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Tag: finance recruitment

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How to make your CV impactful in an ever more competitive job market

CV: The bastion of the job search, the document that opens the doors, but is it still relevant?

You see lots of missives on the death of the CV, turning experience into ever fancier documents, slides, decks etc etc. The answer; your CV is still extremely relevant and spending time on it is one of the most important things you will do in prepping for your job search.

How to think about your CV.

Format:

Your CV should first of all include all the necessary core information (see below for more details) followed by your experience (in chronological order) with the most focus on your most recent job, tapering off towards your earlier career. Your latest job is the most relevant to your next role, so put the most detail into that.

Length:

I’m a firm believer that all relevant experience should be on the document, meaning the traditional two-pager isn’t always achievable. However, if you taper the amount of detail as you get further back in your career then you will genuinely keep your CV to a sensible length.

Core information:

The basics – name, contact details (you’ll be surprised in the digital world how many people leave off a contact number), relevant educational stages (professional qualifications etc.) and a list of relevant IT systems used. After your experience, be sure to include a section on your interests - think about these and make them thoughtful.

Added extras – a summary (one sentence or a couple of bullet points, max) on your key skills gained during your career. These could be a brief mix of technical and softer skills. This shouldn’t replace specific job experience, but be more of a brief overview.

The main body: the job experience

In this section, it is important to think about your experience through a particular prism. What is your next employer looking for? A good analogy to use is; your CV is an answer to the questions set by the job description. The employer will have spent time putting together a job description - rightly or wrongly both the line manager and any third parties (internal talent teams, recruitment agencies etc.) will use this to judge you against the competition. The more your CV positively answers the job description, the more likely you are to get an interview.

Now ideally you would have the time to tweak your CV for every single application you make, but we are all aware that time is short so having a more focused generic CV is important. How do you achieve this?

  • Keywords – each job you are trying to obtain will have core keywords no matter which business it is with. These tend to be in the main “responsibilities” section of the job description. Use them in your CV where possible - it sounds like painting by numbers but remember not everyone that sees your CV will be an expert in your field. Some will be looking at your type of experience for the first time, so make it obvious! 
  • Responsibilities Vs Achievements – having read the first point, you may feel that a list of responsibilities is enough to get that interview. It isn’t. The responsibilities section will give the employer the confidence you can technically do the job. However, the achievements section will then give you the opportunity to expand on how you have used your skills to go above and beyond, thus making you stand out from other applicants. 

In summary: 

    • Responsibilities: short bullet points mirroring job description focus.
    • Achievements: longer bullet points expanding on your relevant skills.

Conclusion

Your CV is a marketing tool to enable you to meet the business you would like to work for. This means you have to objectively look at in this light. Putting yourself in the shoes of potential hiring managers will focus the mind on skills that stand out, not those that are too specific to your current or most recent role.

Above all else, enjoy the process, engage with it and ultimately be proud of what you have achieved to this point.

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Bradley Chilvers joins SRM to focus on part-qualified and transactional finance hires

Brad Chilvers

We’re delighted to welcome Bradley Chilvers to SRM Recruitment as a Senior Consultant in our finance recruitment division, focusing on part-qualified and transactional finance hires. Bradley tells us about the roles he’ll be working on, what prompted his move to SRM, and his advice for candidates and clients.

Tell us about yourself?

Travel is a big passion of mine. I was luckily enough to take some time off in 2023 to travel Thailand & Vietnam, if you haven’t been you have to go! Usually, I’ll be tucked into a juicy Netflix series or on the golf course, desperately trying to lower my abysmal handicap whilst strolling around wondering why I ever picked it up in the first place!

Tell us about your career to date?

I started my recruitment career in 2017, after a two-year apprenticeship in estate agency. Over the years, I have always had a focus on finance recruitment, ranging from qualified to PQ/transactional roles across the permanent and interim markets. I’m now positioned solely within the PQ & transactional market, diving myself into permanent and interim needs.

What prompted your move to SRM?

After working for a larger agency for many years, I felt like there was a better way to consult clients and candidates whilst having the autonomy to build out my desk as I see fit. SRM has ticked those boxes!

What was it that appealed to you about working for SRM?

