So you have received your FAE results, congratulations!

The positive hiring trends in Ireland within the Accountancy sector means this is an extremely positive time to be receiving your FAE results. Demand for Newly Qualified Accountants has steadily increased for the past 12-18 months and employers are eager to employ new, vibrant and hardworking talent.

As a newly qualified accountant your skill set and professional qualifications are held in extremely high regard by organisations. Your qualification is in demand and so in order to secure your next role you need a clear idea of what you envision your next role to look like and ask yourself ‘what effect is it going to have on my career?’

I recommend playing to your strengths, what are you good at and what aspects of your job do you like the most?

If you choose Industry the choices are endless when it comes to the type of organisation you would like to work for. Throughout your time completing your training contract you may have come in to contact with companies that you now have the opportunity to be a part of. Moving in to Industry can act as an amazing career launch pad – and while you may choose a particular sector at the moment, there is scope to move in the future. Choose FMCG now and in two years’ time you may find yourself working in Technology.

For those of you who choose Financial Services, the roles which open up to you are stimulating and challenging and for many, the regulated and fast paced environment is appealing. As well as this the global nature of these business and well recognised brand names means you will gain valuable experience and professional development opportunities. Financial Services is a fast paced and ever changing environment meaning a varied career with strong opportunities for growth.

Here are our tips on how to weigh up your options and approach your job search.

1. Stay with your current employer?

It may be the case that you will stay on and continue to work for your current employer. While the majority of people in your situation may leave, do not rule it out as a career option for you.

2. Make a plan.

As mentioned above the choice you now have as a newly qualified accountant is large and will have an effect on the rest of your career. Don’t be tempted to apply for every role you see, be picky in your search and apply only for roles that you really want. As well as this, don’t take a role purely for financial reasons, ensure it ticks all the boxes you want. A clear thought out plan ensures you are efficient in your search from the beginning.

While you have this fresh new qualification bear in mind your first role may not be your “ Dream Job” but a stepping stone in the right direction to it.  Use it to gain experience and sectoral knowledge, opening up your opportunities should you choose to search for something new in the future.

3. Update your CV

While you do have choice there is also strong competition from your peers who enter the job market now as newly qualified accountants alongside you. Ensure your CV is updated, thorough and well put together to give you the best chance. Ensure you are including key words from your experience such as IFRS, GAAP, SOX, Internal Controls, Audit etc. Employers are interested in seeing all aspects of your experience including technical knowledge.

4. Meet a recruiter

Partnering with a recruitment agency can put you in a strong position. Your recruiter knows your capabilities and relevance for roles. They also have strong relationships with their clients and act as trusted partners to their clients, therefore they are able to introduce your profile to a company, before even sending a CV, creating a much more powerful connection than you submitting a CV through a portal or career page. At the latter end of the process if you are fortunate enough to receive a job offer they are aware of the true constraints on salary and will be able to negotiate the best deal for you.

The job search may be the last of your worries as you celebrate over this Bank Holiday weekend! But don’t worry we’ll be ready to chat next Tuesday when you’ve finished celebrating. Our Accountancy team are working with global clients on exclusive roles so get in touch to chat about market opportunities or our service can be as simple as offering you career advice.

Call 01-6618740 to speak with me today, email your CV to aimee@executiveconnections.ie or take a look at the current Accountancy opportunities on offer here.

The post What’s next now you have received your FAE results? appeared first on Executive Connections.

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Plan with precision.

Think about the effort that goes into securing a new client for your company.  The same effort and planning needs to be invested when planning your interview process.  Be very clear on what the value proposition of the role and the company is.  When describing the culture of your company use examples to paint a picture for the interviewee.  “We have a work hard play hard culture” is a very common response in interviews but it doesn’t tell the candidate much.  Be clear and give an example of a night out, a charity event the company got involved in or examples of flexible working arrangements across the company.

Know the candidate and their pain point.

The recession is over so candidates can’t be asked to jump through hoops.  It’s important to get the balance right between finding out what the candidate can bring to the role and company while also portraying what is in it for them.  If your organisation is working with a recruitment consultancy, get them to give you a full brief on what is important for this candidate and tailor the interview as a result of this. Make sure to ask the candidate questions around their aspirations and possible concerns, candidates need to know you care.  If they get the fuzzy feeling you are half way there.

