Highly recommended! Josh and Sarah have been fantastic at Astute. They've found and placed me in 2 jobs now between them, both really responsive and excellent at keeping you up to speed with things. Very knowledgable about the roles and happy to talk to companies with any queries you have.
Great agency one of the best ones I've worked with! Liz has been a great help and support in helping me towards a new direction in my career life. She is very attentive and keeps me in the loop at all times! She makes the extra effort to work with my preferred requirements for work and even if it isn't completely attainable she meets me in the middle and does as much as she can to help! Also Liz is very funny might I add 😂 and I'm happy that I can now put a face to the name after all these years! Thank you again Liz for all your help and support! 😊
Josh and the Astute team was very swift to help me to find roles that matched my profile. They are really reliable and will help through every step of the recruitment process going out of their way to assist and follow up when needed. Could not find a better recruitment agency!
Fantastic recruitment agency.. Josh was extremely enthusiastic, encouraging and clearly knowledgeable about what was needed from both the employee and the employers point of view. Extremely supportive especially in regards to interview preparation and endeavoured to procure feedback promptly. Wouldn’t hesitate to recommend Astute in the future to both candidates and recruiting businesses particularly for the right fit for the role!!!
I have worked as a candidate for Astute and they have been excellent. Super friendly service and professional agents keen to fit the right person to the right job. It has been a pleasure dealing with them and I would happily work for them again in the future. Highly recommend this agency.
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How admitting your worst work error can lead to interview success!
When asked on first interview, my candidate shared their worst work mistake. They have a second interview! Why?
Their work mistake? It was a biggie, but my candidate was authentic.
They clearly and honestly told a brief story about their error.
They described the potential harm and gravity of what they had done in error.
Then, they explained how they immediately raised their arm with their boss, admitting their mistake. They took ownership of the situation.
They explained how they could remedy their error and mitigate damage.
They were honest.
My client admired the way the candidate handled things and values that honesty.
Discussing post-interview feedback, my client told me,
“No one is perfect. Everyone here makes mistakes.
We’re all human.
It’s how those mistakes are dealt with, flagged,
handled and overcome that really matters.
We really loved that about Xxxxxxx and could
definitely work with her”.
So never be afraid to own up to work mistakes.
In your actual day job, or on interview, humility and honesty go a long, long way.
Just make sure you can demonstrate how you took ownership of your error, sought help and explain how a solution was found, ideally with your help!
In the words of someone a lot wiser than us,
“Anyone who has never made a mistake has never
tried anything new.”
Albert Einstein
How true!
Even more importantly, when looking for a job, try and seek the employers that understand their staff are only human and who take honesty seriously. Making mistakes is not the problem. Its how a potential employee handles that error that really counts!
“In todays’ talent starved candidate pool, how many interviews is the right amount of interviews to get the best candidate?”
Born from a genuine conversation between a senior recruiter here at Astute Recruitment with a client for a Head of Finance role we are recruiting for: –
OUR CONSULTANT: “Great I’ll get the first interviews arranged, how many interviews did you want to have in your process?
THE CLIENT: “5, is that normal?”
OUR CONSULTANT: “Typically a 2-interview stage process is the norm. 3 stages are acceptable for a CFO/ FD role, but 4 interviews is getting silly, let alone 5! The candidates won’t be available for a 5-stage process, they are already interviewing for other roles which are 2 stop processes, and they will get snapped up.”
THE CLIENT: “Oh, I see, yes I’ll speak to the Directors, and we can streamline the process to 3 as we are pretty confident with the shortlist you have provided! Thank you for the advice!”
So, we wanted to raise this question.
“In todays’ talent starved candidate pool, how many interviews is the right amount of interviews to get the best candidate?”
As a niche specialist in sourcing finance professionals, our team regularly give consultative advice around this and other recruitment issues. Why do we feel the two-interview process is best?
We give you example ‘A’.
A UK Group FD needs a senior financial reporting accountant for a permanent role. The client realises that the role profile is a difficult one – someone ACA or ACCA with original practice background who is looking for their second move from practice, already having a role in industry.
