The market for newly qualified accountants is the busiest it has been in my five years working in recruitment and you will certainly have some good options available to you should you decide to leave practice. The first job you take outside of practice is an important decision to make, and it is a choice that you should put some serious thought and consideration in to.
What kind of job would I like to do?
As a newly qualified ACA accountant the experience will be attractive to a variety of different employers. Rather than just having the mind-set to take any job that is not external audit, decide what kind of jobyou would genuinely like to do. There is the option to move into financial accounting/financial reporting/financial analysis/internal audit etc. jobs. The first job you move into outside of practice may shape your career for the next 3-5 years. Given the amount of time you have spent studying, working long hours etc. in external audit, it is important that you move into a job type that you will genuinely enjoy and hopefully stay in for a number of years.
What kind of industry would I like to work in?
If you have spent 3-4 years working in audit you will have first-hand knowledge of companies in a variety of industries. Think about companies that you have audited that you would actually like to work for yourself and then target a job in a similar organisation. If you decide to continue your career in Dublin you are lucky in that there are a number of large employers in most industry sectors including Banking, Insurance, Funds and Multinationals. Even Irish owned SMEs and start-up companies are starting to hire again. It will be easier to secure a job in the industry sector that you audited but some companies will see that your skills are transferable and will offer you an opportunity to change sectors. Speak to your recruiter about which companies will give you this option.
Should I stay working in practice beyond my training contract?
Whilst a significant percentage of accountants working in audit will want to leave practice as soon as their training contract expires a lot will want to stay working in practice. This can be a good option for some candidates. You can progress to managerial level, manage larger teams and be exposed to more senior stakeholders in a variety of different companies. This will be advantageous to some candidates in the long term. However if you are not going to be exposed to anything new by staying on in your current role then it may be better to move on.
There is also the option to move to a different accountancy practice on completion of your training contract. Big 4/Top 7 audit firms are always looking to hire good auditor seniors. Changing accountancy practices may give you exposure to new clients and may give you an opportunity to audit clients in a different sector than you are used to. If you qualified in a Top 20 practice it may be a good idea to get a year experience in a Big 4 audit firm if the ultimate aim is to get a role in one of the big multinational/financial service organisations.
What is most important to you in a new job?
All candidates will have different motives for leaving practice. For some they will want to join an organisation big enough whereby they can constantly progress and develop over the next 5-10 years. Others will prefer to go into a role that will offer more variety and more of a mental challenge. For some newly qualified accountants after spending three years working 60 hours a week they will just want a job that will allow them to finish work every day at 5pm. Whatever your motivation, there will be different options available.
If using a recruiter be honest with them and this will result in you interviewing with the most appropriate companies for your skill set. Also speak to colleagues in years above you in practice who have left to join companies in industry as they will be able to give you first-hand information as to whate roles outside of practice really are like.
Get your CV updated
Until you interview your CV is the only document you have to describe your skills and experience. Despite all the resources available to candidates (CV templates, CV advice online etc.) some qualified accountants still cannot prepare good CVs. Your CV should do you justice and describe all relevant experience you have built up over your training contract. If you are unsure about CV layout or what to include then speak to a recruiter directly and they can help you with this process. In general your CV should be clear, concise, easy to read and very informative (facts and figures). If you have trained in audit list the different clients you have audited and describe their size (turnover, number of employees etc.) and industry sector. Recruiters see hundreds of CVs from Big 4 candidates every year and most CVs look very similar – what distinguishes one from the other is the different clients that you have worked on. Your audit clients will also be the first thing employers will look at when reviewing your application along with your educational record.
In certain cases your recruiter may get you to tailor your CV for an application to a specific role – this will significantly increase your chance of securing an interview.
Meet with a recruiter
Meeting with a recruiter in person will be much more beneficial that just having a phone call with them. At an initial meeting you can have an open and honest conversation around what kind of job you actually want. This should result in you only being put forward to jobs you would be genuinely interested in rather than being submitted to ten different jobs just because your skill set is desired by the client. Applying to jobs of no appeal to you is a waste of the recruiter’s and the client’s time and does not reflect well on you either. By meeting with the recruiter at the beginning of your job search you will also distinguish yourself from the other hundred candidates coming out of training contracts at the same time. A good recruiter will also be able to match you to a company environment that will suit your personality as well as your skill set.
