Online career resources

What is a non-executive director? A non-executive director (NED) is a member of the board and is not involved in the daily operations or management of an organisation. Instead, their focus is on advising the CEO and management team whilst providing an independent perspective during the decision-making process. A non-executive director can come from a range of backgrounds and will typically require diverse experience at a senior level. There are some skills however that are essential when it comes to being an effective non-executive director. Examples of these skills are as follows: Independent mindset, objectivity and integrity. Diplomacy, tact, and negotiation skills. Commercial and business understanding and insight. High level interpersonal, communication and listening skills. Strategic thinking and analytical capabilities. Curiosity with the ability to challenge and seek clarity. Governance and regulatory knowledge. Obtaining a role on a board The market for non-executive directors can be quite competitive and it can be particularly challenging to land your first non-executive director role. Once you have secured your first board role and have developed relevant experience, subsequent appointments will become easier to obtain. For many non-executive directors their initial experience is gained on the board of a charity or not for profit organisation where they join in a voluntary capacity. This can also often take the form of joining the board of your local sports club or school and utilising this opportunity to build on your experience, which you can later leverage to secure a board role in other commercial or larger organisations. Importance of your network Board roles are very often secured through contacts, so an important part of the process of sourcing a board role and building your portfolio is to ensure that you have a strong network of contacts that you can tap into. In many instances a personal recommendation or introduction is the first step to successfully securing a board role. If you are planning to build a career as a non-executive director, it is essential that you start investing in your network as early as you can. Tailor your CV specifically to board roles As with all application processes it is important to have a CV ready to circulate should you be asked to apply for an opportunity or if you come across details of a role that you are interested in. It is advisable to have a tailored version of your CV that specifically highlights and showcases your experience and skills from the perspective of the requirements for a board role. In other words, your CV is specifically crafted and written with board roles in mind. Upskilling/staying up to date There is a strong onus on non-executive directors to remain up to date in their area of expertise, as well as from a governance, legal and regulatory perspective. This can be achieved through the exposure you gain or have gained within your own full-time role, attending courses and indeed by reading material available through a wide range of resources, many of which are available online. Find a mentor A mentor can be a valuable resource when it comes to getting advice and guidance either in relation to securing your first board role or indeed as you navigate the intricacies of the board room. Leveraging the skills, knowledge and experience of another professional who has extensive experience in this area can be hugely beneficial. Institute support The Careers Advisory and Recruitment team are available to provide guidance and advice. Email careers@charteredaccountants.ie to arrange a confidential consultation. Relevant links: https://www.charteredaccountants.ie/professional-development/Career-Development/Careers-Advisory https://www.charteredaccountants.ie/professional-development/Career-Development/Careers-Advisory/Mentoring https://www.charteredaccountants.ie/professional-development/cpd-courses-and-networking-events

When it comes to attracting and retaining top talent, we know that this can be challenging. To help with this, Chartered Accountants Ireland offers a wide range of trainee recruitment supports to Registered Training Organisations (RTOs). Trainee Recruitment Support As a Registered Training Organisation (RTO), we strive to offer you practical talent management supports to help, including: •            Free online listing for live training vacancies; •            Social media profiling and showcase opportunity; •            Promotion of the profession at 2nd and 3rd level; and •            A relationship team who can provide more tailored assistance. Summer marks the opening of our enrolment season in advance of the annual trainee intake each Autumn – this year the registration deadline for the 22/23 academic cycle is 12 September. There is a high level of engagement from quality candidates seeking to explore Chartered Accountancy training opportunities. The Institute engages with these prospective students through a variety of initiatives, including a series of Virtual Open Days, and dedicated social media channels. Should you wish to have your organisation profiled across our social media channels, please reach out to a Relationship Manager (contact information below). We have a ‘Training Vacancies’ webpage, where employers can create their vacancy listing directly. This listing is one of the most highly trafficked pages on our website and is a go-to reference point for prospective students. Simply upload your vacancies on the Institute website. If you experience any difficulties, please get in touch. Incentive Scheme In addition to the assistance outlined abvove, we are also able to support employers with a monetary offering. The 2022/23 Incentive Scheme is currently available which rewards RTO employers for taking on incremental Training Contract students over and above those recruited in 2021/22. This offering provides a credit of £900/€1,000 for each additional trainee recruited for the 2022/23 intake (up to a maximum of four additional trainees). Your organisation could benefit from up to a £3,600/€4,000 credit. Funds are limited and available strictly on a first-come-first-served basis. So, registering early is vital. Please do this by emailing incentive@charteredaccountants.ie, stating