Ensure everyone on the panel knows your companies USP.

Share what is unique about your company across the interview panel, especially if there are a number of stages, so there is a new piece of attractive information shared with the candidate at every stage of the process.  Not everyone wants to work in a big multinational with a long list of benefits.  If you are a small company and can’t afford large health or pension contributions, remember you offer other benefits that can attract candidates. Sell other aspects of the business such as employees’ getting the opportunity to work with the key decision makers, having their ideas heard and making their influence felt within the business.

For most candidates flexibility is the number one attractive benefit.  Our latest research has shown the freedom to work away from the office is an important benefit for 69% of employees.  A flexible working week in my experience is more important than a health plan with all the bells and whistles with.  Ask your recruiter what makes your company stand out against the others they are dealing with and include this as an attraction tool.

For more information on forming a winning interview approach for your next hire feel free to contact me, Aisling on 01-6618740 or email aisling@executiveconnections.ie. I am also working on a number of roles in the Sales & Marketing space which you can see here.

The post Forming a winning interview approach for non HR professionals. appeared first on Executive Connections.

Do you have plans to hire in 2017? It’s becoming more and more likely that one of your next hires will be a ‘Millennial’. Born between the early 1980s up to 2000, Millennials or Generation Y’s role in the workplace is a hot topic at the moment as they continue to make up a significant and growing proportion of the working population. According to Time, by 2025, 3 out of every 4 workers globally will be Millennials.

The millennial generation has grown up with modern technology at their fingertips. They adapt quickly, are extremely connected and thrive in highly technical environments. However in recent years there has been mixed opinions on the value millennials can bring to the workplace.

Having been described as lazy, sometimes narcissistic and possessing an overriding sense of entitlement their introduction in to the workplace was not always greeted with kindness. While their generation behaves differently and is changing the workplace as we know it, we believe there are distinct positives when it comes to hiring millennials.

Possessing an abundance of skills, which if nurtured correctly, your organisation can become a more innovative and productive place with their input. In fact companies are adapting already in order to attract Millennials who they perceive to be flexible, ambitious and who use technology with ease. Even more so when the talent has been attracted, the drive to engage and retain employees becomes the next challenge.

From interacting with this generation on a regular basis over the last couple of years helping them achieve their career goals, I have gained a number of insights as to their personalities, how they view the workplace and their expectations from it.

What can they bring to your organisation?

1. They are Tech Savvy. This generation has grown up with modern technology at their fingertips.  They adapt quickly and thrive in highly technical environments.  At any instant they are connecting with others via social media. Whether it is Facebook, Instagram, Snapchat or E-mail they are constantly connected, well versed in the latest trends, and are always ready to immerse themselves in the next big thing.

2. They are Self-Motivated, with a strong desire to progress in their career and prove themselves. They love learning new things and are ambitious when making career choices and planning their career route. Their career oriented nature is a driving force and they always want to progress to the next level.

3. Their Innovative nature is one which will have a major positive effect on your organisation. Constant improvement is a must for Millennials and they are always looking for ways to do things more efficiently. Asking “how we can do better?” and developing new ways to overcome problems and obstacles are beneficial to any business and this is where millennials excel.

4. Millennials Value Feedback and when compared with other generations they thrive on it. Communication is key and frequent one to one meetings and reviews with their manager to have a constant measure of their performance is central to their expectations. Whether feedback provided is encouraging or constructive it can be beneficial to your organisation as their desire to develop is overwhelming.

5. The Bigger Picture is important. A strong and worthwhile company culture, transparency and feeling valued are vital to Millennials. A clear organisational structure where input is welcomed at all levels and they are sure of the goals that need to be achieved. They are very strong team players particularly when the overall end result is common and work well with others when focused on the end result.

They are not as private as other generations in relation to sharing information which is a positive in the workplace as they work well in collaborative environments and thrive in sharing information with colleagues and being seen as an expert in this area. This desired quality should be nurtured and used to full advantage within teams to increase knowledge for all members.

6. Their ability to Adapt to Change far exceeds the generations that precede them. Market demands, new technology, new team members and changes to organisational structure are of much smaller significance to millennials than older employees and they are able to deal with them at ease in comparison.