We shortlisted 2 great options and the client agrees that they would like to arrange interviews in short order. We have told them that both are in play for other roles.
The client’s process.
Initial interview consisting of a presentation around key objectives in the role and around what the candidate’s envisage their first 3 – 6 months looking like. What they plan to bring in and how they would deliver specific projects etc. The second part of the first interview will be to discuss these with the FD.
The second interview? Aiming to drill into more depth about the candidate’s vision, aspirations and attributes relevant to the role and business they are interviewing for. There would be 2+ representatives from our client and a good opportunity for open, two-way questions from the candidates and the client.
Then a decision would be made, with an initial verbal offer and a ‘meet the team’ opportunity.
Example ‘B’.
A global corporate and valued client has been looking for a qualified accountant to work in their Global Head Office. Specific criteria mean that FBP and analysis skills are essential requirements.
The client’s interview process?
After shortlisting just two exceptional applicants, a first interview was conducted with the overall line manager for the team. This detailed interview enabled the manager to ask incisive questions around the candidate’s expectations, where they wanted their career to develop and why they would be great for this role.
The second interviews, which have just been concluded, consisted of online interviews with senior stakeholders the relevant candidates would be working with should they be successful! The client’s stakeholders were able to give a ‘warts and all’ appraisal of the role, the good, the bad and the ugly if you like!
The line manager specifically wanted this honesty in the process, and we entirely agree!
Then there would be a ‘de-brief’ with the feedback discussed internally and an offer of employment to one of the candidates within 24-36 hours. As the preferred recruitment partner for our client – we are completely aligned with their process, can ensure our candidates are aware of timelines and everyone’s expectations can be fully managed.
For lower level/ more junior roles across transactional finance, swift interview processes with agreed timelines are equally important to ensure that good candidates are not lost due to quicker recruitment processes elsewhere.
Key points to take away:
According to a survey 62% of finance professionals say they lose interest in a jobif they don’t hear back from the employer within two weeks – or 10 business days – after the initial interview. That number jumps to 77% if there is no status update within three weeks. Our qualified recruitment team totally agrees!
26% of respondents to the survey said they would leave a negative comment anonymously on review sites if they felt like they were being strung along, potentially harming the chances for the company to attract top talent down the road.
If a company is indecisive, it can provide a candidate with crucial insight into the company’s culture. “If the decision-making process is this difficult for the organisation – if they’re not able to pull the trigger after three or four interviews and you’ve done everything asked of you and they’re still unsure – then that’s a key indicator of what it might be like to work for that organisation and those managers,”
An often missed point in a recruitment process is that the process itself is an opportunity for the employer brand to really shine!
Not just to the successful candidate but to all candidates who are part of the process.
A good, professional recruitment process can provide a glowing image of the business and the way they conduct themselves. This can mean increased perception in the market as an employer brand of choice and can create an appetite in potential hires that they want to work for such a great company that take their employee selection process seriously.
It can also create an appetite amongst key recruitment partners whether internal recruiters, external HR professionals or specialist recruitment agencies/ consultants that this is a great company to flag to talented new applicants/ candidates.
“So, be Astute and to recruit the best
candidate for your opportunity.
Make your recruitment process the
best, smoothest and most efficient it can be.”
You could be attracting an A Player of the future, even a business referral!
Our Qualified Team are happy to give confidential advice if you are a client thinking about a potential recruitment process, or if
you have any other questions around recruitment.
Our Qualified Recruitment Team: –
Andy Lilliman – Recruitment Manager
Qualified Permanent – City of London & Greater London [email protected]
Our team been working exclusively with a long-standing client to recruit an Assistant Management Accountant. Ideally someone with bright enquiring mind, keen to learn with an accounting and finance degree. Some experience in a finance role would be ideal. After shortlisting down from 18 candidates to the best five, the CVs went across and our client interviewed all five this week.
The good news is that three have been selected to undertake some online testing and have a second interview in a few days.
The bad news is that two candidates are not being progressed.
The client and Astute were able to discuss detailed, constructive feedback for each candidate including some tips for the future.