your organisation’s name, and the number of trainees you plan to recruit. Alternatively, you can liaise with your local Relationship Manager. Note: The credit will be applied to your account before the end of Q1 2023, after the trainee has enrolled and registered their Training Contract. Education fees are payable on invoice but the incentive credit, once applied, can be used on any further charges raised on your organisations account. Full incentive details are available on our website, along with a summary of employer supports available. We appreciate your ongoing support and very much value our relationship with you – we look forward to continuing to work together. Should you need assistance with outstanding recruitment or wish to discuss further the various offerings available (or indeed any other matters) please reach out to your region’s Relationship Manager – we would be pleased to engage and help. Relationship Management Team Chartered Accountants Ireland Robert Crosbie - Dublin & regions south of Dublin +353 86 0487899 / robert.crosbie@charteredaccountants.ie Sinead Fox-Hamilton FCA - Dublin & regions north of Dublin (inc NI) +44 7719 531 735 / sinead.fox-hamilton@charteredaccountants.ie

As a newly qualified Chartered Accountant, Paul Barron ACA was offered a position in Costa Rica. He packed his bags for Central America and now reflects on his experience - with some insights and advice for others in the same position. I trained as a Chartered Accountant with KPMG, qualifying in 2014. Shortly after finishing my training position, I took up a position with Fyffes (the banana people!) as an internal audit manager. This position involved travelling to the various Fyffes locations worldwide, performing controls testing as well as inquiring and then reporting back to the Board of Directors with my findings. After nine months in this role, I was offered a longer-term position as Financial Controller in Costa Rica. It seemed like a great opportunity to have a new experience and progress my career, so I went for it. I was nervous of course, but I spent three years in this role before returning to Head office in Dublin in March 2020.  Overall it was a great experience and I am very glad I did it, and here are my thoughts on the benefits and challenges of working abroad as a Chartered Accountant. Benefits and opportunities Excellent work opportunity – I managed a team of 12 people and was a central part of our operations in Central America. My willingness to relocate afforded me the chance to have a very stimulating and dynamic job which I don’t think I would have been considered for, at that stage of my career (1-year PQE), in companies of a similar size had I remained in Ireland. I got valuable management experience and really had to hit the ground running, which has stood to me since. Experience and exposure to interesting, varied work. I think I might have been exposed to some of these in a standard setting but going abroad to Costa Rica meant I was doing standard work in a non-standard (for me) environment like a large-scale farming operation or getting to see the tangible links between the finance team and the operation itself. During my three years in Costa Rica, I: got hands-on FC experience reviewing a large farming operation had the opportunity to manage a cross-cultural team was exposed to and given the opportunity to manage large capital projects interacted with most of the departments within the business and learned more about how they work Experience of a new culture and a new language Spanish was the language in the office and the operation, so I took classes and worked extremely hard on getting to a conversational level in my first six months working in Costa Rica. I like languages and have French in my primary and master’s degrees, so this was very enjoyable but also tiring and a big challenge I lived and worked in an area of the world about which I knew very little before relocating – it was enjoyable getting to know about a new culture, food, people and traditions and I’ll always have a nice connection with Costa Rica and  friends made along the way. Challenges The first nine months were exhausting with getting to grips with a new job that entailed a lot of responsibility; learning a new language; settling into a new home and trying to make new friends. I’d recommend a long holiday after about six months if you are considering relocating.  It takes some time to adjust to working within a cross-cultural team. I enjoyed the different outlook as time went on, but at times different approaches to tackling problems surprised and sometimes frustrated me. It was definitely a learning curve I was lucky that I had some Irish colleagues in the Costa Rican office. This certainly helped but integrating into a very different culture was tough and isolating at times and should be considered before relocating.  In summary Overall, I am really glad to have done it. I feel privileged to have been offered the opportunity to experience working in Costa Rica. Going to a different language, culture and climate all give rise to moments of culture shock and homesickness, but also moments of real enjoyment. You do need to be realistic about the pros and cons but also resilient and somewhat brave.  Having the comfort of my ACA qualification and Institute membership, my Irish colleagues in Costa Rica and my company support both there and at home all made the move much more accessible. I could have come up with as many reasons to not go as to go, so I have no regrets but am happy to be home! The experience in Costa Rica did definitely help me to establish and progress within my career and I know will continue to stand to me. I may still keep my eyes and ears open for other international opportunities. Institute supports I found the Career service very helpful throughout. I spoke with Karin Lanigan on average three or four times a year and still do on my career development. It has been extremely useful to help me plan my career and also have a sounding board when decisions have to be made. It is a great and unbiased service which has been a real help to me. In particular, it helped me plan my move home - which can be as challenging a transition as the initial move.