SRM believe in being real consultants, not salespeople, which really resonated with my core values. I’m in a business that truly cares about the candidate journey and the client service – if we can’t directly help, we will be happy to give you some free advice. For my own development too, working with hands-on, passionate founders and directors will greatly help me improve my own career and help me grow as a professional.

Tell us about the roles you’ll be working on?

I’ll be working with PQ candidates for financial reporting, financial controls, payroll, and transactional teams across all sectors within the Northern Home Counties.

What do hiring managers and job seekers like about working with you?

My honest approach. If I cannot help you, I will tell you. I’m not too proud to pass your details onto one of my contacts if they are better positioned to assist with your job search! For my clients, no two are the same, I take time to build effect relationships with businesses to ensure I understand the company, position, and team-culture – making my clients hiring process as stress free as possible.

What’s your top piece of advice for hiring managers right now?

Your hiring process will set your company’s first impression with candidates. Communicate effectively during your hiring process and set expectations on timelines.

What’s your top piece of advice for candidates right now?

We operate within an ever-changing sector and automation is a common theme. Be adaptable and take the time to learn & develop your systems skills.

Get in touch:

Need help to hire or finding your next PQ/transactional finance role in the home counties? Contact Bradley on bradleychilvers@srmrecruitment.com or call +44 7398 766803. You can also connect with him on LinkedIn here

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Danny Savino joins SRM to focus on finance hires within the Northern Home Counties

We’re delighted to welcome Danny Savino to SRM Recruitment as a Regional Manager in our Finance recruitment division. Danny tells us about his career to date, what appealed to him about working for SRM, his remit in his new role and his advice for candidate and clients. 

Tell us about your career to date? 

In 1996, I embarked on an exciting path in the recruitment industry. Since then, I’ve been at the forefront, steering successful and dynamic recruitment teams across various domains. My leadership has spanned diverse areas, including sales & marketing, technology and business support. In the last 10 years, I’ve delved into the intricate world of accountancy & finance recruitment. 

What prompted your move to SRM?

The reason I joined SRM Recruitment is because I’ve been familiar with them for some time, and I appreciate their client-centric approach. They’ve cultivated an environment where individuals can truly become the best version of themselves.

What was it that appealed to you about working for SRM? 

Joining SRM was an easy decision for me. Right from the founders to the entire team, I felt an immediate sense of trust and alignment. Professionally, the chance to help enhance the service offered already to our clients in the home counties is a great opportunity.

Tell us about yourself? 

You’ll often find me at the gym, dedicated to my fitness routine. I’m committed to staying active, pushing my limits, and maintaining a healthy lifestyle. Whether it’s lifting weights, hitting the treadmill, or a few press ups, I thrive on the endorphin rush that exercise brings. As an avid Newcastle United fan, my weekends revolve around the beautiful game and on occasions attending St James Park or seeing them on their travels down south. 

What led you to specialise in finance roles? 

My journey into finance recruitment took an unexpected turn. Having worked across various sectors, a technology client of mine needed help rebuilding their finance team. This really sparked my interest and excitement in recruiting in this sector. From that moment, the rest became history, and I’ve been passionate about it ever since.

Tell us about your remit in your new role?

As a recruiter specialising in part-qualified (PQ) accountants, I’ve had the privilege of connecting talented individuals with exciting opportunities across various sectors. From financial accounting to management accounting, I’ve navigated the vibrant landscape of commerce and industry within the home counties. Whether it’s helping candidates take their next career step or assisting companies in finding the right fit, my passion lies in creating successful matches. 

What do hiring managers and job seekers like about working with you? 

Both my clients and job seekers appreciate working with me for several reasons. For clients, I provide tailored recruitment solutions, efficiently source top talent, maintain effective communication, and build long-term partnerships. Job seekers benefit from my guidance, advocacy, transparency, and focus on their career growth. 

What’s your top piece of advice for hiring managers right now? 

Clear and timely communication with candidates. Regular updates and feedback create a positive experience, even if it’s a rejection.

What’s your top piece of advice for candidates right now? 

Stay adaptable: the industry is evolving, so be open to learning new tools and technologies.