What can you do to attract them?

The ability to identify these skills and in turn attract millennials to your organisation will be of great benefit when hiring staff from this generation. Many identify the need to speak to millennials in a particular way as a key inclusion when developing an attraction strategy.

Can you provide the following to your employees?

• Autonomous working environment
• A sense of purpose
• Collaborative work environment
• Problem Solving
• Freedom to make choice and have impact.
• Clear opportunity for progression
• Sense of involvement
• Responsibility
• Leadership
• Technology that enhances work
• Flexible work schedules
• Work/life balance
• Career advice from managers
• Mentors over managers

When defining roles, developing teams, speaking to potential employees as well as advertising on relevant platforms use language and content that appeals directly to them needs to be taken in to consideration in order to spark an interest. Potential employees will glean a lot of information from your recruitment strategy so be sure you are using it to your optimum to introduce the best talent to your organisation – Millennial or otherwise!

For more information on any of the points raised in the above post please do not hesitate to contact me, Aimee Kelly, Manager | Accountancy & Finance.  For career opportunities, view the roles I am currently working on here or call me on 01-6618740.

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Having made the decision to look for a new job, do you have a plan in place? Hopping onto your chosen jobs board and hitting ‘apply now’ to countless jobs is not advised. Planning the entire process is vital to ensure you make the right connections and find your next career move.

Often it can be difficult to go it alone. Working with a recruitment consultant however can help. Offering a wealth of services to both candidates and clients, the information and guidance they provide is hugely beneficial. Recruitment consultants are instrumental in landing you the right job in the right environment. When making the decision to enlist the services of a recruitment consultant consider these points;

1. We offer inside information with a professional consultative approach – select the right partner for you.

A recruitment consultant is just that, a CONSULTANT. We are more than the middle man between you and the mysterious company we are advertising for. When choosing a recruitment consultant it is important to define what they will bring to the table for you. Depending on the length of the process, you are going to be in regular contact for a number of weeks or months. Recruitment is a complex procedure so align yourself with a trusted partner who will make your move efficient, insightful and practical.

On your initial contact with your chosen recruitment firm / consultant it is advisable to ask the following questions to get a flavour of their knowledge, expertise and willingness to support you. An enthusiastic and proactive recruiter is what you are seeking. Ask;

• How is the market moving?
• How do my current compensation and benefits stack up compared to my competition?
• Am I job hunting in a competitive space?
• How does my profile compete in that space? What do they have that I do not have?
• What gaps do I need to bridge to make me stand out and give me a competitive edge?
• What environment is best suited to me based on my reasons for leaving?
• What companies are hiring?
• What are hiring cycle times like?

Work only with a recruiter who wants to meet you. It is impossible for a recruiter to get behind you without a true understanding of your motivations, interests, capabilities and technical competencies without physically meeting you.

Once you have selected your recruitment partner, and feel they have a client base you’re interested in and a can do professional attitude, you are opening yourself up to a world of inside knowledge and connections.

2. Employer engagement

When you apply for a role directly to an employer online, what happens? Unfortunately, quite often, nothing! Your favourite organisations are favourites for a reason and the droves of applications they receive on a daily basis are phenomenal. If your recruiter is good at their job they are often a trusted business partner for many of the companies you’d like to work for.

The reality is CVs can regularly drown in the sea of applications. If your recruiter knows your capabilities and relevance for roles, they will be able to introduce your profile to a company, before even sending a CV, creating a much more powerful connection than you submitting a CV through a portal or career page. They will ensure your application stands out from the crowd.

After securing an interview through your consultant, this is when they work to the true definition of the word consultant and will act as a true advisor. They know this company well, they have met the hiring manager, even the team, and they’ve also had people interview with the same panel before. Recruiters can strategically assist you in preparation for your interview to help you nail it on the day.  They will prepare you on how to do a successful interview and represent yourself powerfully on the day through interview role play techniques and competency style questioning. They know the company’s style of interview, what sort of skills they like in a candidate and what the hiring manager really wants, outside of what’s on the job spec.  They can help you prepare and highlight the most relevant aspects of your experience and achievements to ensure you impress in person.

