Accounts Assistant Job

Published
by
Mark
on March 2, 2010
in Career Advice in Accountancy
. 0 Comments
Organizations that have a central accounts team usually employ a number of accounts assistants. Their role is to provide administrative support to professionally qualified accountants. Some work within business teams, measuring and recording expenditure and keeping track of budgets.

 

Accounts Assistants should:
* be confident with numbers
* have strong computer skills
* have good communication skills
* be accurate and pay attention to detail
* be able to work to deadlines
* be discreet with confidential information.

 

Opportunities for accounts assistants exist in accounting practices, commercial and industrial organizations, local authorities, public services like healthcare trusts, and voluntary organizations. Many are self-employed providing bookkeeping services to smaller organizations.

No formal academic qualifications are required, although employers may ask for GCSE/S grades (A-C) in Maths and English. Professional accountancy qualifications are widely available, including NVQs/SVQs from Level 1 to Level 4. Some are recognized internationally.  Some posts may require experience of working in a finance office or working with spreadsheets.

Accounts Assistants may progress into an accounting technician role. There are several technician qualifications available, which may count towards a professional accountancy qualification or degree for those wanting to become a Chartered Accountant. Many become self-employed, setting up their own bookkeeping practice.

What does the role entail?

Accounts Assistants provide administrative support to businesses of all sizes in all industries, both in the public and private sectors. While many work in a central accounting department, some larger organizations place Accounts Assistants within specific business functions, such as marketing or sales, helping to measure expenditure and business budgets.

 

Accounts Assistants frequently specialize in one area, such as cashing up and banking, credit control, sales or purchase ledger, or payroll. Duties may include:
* keeping financial records of incoming and outgoing payments
* producing and analyzing figures for professional accountants or departmental managers, such as cash-flow statements
 *helping to prepare and audit accounts
 *raising purchase orders and processing payments
 *issuing and checking invoices, receipts and debit/credit notes
 *calculating wages and making up wage packets
 *completing VAT returns
 *checking and processing expenses claims from staff.

 

Their precise tasks are difficult to define, as duties vary depending on whether they work in a central team or an individual department. Generally, they ensure financial records are accurate and up to date, providing clerical assistance to accounting professionals.

What level of salary/benefits can I expect?

Please note that this is a guide only, rates of pay may vary.

 

Starting salaries are around £10,000 a year.
More experienced accounts assistants can earn between £12,000 and £18,000.
A senior accounts assistant can earn up to £22,000.

 

Career Progression:

There are many opportunities for accounts assistants to progress. One route is to study to become an accounting technician, where they may be responsible for several accounts assistants and a wider area of work. There are several technician qualifications, including those awarded by AAT, the Association of Chartered Certified Accountants (ACCA) and the Institute of Financial Accountants (IFA).

For individuals working towards further study, the UK chartered accountancy bodies and many universities recognize the AAT accounting qualification, and offer exemptions to AAT student members.

ACCA offers a qualification for accounting technicians, the ACCA Certified Accounting Technician (CAT) qualification, which is internationally recognized.

The IFA offers membership at Technician, Associate and Fellow levels. Exemptions from some of its examinations are granted to holders of certain qualifications including those of the IAB.

Further information can be found at:

ACCA Connect (The Association of Chartered Certified Accountants), 64 Finnieston Square, Glasgow G3 8DT. 0141 582 2000. Website: www.acca.org.uk

 

Accountancy Occupational Standards Group, 154 Clerkenwell Road, London EC1R 5AD. 020 7415 7507. Website: www.aosg.org.uk

 

Association of Accounting Technicians (AAT), 154 Clerkenwell Road, London EC1R 5AD. 020 7837 8600. Website: www.aat.co.uk

Institute of Financial Accountants (IFA), Burford House, 44 London Road, Sevenoaks, Kent TN13 1AS. 01732 458080. Website: www.ifa.org.uk

International Association of Book-Keepers (IAB), Burford House, 44 London Road, Sevenoaks, Kent TN13 1AS. 01732 467132. Website: www.iab.org.uk

OCR Training, Mill Wharf, Mill Street, Birmingham B6 4BU. 0121 628 2950. Website: www.ocr.org.uk.

