Back to Uni- Two accountancy & finance students share their thoughts.

It’s September which can only mean one thing- the new beginning of another university year. The dust (sand) from the summer has settled, course books have been purchased and people have been reacquainted through the usual fresher's weeks antics.

For this week’s blog we thought we would talk to two budding future accountants, Ciaran & Jessica, to get their perspective on their subject choices and international career prospects.

Jessica has just started her 2^nd year as an accountancy and finance student, whilst Ciaran is about to embark on his final year at university. So how do their views differ?
 

What made you want to choose to study accountancy & finance?

Jessica: I studied Accounting in 5th year at school and I found it really interesting, so it was a no-brainer when choosing what to study at university.

Ciaran: I didn’t really know what I wanted to do to begin with, I just knew accountancy & finance was a solid investment as a subject with a clear career path.

Did international opportunities in the future impact your university or subject choice?

Jessica: International opportunities are easily available and regularly suggested at university, so I am glad that I have the option to go abroad if I wish to do so in the future. However, this didn't have a great influence on my decision on where I chose to study.

Ciaran: My university has a lot of international ties so that did definitely impact my choice. When I chose accountancy & finance I did so knowing that it was a universal subject that could be very useful for a career at home or abroad.

Which country would you most like to work in and why?

Jessica: I would love to work in London and to experience the fast-paced life of an accountant living in the City. I've been down to visit a few friends there already and love the place!

Ciaran: Most of the people I know who’ve left to go abroad have recommended Australia or New Zealand, so I’d probably go out there to travel for a year after I’ve finished with my degree, then see what I think.

 

Would you like to specialise in any particular sector and why?

Jessica: Luckily I'm only starting second year so have plenty of time to still decide what I want to specialise in.

Ciaran: I’m doing my dissertation in Corporate Financing the areas it covers really interest me, so hopefully I'll be able to find a job in that field after I graduate/become qualified.

What companies/company would you like to work for and why?

 Jessica: I would love to work for one of the Big 4 because they have offices all over the world allowing for lots of travelling opportunities. They seem like great companies to work for with a big variety of people from different backgrounds.

Ciaran: I’m quite keen to run my own business one day, but before that I would love to get the chance to work for one of top ten firms and learn from some the best. My best mate works for Mazars UK and is really enjoying it there.

Do you know any other accountants that have been overseas and if so, what was their experience?

 Jessica: Yes, I know someone who travelled to Italy and lived there for two years while working as an accountant. He had a great time as he was able to learn some Italian and loved the culture there.

Ciaran: Most accountants that I know tend to stay in the UK but after the whole Brexit result people have started to consider other options.

What do you think would be the biggest challenge in an international move?

Jessica: I think the biggest challenge would be overcoming an language barriers or trying to fit in to the local culture.

Ciaran: Biggest challenge would be leaving friends and family behind. It’s easier these days with Skype and WhatsApp but it could still be tough when you need support.

What would be the most exciting thing about an international move?

Jessica: For me, the most exciting thing would be making connections and becoming friends with lots of people in a different country. Also being able to possibly speak a different language and communicate with the locals would be an amazing skill to pick up as you work.

Ciaran: Getting to test yourself in a different environment and that buzz of arriving somewhere new, where you don’t know anyone. I would say I'm quite confident so would revel in the opportunity to move abroad.

From all of us here at Think Global Recruitment we would like to wish Ciaran and Jessica the best of luck with the year ahead, we know they'll do great!

 

All the world’s an office - the millennial generation that yearns to work abroad

Millennials are fast becoming the most important workforce segment in the global market and are therefore, not surprisingly, the most popular to study. The figures observing the patterns and behaviours of this generation have suggested a proposition of a simple change in the recruitment practice which could potentially save employers many future headaches.

Life without borders 

 

Where older generations may have saved travelling for retirement, millennials have accepted that they might not have that guaranteed in the future and have expressed this through their own extensive travel habits. They are not intimidated by the prospect of moving for work either. KPMG International highlighted in their study of business students from 23 different countries that 89% said that they ‘would be prepared to move regularly to a different country for the right job opportunity’. Not only that, but 80% of those asked also said they expect to live in 3-6 countries throughout their career. MoveHub’s study found that employment was the primary motivation for those making a move overseas with another study in the US finding that 55% of the generation was currently considering changing countries.

