38 Collingwood Street, Collingwood Buildings, Newcastle upon Tyne, NE1 1JF
- Specialism: Finance & Accountancy
- Sector: Commerce & Industry
- Roles: Temporary
- Location: North East
Type a day in the life of sellick from Maz Williams
Northumberland, England | Permanent
£21000 - £23500 per annum
Sellick Partnership are working with a client based on the outskirts of Newcastle for an experienced Credit Controller to join their team on a permanent basis. The successful Credit Controller would be of a proven Credit Control background with a track record in reducing debt. Duties Contacting customers when payment is overdue Tracking overdue payments and conversations with customers Processing payments Producing and sending collection letters Initiating legal proceedings if debts have not been paid Bank reconciliations Producing customer statements Skills & Experience Excellent communication skills both written and verbal Previous Credit Control experience is essential Ability to keep calm under pressure Benefits Free onsite parking 22 days holiday plus 8 bank holidays A competitive salary of £21,000 - £23,000pa depending on experience Job Types: Full-time, Permanent Salary: £21,000.00 to £23,000.00 /year Sellick Partnership is a market-leading professional services recruitment specialist operating across the UK. Over the years we have built up an enviable relationship with employers and our expert team of consultants boast up-to-date market knowledge and a strong reputation making Sellick Partnership best placed to help you. Please note our advertisements use years' experience and salary levels purely as a guide. We are happy to consider applications from all candidates who are able to demonstrate the skills necessary to fulfil the role. If you do not hear from us within 48 hours please assume that your application has been unsuccessful on this occasion. For information on how your personal details may be used by Sellick Partnership, please review our data processing notice which can be found in the footer on our website.
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.
Students and newly qualified accountants often agree that securing a job after graduating/qualifying is a stressful and daunting experience and many have no idea where to begin. The UK jobs market is huge, and without proper advice, and a clear idea of what you are looking for finding the right role can be a long and extremely laborious process. Students, graduates and soon-to-be graduates can have the most difficult time as the market is generally flooded with talent. That is why I always recommend that students seek the advice of a recruitment consultant in the first instance, even if just to ask some questions around what to do and how to go about it. Here are the top reasons why I think students could benefit from working with a recruitment consultant to find their first role out of university. Recruitment consultants have a strong relationship with employers Recruitment consultants work closely with their clients which enables us to understand what skills and expertise they require to complement their team. Clients will trust that any candidate we put forward will be fully vetted and suitable for their requirements. Recruiters have access to roles that may not have been advertised on the traditional job boards Not all graduate schemes/jobs are advertised on your standard job boards. Many clients will leave it to their chosen recruitment firm/firms to search and advertise graduate vacancies as part of the agency package. If a consultant can create a strong shortlist from graduates they already have registered they may not need to advertise the role, limiting the number of graduate vacancies on the market. Recruiters can offer unrivalled CV and cover letter advice We know CV writing can be tough, certainly when you have limited work experience. Different clients like to see different things on CVs also, so it can be difficult to know what information to include. Recruitment consultants can advise you on your CV and ensure both your CV and cover letter are suitable for your chosen market. If you are interested in receiving our free Sellick Partnership Graduate CV Template and CV writing guide then please head to our Candidate Resources page or email firstname.lastname@example.org. This template is an excellent tool to utilise when compiling your CV. An experienced recruiter can give you specialist advice in your chosen sector Every recruitment consultant at Sellick Partnership is an expert in their market. Whether it be Finance & Accountancy, Legal, HR, Procurement, Change & Transformation, Actuarial or Housing & Property Services, we all have a wealth of knowledge that is beneficial to both clients and candidates. It is important for us to share this knowledge with graduates as their inexperience can mean they have little understanding of the market. Especially in modern times when markets are constantly changing, it is our responsibility to keep on top of it and share this with our candidates. Recruitment consultants can mentor you throughout the process and give you Interview coaching and guidance Many graduates will have experienced an interview situation, however graduate interviews are usually very different. There are many different ways employers like to do the interview processes and it’s usually down to personal presence. The most common type is face-to-face for graduates. As recruiters we aim to meet with all of the candidates we work with as part as the vetting procedure, so we can help you develop your interview presence before you meet with any employers. If you want further advice on preparing for your next interview, check out our interview advice and preparation on our Candidate Resources page or get in touch with me to receive a free copy of our complete interview guide. Recruiters can enhance your applications greatly Recruitment consultants have the power to enhance your CV by discussing your profile in detail with their client and answering any queries they may have. This can greatly enhance