Don’t wait for someone to approach you – be proactive and contact a recruitment consultant yourself. It is nice to be approached about a job and feel as though you are being headhunted for a specific role, however often the recruiters with the most jobs for you will not have the time to search through LinkedIn for hours to find suitable candidates. By registering your details with a good recruitment consultant you will ensure that you are kept aware of all suitable job opportunities that may arise. Even if you are not looking for a role immediately the best way to find out about good jobs is by having a relationship with the recruiter that will be speaking to these companies. Also, recruiters that have worked with companies for a number of years tend to be able to influence clients into meeting candidates that they have met and can personally recommend.
By applying to a job through an agency you should be able to gain a competitive advantage over applicants that apply directly. Your recruiter will be able to give you advice about the company, the work environment, the hiring manager and also be able to conduct interview preparation with you. They will also be able to keep you better informed of the timelines involved in the process and will be able to ensure the hiring manager makes a quick decision if you are interviewing with a couple of different companies.
What salary can I get?
Naturally the salary you attain in a new job is an important factor when making your decision about what company to join. Luckily as a qualified ACA accountant in Dublin you can expect to receive a good salary in the current market. Companies in different industries pay different various salaries so have a look at salary guides for an idea of what you may be eligible for. Sometimes companies will offer lower salaries at first but with a view to increasing your remuneration and benefits as you progress whereas other companies will offer a higher salary initially but will offer no salary increase or no room for career progression over the next three years. Be open minded regarding salary and listen to the advice of your recruitment consultant as well as from fellow colleagues, managers etc. The first job you take outside of practice is an important decision and taking a short term view in terms of salary expectations may not be the best move in the longer term. Also, in reality a couple of grand difference in salary is going to make little difference to your monthly take home pay.
Should I take a contract job?
A lot of candidates will only consider permanent jobs when looking to change. Whilst this is understandable in some circumstances (mortgage application etc.), ruling out contract roles can seriously limit your options. The majority of large multinational or financial services companies in Dublin tend to offer contract roles initially. In general these tend to be permanent in all but name and will be extended beyond the initial fixed term contract. Again your recruiter will be able to offer you advice around which companies will make you permanent and which ones won’t.
I plan on going travelling after my training contract ends
On completion of a training contract or within a year of qualifying, a large percentage of accountants will go abroad to travel or to work. Depending on your personal circumstances you may be better off staying in your current practice for six months before going away whereas in the majority of cases it may be good to try and get 6-12 months industry experience before going away as this will make your CV look more marketable when you decide to return to Ireland. Of course this is dependent on individual circumstance and jobs on offer.
If I fail my FAEs?
If you fail your exams you will still have a significant number of options available to you. The first thing you should consider is whether you plan on repeating your ACA exams the following year. If this is the case, the best option will likely be to stay working in practice as no company in industry will offer you the amount of study leave that you will get in practice. If you are unhappy in your role maybe consider joining another audit firm that will offer a new environment and new clients to work with.
A good option for a lot of candidates is to change to ACCA. This is still a prestigious qualification that will be hugely beneficial to you over the course of your career. You will be exempt from most exams and should be able to qualify within a year. The exam format is much friendlier to people in full time jobs than ACA exams are. The majority of accountants that train in industry will undertake ACCA exams rather than ACA ones. If you want to stay doing ACA maybe consider taking a contract role until next summer and then take a couple of months off to study for your FAEs once again.
You will still have lots of options available to you to move into industry. You have the same amount of work experience as those that are qualified and your skillset will still be in demand to employers. You may not command the same salary that qualified accountants can but you will still get a good package. You will also have a year’s experience in industry (rather than another twelve months in practice) and when you qualify next year you should be able to command the same salary as your work colleagues who pass the exams this year.
If you have any questions on your present position or are interested in roles that Sigmar has on offer please contact our team – email@example.com or call 01-4744600.