3. The deal breaker bit…

So at this point, it’s yours- your dream company wants to offer you the job!! The salary conversation can be tricky to manage on your own, especially if this isn’t the only opportunity on the table. On one side you don’t want to price yourself out or appear to be greedy. On the other side you are thrilled to be offered the job but you would like a little bump up in your package too. It can be risky business with many factors playing a role, and there may be even be a second choice candidate in the wings who will accept the job for less.

Here is where working with a recruitment consultant can be of huge benefit. They will know if there’s competition for the role as well as knowing the client’s constraints on salary and will give you a true reflection of what is available.

And remember….

Working with a volume of recruiters and making volume applications online is ill advised. The Irish market is small and too much duplication or representation of your details does not look good for you. Ultimately your profile is your strength and unique to you so keep a comprehensive track of where it’s going. If you do choose a blend of both direct applications and consultant representation, tread carefully.

In a nutshell, a recruiter can offer you new ideas on how to market yourself, new companies you perhaps hadn’t thought of, interview strategy and above all a successful outcome managed professionally and knowledgeably!

If you’d like any advice on the financial services jobs market in Dublin feel free to reach out to me ciara@executiveconnections.ie I offer all of the above to my candidates so if you are considering a move please get in touch to see if I can be of assistance. You can also the roles I am currently working on here. 

The post 3 reasons why working with a Recruitment Consultant makes more sense than directly applying for your next job. appeared first on Executive Connections.

While there are many different styles of interviews, the most common is the Competency Based interview.  It allows employers to assess whether your skills, motivations and personality match up with what they are looking for when filling the position.

Candidates must give situational examples of times in the past when they have performed particular tasks or achieved particular outcomes using certain skills. This style of interview gives potential employers an idea of how you will perform in these situations in future scenarios within their business.  Even though you may dread the type of questions you will be asked and the pressures associated with interviews, you will be happy to know that you can prepare for a competency based interview. Here at Executive Connections we want to help eliminate the stress and worry that surround interviews. Keep reading below for my tips on how to approach Competency Based Questions and be a STAR during your next interview.

Once you identify the competencies you may be asked about in an interview you can prepare an answer and depending on which position you are interviewing for you can always tweak the answer.

One of the most common questions I get asked is: How will I know it’s a competency based interview question? If you are engaging with a recruitment consultant they will be aware of the interview format and will be able to help you prepare. If you are not however, you will be able to recognise it by how the questions are phrased. See some examples below of how an interview may pose a competency based question:

• How would you…
• What would you do if…
• Can you explain how you would…
• Tell me about a time you…..

The second thing to note is how to answer these questions. What is the interviewer looking for? When answering, you will need to explain how you would handle the situation normally giving a step by step answer. The STAR method is very common when developing an answer for competency questions. So when answering detail the situation, task, action and result.

When I am preparing my candidates for interview, I simplify this slightly and have come to use my own personal SME (start middle and end) method.

1. Give an overview of the situation.
2. Describe what YOU did in the situation.
3. Describe how YOU did it and the positive outcome as a result of your actions.

So you are confident in how to form the answer – here are some more tips on what to include.

• I always recommend to give an example based on a past work experience situation. Mention the company you worked for, your involvement in detail and also include timelines if you have them to show maximum efficiency.
• Stick to the point. Describe the situation in detail but try and include only relevant information as to how you handled the situation step by step. Avoid long winded answers and always talk in the first person. While you may have worked as part of a team in your previous role, always speak in the first person and use positive language e.g. ‘I succeeded in….’, ‘I was responsible for…’.
• Always give an example. You should always give an example, whether the interviewer asked for one or not. Don’t leave them doubting your ability so if you have a perfect example that will impress them be sure to include it in your answer.  

Finally I have included a short list of common competency based questions. Obviously questions will differ based on the industry you work in but many can be used across a variety of industries. See some examples below:

• Give an example of a difficult or sensitive situation with a fellow colleague?
• Describe something you have done to improve the performance of your team?
• Describe a situation where you were successful in getting people to work together effectively?
• Tell me about a time when you had to lead a group to achieve an objective?
• Describe a time when you were in a high pressure situation?
• Describe a time when you encountered a difficult customer, the situation, and what you did?