your chances of securing an interview, especially as the recruiter can elaborate on anything that may not have been included on the original document. This is especially crucial for graduates who may not have a wealth of experience. Recruiter can discuss key projects or modules with you, and relay this information to the client. This approach often means that I can secure graduates an interview where they may not have if the client had just received their CV with little explanation. A recruitment professional can find roles quickly The graduate recruitment market is hugely competitive, so acting fast is essential. A recruitment consultant will be able to constantly monitor the market and bring opportunities to your attention quickly, often meaning that your application is submitted very early on in the hiring process. This can greatly enhance your chances of securing a role, and can often mean that no opportunities are missed due to time constraints. Working with a recruiter can improve your references Graduates will have limited references to choose from, so the last thing you want is multiple businesses contacting them. A recruitment consultant will deal with all of your reference requests, meaning your references can concentrate of supplying one glowing reference rather than having multiple requests. Recruiters can negotiate on your behalf Securing your first role can be daunting, especially when it comes to negotiating your salary and package. A recruitment consultant will be able to do this on your behalf. Personally, I always have an honest conversation with any candidate and we make a joint decision on salary and any benefits they require. I can then use this information to negotiate with the client on their behalf, meaning that I can get the best deal possible. Using a recruitment agency is free Recruiters will not charge you a penny, so there really is no reason not to use one. I am always more than happy to speak with, offer advice and assist graduates with their job search, and will always do my best to help, even if they do not secure a role through me. Get in touch If you are looking for a graduate role within the Finance & Accountancy sector I would be delighted to help. please get in touch with be straight away for a confidential chat by emailing email@example.com or call me directly on 01332 542580. Alternatively, you view my latest roles here.
Generational issues and perceptions within the Wealth & Investment Management sector often mean that the move from Back Office into Front Office roles can seem unattainable for candidates. For a long time this move was seen to be almost impossible, however more recently some candidates have been able to make the move seem like a much more viable option for skilled candidates in this sector. That is not to say the move is easy – it is far from it. But anyone who truly has what it takes – the intellect, drive and perseverance – to thrive in a Front Office role should not dismiss their chances of securing their dream job. But what does it actually take to make the move into Front Office? I recently had the pleasure of speaking to James Charlton, who is the past President of the CISI Liverpool, Chester & North Wales branch who has successfully made the move and helped me get to the bottom of how it can be done. Candidates that thrive in Back Office will not necessarily make it in the Front Office. Generally, Back Office candidates are incredibly process driven and do the job very well, however to be successful in Front Office they need to have something extra. To be considered for a move to Front Office, candidates need to be able to show they are aware and understand what it means to be client facing, and go above and beyond to show that they have the relevant skills and know-how to deal with challenging situations. This is not to say that Back Office roles are not challenging. But I find that candidates that are likely to succeed in Front Office have something extra, a spark that makes them really stand out. For me, that is a candidate that has a full understanding of how the investment management life cycle works. Someone who is aware of the business outside of just their role, and also someone who is genuinely interested in the sector and shows it by keeping abreast of what is going on. It is also incredibly important for candidates to be ambitious, know where they want to end up and to be extremely committed throughout. The interview process alone will be challenging, and that, alongside studying can often impact life outside of work. Roles in the Front Office generally require a much greater commitment than Back Office roles. The role often requires candidates to work unsociable hours due to market openings and closings and travel to client sites, so candidates really need to be absolutely sure it is the route for them before applying. Finally, and possibly most importantly, candidates need to have a very open-mind. The Wealth & Investment Management sector is vast, and there are countless opportunities across many organisations to choose from. We regularly discuss options with candidates that they have never considered, so it is important to remain adaptable and open throughout the process. Our advice here would be for candidates to go into the process with a clear plan of what they want to achieve, and adapt that plan to suit the organisation or role that is best suited to them. Whatever the situation, the move into a Front Office role is not going to be easy, so candidates need to really want it if they are going to stand a chance of making it. Candidates need to be absolutely sure a Front Office role is what they really want, and commit to getting it in any way they can. It is this commitment, ambition and determination that sets Front Office candidates apart and ultimately helps them secure a role they will thrive in and love. If you are looking to make the move from Back Office to Front Office, or are looking for a role within Wealth & Investment Management please do not hesitate to give me a call on 0151 224 1480.