This article is part of a package of events and resources forming the Young Professionals careers week running 14-18 February 2022, kindly sponsored by PeopleSource. You can see all that is planned for the week here. Given the hard work and determination required to become a Chartered Accountant, it is gratifying and reassuring to know that your qualification truly is an international passport that will open up career opportunities for you right across the globe. This is evident from our member data that tells us that of our over 30,000 members just under 5,000 are based overseas in locations dotted all around the globe. Almost 70% are based in the UK, US and Australia with more based across Europe and others in Hong Kong, Malaysia and New Zealand. Chartered Accountants can end up in many interesting places.   Your qualification will open doors for you globally - International recognition  Chartered Accountants Ireland has established mutual recognition agreements with many other Chartered Accountancy bodies worldwide to support the global mobility of the qualification.  As a Chartered Accountant, you are also automatically members of Chartered Accountants Worldwide, Chartered Accountants Worldwide Network USA. Chartered Accountants Ireland is part of the Global Accounting Alliance.   Profile of our members working abroad From our member data it is evident that our members overseas are benefiting from the opportunities that their qualification has provided. We can see that they are working across a range of sectors and industries with over 70% working in business and a high proportion of members are in senior level roles.  We know from our engagement with members overseas that they are enjoying successful careers and making the most of the opportunities both professionally and personally. It is really interesting to see the diverse range of career paths they have followed and to hear about their lived experiences abroad. We constantly receive feedback from members telling us how much they like to hear about the career paths and experiences of other members, so we have started building a library of members profiles. Click here to learn more. Maybe your story can feature soon?  Leveraging the Chartered Network Chartered Accountants Ireland has a growing number of network groups globally and in recent years this network has seen a fourfold increase. For example, we now have active District societies and network groups in London, Europe, USA, Australia, UAE with the most recent groups being set up in Wellington, Switzerland and San Francisco. If you are planning to travel you can access a network of other Chartered Accountants in a wide range of locations.  See international networking in action: coffee roulette Australia has always had great appeal for Irish Chartered Accountants, and there is a thriving network there always eager to help newcomers to settle in. If you are considering the move “down under", you may be interested to see how these networks work in practice. The Australian society are hosting a coffee roulette on 24 February at 8am (Irish Time). The topic this time is "The Career Landscape in Australia” and you can join the conversation here. The format is an informal yet focused 30-minute chat over coffee. Barry Dempsey, CEO Chartered Accountants Ireland will join the chat on the day and would be delighted to meet you.  You can register for free for this event here. Benefits of the virtual world In recent years it has become easier than ever to source a role overseas. It is now even possible to secure a role before you travel thanks to the prevalence of virtual interviews. Employers are now much more open to making hiring decisions following a virtual interview. You can also gain access to a wide network of Chartered Accountants via our networks and LinkedIn before travelling. Through the virtual delivery of our CPD and diploma programmes you can keep up to date with your CPD requirements easily too. You can also subscribe to a regular newsletter specifically for members living overseas from us keeping you up to date on recent developments and upcoming events.   Supporting you at every stage of your career The Institute’s career development and recruitment team can help you to prepare in advance of seeking a role abroad. They will provide you with advice and guidance on the steps involved and can help with your CV and interview preparation. Through our mentor programme you will also be able to speak with other members living and working abroad.  The world is your oyster If you are interested in travelling and working overseas your qualification offers you the opportunity to do just that, whether it is a short term or indeed a long-term move. You have the potential to explore a world of opportunity and we will be here to support you as you do so.  Resources available:  Overseas Members News   Chartered Accountants Worldwide (CAW)  CAW Network USA   GAA  Career Development and Recruitment Service 

This article is part of a package of events and resources forming the Young Professionals careers week running 14-18 February 2022, kindly sponsored by PeopleSource. You can see all that is planned for the week here.   Off to a positive start  From a job market perspective, we are kicking off 2022 on a positive note. There have indeed been challenging times over the last two years as result of the global pandemic. When the pandemic surfaced in February/March 2020 there was an initial significant slowing down in the market for a few months which was followed by a gradual return of recruitment activity later in 2020. Then throughout 2021 the market bounced back, and we saw a considerable increase in the demand for talent.   All the indications now are that this bounce back is set to continue into 2022 and beyond as we appear to be moving out of the pandemic and the economy rebounds. Rachel Tubridy, MD of Finance recruitment firm PeopleSource, feels ‘2022 has had one of the busiest starts to a year in the last 10 years’, which means the good news is that as young professionals you will have a range of opportunities open to you.  The Institute Careers team has put together the following market information and insights to help you make the right career decisions and to ensure that you are fully aware of the developments and trends in the job market so you can maximise the opportunities and avoid any pitfalls.  Overall salary trends  Salary levels are on an upward trajectory which has been driven by demand for talent, a shortage of strong accounting and finance talent and higher costs of living and rising inflation. The Central Bank recently hiked its inflation forecast for 2022 to 4.5%.  This will obviously continue to have a knock-on impact on salaries. Many organisations are beginning to offer salary increases in the range of 5%, with some even offering between 10 and 20% to entice new talent into their organisations.  PeopleSource would caution here not to make a career move for money alone.  Company culture, role content, career progression and benefits should all be considered.       Benefits packages  In an effort to retain and recruit top talent organisations have been focussing on building out their benefits packages. This includes not only adding further benefits but also looking at ways in which they can be creative when doing so and putting more thought into what it is exactly that employees are looking for. This can range from more traditional benefits such as health insurance and pension contributions to Deliveroo vouchers and more flexible working arrangements.  