Posted by Recruitment Consultant, Sigmar on 4 December 2017
Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity
Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity
Sigmar Recruitment today reports a record high number of job placements over April, May, and June 2021. The number of placements during this period is higher than any other quarter in the recruitment company’s 20-year history. Current figures are up 6% on the previous record set in 2019 before the pandemic. As one of the largest recruiters in Ireland, Sigmar has offices across the country and is present in all professional sectors. The first half of the year saw strong, consistent growth with job placements breaking all records in the month of May, with June accounting for the second-highest month ever. Commenting on the rebound of the labour market, Sigmar founding Director, Robert Mac Giolla Phádraig says: “The jobs market in Ireland has never been stronger or more buoyant than it currently is. We’re seeing several macro trends converge all at once, which is creating significant churn in the market. Remote working has literally opened up a world of new opportunities no longer bound by location. This is coupled with a rising tide of consumer confidence, as many professionals find themselves in a stronger financial position than before the pandemic. “The last 18 months has asked big questions of us all, and the humdrum of lockdown has created a desire for change which is now resulting in unprecedented numbers of people moving jobs. Employee loyalty is increasingly under question, with remote work being less enjoyable, many workers are now committed to the experience of work over the employer, adding further to the current levels of churn.” IT accounted for one-third of all job placements throughout the quarter, followed in order by Financial Services, Sales & Marketing, Accountancy, Life Science & Manufacturing, Office Support, Public Sector, Construction, Professional Services. Business confidence has also grown steadily over the course of the year, as vaccination gathered momentum. The “low-touch economy” is booming is sectors such as e-commerce, digital, and logistics. Says Mac Giolla Phádraig: “The resurgence of permanent recruitment is somewhat unique to how we’ve rebounded from previous downturns, where we typically saw flexible work return quicker.” Although the vast majority of job placement in Q2 were understandably remote, Sigmar reports that the tide is beginning to change with the majority of employers now committing to hybrid work over the coming three months. Mac Giolla Phádraig advises: “As we now choose our workplaces, at a time when the power dynamic has shifted to the employee, employers need to ensure adequate work practices to reconnect the workforce with the workplace equitably. There is an inherent risk that new workforce inequities may emerge, such as “proximity bias”, where those closest to the centre of influence get greater recognition and therefore promotion opportunities as opposed to remote workers. When it comes to individual contribution the opposite could be argued that remote workers get the benefit of having less in-office distractions and their output is therefore greater.” Mac Giolla Phádraig likens remote work to long-distance relationships, which in many cases don’t work out. “We’ve gone from “living” with our employees in an office environment to long-distance relationships, which often sees commitment recede over time. The context of location also opens up new experiences and possibilities, which are now being explored on a scale never before seen.” He adds, “if we thought the war for talent was tough, just wait for the battle of attrition. It’s now emerging as the number one challenge for businesses across the globe.”
SURVEY: Just one third of Workers to Return to the Office Full-time Post-Covid
SURVEY: Just one third of Workers to Return to the Office Full-time Post-Covid
According to the Sigmar/AON Pulse Report on the future of work post-Covid, just 34% of workers will be returning to the office on a full-time basis once Covid restrictions are permanently lifted. 22% of employees are expected to work full-time remotely with the remaining 44% to work hybrid between home and the office. Of this hybrid cohort, 92% will spend three days or less in the office. The Sigmar/AON survey polled 253 companies in Ireland to get insight into the future of work practices post-Covid. Commenting on the findings Talent Summit founder and Sigmar chief commercial officer Robert Mac Giolla Phádraig says: “Recent speculation about the future of work has seen a division in thought between commentators and experts regarding the role the office will play in working practices post-Covid. With this poll, we have real insight into how employers are planning for the world of work once restrictions are lifted. The reality is that two thirds of Ireland’s workforce will see permanent changes in their work practices. That is a massive shift that affects the majority of us.” Remote Working to Spark a Global War for Talent The Sigmar/ AON survey finds that 22% of employees will work full-time remotely. Says Mac Giolla Phádraig: “Remote work is the emerging front of a world war for talent, being fought virtually and our remote workers the spoils of this war. “Ireland is globally recognised as an epicentre of highly skilled and educated workers, making this cohort of employees an attractive proposition for employers from around the world. “There is now global competition for local talent, requiring an arsenal of new methods and systems to compete, as it’s more about hearts and minds than before. “International competition of this cohort of workers will be fierce, effectively opening up a whole world in which 22% of our workforce can work.” The Future is Hybrid 44% of Ireland’s workforce will work hybrid between office and home. 92% will work three or less days in the office. The reality is that many of us will work hybrid between the office and home. Last year we were challenged by the forced dislocation of the workforce from the workplace. This year, however, we will choose how, by whom and where work gets done, which requires deep consideration as we re-architect work over the coming months. This is a critical moment in time for the next generation of work. Says Mac Giolla Phádraig: “ “According to this survey the future is hybrid.”
Talent Summit 2021
Talent Summit 2021
Talent Summit, Europe's largest HR and Leadership conference will take place on Wednesday 3rd March and will be broadcast LIVE from the Convention Centre Dublin to the World. Robert Mac Giolla Phadraig, Founder of Talent Summit and Laura Phelan, Director at Aon Human Capital Solutions sat down to preview this year's conference talking points. They discuss organisations' shift to human experience, agile work, the future of work and much more. Speakers at Talent Summit 2021 include: Dave Ulrich, Global HR Guru, Rensis Likert Professor, University of Michigan and Ted Talk Speaker Patty McCord, Workplace Innovator and former Chief Talent Officer for Netflix Robert Cabana, Director, Kennedy Space Centre and Former Astronaut, NASA Plus over 20 national and international experts from organisations such as Harvard University, AON, Dropbox, Zoom, Patagonia, HubSpot, N26 and many more. Find out more at www.talentsummit.ie Founded by Sigmar Recruitment, Talent Summit has grown to become one of the largest HR & Leadership conferences in Europe, showcasing the latest thinking on talent topics from around the world. Its mission is to share thought leadership on talent to build better workplaces and working lives in an increasingly complex world of work.