We fed back to one of the candidates not being progressed and wanted to share what the feedback was including some constructive tips for them in answering unplanned questions and focussing their answers.
“…while its bad news I’ve not got a second interview – it’s great to get positive rounded feedback after the first interview. I can use this experience and feedback to help me prepare and perform better in future interviews, and hopefully get a second interview next time! Thanks for letting me know and taking the time to ring me.”
He has been impressed with the process at Astute Recruitment Ltd, and thanked us for taking the time to call him and pass on the feedback.
If someone has taken the time to attend an interview – they deserve at the very least to get some constructive post- interview feedback. That feedback may just help them secure a second interview and a job offer next time.
“It’s not just learning how to prepare for an interview that counts.
It’s also learning how to perform in an interview. That takes time, practice, and crucially, feedback!”
This is why our team at Astute Recruitment encourages a collaborative relationship with our clients throughout the recruitment process. Good interview feedback from the finance manager/ line manager/ HR professional recruiting, really helps our team inform our candidates on how they can improve their performance on an interview.
From how to answer a question to coping with nerves, unless a person has interview practice and good feedback from the recruitment consultant and/ or client, it is very hard for them to learn how they can come across better in the actual interview itself.
6 ‘astute’ Interview questions and answers to help you get a job in a pandemic
With interview requests and new jobs taken by our team at Astute Recruitment, it’s great to share some pointers for candidates about to enter the job market to give them an edge on interview.
Imagine, you’ve been selected for a job interview! Well done! It’s always great news, but especially so in such challenging times. But preparing for a job interview might be trickier than usual, too.
It would be a little weird if you and your interviewer didn’t acknowledge the global pandemic going on.
You’ll probably be doing your interview remotely, online, at least the first interview, and it’s also likely that you’ll be starting work remotely.
The people and business you’re interviewing with won’t be operating as normal, plus you’ll have to navigate different ways to work together.
Apart from the obvious, (ensuring you’re wearing smart clothes, and your Zoom background looks tidy & professional), preparing for an interview means being ready to answer some different questions. So, what can you expect to be asked?
1. How are you feeling?
It’s normal to start off an interview with an icebreaker, but in the pandemic, small talk can take on a deeper meaning.
For an interviewer, it’s a way to gauge the tone of the interview. Some candidates’ replies might reveal they are struggling, whereas others will take the question much more lightly. In either case, there is no shame in acknowledging how the Covid-19 crisis is affecting you. The worst thing would be if a candidate came across as too disconnected from the situation, which could be a hint as to empathy skills or lack of.
The pandemic is impacting people emotionally, and for an employer to ask this question, shows they care. If you are asked this question, you should show you understand the situation and are adapting to it. You shouldn’t just use the same answers that you had prepared pre-pandemic, as if you were still in a typical office setting.
2. How are you handling your work-life balance?
If you can keep a healthy work-life balance, it shows a potential employer that you’re able to manage your time independently, and be organised.
Working from home is set to continue for a lot of us for the foreseeable, meaning employers are looking for these qualities,
Companies and hiring managers need to know that even if you don’t have a team around you sitting in an office, you ARE going to be able to work by yourself, can be trusted to wfh independently and autonomously.
This doesn’t have to mean that you’re calendar-blocking each hour of your day. But this question is a prime opportunity to highlight how you can, and have been able to work productively.
In an online interview, it’s an opportunity to also build a bond as you can reflect back a question to your interviewer, e.g.”I’ve found it’s key for me to factor in a 20 minute slot to excerise /walk the dog/ play with kids. I find this improves my feelings of wellbeing and makes me more focused and productive working for the rest of the day. What works for you?”.
3. Have you learnt any new skills since March last year?
This isn’t a trick question. Recruiters
wouldn’t be put off if a candidate said they had struggled with motivation or finding time to learn at the beginning of lockdown.
Instead, they’d welcome and expect some honesty about what they’ve learnt about themselves during the pandemic.
You don’t have to pretend you’ve been on some kind of productivity marathon if you haven’t. Of course employers will want to know if you’ve added any professional skills to your CV, but talking about hobbies you’ve picked up or personal lessons you’ve learnt helps to give interviewers a glimpse of your personality and a real glimpse of you.