Focus on career progression and development  Organisations have also now become much more attentive to the employee’s desire to progress, particularly those at an early stage of their career who wish to advance. This is good news for newly and recently qualified Chartered Accountants who are seeking to move their career forward. Employers are increasing their learning and development budgets and investing in leadership development programmes, coaching and mentoring as well as building out training to support the development and growth of new skills in technology, IT, data analytics, sustainability and health and well-being.  PeopleSouce said ‘employers understand candidates are not looking for a job for life, but they should aim to give and get the most out of their time with the company. Companies also hope one day you might even return, there has been an increase in ‘boomerang’ employees who have gone elsewhere, gained further experience and then returned.’   Hybrid and remote working  Unsurprisingly, the big topic of conversation between employers and employees at the moment relates to working from home and agreeing hybrid working arrangements. For many organisations this is still being worked through in response to the very dynamic public health situation. Over the coming weeks and months their approach will become clearer and may need to adapt to outside circumstances. However, the overall sense in the market currently is that the vast majority of organisations will land on a hybrid model where employees are typically in the office two or three days a week with the remainder of their time spent at home. PeopleSource mentions, it is worth noting many employers feel a ‘new starter’ with a company would benefit from more time in the office to begin with to learn the ropes and build relationships.  This can be tricky for candidates based a long way from the office, trying to find short-term accommodation.  The more flexible you are the more opportunities you will be able to avail of.  Naturally this goes for employers too, those who do not embrace a flexible approach will run the risk of losing talent to other organisations as employees seek to avail of this more flexible approach to the logistics of work.   Sectoral review  The sectors where we have observed growth include:  Practice, audit, tax, advisory, corporate finance  Pharmaceutical and healthcare  Technology and fintech  Financial services/Insurance  FMCG and transport  Energy  Sectors that have been challenged but are bouncing back already:  Hospitality, hotel and leisure  Retail  Travel  Practice   The practice market is experiencing significant growth and there is strong demand for talent in practices of all sizes, in cities, regionally and in Northern Ireland. There are opportunities to develop your experience across all areas of practice from audit, advisory, tax and other emerging areas too. There are attractive salary and benefits packages on offer combined with a focus on career development initiatives and progression. Similarly, many firms are embracing flexible working arrangements and work-life balance initiatives.   Industry and commerce  There has been a strong demand for Chartered Accountants at all levels across a wide range of sectors in the cities, regionally and in Northern Ireland.  However, where demand is strongest is at the recently qualified level, with members with up to five years post-qualification experience being most in demand. This has placed upward pressure on salary levels, and we have seen salaries increase as a result. Typically, increases have been in the region of 5%, however in some cases we have seen double digit increments.  Financial services and banking As a result of Brexit, we have seen and will continue to see growth in fund management, insurance and institutional banking. Similarly, the fund administration market has been resilient and is set to grow further in 2022. There has also been an increase in risk and compliance roles in this sector and this is likely to continue. We also anticipate new opportunities arising as a result of a focus on environmental, social and governance (ESG) initiatives.    International opportunities – Increased levels of mobility  With the lifting of travel restrictions across the globe we have already experienced new opportunities arising for young professionals. Organisations in the UK, US and Australia are seeking to recruit Chartered Accountants and are offering attractive packages for those willing to travel. The ACA qualification is well regarded and is your international travel passport. As the world continues to emerge from the pandemic, we can expect to see the pent-up demand to recruit leading to further excellent opportunities internationally and many Chartered Accountants will be looking to travel now that many countries are opening up again. Overall, we can expect greater levels of mobility across the profession.  Contract roles  There is a constant demand for Chartered Accountants who are interested in contract roles, and this is the case in practice, industry and financial services. A contract role can be beneficial if you are looking for a stopgap between roles or before or just after you travel. They are an excellent way to gain additional experience, potentially in a new area and can often lead to a more permanent role too. There are interesting contract roles available in the area of projects, business transformation as well as in more mainstream finance roles. These roles can often tend to attract a premium in terms of salary.  Some examples of the roles we have recruited for recently:  Financial accountant & Group Reporting Accountant   Financial Analyst & Finance Business Partner, Financial Planning and Analysis Accountant  Management Accountant & Commercial Accountant  Project Accountant/Systems Accountant  Internal Auditor and Internal Controls Accountant/Analyst, Risk Analyst  Client Accountant  Finance Manager and Financial Controller  Audit Senior and Audit Manager  Tax Senior and Tax Manager  Corporate Finance Executive/Manager  New and emerging areas to watch out for As you plan your career and consider how best to futureproof your progression, it is worth noting the emerging areas of opportunity. Currently these relate to data analytics, technology, cyber security, risk and internal controls, business partnering and of course, sustainability. New opportunities and roles are increasing in these areas and Chartered Accountants are ideally positioned to drive their careers forward as they continue to grow and evolve.  Outlook for the rest of the year The outlook for 2022 is positive and this projection is supported by recent economic projections for the economy. The likelihood is that recruiting and retaining talent will continue to be a challenge for organisations as the economy continues to rebound. When considering your next career move there are many factors to reflect on. Salary and benefits are obviously a significant part of that process, but you should also think about career progression and development opportunities, job satisfaction and fulfilment and work-life balance.   Thank you to PeopleSource for their support of Young Professionals Careers Week.