Pitman Training. 0800 220454. Website: www.pitman-training.com

 

 

For all Accounts Junior Jobs Search here

Accounts Junior Assistant Job Career Profile

Published
by
Mark
on March 1, 2010
in Career Advice in Accountancy
. 0 Comments
Organizations that have a central accounts team usually employ a number of accounts assistants. Their role is to provide administrative support to professionally qualified accountants. Some work within business teams, measuring and recording expenditure and keeping track of budgets.

Accounts Assistants should:
* be confident with numbers
* have strong computer skills
* have good communication skills
* be accurate and pay attention to detail
* be able to work to deadlines
* be discreet with confidential information.

Opportunities for accounts assistants exist in accounting practices, commercial and industrial organizations, local authorities, public services like healthcare trusts, and voluntary organizations. Many are self-employed providing bookkeeping services to smaller organizations.

No formal academic qualifications are required, although employers may ask for GCSE/S grades (A-C) in Maths and English. Professional accountancy qualifications are widely available, including NVQs/SVQs from Level 1 to Level 4. Some are recognized internationally. Some posts may require experience of working in a finance office or working with spreadsheets.

Accounts Assistants may progress into an accounting technician role. There are several technician qualifications available, which may count towards a professional accountancy qualification or degree for those wanting to become a Chartered Accountant. Many become self-employed, setting up their own bookkeeping practice.

What does the role entail?

Accounts Assistants provide administrative support to businesses of all sizes in all industries, both in the public and private sectors. While many work in a central accounting department, some larger organizations place Accounts Assistants within specific business functions, such as marketing or sales, helping to measure expenditure and business budgets.

Accounts Assistants frequently specialize in one area, such as cashing up and banking, credit control, sales or purchase ledger, or payroll. Duties may include:
* keeping financial records of incoming and outgoing payments
* producing and analyzing figures for professional accountants or departmental managers, such as cash-flow statements
*helping to prepare and audit accounts
*raising purchase orders and processing payments
*issuing and checking invoices, receipts and debit/credit notes
*calculating wages and making up wage packets
*completing VAT returns
*checking and processing expenses claims from staff.

Their precise tasks are difficult to define, as duties vary depending on whether they work in a central team or an individual department. Generally, they ensure financial records are accurate and up to date, providing clerical assistance to accounting professionals.

What level of salary/benefits can I expect?

Please note that this is a guide only, rates of pay may vary.

Starting salaries are around £10,000 a year.
More experienced accounts assistants can earn between £12,000 and £18,000.
A senior accounts assistant can earn up to £22,000.

Career Progression:

There are many opportunities for accounts assistants to progress. One route is to study to become an accounting technician, where they may be responsible for several accounts assistants and a wider area of work. There are several technician qualifications, including those awarded by AAT, the Association of Chartered Certified Accountants (ACCA) and the Institute of Financial Accountants (IFA).

For individuals working towards further study, the UK chartered accountancy bodies and many universities recognize the AAT accounting qualification, and offer exemptions to AAT student members.

ACCA offers a qualification for accounting technicians, the ACCA Certified Accounting Technician (CAT) qualification, which is internationally recognized.

The IFA offers membership at Technician, Associate and Fellow levels. Exemptions from some of its examinations are granted to holders of certain qualifications including those of the IAB.

Further information can be found at:

ACCA Connect (The Association of Chartered Certified Accountants), 64 Finnieston Square, Glasgow G3 8DT. 0141 582 2000. Website: www.acca.org.uk

Accountancy Occupational Standards Group, 154 Clerkenwell Road, London EC1R 5AD. 020 7415 7507. Website: www.aosg.org.uk

Association of Accounting Technicians (AAT), 154 Clerkenwell Road, London EC1R 5AD. 020 7837 8600. Website: www.aat.co.uk

Institute of Financial Accountants (IFA), Burford House, 44 London Road, Sevenoaks, Kent TN13 1AS. 01732 458080. Website: www.ifa.org.uk

International Association of Book-Keepers (IAB), Burford House, 44 London Road, Sevenoaks, Kent TN13 1AS. 01732 467132. Website: www.iab.org.uk

OCR Training, Mill Wharf, Mill Street, Birmingham B6 4BU. 0121 628 2950. Website: www.ocr.org.uk.