For instance, what you learnt about yourself could be how you discovered a new skill or the ability to step back from something. It doesn’t need to be professional, it can be something more personal.
But, how do you answer if you can’t think of anything you’ve learnt in the past few months?
Something as simple as trying out a new recipe counts. Most of us have discovered some new culinary skills 🤣.
4. What’s your ‘work-from-home set-up like?’
Potential employers have every right to ask about a candidate’s home working environment. Especially making sure that potential employees have a computer with internet access, that they have access to a telephone or a landline, and asking about the reliability of their wifi signal
Employers need to know that you have the equipment you need to do the job you are being interviewed for. However, they are aware that few of us have the perfect WFH set-up. Don’t be afraid to mention any challenges you’ve faced working from home, and how you’ve found solutions to work around them.
This is a good question for employers to ask candidates to see how creative they can be, and how they’re dealing with and have adapted to the current situation.
5. “We’re all on Microsoft Teams/ Slack/ Google Hangouts. Have you used it before?”
Of course, if your interview is on a platform you haven’t used before, you’ll want to test it out beforehand to make sure you know how to use it.
It’s also worth getting to know the main digital communication tools that are popular with businesses. Google Hangouts, Microsoft Teams, Slack and Zoom are all free to download and experiment with.
Some great advice to all candidates, is to be organised and prepared with the tech that they could be using if they are offered a job.
Lots of companies used digital communication tools before the pandemic. They’re just using them even more now. If candidates are unfamiliar with them they should definitely look them up & try them out before interviewing for a new job.
For employees who have started looking for a job after several years, this is a really useful tip.
6. Do you have any questions for us?
Pre-pandemic and lockdown, candidates would go into the office, meet a couple of members of the team. They’d get all of the contextual information before being offered the job and deciding whether to accept it.
Now, with largely online interviews, applicants don’t have all of the sensory, physical experiences through Candidates who have managed to get an interview aren’t getting the complete view of companies they’re applying for.
To counteract this, ask a lot of questions during your interview to get a clear idea of how the company works, the office culture and how you’ll work with different teams and individuals.
For starters, ask questions about training, daily tasks and communication methods. It’s equally important to ask about potential colleagues and hierarchy. This may mean clarifying who you would report to or who you can ask for help when you need it. Alternatively, it might mean taking a more informal approach to interviewing altogether.
A great suggestion for candidates is to ask, “If possible, could I have a virtual lunch with the team that I could be working with, just so I can get to know them—maybe not so much in a professional sense, but in a more casual, informal way?“
You could ask to have one-on-one meetings with potential future team members as part of the interview process. This shows you take the future culture of your potential colleagues seriously.
Companies should be understanding about these requests.
It’s really key that candidates meet more people, especially now. Particularly so if companies add a few more steps to the recruitment process. This can give applicants the confidence to be happy if they go on to secure a job offer.
Remember, it’s not just the candidate who has to adapt to the recruiter, but the recruiter who has to understand it’s a different situation for applicants too!
If you have questions around this topic or would like more information about this or something else, feel free to contact our MD, Mary Maguire, by email on [email protected]
An article by Mary Maguire, Managing Director Astute Recruitment Ltd
Top 5 Skype Interview Tips for candidates from Astute Recruitment Ltd
With more and more workplaces cancelling meetings and face to face interviews, companies are increasingly turning to Skype and other media to play an increasing part in the recruitment process.
Here at Astute, we thought this would be more crucial than ever. An online interview can either be audio or visual but most employers prefer Skype, where a potential candidate can be interviewed ‘remotely’. As with any interview in person, there are do’s and don’ts that every candidate should know.
Below are 5 Skype interview tips to help you nail that job: –
1.Dress the part: You might not meet your potential employer physically in person, face to face, but you will still need to dress professionally. Your interviewer can still see you and of course, you can see them! Make sure you have a chosen outfit ready for you to wear the night before.