This article is part of a package of events and resources forming the Young Professionals careers week running 14-18 February 2022, kindly sponsored by PeopleSource. You can see all that is planned for the week here.   Organisations and individuals alike are increasingly recognising the value that comes from engaging with a mentor. According to Wikipedia ‘a mentor is someone who teaches or gives help and advice to a less experienced and often younger person’. In an organizational setting, a mentor influences the personal and professional growth of a mentee. In recent years there has been a growing recognition of mentoring and the positive impact it can have both from a personal and professional development perspective, including how engaging with a mentor or indeed being a mentor can help to enhance your career success. Many organisations have developed their own mentor programmes to support the development of their talent, and in a market where talent attraction and retention are a major focus for employers, this approach makes sense and as you will see, has proven successful and had tangible benefits.  The benefits of mentoring  The benefits of mentoring are extensive both for the mentor and mentee. A snapshot of those benefits include:  Benefits for the mentee  Access to an independent sounding-board and feedback who understands you or your situation  Improved confidence and clarity in relation to identifying goals and how to achieve them  Feeling supported and more motivated to achieve goals  The opportunity to gain new perspectives, ideas and insights  The platform to develop relationship management skills and build on your network  Benefits for the mentor  Potential to develop your listening skills and encourage you to provide constructive feedback  The opportunity to give back to your organisation and profession and to develop talent   Provides a sense of fulfilment and purpose and can be motivational  Obtain new perspectives and insights from the mentee   Developments in mentoring  Group mentoring  Group mentoring is where mentors and mentees meet in a group, rather than in pairs. It has become more widely used in recent years as it can be an effective way in which to scale the benefits of mentoring. Not only that, the group dynamic can help to accelerate the sharing of insights, guidance, advice and ultimately the learning obtained. Group mentoring can provide enhanced exposure to various levels of expertise and knowledge as each mentee brings and shares their own skills and lived experiences with the group. Another important benefit of group mentoring is the potential to widen and deepen your professional network. The move to the virtual world in recent years has certainly accelerated the growth in group mentor programmes, many of which are being run by international organisations, representative bodies, networking groups and employers.  Reverse mentoring  In a rapidly changing workplace reverse mentoring has also proven to be beneficial. The concept behind reverse mentoring is that younger members of the workforce act as mentors to their more senior colleagues and provide insights into such areas as technology, the future of work, engaging with and being relevant to younger generations. This approach has proven to be beneficial to organisations as they seek to be relevant to and connect with the younger generations. It can also assist in terms of developing strategies and initiatives to recruit and retaining younger talent. As with all mentoring, reverse mentoring can be beneficial for both the mentor and mentee. In this instance it provides the mentee with valuable insights from a younger generation and the mentor also benefits as the experience can boost their confidence and help them to feel they are influencing key decisions both for the mentee personally and for the organisation. Reverse mentoring can also prove beneficial when it comes to raising awareness and the understanding relating to diversity and inclusion topics and other contemporary issues. For example, it can help to improve senior leadership’s understanding of minority issues, including LGBTQ+ and ethnic minorities.  Positive feedback from the Institute mentor programme  The Institute offers a Career Mentor Programme to all members, which provides access to over 150 experienced Chartered Accountants with a diverse range of experience across a wide cross section of industry sectors both in Ireland and overseas.  From our interactions with members who have availed of the Institute Career Mentor Programme, we have seen first-hand the benefits of mentoring. The feedback from mentees consistently speaks to such benefits as having the opportunity to gain an independent perspective, clarity in relation to career goals and the support, confidence and motivation to maximise their potential. One member explained that ‘it helped me to get clarity in relation to my career goals and what I need to do to achieve these goals’.   Institute Career Mentor Programme  The Institute operates a Career Mentor Programme with a database of over 150 mentors in Ireland and overseas. The mentors have vast experience across a wide cross section of industries, sectors, disciplines and locations. They have agreed to make themselves available to other Chartered Accountants to provide guidance and support as they develop their career.  To avail of a mentor or to volunteer as a mentor  The Career Mentor Programme is available to all members as part of a wider range of careers supports. Likewise, if you would like to volunteer as a mentor, contact us via email to our careers team. For more information click about mentoring, click here. Resources available  Link to a webinar on mentoring  Mentoring article 

Dave Riordan ACA, Recruitment Specialist & Career Coach, Chartered Accountants Ireland Careers Team, writes: Recruitment into practices, large and small, is a challenge in the current climate. We know this. So what can we do to make our recruitment processes easier and more effective? Here are some tips that I deem essential to attracting and onboarding suitable additions to your team: The senior management team should incorporate into their Practice Strategy some core objectives and KPI’s on the firm’s candidate attraction (and retention) approach. This needs to be a permanent fixture in quarterly management meetings for the firm and constantly updated. Conduct one comprehensive, all encompassing, interview that allows you make a quick decision about the candidate – no second interview needed. This way you have a time advantage and first mover advantage versus competing practices. As well as traditional jobs boards, use social media channels to get the word out LinkedIn, Instagram, Facebook, Twitter etc. Align your message across each and post simultaneously to each platform for full reach to your audience on the same day. Develop your Practice Brand as an employer of choice in the practice-sphere. This will mean differentiating your firm to increase attractiveness. Train your own – take the longer term view and hire trainees to grow them in your culture. Hire Part-time/ flexible workers – the world is shifting towards the ‘gig-economy’ mindset, so why not employ FCAs who are seeking part-time