Pitman Training. 0800 220454. Website: www.pitman-training.com

For all Accounts Junior Jobs Search here

Specific Location Search

A Career as a Credit Manager

Published
by
Mark
on January 19, 2010
in Career Advice in Accountancy
. 0 Comments

This section of the career advice blog details information that you might find useful if you are looking to secure employment or require further details regarding working as a Credit Manager, for the full article go here.
Finding Suitable Work as a Credit Manager
Working Duties Expected
Hours and Environment
Working Skills Required
Training Requirements
Salary Expectations
Trade Information
Other useful Credit Manager Work Information

Finding Suitable Work

This website features a volume of Job vacancies advertised on behalf of a number of different employers and specialist recruiters that post vacancies on a regular basis so you can start your search for work right here:-

Click here to View all the latest Credit Manager jobs online today
We feature many Credit Manager Jobs live online at this site and these posts are updated daily. Please book mark this page and return here on a regular basis or register with our site for Jobs by email so that you don’t miss out on the latest work opportunities.

Working Duties Expected

Credit managers control and protect the debts owed by customers to their businesses. They are employed by companies that sell goods or services, or by organisations such as banks, building societies, hire purchase companies, and credit card companies. There are two types of credit manager:

Commercial credit managers - involved with corporate customers
Consumer credit managers - involved with customers who are private individuals.
In large organisations, credit managers may manage a team of credit controllers who carry out much of the daily administrative work, leaving the decision making and tasks that require specialised knowledge to the credit manager. In smaller organisations, the credit manager is likely to undertake most of the work personally.
There are three main areas of work:

Risk assessment - involves gathering financial information on the customers creditworthiness, analysing the information, and deciding whether to offer credit to the customer.
Debt collection - may include visiting the customer and offering advice, setting up systems for repayment of the debt, or instigating legal action if recovery proves difficult.
Insolvency work - credit managers may be involved in insolvency proceedings, including meeting with other creditors, recovering goods, or arranging for a liquidator to wind up a company and sell off its assets.

Hours and Environment

A credit manager usually works 9am - 5.30pm, Monday to Friday. Longer hours may be necessary at certain times of the month or financial year. In some organisations there may be opportunities for part-time work.

The work is mainly office-based, but time may be spent out of the office, visiting customers, other organisations or attending court proceedings. Credit managers may have to spend short periods of time away from home on business, and there may be some travel overseas.

Skills and Interests

As a credit manager, you should:

have management experience, ideally in the financial sector
be business focused, with a good knowledge of the local economy
possess a high level of numeracy and IT skills
be able to work accurately
possess good interpersonal and communication skills
be methodical and organised
be able to motivate staff
possess highly developed analytical and investigative skills.

Entry

There are no set minimum entry requirements, but most employers will expect at least four GCSEs (A-C)/S grades (1-3).The normal route to becoming a credit manager is to start as a credit controller and progress into a management role. It may be possible to become a credit manager with experience in a related field such as banking.

A growing number of employers require applicants to have the professional qualifications of the Institute of Credit Management (ICM) as well as extensive experience.

Training

There are two qualifications offered by ICM:

Certificate in Credit Management - there are no formal entry qualifications to register as a student with ICM and study for this qualification. The course covers credit management, accounting, business law and business environment. Associate Membership of ICM is conferred on completion.

Diploma in Credit Management - the entry requirement for this qualification is the Certificate in Credit Management. It covers advanced credit management, practical credit management, credit management law, legal proceedings and insolvency. On successful completion of this course, Membership of ICM is awarded, and the designation MICM (Grad) may be used.