Competency based interview questions are not to be feared. Like everything if you prepare well you can get great results. If you have any questions based on the above article or have a competency based interview in the near future and would like some guidance please don’t hesitate to get in contact with me.

Keith Walsh is a Principal Consultant specialising in Banking and Financial recruitment with Executive Connections. For further career advice, click here or you can contact Keith on keith@executiveconnections.ie or call 01-6618740.

The post Competency Based Interview – How to be a STAR in your next interview. appeared first on Executive Connections.

For many the thoughts of compiling and structuring a CV is a daunting task. Research has shown that your CV can be discarded in a matter of seconds if an employer or recruiter doesn’t immediately read the information they want. Working mainly in the Banking sector, many of my candidates come across the same problems when writing their CV. Questions that I receive regular enquiries about include questions such as: What type of information does my Banking CV need to contain? Should I make sure to keep it less than 2 pages? Do I include every job I’ve had or just those that are relevant?

There is a wealth of information out there on how to structure your CV. Most of the information is generic and it can be hard to apply the information available to your specific industry. In light of this, I have put together a detailed list of what you should include in your Banking CV when making your next move within the Banking sector.

I am in direct contact with some of the biggest banking institutions on a daily basis. Some of them receive in excess of hundreds of CVs per day so how do you make yours stand out from the crowd? Here are the key points I always recommend my candidates to include in order to have the best chance at success.

1. Go back to Basics

Most important are your day-to-day tasks. What do you do from the moment you hit your desk until you leave? Be extremely clear in your approach when explaining what exactly you do. Be mindful when listing these to firstly include the tasks that are most relevant to the role you are applying for.

2. Demonstrate your Development

Equally important are any promotions of extra responsibilities you’ve taken on as you have progressed in your role. Employers are keen to hire people who go above and beyond and will be an integral member of their team. If you have had a number of promotions within a short period of time mention them as well as the timeframe they occurred in.

3. Doing things better?

What really makes you stand out is project work or process improvements you’ve led or been involved in. Clearly outline these with direct focus on your role within these projects. Many of our Banking clients have requirements for candidates with proven Project Management skills. Showing examples of processes which you have been involved in streamlining is very attractive for employers.

4. Explain the gaps

Ensure you list all roles you’ve had and discuss any gaps in employment with your recruiter to ensure you cover these too. Gaps in your CV are generally not a problem once you can explain them. Do not try and hide them as often people are caught out and it doesn’t reflect well on them. If you have a valid reason for a gap in your CV such as time away travelling be open and up front, employers are totally open to this.

Don’t allow for any doubt at first glance. If you’ve been away travelling, lucky you!! Most likely you’ll have some odd, short term jobs on your CV. It is important to list these, remember the banking world is highly regulated and background checks and on-boarding processes are detailed and thorough. My advice is to outline the timeline of your travels, acknowledge you had a number of temporary contracts and bullet point each one listing the dates you worked there, the company name and your job title. This is clear, concise and avoids any confusion at a later stage too when you’ve landed yourself an offer!

5. Technical Skills

Make sure to include your systems experience. From a training perspective your experience of certain systems can make you more attractive than your competitors in the market and this is worth highlighting upfront. Internal or in-house systems are worth mentioning too, often they are easily comparable to counterpart systems in your industry so these are worth mentioning too.

6. Tailored CVs

It’s perfectly fine to have a few versions of your CV. Some experience might be more relevant for one role than another and in order to make yourself stand out sometimes you’ll need to reformat you profile to highlight your more relevant experience for the job. I also advise rewriting introductory paragraphs to showcase what parts of the job specification you have experience or knowledge of. Don’t forget you need to grab attention in the first few lines at a minimum.

If you’d like to chat through your CV, get some advice on how you should prepare your profile and find out what my investment banking clients look for in a Banking CV, contact me at ciara@executiveconnections.ie or you can call me on 01-6618740. You can also view the opportunities I am currently working on here. 

The post 6 things you need to include in your Banking CV appeared first on Executive Connections.

Why the sudden surge?

Open your Twitter feed, a news site or listen to a jobs announcement and Fintech is guaranteed to be mentioned in some form. Fintech – or financial technology almost feels like a natural progression, given the success of the already thriving Irish Financial Services and Technology sectors. These two successful industries have now collided, merging to create new companies, products, ways of doing business and endless opportunities.