roles? This way, you can benefit from the vast experience they can bring to the role, and they benefit too as they can balance their role with wider family needs. Many members are now very focused on work-life balance and, even if they are nearing retirement, they could be in a position to contribute some of their best years to your firm. Many FCA’s with 30 years+ experience would be delighted to contribute a wealth of experience to a role in practice for a few days a week, and it doesn’t necessarily need to be at a senior level. Flexible core hours or work to facilitate school drops and pickups are another obvious element in this. Consider ‘Returners’ (members who have been off work travelling or developing home life for a few years). They may often be a ‘little’ flexible on salary to get a foot back on the ladder that then enables them to restart their career. Returners not only have a wealth of experience to bring to a role, but they also have maturity and life experience that can be hugely beneficial. If it’s hard to find the Audit and Tax people you are seeking, why not start to build a branded presence on LinkedIn. Raise the profile of your firm so that ACA’s are aware of it and how good your practice is to work for from an early stage in their career. This will ensure you tap into a pool of passive candidates and attract interest over a period of time. Offer different elements in your remuneration package: e.g. gym membership, social Fridays each month, pension, commission structure, phone paid etc. Often a well run internal candidate-referral reward scheme can be a highly effective way of incentivising current employees to bring in ACA’s that they feel would be a fit for your firm. Done well, this can extend your reach into the market for candidates significantly and also help maintain a consistent culture. Use a highly regarded recruitment agency. Partnering with an agency closely can be very advantageous in the market if you do it right! Some tips on this: Meet the consultant you are working with; Have a regular scheduled update call (e.g. weekly); Accept speculative CVs from the agent; Be flexible on the fee rate. If you get an exceptional candidate they can be worth it and remember it’s contingency based, so no fee is applicable if the process is incomplete; Keep updating the agent about the news in your firm; Offer to work exclusively with the recruitment firm, but ask what steps they will go through to find/headhunt the right candidate for you; Make sure you have created an excellent job spec and offer to assist with the advert text; Recruiter fees can appear high on the face of it, but a good recruiter can allow you get on with the day job of billing clients while they streamline the candidate selection process saving you time and money; Make the partnership a positive one where you share background (but always confidential) information with the recruiter, ensuring you are on the same page & wavelength regarding the person and role; If you trust your recruiter to know what you are looking for and he/she recommends a candidate that does not look like an obvious fit on paper, give the recruiter the benefit and trust their judgement and meet them. I would also be generally open minded on applications. For example, if a candidate is not a right fit for your current active role, consider whether they might be suited to your firm in a different role where they will add value, or perhaps consider them as a short-term contract addition to the team if that could alleviate a work backlog for you. Candidates in the practice market in 2021/22 are savvy and have built shortlists of their preferred employers that match their career pathway. You need to be on their shortlists as an employer of choice. As an interviewer, be clear and well-practiced in the selling points and differentiators of your firm and communicate them warmly during the meeting. Refine your interview techniques and get honest feedback on them to ensure the interview experience for the candidate is a positive professional reflection of the organisation. As an additional guide I can highly recommend a Chartered Accountants publication by Mary E Collins – “Recruiting Talented People”if you are looking for additional detail. I always recommend looking for opportunities each quarter/year to stay close to the Institute, and so partnering with the Careers Team in Chartered Accountants Ireland for your recruitment needs is a good idea to ensure you are attuned to the market, and first in line for ACA candidates who prefer to tentatively explore a practice career move with the confidentiality and assurance of their own Institute. If you would like to speak to the Chartered Accountants Ireland Careers Team, please email us at careers@charteredaccountants.ie.  

As a Newly Qualifying ACA it is essential that you upgrade your personal profile on LinkedIn and ensure its reflective of the next steps you want to see in your Career Pathway. (www.charteredaccountants.ie/Career-Pathway) Your LinkedIn profile is regarded as your Business Card or an appendix to your CV nowadays. It is also highly reflective of your ‘Personal Brand’ and therefore needs constant maintenance. Here are a few tips that might be useful as you tackle this mini project in the months ahead : Invest in a professional photo – Its your ‘online handshake’ – make sure it is good. Get familiar with the ‘My Account’ settings to safeguard your privacy and public interactivity. Highlight your qualification – Make sure your ACA membership is prominent. Showcase your key achievements – This is your value-add / Selling points for a prospective employer. Use “keywords” in your text to position yourself and that reflect what you are looking for in a next career step. Join groups – Get interactive / Comment, Like – you can join circa 40 groups. Follow companies in a sector you are keen on monitoring. Follow your top 10 favourites. Share and post – Keep your daily feed active and you will be more visible to your community. Use it for Interview preparation by scrutinising companies and also key team members’ and interviewer profiles. Use it as a research tool to understand a sector of interest better - Monitor industry updates and posts Set up your Job alerts using filters The “Learning section” has presentations webinars and mini courses that may interest you. Win friends and influence by ‘Endorsing’ people or writing a ‘Recommendation’ for them. Pay Monthly for a premium account – costs vary from €60 upwards but often initial period free and may be worth a short term job search period – It offers you an InMail facility to email most people. Update your skills in the Skills section for extra visibility and prominence. Publish an article you wrote and tag it to your account to enhance your brand. Ensure you Complete your profile and get it to to 100% level. View the profiles of alumni predecessors from your training firm and the logical career moves they made. Have a look at the Interview preparation section in LI Post infographs or pictures to make your updates look more interesting/professional LinkedIn has a ‘FIND NEARBY’ facility that relates to events. Use #HASHTAGSlike #charteredaccountantsireland or #ACA to get your updates more noticed Make sure your phone number and email are visible in your details if you are ‘overtly job hunting and available’ Add your LI profile link to your CV! Networking - Ask your 1st connections for intro’s to 2nd Connections they are linked to that are of interest to you. Get mobile – Get the app & use it on your phone. If you want to understand any of these points in greater detail and how they work to benefit your brand, profile and job search just get in touch with Dave Riordan (ACA) Recruitment Specialist & Career Coach | Careers Team – Chartered Accountants Ireland Phone: +353 1 637 7251 | Mobile: +353 87 9674285                       

