrange advances free of charge. You can find our preferred supplier here. Hopefully the above can help you understand the risks and benefits associated with using an umbrella company; there is an overwhelming amount of information available online, and it can be difficult to filter through the different companies. Ultimately, Sellick Partnership is doing the best we can to ensure that our contractors, and us as an agency are not at any type of risk, whether that is financial, tax related or insurance risk. If you have any further questions on the use of umbrella companies or our PSL, please speak to your Sellick Partnership Recruitment Consultant. Alternatively you can find more information about being a contractor and umbrella companies here. Or, if you are up to speed and looking for your next opportunity, check out our latest jobs here.
International Women’s Day is a day that recognises the importance of diversity within all aspects of business. Here at Sellick Partnership we are proud to have a strong female workforce and an inclusive culture that promotes success, giving everyone the same opportunities, no matter their sex, age, sexual orientation or race/ethnicity. To celebrate this year, we asked our people what International Women’s Day means to them and their sector and why they think this day is just as important today as it was over 100 years ago! Jo Sellick — Managing Director As a business leader with a strong female workforce I feel it is important to recognise the importance of International Women’s Day and why it remains as important today as when it was first celebrated on February 28, 1909. Still today some women face barriers in their careers, and reports suggest that the gender gap is still rife within many industries. I believe the problem lies in the retention and promotion of female role models, or lack of in many cases, and as a result organisations are losing some of their best talent. If a female candidate or employee has the desire to progress and is committed to the work they do then there should be absolutely no reason for them to fall behind. If businesses work closely together to promote strong female role models I believe we could instil more women with the confidence to achieve their full potential and help reduce the gender gap once and for all across all industries and sectors. Kiran Purewal — Principal Consultant “Emmeline Pankhurst, Carol Ann Duffy, Elizabeth Gaskell, Caroline Aherne….Manchester, a city where women have done, and continue to do amazing and courageous things, it’s important to celebrate these and to inspire a new generation of women. One day we might not need to have a special day to highlight the achievements and importance of women in the workplace, home, life and society and there will be simply a celebration of ‘people’ and the value they bring. Until then, International Women’s day brings some balance and highlights the need for challenging gender bias inequality.” Anna Williamson — Head of Marketing and Communications Today I am proud to celebrate International Women’s Day and support this year’s theme #ChoosetoChallenge. This year, I choose to challenge gender inequality in leadership positions. Women should be able to have a family and a successful career and they should get the support they need to achieve this. Being a new mother myself, I know that the work/life balance can be really tricky, but I have the right support around me – both professionally and personally – to help me succeed. International Women’s Day is a celebration of all women and their achievements – however small or large they may be. It’s all about your contribution to society and how you are helping to pave the way to true gender equality. On Monday 8 March 2021, every single woman should celebrate and be proud of at least one thing they have achieved that is helping to shape future generations. So take a moment to celebrate being a mother, a leader, a business owner, a role model, or a wife this International Women’s Day and be proud of your achievements. Simon Briffa — Internal Talent & Wellbeing Manager "Today I am celebrating International Women’s Day with all my colleagues at Sellick Partnership. This year’s theme is #ChoosetoChallenge, which means celebrating women's achievements and together helping to create an inclusive world. At Sellick Partnership, we have a large female workforce and they are all doing incredibly well within our business. Here is my #ChoosetoChallenge picture to show my commitment to celebrating women’s achievements and challenging gender bias and inequality.” Laura Hayward — Associate Director Today we are celebrating International Women's Day to not only recognise how far we have come, but to also raise awareness of the gender inequality that still occurs. Last year it was reported that the average woman effectively works for free for the last two months of the year compared to the average man; this is something we need to continue to challenge until we see change. The statistics show that the amount of women in leadership roles has grown over the past few years which is great, but we still have a long way to go and businesses need to continue to create opportunities for women to progress. I am extremely proud to be a female leader, especially in such a successful, inclusive business which is predominantly female! We need to shout more about our successes and inspire young females to achieve their aspirations. Melissa Finch — Senior Marketing Executive “International Women's Day is an opportunity to reflect on how far women’s rights have come, however it also highlights issues that women still face. It’s a chance to remember women who have fought for gender equality and also to acknowledge the women and men who are still striving for change. It's a chance to celebrate the achievements and great work that women do every day in a variety of different professions. Today I choose to challenge and call out gender bias and inequality. From challenge comes change and together we can all work to create an inclusive world.” Hannah Cottam — Director International Women's Day is important on so many levels. Luckily, in the recruitment industry, we have an excellent representation of women, exemplified in our own business, where we have a 60% female population. But it’s not as true in many industries. It’s important that we talk about it, try to work on rebalancing boardrooms up and down this country, as well as support each other to achieve this important change. It needs to be discussed every day though not just on International Women’s Day, we will continue to flag this important issue. Nikki Kinsey — Director “Today is International Women’s Day, and this year the theme is #ChooseToChallenge. We must challenge and alter negative perceptions around gender equality and actively promote successful women, creating and showcasing opportunities for career growth. Last year the requirement for businesses to publish Gender Pay Gap reports was suspended due to the COVID-19 pandemic. Gender pay reporting is, however, back on the agenda for 2021 and we must urgently pay attention to the statistics and look to close the Gender Pay Gap once and for all. We must also strive to support women looking to achieve senior leadership roles by becoming more flexible, offering better maternity/paternity provisions, and promoting strong female role models that women can look up to. I am confident that if we do this and continue to encourage young women to reach their full potential we should be able to accomplish equality in leadership, and achieve gender balanced Boards within our lifetimes. Vice President Kamala Harris recently said “When we lift up women, we lift up families, we lift up communities and all of society benefits.” Daniella Pye — Senior Manager Today I am celebrating International Women’s Day. I want to challenge women to champion themselves as strong leaders in the workplace, to recognise how much value their voice can bring and to always strive for equality. Today I #ChoosetoChallenge for change, together we can all help create a gender-equal world