Get in touch:

Need help to hire or finding your next finance role in the home counties? Contact Danny on dannysavino@srmrecruitment.com or call +44 7375 409089. You can also connect with him on LinkedIn here

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The top ten reasons why you should work for SRM Recruitment

Richard Boyd
Richard Boyd, Director at SRM Recruitment, wanted to join an experienced recruitment team

Do you love recruitment but dislike the recruitment industry? We felt the same. That’s why we started SRM Recruitment. We felt the recruitment industry was increasingly focusing on process rather than consultancy.

At SRM you’ll have time for what really counts: your clients and candidates. If you love recruitment, rather than hands-on training of unqualified personnel, this is the business for you.

Because we don’t have KPIs, you’ll be the sort of person who thrives on taking ownership and opportunity.

It’s a grown-up business and we trust our consultants to recruit.

We also trust you to work in the way that suits you best.

It’s a real commitment to flexibility rather than a token paper policy.

“Joining an experienced team at SRM was key, especially working with a close-knit group of people who I knew viewed recruitment similarly to me – from a values, respect and way of working point of view.”

Richard Boyd, Director at SRM Recruitment

We are an established business with repeat clients and a strong foundation. That means we offer one of the best commission structures in the industry.

Transparency in the way we reward our consultants is critical. Each consultant can easily calculate what they will receive, there are no surprises.

In a team-based commission structure, you rarely get rewarded for YOUR success.

Clients say to us that they like our honesty and transparency, they trust us. They appreciate the advice we give, not solely our ability to deliver. Candidates say we are interested in them as people.

It’s a straightforward approach.

Get In Touch

If you’re looking to get back to real recruitment then we’d love to talk.

Connect with our co-founder and CEO Andrew Setchell on LinkedIn, call on +44 7495 483425 or drop him an email at andrewsetchell@srmrecruitment-com.stackstaging.com.

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Richard Boyd joins the SRM finance team

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How to find the best accountants, finance and tax professionals in today’s job market

Hiring manager conducting an interview with an accountant, finance or tax professional.

As UK job vacancies surged past one million in a new record, the KPMG and REC, UK Permanent Placements Index* signalled a rapid and accelerated rise in permanent staff appointments across the UK. Furthermore, the rate of growth was the steepest seen since data collection began nearly 24 years ago.

So how is this affecting the accounting, finance and tax jobs market? We talked to CEO and Co-founder of SRM Recruitment, Andrew Setchell, about how you can secure the best accounting, finance and tax talent for your team amidst growing demand for candidates. 

1. Be realistic 

The good news is that it’s definitely possible to find and hire good people right now but hiring managers need to acknowledge that their shortlist will be a lot shorter. Rather than five to six people to consider, be prepared for three to four and sometimes there may be just one to take to a final interview. That is the reality.

2. Be ready to pay more for your chosen finance candidates

Most finance and tax professionals were treated well during the pandemic and it’s not as easy to get them to consider a move, there are fewer push factors. As a result, supply has reduced, with demand rising and we are seeing salaries going up.

When candidates used to say “I’m looking for an uplift of 10%” there would be a conversation and a negotiation. Now hiring managers are saying “It’s fine, I understand”. Attitudes are changing and we’d advise you to be prepared to widen your salary range, rather than risk delays waiting for sign-off on budgets further down the line.

3. Your flexible work approach must go on the job specification 

The first question candidates used to ask when being approached about a new role was “What’s the package?”. Now it’s “What’s the working pattern for this role?”. To get the widest pool of candidates, you should specify your flexible working policy on the job specification.

Clients with no flexibility to offer will find it harder to recruit but it’s by no means impossible. Whilst the debate is still ongoing regarding where the home/office balance will finally settle, we can tell you that finance professionals definitely want some sort of flexibility. 

As an example, HSBC’s work from home Friday policy would have been unheard of a couple of years ago but these sorts of policies are becoming the norm. Some will go back to the office full time but it will be at least two years before we see a bigger shift.

Five days in the office is very much considered “traditional” but if that is the way your company runs, it’s not necessarily a problem. Just be aware that your shortlist will be a bit shorter. We’re here to help clients negotiate this job market and find the right people for your business. 

