Blog

08 | 11 | 2021

​The mental health challenges of remote working – how can finance professionals avoid burnout?  

The Covid-19 pandemic has turned the world of work on its head. Remote working was the only option for many businesses during numerous lockdowns, but 66% of UK firms continued with it after restrictions ended.   And according to a survey by the British Chamber of Commerce, around 72% of businesses expect to have at least one member of staff working remotely over the next year. The average expectation among these firms is that over half of their employees will work from home in the next 12 months.  But remote working comes with many challenges to overcome, for both business owners and their teams. There are understandable concerns about motivation and productivity, team morale and collaboration, and of course technical and connectivity issues.   One of the most pressing worries relates to mental health, especially across sectors such as finance and HR. Many companies are having to deal with burnout among their employees, and some are struggling to provide adequate support remotely. A survey by the Chartered Institute of Personnel and Development, the UK’s professional body for HR managers, revealed that nearly half of respondents found the most challenging aspect of home working to be managing mental wellbeing.   So, what’s driving this trend, and why is finance in particular so susceptible to remote working burnout?   Blurred boundaries between home and work time  According to the World Health Organisation (WHO), burnout happens as a result of “chronic workplace stress that has not been successfully managed”. Sufferers experience everything from fatigue and exhaustion to cynicism and a lack of motivation. The result is predictable – productivity, performance and efficiency fall off a cliff edge.   Within the workplace, this kind of stress can potentially be managed by the organisation and the individual. The worker can also ‘clock off’ at the end of the day, and go home to enjoy recreational and family time.   But for many people during the pandemic, much of this recreational time was filled with more work. In fact, a study by Stanford University in the US found that workers spent around 35% of the time they’d saved by not having to commute to work, by working longer hours at home.   How can organisations manage remote working stress?   The key to preventing remote working stress and burnout is simple – organisations should lead by example. This is account to global people and organisation leader Peter Brown at consultancy PwC, who told FT.com:  “Leadership needs to provide a role model showing that it’s OK to take a break…saying, ‘Sorry, I can’t do that because I’m taking an hour off, or I’m out with the kids’,”   “Or, having been on Zoom nonstop, for some calls I’ll dial in while walking the dog. It’s about showing that kind of behaviour is acceptable.”  Managers also need to check in regularly with their teams, to recognise the early warning signs of burnout, manage workloads and help employees be more conscious of unhealthy working behaviours.   Looking for a new challenge in finance, or to grow your team? Find your dream role, or your perfect candidate, with Sewell Wallis. Get in touch to start your search.  

08 | 11 | 2021

​Accountancy charity offers guidance to counter rising workplace stress

According to the charity CABA, which supports the wellbeing of the chartered accountant community, stress is a major problem within the industry – and the Covid-19 pandemic has only made things worse.   Even before coronavirus, CABA’s research showed that around 40% of the accountants they surveyed were feeling close to breaking point because of workplace stress.  And during the pandemic itself, a separate study by Accounting Web found that over half of accountants and bookkeepers were experiencing concerning levels of stress. Now that lockdown measures have eased and daily life gradually goes back to ‘normal’, this doesn’t mean that these mental health issues have eased.   This is why CABA has released or updated a number of resources aimed at combatting work-related stress in the accountancy sector. Alongside the City Mental Health Alliance (CMHA) Guide to Thriving at Work, CABA has also published its own guidance for chartered accountants experiencing high levels of stress.  Practical everyday tips for reducing work-related stress  If you work in accountancy and stress is becoming a real concern, CABA has some useful advice to help you acknowledge and deal with the problem:  ·       Know your limits  Many of try to push on through an unrealistically heavy workload, even though working longer or harder often makes no difference. This situation will never resolve itself until you admit that you can’t possibly do it all. This simple yet hugely important realisation will help you to take back control of your schedule, and have the confidence to say ‘no’ to extra work.   ·       Prioritise  Also known as workload triage, picking and prioritising the most important tasks will help you manage your time better. It also means accepting that some of the smaller, less important tasks on the list may be left undone at the end of the day.   A good way to manage your workload is by using the Franklin-Covey method of prioritising. This involves marking tasks by urgency and importance, in a simple 1-4 or A-D scale.   ·       Manage your deadlines  Deadlines are one of the biggest sources of workplace stress, especially when meeting them is pretty much impossible. If this is the case, don’t push yourself to breaking point or worry yourself to distraction. Instead, see if anything can be done about it – speak to your manager about extending the deadline or adjusting the work so it’s more achievable in the timescale.   For future projects, it’s also a good idea to think more carefully about deadlines and whether they are realistic before agreeing to stick to them.   ·       Look after yourself  You might not think you have a second to spare in a busy working day for self-care, but it’s critical. In fact, taking regular breaks can actually improve your performance, helping you to feel refreshed and focused.  Also, if you’re struggling, don’t be afraid to ask for help. Suffering in silence is the worst thing you can do, and speaking to your manager isn’t admitting defeat – it’s a positive step towards resolving the situation.   If it’s time for a change of role, find your dream accountancy job in a supportive new workplace with Sewell Wallis. Get in touch or start your job search here.    