These qualifications can be studied at college part-time or by distance learning, and usually take two to three years each. ICM may grant exemptions from parts of these courses to those holding examination passes of equivalent or higher level qualifications in relevant subjects.

Alternatively,ICM membership is possible via a vocational route for those with at least five years’ credit management experience. This involves providing references and having experience assessed by ICM.

Graduate or vocational members with at least seven years’ senior management experience can apply for Fellowship of the ICM.

Credit managers must keep up to date with current financial legislation and procedures, and they may be required to attend courses to update professional skills. Export credit managers must keep abreast of international regulations and legislation.

Opportunities

There are good prospects in London and the south-east, where there are often more vacancies than applicants.

Promotion is usually to credit manager of a larger organisation or group of companies, or to more senior general management positions within the same organisation, such as senior financial manager or director.

There may be opportunities to work within accountancy firms specialising in insolvency work. There are opportunities for self-employment as consultants, advising businesses on credit systems.

Annual Income

Figures are intended as a guideline only.

New credit managers may expect to earn upwards of £12,000.
Managers with experience may earn between £16,000 and £25,000.
Senior credit managers may earn up to £45,000 a year.

Further information

Institute of Credit Management
The Water Mill
Station Road
South Luffenham
Oakham
Leicestershire
LE15 8NB
Tel: 01780 722900
www.icm.org.uk

Other Useful Credit Manager Work Information

We have a section available at this site on Credit Manager job interview tips that you may find of interest should you wish to brush up your skills in this area and we also have number of career articles that may also be of use to you from within our guides and documents section.

Credit Manager Search Locations

Click here for the full article

How To Take Control of your Job Interview

Published
by
Mark
on December 30, 2009
in Interview Advice
. 1 Comment

The following is based on a real conversation that actually took place. It’s a real life demonstration of how not to be when in an interview scenario. Obviously, names have been changed etc…

Joe Bloggs, a project manager with 10 years’ experience in telecommunications, was being interviewed for a job as Project Director with a large cellular communications company in London. He felt confident and prepared for his meeting with Dick

Tracey, Director of IT, who immediately asked some tough questions:

Dick: I read your CV and found your background impressive. What can you do for us?

Joe: I’ve recently been involved in a large-scale project aimed at linking our mainframes to a satellite telecommunications system over the Atlantic to improve teleconferencing capabilities with the United States.

Dick: I see. While that sounds interesting, I’m more concerned with your ability to handle multiple projects for us covering our domestic locations in Birmingham, Manchester, Poole and Edinburgh. Our project deadline is only two months from now.

Joe: That’s a pretty quick turnaround. I had no idea.

Dick: That’s my top priority. Think you can handle it?

Joe: Well, I think so. But I’ll need more information. Could you– (Dick interrupts)

Dick: If its resources you’re asking for, I’ve got to be honest with you. We’re running lean in our department. We had some deep budget cuts last year, and they’ve been carried over to this year. You’ll have to do more with less, I’m afraid.

Joe: I understand. Can I tell you about my experience with the build-outs of several data centres in Dublin not long ago?

Dick: How long ago?

Joe: Well, it was in spring 1992 and– (Dick interrupts)

Dick: Wow. That’s over 10 years ago. Technology has changed quite a bit since then, especially the way it affects how projects are managed. Were you the project leader?

Joe: Uh, no. I was part of a team of eight people and– (Dick interrupts)

Dick: (annoyed and very direct) Look, I have to be straight with you. I need a hands-on manager who can handle large projects and has cutting-edge knowledge and skills with very sophisticated state-of-the-art technology. I’m accountable for a specific number of deliverables during this year, and I need a strong self-starter. Do you have any questions?

Joe: Uh, no. Not right now.

Dick: OK, then. Thanks for coming in. I’ll be in touch.