Some savvy businesses have already caught on to this trend by incorporating policies that enable staff to take time out to travel. However, this can be an expensive option with temporary workers required to fill the gaps and the unpredictability of staff returning.

 

Loyalty-lite

According to Deloitte’s international 2016 survey of 7,700 Millennials, 25% said they would leave their current job if offered another one. PwC’s study highlighted that the same figure expected to have six or more employers. The harsh reality of these studies is that an employer could look at their staff and know that two thirds will be gone in four years. This results in a lot of wasted time and resources. It would be fair to presume that due to the attitudes and preferences of this generation a high percentage of those leaving will be seeking some form of international experience. Which leaves you to wonder: what is it that employers can do?

 

The simple solution

To combat Millennials potential lack-of-loyalty and to repel the travel bug, employers need to adopt a different approach to their recruitment strategy. In order to win the war for attracting and retaining talent, the answer lies within shifting the focus from recruiting locally to internationally. Here are the top four reasons why this could be your winning formula.

Investment on both sides

It is true that making a move to work in another country is an investment for both parties, but it can be considerably more of an investment for the employee. They will have had to make commitments that possess a certain level of determination to move. This personal investment encourages loyalty and the drive to succeed in their new life.

The opportunity to learn & develop

The desire to develop oneself and learn new things ranks highly amongst this generation, however this can be difficult at times for a businesses to achieve. The truth is sometimes the employee needs to do the ‘boring basics’ and get the job done. However, if you have an employee coming from outside the country, as the case studies on our online blog illustrate, even starting the same job in a different country comes with an array of different learning and development opportunities. These extra stimuli are free of cost to an employer and ensures the employee constantly feels a sense of self-development.

Citizenship & passport opportunities

Many countries allow employees to apply for citizenship after spending a number of years within their country. This can be a motivational tool for employees within an organisation and allows the opportunity for the employer and employee to develop a closer bond through assistance in the process. 

The lure of a different location

How do you stem wanderlust? Become the destination. Local weekend excursions and cultural activities will excite a new arrival much more than somewhere who has always lived there. Providing this generation with exciting new experiences is essential to making sure they are fulfilled psychologically.

Ticking off both the international and the professional boxes will lead to a more satisfied and content millennial employee. For a generation that strives to lead individualistic lives with plenty of photo sharing moments, to win their affections you should make them an offer that combines both life experience with professional opportunities.

 
 

How can Think Global Recruitment help?

It is important that our clients receive the best service to ensure you recruit the perfect candidates to match your needs.

At Think Global Recruitment we can help by assisting in organising a trip to a country of your choice and setting up an interview schedule with pre-screened accountants that fit your requirements and are motivated to make a move abroad.  The Accountancy Worldwide Forum, is another way of meeting global accountants. Bringing together prestigious accountancy, commerce and financial services companies from all over the world to match with the best accountants in the world.

It can be stressful for companies recruiting internationally which is why we have created an extensive walkthrough guide and have client support available the whole way through the process and even after the candidate has started. This makes the process run smoother for everyone involved.

Our advice when recruiting Millennials:

· Provide a detailed job specification to save time and get the exact candidate you are after. Every detail counts to ensure you get the right fit for your organisation.

· Be honest to the candidate about the role & location so they get the full picture. If you don’t they’ll find out online or worse once they’ve just arrived.

· Stay in touch with candidate after they’ve accepted an offer– they will appreciate the extra time you take to do this and means they’ll feel valued before they start.

 

Have you heard about our Workshop?

Want to know what can go wrong in the interview process or even at the beginning when you first apply?  Here is a short video that may explain more.

By request, we already have a workshop organised in Southampton for Monday 15th June.  If you think this is of interest for Southampton or any other location (we like to go on tour), then please contact us.

Filming and editing was carried out by one of our fantastically, multi-talented consultants - Roger Edwardson, see more of his work here: redwardson.tumblr.com 

If you would like to register, please contact Emma Maloy on emaloy@thinkgr.com or 0131 260 5850

We can't wait to see you there!