As we enter the second half of 2021 and with Covid-19 seemingly coming under control in Ireland, you might consider revisiting your original plans to travel and work abroad as a newly qualifying ACA.  Here are some tips and thoughts to help you plan the adventure:  Select your location carefully: how did it perform in the lockdown? Is it likely to suffer economically in the year ahead? What are the local trends in that market? Start your research and reading early. Connect and speak with ACAs in that location about their experience in the last year. One thing is certain…no matter what location you are going to no one has a crystal ball and change in circumstance is very possible whether you are in Abu Dhabi, Toronto or Melbourne. So bear in mind your plan B for a return home should it be needed Get your jabs, boosters, vaccines in time and know what is involved with these Do some remote interviews via zoom with Recruiters in the location to get a feel for things If the Institute has a presence there connect with it and get key contacts from us in Chartered Accountants Ireland Link in with members abroad in that city Do you know someone there that you can live with initially while you find accommodation? Follow your target companies in that city on LinkedIn and create a top 20 target hitlist of organisations you want to work for there Start your travel project now, plan ahead and allow plenty of time to assess accommodation and cost of living Assess the market for ACA’s getting short term contracts versus permanent roles as a series of contracts is likely to be your initial six or nine months Speak to your peers in Ireland about your plans and get their advice Are there new locations emerging globally or are Toronto, Sydney, London, NYC and Dubai still the main locations? Are there exciting new sectors and companies emerging and booming in these locations that are amenable to taking on Irish ACAs on contract. Construction? Nursing homes? Healthcare? Technology? Green sector etc. If sponsorship by a company is required make sure you have the correct admin detail on hand such as copies of your college results and your ACA qualification Check out the local tax and typical salary market rates - it may not be all about the base salary in some locations and the overall package may be the key, so find out what is typical in terms of benefits and bonuses in the region Is there an Irish community you can link in with - is there a group on LinkedIn, social scene / network to tap in to such as the GAA or other sporting organisations? Be aware of local laws such as alcohol and clothing if you are going to the Middle east for example How to stay on top of your CPD? Logging in remotely to the Chartered Accountants website is a good idea and no matter how far away you are you can still stay very close to your CA home as a newly qualified ACA and meet your CPD requirements via our online learning options Why not have a quick google of the demographics for where you are going – is it an ageing city or a young city? Will the move support your past-times or help you try new ones?

Nenagh transition year (TY) student, Hayley Clancy, was today presented with her prize for winning the Chartered Accountants Ireland Boot Camp Challenge 2021. Hayley is a student at St Mary’s Secondary School in Nenagh and entered the competition as a solo student of the accounting programme for senior cycle students.  The challenge is a business simulation exercise, and it is the culmination of the Boot Camp programme, an online accounting programme for senior cycle students. Entrants take on the role of CEO of their own fictitious company which is faced with a major crisis scenario. They are tasked with applying problem solving and critical thinking skills to develop a solution to overcome the challenge.   Boot Camp can be taken by full class groups or solo students, either independently or with teacher guidance. It can be taken as an introduction to accounting in TY or as revision in 5th and 6th year. Hayley entered as a solo student, with support and encouragement of her teacher Donal Linehan.  Commenting on Hayley’s submission, programme creator Brian Feighan said  “Hayley's submission succinctly identified the nub of the problem. She conducted market research in support of her business case and prepared cash flow forecasts based on two scenarios. Both forecasts were accurately prepared and supported by well-reasoned assumptions. Her proposed solution, which involved some difficult leadership decisions, was both innovative and realistic. We would like to congratulate Hayley and St Mary's Nenagh on her achievement.”  Commenting, President of Chartered Accountants Ireland Paul Henry said  “As president of Chartered Accountants Ireland, I am always happy to see the Chartered Accountants of the future displaying their creativity, hard work and motivation. These really encapsulate the values of the profession, and I’d like to warmly congratulate Hayley on her well-deserved win. Boot Camp is a great way for aspiring businesspeople to engage with accounting at school, and we’re delighted to see the programme grow.”  Commenting on Hayley’s win, her teacher Donal Linehan said  “The authenticity of the Chartered Accountants Ireland simulated business challenge adds a new and innovative dimension to problem solving…all good stories need a hero and, in this instance, one with a rescue plan. That hero is Hayley Clancy and her magnificent achievement.”   Accounting is growing in popularity as a Leaving Certificate subject choice, with nearly one in seven students now choosing it in Senior Cycle. There are currently over 1,800 students enrolled in Boot Camp in over 30 schools in 20 counties. Through the programme, students get an introduction to the world of business and financial decision-making processes. They cover strategy, risk, critical thinking, decision-making and hear real life insights from senior business leaders, accountants and finance professionals through podcast interviews.   Boot Camp is currently open for enrolment. To find out more visit: https://chartered-bootcamp.teachable.com/   ENDS  