The industry has been described as booming with the government supporting Fintech strongly in its IFS 2020 (A Strategy for Ireland’s International Financial Services Sector 2015-2020). The Irish Venture Capital Association reports investment of €520 billion in Fintech start-ups in 2015, making it a record year for investment.

As more innovative Fintech start-ups start to pop up throughout the city and those already established continue to scale, Dublin has an excellent opportunity to cash in on this growth. Many of our clients, established financial institutions also see Fintech as their next opportunity. These global Financial Services providers are seeking competitive advantage by adopting Fintech services for their clients. In an effort not to be left behind, they are investing heavily in technology, creating new products, services and in turn career opportunities for talented individuals.

An increasing volume of Fintech companies means increasing numbers of people working within the sector. The number of Fintech career opportunities are growing at a rapid rate due to a couple of key factors:

• The start-up scene is full of hungry entrepreneurs ready to make their mark.
• A commitment from the Irish government to provide funding and pump investment into the sector shows that they recognise the potential to boost Ireland’s reputation as an internationally recognised Fintech hub.
• Both the large global and indigenous financial institutions are tracking both the opportunity and challenge provided by Fintech companies. The international trend has seen increased M&A activity as they seek to acquire competence in this sector and/or set up innovation labs internally in an effort to launch their own Fintech services & platforms independently or in collaboration with partners.

Hiring Trends

Our list of Fintech clients is beginning to grow and as we speak to more and more candidates whose aim it is to enter the Fintech space, here are our insights as to what it takes to be successful in the area.

What are Fintech employers looking for?

• Of course it goes without saying that to enter this exciting industry employers will be looking for top talent. Those who challenge the norm and are ready to make a lasting impact on the development of the industry in Ireland will be of main interest to employers.
• Those who are visionary in their work and excited to be a part of the evolution of Fintech will also be attractive to employers.
• Many Fintech companies are scaling rapidly, and with no solid structural environment in these start-ups someone who can work without ambiguity will thrive in this sector. It is likely that project scope will change, with changing priorities and objectives being the norm. Employers are seeking candidates that can adapt in these situations, adjusting to inevitable changes in this fast paced environment.
• As it is a relatively new space, finding large amounts of people with extensive Fintech experience may not be a reality. Therefore those who can display a broad level of knowledge in the area are more likely to be hired. Furthermore those who demonstrate a passion for Fintech and are ambitious will have a distinct advantage in securing employment.
• When it comes to education and skills, candidates are required to be highly technical. In reality many of the start-ups are tech companies moving into the financial services space. Employees will need to be methodical and analytical in their work, almost scientific in their approach such is the complexity of the sector.

With an effect on Banking, Asset Management, Payments, Insurance, Trading and more, we are excited to see how the industry matures and are delighted to be directly involved, working with the best talent Dublin and beyond has to offer.

Are you ready for a career move in to a brand new and exciting industry? Is Fintech where you see your career soaring to the next level? If yes, we would love to hear from you. Call Aisling on 01-6618740 or see more of our Fintech roles here.

The post What does it take to build a successful Fintech career? appeared first on Executive Connections.

“After graduating in business studies I identified recruitment as a career that would combine the interaction of working with professionals whilst enabling me to become a specialist in a specific sector. Having recruited in Accountancy for over 10 years I now value the opportunity to partner with my clients and act as a true consultant and advisor to achieve the best possible solutions to their recruitment needs. I gain a great deal of satisfaction in working on end-to-end projects and building strong long-term relations which are mutually beneficial over time, through repeatedly working in conjunction with one another.”

Joanna’s return means increased capacity for our team to work on a variety of roles.

View some examples of the professions Joanna is currently recruiting for below.

Project Management

I am currently working on a number of Project Management roles. If you tick the following boxes and are seeking a new career opportunity I would love to hear from you.

• Previous Retail Banking Experience
• Excellent Project Management skills.
• Willingness to work on a contract position (6 months)
• Work in Dublin’s thriving city centre

These roles have excellent daily rates paying between €500 and €650 per day.