 

Waiting for the lift, an unhappy Joe wished he could have talked about helping his boss achieve all of his objectives ahead of schedule or the special training he received on managing concurrent multi-level projects. But he couldn’t get this information out because Dick “managed the conversation.” Sometimes seemingly well qualified job applicants interview poorly because they don’t ask the right questions at the right time during the interview, questions that would relate their skills, knowledge and experience to the job and the manager’s needs. When Dick said he wanted someone to manage concurrent/multiple projects, Joe should have quickly asked, “Could you explain some of the important objectives and details of these projects?” or “Can you describe in detail the director’s role in this job?” Joe probably would have been better able to address Dick’s concerns and turn the interview into a discussion between peer colleagues.

This is referred to as the “inquiry approach” to interviewing. It helps applicants because they can immediately ask pertinent questions about the job, management’s expectations, company culture and the current strategic plan for the department, division or company. This information is critical because recruiters/employers want to learn during interviews whether you’ll be an asset to their organisations.

 

Be Ready to Ask

In an inquiry interview, you must be ready to ask questions at appropriate times during the interview. Prepare questions in advance that relate to general concerns about your career path and company finances, products, services and other business areas.

Ask questions as early in the interview as possible to find out about the company culture, communication protocols and ‘personality fit’ for the position. You also must be able to think of questions spontaneously. After an interviewer comments about job content, a manager’s goals, work environment, changes in leadership or other business issues, ask probing questions to get more information. You can also answer an awkward or tough question with a question of your own to deflect or redirect the interviewer.

By asking the right questions at the right time, you’ll get information that will help you give interviewers better answers and convince them you’re suitable for the job. It also helps you and the interviewer decide if you’re a good match.

 

Listen and Probe

From the start of an interview, listen carefully. If you need to, take notes, ask permission. Respond to the first question you’re asked, and then pose a relevant question to the interviewer. Listen carefully to the interviewer’s responses. Probe for more information about the response or ask another follow-up question. As appropriate throughout the interview, respond with statements that link your background and experience to the interviewer’s stated needs. In closing, ask the interviewer, “Is there anything else you’d like to cover?” By this time, you’ll have addressed topics and issues important to both of you and had a meaningful meeting.

 

Asking the Right Questions

Before the interview, prepare such questions about general business issues as:

What are your three most important strategic objectives for this year?

Describe the role I’d play in this position.

Is this a new position or would I replace someone?

Is there a career path for this position?

Can you outline the organisational structure in this department or division?

What are your company’s key competitive concerns?

Describe the corporate culture.

Why did you join this organisation?

Describe the company’s leadership.

Describe the ideal candidate for this position.

Here are examples of how you can use these questions in an interview.

For Handling Probing Interview Questions  click here

For Recovering From a Rough Start  Interview Questions click here

For all project accounting jobs click here

Asking The Right Questions

Published
by
Mark
on November 20, 2009
in Interview Advice
. 0 Comments

Typical Employer Questions

This week we talk about normal questioning, in my next blog I will cover comptency based questioning

Q: Tell me about yourself (Interviewer thinks: I want to hear you talk)

A: This is a conversation starter and is nearly always asked. Talk about your qualifications, career history and range of skills.  Particularly emphasise those skills that are most relevant to the position on offer.

Q: Describe your achievements to date: (What they want to know: Are you successful?)

A: Another common question, so be prepare beforehand.  Select an achievement that is career related.  Identify the skills you used in this situation and quantify the benefit.

Q: Has your career met your expectations? (What they want to know: Are you confident, happy, positive, ambitious?)

A: Answer must be a resounding ‘Yes’ however if you feel you are moving too slowly, then give reasons for this.  Qualify your answer.

Q: Tell me the most challenging situation you have faced recently and how you dealt with it? (What they want to know: Are you logical? Do you show initiative? What’s your definition of difficult?)

A: This is a trap question.  To avoid it select a difficult work situation that was not caused by you, the options available, how you selected the appropriate one and why and how you resolved it and what the outcome was.  Ensure that it is positive.

Q: What are your strengths? (Interviewer thinks: I hope you’re honest, what have you got that’s different? How can I use you in the team? What value will you add to the company?)

You are going to get asked this question, so there is no excuse for not being prepared.  Discus your main strengths.  List three or four ways they could benefit your employer.  Strengths to consider include technical proficiency, ability to learn quickly determination, positive attitude and your ability to relate to people and work as a team. Provide examples and be prepared to back them up.