Many newly qualified Chartered Accountants can find themselves in a situation where their first move out of practice into an industry role is not what they expected. It may be that the role has been oversold to them and doesn't measure up or perhaps they don't have the support needed or the culture of the organization is not the best fit.  Whatever the reason it can be a daunting situation but here are the key points to consider if you are in your first year in your new job post-qualification and feeling dissatisfied with the situation: Don't fret: everyone is allowed a mistake or two in their career path, particularly early on In five or 10 years (which comes around very quickly!) this will be insignificant on your CV Ask yourself: can the situation be rescued or changed (?) - can you speak to HR about the situation or perhaps is an internal move an option? Level with your boss: Communication is good. If the role is not what you had expected talk it through and see if there is a way of mutually fixing the problem. This shows maturity and confidence If you are still in your probationary period you will only have to give a week or two notice but be mindful of leaving your employer in the lurch. Be polite, courteous and professional when handing in your notice and outline your reasons. The world is a small place and paths cross again more frequently than you would think. Leave on good terms.  Don’t burn bridges. Remember, future hirers may ask specifically for a reference from this employer Offer to do an exit interview if mutually beneficial Pull the plaster quickly: If the role is not working for you and not adding anything to your career trajectory then don't stay in a role that you're not enjoying. Take the decision, make the break and make it quick At least now you know what you don’t like and what doesn't work for you! File it away and move on with positive intent We all need to make mistakes in order to learn. The next time you will vet an opportunity more vociferously and perhaps ask better questions at the interview about the role, the team, the expectations etc.  I have said before many times that post qualification the first year or two is a chance to try new things. If you do that and it doesn't work out, no harm no foul Don’t blame others. You are in charge of your own destiny. Don't blame the recruiter. Don't accuse the company of overselling the role to you. Next time your due diligence will be more particular Tip : Don't leave until you have something to go to. Ride the storm out for a few weeks/months. Hand your notice in with a job offer in hand Talk to a good recruiter about the situation, one who understands the career curve of a newly qualified ACA. If a recruiter placed you in the role make sure you talk to them again prior to departure. At the end of the day this job is only the first step on a very long career pathway, learn from it and move on. As always, your career team in the Institute of Chartered Accountants is here to confidentially advise, discuss and assist you with any career decisions and blips should they occur.  Dave Riordan ACA  Career Consultant and Recruitment Specialist  Chartered Accountants Ireland 

Let’s be honest, keeping your CA Diary up to date can seem like a bit of an imposition, especially when you have so many competing priorities with a busy work, study and personal schedule. Like with most things we don’t put on the top of our priority list it can slip to the bottom and then the longer we put it off the more difficult it becomes to tackle. Well, there is a solution!   Rather than looking at the process of completing the CA Diary as a chore,  I would suggest changing your mindset and start looking at it as an opportunity to help you with developing your career. So how do I do that I hear you say?    Here are the steps: Break it down into manageable tasks Make time each month, even just an hour, to update your entries. If you are doing this monthly there is no doubt that this will be enough time to keep you up to date. By breaking the process down into smaller more manageable blocks of time it will definitely be easier to stay on top of it. You can  avoid a situation where you have months and even years to catch up on.  Form good career management habits early in your career  Your career will benefit from you investing time regularly to reflect on the skills and experience you have developed and taking the time to consider where the gaps might be and how to deal with these. This is a positive habit to develop early in your career and it can help you to avoid many of the pitfalls that can arise during your career. Proactively managing your career rather than letting it just happen is essential. Taking the time to actively invest in managing your career is a positive habit to develop and will reap rewards in terms of career success and satisfaction.  Set the time aside in your calendar and stick to it. Arranging the process like this will actually save you time as it will be so much easier to identify and highlight what to include in your CV Diary rather than having to rack your brain to remember the pertinent aspects of your experience. This approach combined with the Career Planning tool (include details) will help you to successfully manage your career.  Build and update your CV and interview preparation notes as you go If you update your CA Diary as you progress with your exams you will also be better equipped to draft a CV when it comes to the time to start looking for a new role should you wish to do so when you qualify. Having an up to date and comprehensive CA Diary makes this process much easier as you can use this content as the basis for your CV and take the pain out of the process. You can also use this information to keep your LinkedIn profile updated which is an essential tool for building and managing your personal brand.  Similarly, the detail you have included in your CA Diary will also provide you with solid examples and content for interviews, particularly for competency based questions. Again, taking the time as you go along will ultimately save you a significant number of hours and potentially even days.  Build greater awareness of your skills and strengths  An important part of ensuring a successful career is to play to your strengths and to leverage the skills that you are naturally good at and enjoy using. The process of completing the diary on a regular basis will help you to identify and increase your understanding of the skills and competencies that will help to set you apart. With this awareness you can set about using this understanding to your advantage to advance your career. The earlier you build this awareness the more beneficial and motivational it will be and it will help you to drive your career forward.  Likewise, you will also be able to identify any gaps or areas that might be holding you back and you can address them and seek support quickly before they have the potential to become an issue and impede your career progression.   Stay motivated  Maintaining your motivation levels can be a challenge. We are all human after all! However, regularly reviewing your progress and reviewing your CA Diiary entries can be really motivational as can using a Career Planning tool as you feel more in control and can clearly see the progress that you are making which will drive you on further. Remember to take time out to congratulate yourself on the progress you have made and treat yourself to a celebration.  In summary using the CA Diary and the career planning tools provided by The Institute will ultimately make your life easier and they designed to set you up for career success.  Dave Riordan ACA Career Coach and Recruitment Specialist