IT Jobs Market 2021
IT Jobs Market 2021
2020 was an interesting year for Ireland’s IT jobs market with the initial impact of Covid causing some companies to reassess their recruitment practices - either pausing or freezing completely. However, most sectors have bounced back since March and we even saw some companies take advantage of a less competitive market and increased their hiring plans. In 2021, we expect to see a release of this “pent-up demand” for candidates as businesses begin to move back towards BAU models. Digital Transformation Digital transformation projects that typically would have taken years to plan happened practically overnight or over a few weeks as COVID-19 restrictions forced companies to speed up their digital adaptions in what became an “adapt or die” environment. 2021 will see a further increase in demand for individuals with digital transformation experience as companies accelerate further the digitisation of their customer and supply chain interactions and of their internal operations. Companies who failed to innovate or tweak their processes to suit the demand of the market felt a larger impact than companies who remained agile and changed quickly depending on the market demands. Consumers have moved dramatically toward online channels during the pandemic, so companies are having to create digital or digitally enhanced offerings in response. Cybersecurity Unsurprisingly with the adoption of remote work and the planning for transition to the next “normal”, we have seen huge demand for infrastructure and security professionals which we foresee continuing in 2021. As organisations pivoted to work from home models, security engineers rushed to establish secure connections and prevent network threats that targeted remote workers. At the same time, with the surge in online shopping and e-commerce transactions, they had to bolster their organisation’s e-commerce platforms. 2021 will see organisations continue to increase their spend on cybersecurity as companies look to how they will operate in a post-pandemic world. With many organisations such as Google planning for a “Hybrid” work-from-home model, i.e. employees working a few days in the office and a few at home, network security will be a priority. MedTech, Life Sciences and Healthcare Given how health has never been more in focus than it has been in the past year, it is perhaps no surprise that there has been a huge demand for IT professionals in the wider health industry. MedTech and Life Sciences companies are continually developing new and innovative treatments and consequentially developing technologies to enable this. We have seen an increase in demand of more “hybrid roles” such as IT professionals with experience working specifically within class 1 medical devices fields. Biotech and digital transformation within gene cell therapy in particular is set to be a large growth area for 2021. Connected health is set to be a large growth area for 2021 also, as medical practices are forced to digitize and with telehealth being forecast to grow exponentially. Candidate-led Market Despite the initial dip in March 2020, the market very much remains candidate driven. Particularly now as candidates are no longer bound to jobs within commuting distance of the office. Regional talent pools have flourished as candidates who would have worked in major cities, now have the opportunity to work remotely meaning they can move to their preferred location and still do the same job on the same salary as before. Regional companies also benefited as they are now able to tap into larger talent pools due to remote working practices. Perhaps what has been most surprising about 2020, is that salaries have stayed relatively stable, but candidates have been seeking increases in their packages over base. With the increase in remote working opportunities, candidates are no longer distracted by “bells and whistles” (free food, ping pong tables etc.) and instead are more interested in actual projects, technologies being used and career growth and progression. Therefore, our advice to employers is consider how you are marketing your positions. Contractors We saw in our 2020 Q3 survey findings that many businesses looked to Contractors to fill gaps in their teams while coping with the uncertainty in the market due to COVID-19. From recent discussions with our clients this trend is likely to continue in 2021. We particularly foresee an increase in demand of contract roles for Frontend/Fullstack Developers, DevOps Engineers and Data Analysts. As a result of the increase in demand, contract rates have been on the rise. With many large and SME organisations reverting to remote work this has opened the market up to all areas of Ireland. A big trend is seeing Contractors based in the regions now being able to work for the large organisations in the cities and receive the same rates of those based in the cities. Therefore, rates in the regional areas of Ireland have increased due to the remote access of new roles in the industry. All-in-all, we are optimistic about the IT jobs market in 2021 with plentiful opportunities across digital transformation, cybersecurity, MedTech, pharma etc. The roll-out of the vaccine should increase confidence and create further opportunities as the year progresses. Download our IT Salary Guide Ireland 2021 (PDF)