“Attitudes are changing and we’d advise you to be prepared to widen your salary range, rather than risk delays waiting for sign off on budgets further down the line.”

Andrew Setchell, CEO, SRM Recruitment

4. Speed up the interview process to secure accounting, finance and tax professionals

The interview process needs to be quick in this market. Once you’ve got CVs you need to get the hiring process finished within two weeks. We agree – it’s tempting to “just see someone else.” But after 30 years in finance recruitment, we can tell you there are no ‘magic unicorn’ candidates out there. What we do see time and again is businesses missing out on outstanding people who would have quickly transformed their finance or tax team.

5. Use an experienced finance and tax recruiter with a proper network

In candidate-driven markets, real recruitment comes into play. You need to talk to someone who has the connections to find the people who aren’t necessarily looking. Not only that, your recruiter needs the skills to clearly promote how your role fits with the candidate’s career. That comes from experience. Everyone at SRM really knows their market. 

6. Consider try before you buy

If your permanent hiring process is dragging, you should consider using a PAYE temp. This gives you the best chance to assess fit with your team. We have an established book of contract professionals ready and “on the bench” if you’re wanting greater flexibility.  

7. Be prepared for candidates turning down your role 

This is becoming more common in the accounting, finance and tax jobs market at the moment. Personally though, we’ve seen very few candidates turn down roles because their current company has counter offered a higher salary. An experienced recruiter knows how to vet their candidates properly and there should be no surprises. 

In short, move your hiring process along, be clear about your flexible working policy and be ready to broaden your salary range.

*The KPMG and REC, UK Report on Jobs is compiled by IHS Markit from responses to questionnaires sent to a panel of around 400 UK recruitment and employment consultancies.

Get In Touch

To discuss your hiring strategy or to get more insights on the recruitment market in your industry please give me, Andrew Setchell, a call on +44 7495 483425, email andrewsetchell@srmrecruitment-com.stackstaging.com or connect with me on LinkedIn.

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Read the most recent KPMG and REC UK Report on Jobs

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Why you need to hire accountants now

Andrew Setchell, co-founder of SRM, discusses the finance and accounting recruitment market post lockdown, why smart companies aren’t waiting to hire accountants and what you need to know when hiring.

Despite an almost 60% drop in vacancies in the three months to June 2020, advertised jobs have actually increased month on month during the summer. 

People are still getting jobs. Companies are still hiring. Of course, some sectors are still deeply affected but others are thriving. Businesses are adapting and quickly.

Talent focused organisations thrive 

The economic outlook for the UK appears alarming. But companies that buy into that gloom, rather than look for the opportunity will not survive. We saw that in the last two recessions in living memory. Companies who focused on their talent pipeline bounced back.

I’ve been recruiting for 24 years now and believe this recession will be deep but quick. Much more like 1992, where we saw a strong come back in 1994-1999 and less like 2008/9. During the financial crisis, bankers had less money to lend, but now cash isn’t the issue. 

Businesses need talented accountants and finance professionals more than ever

Without finance and accounting professionals, companies can’t forecast where the business will get to. It’s sheltered finance functions from the worst of the Covid fallout but there are still dangers ahead. Don’t stop making the business case for a strong finance function and the critical decision making information you require to positively impact the business. 

You’ll lose good people

Most finance teams are lean already and if you’ve had a resignation during Covid, or recruitment has been on hold, candidates are telling us that the impact and mental stress on them and their teams is considerable. Analyse the impact of not hiring.

I’ve spoken to two hiring managers this week who genuinely had no idea resignations were coming. It’s a growing issue with a dispersed workforce and one to be aware of. 

Good accountants and finance professionals don’t stay on the market long 

The perception is that it’s a hiring managers market. Yes, the volume of candidates has increased but highly skilled candidates are still in short supply. Some hiring managers are delaying decisions in the belief that there are plenty of good people but they will miss out as many organisations are upskilling now to take them through the next business cycle. 

We are seeing 300+ applications per vacancy and the challenge for hiring managers is sifting through that volume to find the right candidates. A word of warning, the proportion of applicable candidates for a role hasn’t risen in line with the growth in numbers, so beware.