2. Don’t be late! Be ready an hour earlier so that you can prepare in advance. As with any interview you need to ensure you have allowed plenty of time to become calm. Make sure all radios, TVs and mobile phones are set to silent at least 15 minutes before your interview begins so there is no distracting background noise.
3. Ensure your network is working! Make sure your computer and network are functioning well. Test your microphone and camera beforehand to prevent glitches. The last thing you want is to just log in to Skype and find that you can see your interviewer but cannot hear them or vice versa!
4. Setup your environment and surroundings to look professional. Create a clean, tidy background that represents your organisational skills. Sounds obvious, but make sure that the view of your area behind you which your ‘interviewer/ interviewers’ can see looks ordered, clean and clear.
5. Focus on the camera. Tricky one this – as the natural tendency is to look someone in the eye, whether on screen or face to face. On camera, on an online interview, this means you having to look straight into the camera as a way of keeping eye contact with your interviewer and NOT looking the person you are talking to directly in the eye on the screen. Our advice? Practice, practice, and practice again. You can ask a friend to be on the other end of the camera as a practice Skype interview exercise, allowing you to practice this in real-time. Even better, get your friend to ask you proper interview questions.
Here at Astute Recruitment, we recognise that the aspiring FC’s of tomorrow want to learn what key challenges they will face taking the next step in their career. So, we’ve taken the time to signpost the 5 main challenges Financial Controllers Face and key tips on how you can gain experience to step up to an FC role.
According to research conducted by EY, the number one cause of sleepless nights is recruiting the right finance staff for your team and succession planning.
TIP: If you are an aspiring Financial Controller, any exposure to the recruitment process will be invaluable, whether liaising with recruitment consultancies, crafting clear and accurate job descriptions or mastering interview techniques for potential staff. Put yourself forward and offer to help in any way you can.
2. Keeping abreast of new accounting treatments, changes to IFRS and revenue recognition.
For the aspiring FC, if you can demonstrate how you have maintained great current knowledge of all the latest developments in financial and management accounting, you will be positioning yourself ahead of a lot of other job applicants or in your chase of a promotion. Offer to alleviate workloads from your Financial Controller and gain excellent experience to add value to your CV at the same time.
3. Implementing changes/ Change management
Many of our client’s state “change management” as key criteria for potential job applicants to Financial Controller opportunities. Finance Directors, CFO’s and senior Financial Controllers have ever increasing remits, not just across Finance but also embracing Operations, HR, IT, Procurement and Production.
If you can spot areas you can offer to help them- suggest projects to improve financial processes, or to clarify and create ever quicker, concise management information, you will achieve 2 things:
You will be able to demonstrate to an existing or future employer how you have made a tangible difference benefitting the business.
You will have proven experience of taking initiative and of you specifically suggesting solutions that have worked.
In essence, you will have positioned yourself as a more credible applicant, proven to go the extra mile and someone who can deliver defined improvements to a business’ operation!
A common failing cited by clients of unsuccessful applicants for FC and other positions is that the candidate was great – personable, knowledgeable and suitably experienced BUT– When asked to provide examples of how they have made a difference – candidates have described how they have been part of a team who have done a/b/c but failed to demonstrate how they have personallytaken ownership and made a difference themselves. You need to sell yourself and promote your achievements clearly, concisely and be able to demonstrate the benefits to finance and for the business as a whole of what you did. Practice telling your story so your words can flow in the heat of an interview situation.
4.Less margin for error yet no increased leeway for reporting deadlines to be achieved.
Finance Directors are increasingly spending more time on investor relations, more time on corporate governance and yet are still expected to devote the same energy and time ‘on the business’. As a result, more FD’s are increasingly willing to push more work onto their Financial Controllers.
In an article for E&Y, a senior Financial Controller for a well-known manufacturer said that “the difference between the CFO and the FC is that the FC is more like the financial operating officer. They make sure that there are no surprises in the balance sheet and that the audits are clean. The CFO/ FD keeps on top of the numbers, but they have a big external focus in the positioning of the company with investors”
How can this help an aspiring Financial Controller? Offer your help to assist your FC with their traditional duties while they may be given extra workloads cascaded down from their own boss. Always remember – if you don’t ask, you don’t get!