Q: What are your major weaknesses? (Interviewer thinks: I hope you’re honest, what aren’t you interested in? What will you need help with? What’s your self-awareness like)

A: Don’t say ‘none’ - we all have some! There are two options available when asked such a question - use a professional weakness such as lack of experience on your part in an are that is not essential to the job on offer.  The second option is to describe a personal or professional weakness that could also be considered a strength and the steps that you have taken to combat this.

Q: What decisions do you find difficult to make? (What they want to know: Are you decisive? Do you have a human side?)

A: Your answer must not display weakness.  Focus on decisions that have to be made without sufficient information.  This will show your positive side.

Q: Why are you leaving your current employer?

A: Should be a straightforward answer - looking for more challenge, responsibility and experience. DO NOT be negative in your reasons for leaving, positive reasons are better.

Q: How do you deal with confrontation? (What they want to know: Are you strong? Can you admit you’re wrong?)

A: Again - this is a trap question.  Demonstrate that you’re willing to listen, implement changes where necessary, but you have the courage of your convictions and will be firm when necessary.

Show you have researched the firm’s position in the market, what the company’s strategy is, how long the particular department you are interviewing for has been around and what their corporate image is looking to project.

Other Likely Questions:

Industry/role:

  • What do you enjoy about the industry? Why do you want to work in this industry?
  • What kinds of people do you like working with?
  • How does your job fit into your department and company? (Gives an idea of level of responsibility)
  • What are you looking for in a company?
  • What changes in the workplace have caused you difficulty and why?
  • How do you feel about working long hours and/or weekends?
  • Which part of this role is least attractive to you?
  • How do you see this job developing your skills and experience?
  • Why do you want to work in this area of this company?
  • What qualifies you for this job?
  • Where do you see this job going?
  • Why do you think you would like this role?

Your skills:

  • How do you respond to working under pressure? Provide examples.
  • How have you coped when your work has been criticised? (Give an example including the outcome).
  • What is the worst situation you have faced outside work? (Give an example including the outcome).
  • How do you measure your own performance?
  • What motivates you?
  • Why do you think you would be good at this job?
  • What example can you give me of when you have been out of your depth?
  • What have you failed to achieve to date?
  • What can you bring to this organisation?
  • What area of your skills do you want to improve? (Try to relate this to the role on offer).

Dealing with other people:

  • What kind of people do you find difficult to work with? (Be extremely careful when answering this question).
  • Tell me about the last time you disagreed with your boss.  How did you resolve this?
  • Where have you been unable to get on with others? (Give an example and how you resolved/overcome the situation).
  • What are your preferred working conditions, working alone or in a group and why?
  • How do you think you are going to fit in here especially as this organisation is very different to your current employer? (You may not be able to answer until you have established what he/she perceives as the differences).

About you and the future:

  • Where do you see yourself in five years time?
  • Why should I give this position to you instead of the other people on the shortlist? (strengths).
  • waht reservations should i have about you as an employee? (weaknesses).
  • What do you do in your sparetime?
  • What will you do if you don’t get the job?

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Questions to employers

The interview is a two-way process.  As well as the employer interviewing you, you are also interviewing your prospective employer.  Remember, employers ask questions to get information out of you - but it is a two way process - make sure you tell them the information you want them to hear.  Prepare questions prior to the interview:

  • How has this position become vacant?
  • What will my role entail?
  • What will my daily routine involve?
  • How does my role fit into the structure of the overall department?
  • How will my performance be monitoried?
  • Who will i report to?
  • Who will report to me?
  • What are the opportunities for further training?
  • Where is your company going? Expansion plans?
  • Will this position involve travelling?
  • What is the objective of this organisation/department/team?
  • How does the culture of this team, this organisation compare to others?
  • What sort of person does well here?
  • How might I influence my own future in the company?
  • Which of my skills are required to do this job?
  • How will this role satisfy my drives for success/progresion/travel?
  • What is it about this department and organisation that you (the interviewer) enjoy?
  • What is the next step?