Are you interested in finding out what skills are in demand across the Finance & Accountancy sector? Senior Consultant Liam Cox spoke to one of his clients who told him what skills finance candidates should be concentrating on, and offered his insight into what hiring managers might be looking for in the future. It can be hard to build a successful career within any sector, not least a sector that is becoming increasingly caudate-led. As a result, candidates looking to secure a job within Finance & Accountancy need to set themselves apart. A good way of doing this is by ensuring they develop and showcase the key skills many hiring managers look for across the sector. Finance professionals that continually build on their skills and react to the market are always the most sought after, and generally do very well throughout their career. But what skills doe hiring managers within the sector look for? Senior Consultant Liam Cox spoke to one of his key clients to find out the skills he is looking for, how candidates can showcase their experience during the application process and also what skills he thinks will become increasingly important in the future. What are the key skills you usually look for in candidates joining your team? There are a number of things we would normally look for, especially in junior candidates joining our team. One of which is confidence and how they come across. This is becoming increasingly important because of the direction that the sector is taking. The Finance & Accountancy sector is moving towards more of a “business partnering”, so we look for candidates that have a higher commercial acumen that we did previously. Candidates that have excellent communication skills, and that are able to relay financial data to stakeholders at varying levels is also highly important. We also want to try and test their team fit; how they will operate in a close knit environment and if they’re willing to help others. This is especially important to us as we have a small team and everyone we employ needs to get stuck in and help where possible. We tend to do this by asking scenario questions throughout the interview process. Experience is also a bonus. It isn’t always essential depending on the role but we can teach them what they need if they demonstrate they’re flexible and willing to learn from us. How have the skills of Finance & Accountancy candidates developed in recent years? The main difference tends to be that candidates nowadays lack “qualification skills”. We tend to find that candidates have a broader, more varied skillset rather than specific knowledge that you would likely gain through qualifications. This can swing both ways, it can be a bonus for a role that is likely going to have a lot of variety as they will have generally already had some good exposure. However, the higher up the ladder you go can have a detrimental impact as senior candidates generally need to be qualified and have some specific, niche training and experience. Having said that, I do think that the personality of some new accountants has definitely developed over the years, which is great to see. I think there is a much greater focus on soft skills now than there was when I first started my career, which will stand people in good stead moving forward. What skills is your team/the industry lacking the most? I don’t think my team is lacking a huge amount of skills, as I tend to ensure I hire junior candidates that I can develop and ensure they learn the skills we need them to have. We assess their capabilities of picking things up quickly and how open they are to learning from the interview stage and generally try and hire candidates on that basis. In terms of the sector as a whole, the biggest shortfall is the lack of qualified accountants on the market. My peers across the industry often talk to me about the struggle they have finding qualified candidates that are the full package, and have the right mix of technical ability and soft skills that they need. When looking at a CV to shortlist a candidate, what are the main things you look for? I generally look at a CV and score each section out of four in-line with the person specification and job description. This gives me a really good understanding of if the person is right for us, and usually helps me come up with a strong shortlist of suitable candidates. In terms of specifics, experience is the main thing I tend to look for, but the level of experience varies depending on the role. I then look for someone that I feel has the right personality and will be the right cultural fit for our business. To decide this I usually look to see if they have added any extra-curricular activities to their CV as this can give you a different perspective and can make one candidate stand out over another. I also appreciate that some younger candidates may not have achieved as much at work, so it can be nice to see candidates mention why they are looking to move on and what they are looking for in a new role. Generally it tends to be for progression, but it’s good to see. Are you looking for some support on writing your CV? Check out our CV guide and downloadable CV template here. What would you ask a candidate at interview to find out if they have the relevant skills/experience for your business? We would try to see if they’d done any research on both us as an organisation and the sector before the interview. With the financial pressures within the Public Sector at the moment, we need to know that a candidate is sure this is the right move for them and that they show a willingness to join us. Also, if we’re going to be investing in their long-term future, we need to know they’ve made an effort to show us they want the role. The kind of questions we would ask to find this out are: What do you know about us as an organisation? What kind of pressures do you feel the sector is facing at the minute? Who would our clients or customers be apart from the obvious? We would also ask specific personality and scenario questions related to the skillset of the role. As I’ve said, team fit is a big part of what we try to operate so we would definitely be asking about how they would see themselves working in a team environment when the pressure is on. Still not feeling prepared for your next interview? Why not head over to our Candidate Resources page for interview advice and common interview questions to prepare. What do you think the future holds in terms of skillsets and candidates joining the market? I think we will continue to see a drop in the number fully qualified candidates on the market, which is why we are trying to put more emphasis on training people who show an interest in becoming qualified. The training and programmes we provide are really beneficial for all parties. Hiring finance professionals in this way also means that we get qualified accountants that know how we work. Candidates are also going to want to work for businesses that will invest in their future, something that has become synonymous with the sector. So although I think the number of qualified candidates may drop, I think the number of candidates that will want to pursue a career in the sector will continue to increase. Employers will therefore need to be able to show candidates what they can do to invest in their future in order to continue attracting the best talent on the market. Do you think you have the skills required to pursue a job opportunity within Finance & Accountancy? If so we would love to hear from you. Get in touch with our team today, or check out our latest live vacancies here. Alternately, you can find more advice, blogs and resources specifically written for Finance & Accountancy professionals on the insights section of our website.