Audit and Assurance

Due to the continuous growth of the Audit and Assurance division across all regions we are actively looking to hear from experienced auditors; from newly qualified Audit Seniors through to Assistant Managers and Managers/Senior Managers. As well as all levels, I have audit and assurance roles in a number of locations throughout the country including Dublin, Cork, Waterford, Limerick and Galway.

If you are ACA/ ACCA qualified, have experience working in a Big4/ Top 10 practice and have strong technical skills please get in touch with me today or apply for the role here!

Business Lead – Internal Controls

This is an amazing opportunity to work on a high profile Retail Banking project in Dublin. As the Project Director you will lead the project team and coordinate the group-wide implementation of the new Internal Controls system.

• Coordinate and manage the roll out of the new framework
• Engage with the Groups appointed external consultants to adopt best practices 
• Contribute to the development of key strategies for the Project 

This role is ideal for someone with a strong risk/ controls background and proven PM skills. Learn more here.

For more Accountancy and Finance opportunities, click here. Call Joanna today for a confidential discussion on your next career move on 01-6618740.

The post Project Management / Audit Job Opportunites appeared first on Executive Connections.

There is undoubtedly a huge amount of roles out there for skilled Software Account Executives and Account Managers, BUT, the very best Account Executives and Account Managers are all looking for roles in the same select few companies (and we all know which companies they are!). I have met hundreds of these candidates – they know they are good and I do too.  While it is my job to dig for information if candidates don’t articulate it right away – this should not be the case when faced with a hiring manager in a progressive tech company. This information should be on the tip of your tongue, prepared and ready to impress your potential employer from the off.

With this in mind I have laid out below the key information you should have ready for your next tech sales interview.

Sale Type

This will be very important depending on the type of role you are interviewing for. If you are interviewing for a role with a new business focus be sure to be able to tell the employer what percentage of your current role is new business acquisition. Also be able to explain your process, step by step, for bringing a new client to the business. Similarly for roles with a focus on Account Management, be able to explain how you retain and grow business.

Sales Cycle

You should be able to explain how long a deal will take from first contact to close. Highlight shortest, longest and average sales cycle. Employers want to see how transactional / complex your sales are. This can be very important to potential employers depending on their business model.

 Deal Size

Similarly to sales cycle, know your average deal size as well as your smallest and largest deal. Also, if small deals are used to “land and expand”, make potential employers aware of this and give concrete examples of times where you have achieved this with success. Deal size can be a big factor for potential employers especially for companies with large deals; only highly skilled Account Execs can close out the largest deals!

Annual Target & Performance in Relation to Target

This is massively important – if you don’t know this, don’t bother showing up! Being able to ream off this information does two things. Firstly, it shows how good you are at your job but it also shows potential employers how commercially aware you are. Secondly, being able to explain variance in figures in relation to target (good or bad) shows you know exactly how the sales process works and will instill confidence in those interviewing you.

Target Market

Again this is important, possibly not a deal breaker but still a “need to know”. If you are a skilled software sales professional, the size of the companies you target can be important. Some employers may want people who have sold to a particular size organisation in a particular territory. Given the demand for software sales professionals this may not stop someone with good experience securing a new job, but at enterprise level it can be slightly more important.

Target Verticals

For employers who target particular industries, this can be a key influencer and can be the difference between getting a job offer ahead of another candidate.  There are a number of reasons behind this, you may already have an established network of contacts in this industry, you will be able to talk the talk with senior stakeholders, and with your strong industry knowledge you will be aware of the latest market trends, making you able to spot red flags in the sales process early.

Decision Makers

The final element relates to people you engage with during the sales process.  Who do you speak to when closing out deals? This shows at what level and what division of a business you can build credibility. For certain employers, depending on their technology, it may be important that you can establish strong relationships with senior technical staff such as CTOs. Other employers may want you to be able CMOs and VPs of Sales. Also the ability to talk numbers with a CFO can be instrumental in closing out a deal as they are often in control of the purse strings and ultimately sign off on large deals.

If you are thinking about a move and would like to chat about any of the points above or are thinking about a new job opportunity in the Sales & Marketing space feel free to get in touch with me. View my live opportunities here or call me on 01 – 6618740 or email jamie@executiveconnections.ie. 

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