For further advice go to our без регистрации порно торрент видео сиськи порно Career Zone Section без фото порно регистрации смс at http://www.justaccountancyjobs.com/index.php

 

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UK Accounting Vacancies

Published
by
Mark
on November 5, 2009
in Uncategorized
. 0 Comments

UK accounting vacancies have taken a plunge in the past few months, and it doesn’t take a rocket scientist to work out why.

However, accountancy has not been hurt as hard as some other areas, such as sales and marketing. The latter two areas tend to be hardest and first as companies receive fewer orders. Whether that’s the right thing to happen or not is a question of corporate strategy. The good news for accountants is that we do have a strong influence on corporate strategy, and can demonstrate our ability to add value by cutting costs.

We are seeing some levelling off now in the recruitment industry. There are always jobs for good candidates, it’s just that it may take a little longer to get that next position than you were expecting.

search here for

 
accountancy jobs,  accountant jobs,  accounting jobs, jobs in accounting, financial accountant jobs, accountants jobs , accounting finance jobs,  account jobs,  jobs in accounting, finance & accounting jobs senior accountant jobs , accounting jobs uk,  chartered accountant jobs,  accounting and finance jobs  financial accountant jobs jobs for accountants , accounting job search ,accounting manager jobs  accountant jobs UK , jobs in accountancy секс русская ривьера

Opening French Windows into the UK Job Market

Published
by
Mark
on September 10, 2009
in Uncategorized
. 0 Comments

Sam Walpole writes: скачать мультики порно бесплатно

I was recently contacted with the following question - not an easy one to answer - let me know your thoughts.

“Hi, I am French and as you will see from my enclosed CV, I have a Master degree in Audit, Counsel and Management Control from ISG Paris (Business school) and at least three years of auditing experience, including interning as an accountant with the Congo office of Ernst & Young in Africa from where I have just returned. I did my studies in France and my work experience is with French GAAP In order to familiarise myself with the accounting system in UK, I am actually preparing an AAT Certificate in Accounting with Home Learning College.

While doing this training, I would like an accountancy job in a practice or any other position as accountant. But after 3 months of unfruitful job search, I wonder if there is something in particular that I should to get the accounts job I am looking for?”

You are in a difficult position as the economic situation has made the job market depressed for employees with UK experience, so it is even tougher for prospective employees to break into new markets or sectors. Consequently there is no easy option, however some possible ideas are volunteering to work for a period of time for free to in effect ‘buy’ your experience in the marketplace and hopefully if your performing well, the employer may take you on permanently. However, ensure there is an initial free time limit set rather than open ended. Other options are trying to break in via the temporary market or simply choosing a local target list of firms of accountants and either mailshot them - but through the post rather than e-mail - or better still actually deliver it in person and try to get a few minutes with the relevant partner or manager. Remember, every day, week and month worked in the UK will increase your marketability. Also, no matter what people tell you there will always be some opportunities and things are improving slowly - have a look at this recently featured article: http://www.justaccountancyjobs.com/  article

Why not do a search for senior audit jobs, junior audit jobs or internal audit jobs at www.justaccountancyjobs.com ?

Good Luck.

A Smile Costs Nothing… Doesn't It?

Published
by
Mark
on July 17, 2009
in Uncategorized
. 0 Comments

The old adage that ‘a smile costs nothing’ might be an understatement, according the the results of an annual survey by Simplyhealth. Indeed, it would seem that 51% of us believe that our career prospects are affected by the appearance of our teeth, smile and whether we have fresh breath. A further 24% of us believe that a good smile will be a boost to our career prospects.

A whopping 40% of us would have reservations about taking a colleague with bad teeth or breath to a client meeting, and 29% of us would be less likely to hire or promote someone with poor dental or oral standards. Just 23% said it would have no impact on their decisions.

So if you’re well-qualified, experienced, and have hit consistently hit a wall at the interview stage for your accountancy job, why not brush up on your dental hygiene? Mind you, with 13% of finance bosses restricting dental visits during working hours, could theirs be a crocodile smile?