Because you can still hire effectively

Hiring is happening and you can effectively hire people remotely. Candidates are often being hired without physically meeting anyone in the organisation and are settling well into their roles. And we’re adapting as we venture out of lockdown, for example, our clients and candidates have conducted interviews while walking in parks or socially distanced at outdoor cafes. 

What you need to know as a hiring manager and candidate

Packages, flexible working and the human element

Most candidates now want more flexible working – it’s the norm. Yet many people are missing the human interaction of the office, particularly the younger newly qualified accountants we’re talking to. So don’t forget that you’ll need to sell your digital and office work environment when hiring and think carefully about building community.

Packages aren’t changing. Not for good quality candidates. The price point is the same as February. 

Where to look if you’re a candidate – thriving sectors 

Tech companies from big to small are doing well. Gaming, gambling, media, e-commerce and some retail businesses from ebooks to biking are doing well. Pharma, biotech and construction companies are also hiring, despite the current trend away from offices. Many parts of financial services continue to thrive too. 

Leisure, hospitality and retail are obviously suffering and recruitment isn’t necessarily a priority. Having said that, I spoke to a major restaurant chain this week who are looking for a second in command for their finance team. So there are opportunities.

Advice for finance candidates looking for a job post covid-19 lockdown 

Remember that you are good and stay confident – talented people are always in demand. Look to one of the sectors above and target your search carefully. Don’t just apply for every role you see, your reputation is important.

Get in touch

If you’re looking to hire the very best talent in finance and accounting please do get in touch with me today. Or connect with me on LinkedIn. At SRM, we are real recruiters who actively headhunt the best talent, rather than rely on the same set of candidates from a database.

Andrew Setchell, CEO at SRM Recruitment
Andrew Setchell

Andrew Setchell is CEO of SRM Recruitment. He began his recruitment career in 1996 having previously spent 4 years with PWC as an Accountant. He has an extensive background sourcing for a multitude of businesses, partnerships and organisations across the finance and accounting market place.

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Hiring finance roles with SRM

John Wilson hiring finance roles

We join John Wilson, Finance Director at Morrison Utilities to learn how hiring finance roles through Luke Higgs saves his company time.

Tell us how long you have you worked with Luke and the roles he’s worked on?

I’ve known Luke for 10 years on and off and he’s recruited many different roles for me during that time. All the way from transactional finance people to management accountants and latterly a senior finance manager. I’ve lost count of the number of roles he’s placed for me.

Were any of the roles particularly challenging to fill?

He has filled some very niche roles, for instance, a Sub Contract Ledger Manager role that is quite specific to construction. In fact, the person he found for that role is still here five or six years later. 

What sets the candidates apart that he sends you? 

It’s always high calibre people that are sent through. Not just that, they are the right people for the job. He takes the time to figure out who is a good fit for our company and the culture.

Why do you partner with Luke? 

The key reason is that he’s taken the time to get to know me and the business. I’ve used other recruiters but all that’s happens is I get sent so many CVs. When I phone Luke he will come and see me and bring the best few CVs. It goes back to the fact that he knows what’s going on in the business. 

I appreciate his honesty and he will say if he doesn’t feel he has the right person. He’s also not afraid to just put one person forward either and I appreciate that. He understands how each role fits with the business. It saves me time, no one these days has time to interview six people.

Otherwise, we may as well as look for the candidates ourselves! 

“The one thing that stands out about Luke is the time he takes to understand you and the business. You can’t underestimate the time that saves. We know the CVs will be right, I’m not spending weeks interviewing and it puts us ahead of the game. ” 


John Wilson, FD, Morrison Utilities

Is there anything, in particular, you think that Luke does differently to other recruiters?

He listens. If we won’t have any new roles for 6 months he won’t constantly ring us, but if he gets a CV he will drop me a line and say this is a good person to bear in mind. Actually, he did that for the management accountant role and I dug out the CV further down the line. I know that if we get a CV it will be someone good and there will be a reason for it. 

Would you recommend his services to other Finance Directors?

Yes, for sure,  I know others FD’s who use him too so I have no qualms about recommending him to those hiring finance roles.