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Older, Wiser… and Redundant?

Published
by
Mark
on May 30, 2009
in It shouldn't happen to an accountant
. 0 Comments

Sam Walpole writes

:

My last article was focused on newly-qualified accountants, most of whom are young. Apparently they are faring better than most segments in the recession. But what of us ‘oldies’?

A new survey from TAEN The Age and Employment Network suggests there are now 360,000 unemployed people over the age of 50 in the UK. The percentage of those saying they were made redundant has increased from 32% to 47% from October 2008 to May 2009. So we’re not just looking at an increase in the numbers of unemployed people over the age of 50, but an increase in the proportion of those who were made redundant. Apprently 72% see themselves as ‘too old’, compared with 63% prior to the economic turndown. A shameful 48% see themselves as ‘too experienced’.

Most shocking of all is that just 7% could say with certainty that they hadn’t experienced age discrimination in their search for work, whilst 55% said they had been the victim of age discrimination.

Whilst this survey was across the entire population, I can’t help feel that it would probably apply in Accountancy. I would have thought that the reasons older accountants would be discriminated against would be a perception that younger people would be willing to work longer hours, had more energy, or were more flexible in their thinking. Older people might be seen as more stuck in their ways, and less flexible. Oh, and surely you have to pay for all that experience, don’t you?

The reality is somewhat different. Experienced accountants are able to do much more difficult work unsupervised because they have more experienced. If they’re over 50 they might not have some of the demanding family commitments that a younger person would have. They might not be so expensive, because their mortgages are paid off and their children have flown the nest. Their flexibility might translate into flexible hours, or casual working, making them dirt-cheap compared to a full-time employee. And their wide range of experience means that their perceived lack of flexibility in thinking is probably due to the fact that they know what look like magic shortcuts can often be the road to ruin.

There is a tendency in the City to repeat the same mistakes once a generation, or less (banking crises come in cycles). Why? Because some young buck decides to fire all the grey-haired ‘inflexible thinkers’ because they think their putting a cap on ‘great new ideas’, like CDOs. Right now, I think we’re all paying for the consequences of ageism in our profession. It would have been much cheaper to listen to the grey-haired old codgers in the first place…

Applications for accounting technician jobs

Published
by
Mark
on May 27, 2009
in Ask the Expert
. 0 Comments

Applications for accounting technician jobs are as high as ever. Why? What makes it such an attractive career?

There are any number of reasons, but first and foremost, it’s probably because accountancy does offer a career with a formal structure - more so than other professions such as sales and marketing. There are incremental qualifications which are universally recognised and certify to a potential employer exactly what it is that you are capable of doing. At the higher echelons of qualification you require professional references which means that you are capable of performing to that level unsupervised. A diligent employee who is willing to spend some of their time studying is able to predict a career path with a reasonable degree of certainty. By contrast, a career in sales and marketing requires so-called ’soft skills’ which some people simply don’t possess, or may take time to hone. Furthermore, a large proportion of salary is dependent on performance. Whilst that may be good in a booming economy, in a recessionary environment it can be dire. Promotion is not always on performance, either - there is a degree of politicking which many may find uncomfortable. At any point in your career you might only have a few sales successes to point to, rather than any qualifications.

In short, school-leavers who start as accounting technicians are taking an apprenticeship. Now that this country is more a centre of finance than manufacture, the modern apprentice needs to be computer literate and numerate. Unlike sales, you will get a predictable salary and a steady flow of work. The long-standing Monty Python joke is that accountancy is boring. I would argue that that’s simply not true - you might find yourself involved in negotiating deals, carrying out due diligence on a transaction, or investigating fraud.

Talk to a careers advisor in the first instance about a career as an accounting technician. The Civil Service and many large private sector employers offer school-leavers starting positions. Prior to interview, talk with people in similar roles about what sorts of questions to expect, and make sure you’re mentally prepared for some aptitude tests involving verbal and numerical reasoning.

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