26 | 09 | 2021

Are You ready for UK SOX?

The UK SOX act is on its way, and it could mean big changes for a lot of businesses and organisations. The act will mandate certain practices in financial record keeping and reporting to protect investors from corporate fraud. Originating in the United States as the Sarbanes-Oxley Act in 2002, the UK version of the law will involve strict requirements for improved financial disclosure and internal control assessment. It will include new guidelines for corporate governance and a stronger emphasis on auditor independence. UK SOX will also require officials of the CEO or CFO level to personally attest that their company’s internal controls are adequate to ensure all their financial statements are reliably accurate.  The UK SOX proposals were laid out in the Department for Business, Energy and Strategy (BEIS) consultation paper, titled ‘Restoring Trust in Audit and Corporate Governance’. Who is Affected by UK SOX? The UK SOX Act will have a far-reaching effect. On the face of it, it mainly affects any organization that trades on the Financial Times Stock Exchange (FTSE), as their compliance with SOX will be a requisite for trading.  However, it is not just FTSE350 firms who should be implementing SOX-compliance programs. It is still being debated as to who exactly will be forced to comply with the UK SOX Act. One perspective is that it should only apply to premium-listed companies and another that it should apply to all quoted companies. There is also debate as to whether all public interest entities should be included. Instructively, the original proposals in the BEIS consultation paper acknowledged the relevance of privately-owned companies in the conversation, recommending that they should also adhere to the same high standard of financial reporting as listed companies. This all means it is likely that most companies will have to apply UK SOX financial disclosure and internal control assessment recommendations to some degree, once they have been finalised. What UK SOX Means for Business The UK SOX Act is projected to be much less impactful than the US version, and many businesses and organisations will likely already be adhering to the finalised recommendations. The proposed attestations have been well received by commentators and should add an extra layer of security with such top officials now being personally liable for the accuracy of their attestations. Some businesses may need to tidy up their financial reporting and internal control assessment procedures, with a reliable accountancy and finance recruitment agency able to identify the ideal candidates for such important projects. This will clearly be especially relevant to corporations trading on the stock market, but the UK SOX Act seems to be steering towards a general overhaul to improve reliability and transparency across the wider business world. If your business needs new talent for accountancy and finance projects such as compliance with the UK SOX Act, email sue.wallis@sewellwallis.co.uk for more information. ​

08 | 09 | 2021

Join the Sewell Wallis team!

​We Are Sewell Wallis​​We’re delighted to announce that we have a number of exciting new roles available at our offices in Sheffield and Leeds. We are expanding and are currently looking for experienced recruiters, at all levels, to join our amazing team.I am sure you are being headhunted on a regular basis at the moment and each approach will tell you they are fantastic and different so why do I think that really is the case for Sewell Wallis?It’s all about the team…At Sewell Wallis, we pride ourselves on creating a very friendly, fun and down-to-earth working environment. In fact, we consider ourselves to be not just colleagues, but friends too.We’re a team in the true sense of the word. We will invest in you through reviews, support and training. You’ll be trusted to run your desk your way and go with your instincts, but be reassured that there’s a robust support structure in place if you need help. We love team players, but we also value solution-orientated creative thinkers who are able to take the initiative when it counts. Whilst we are split over two offices as a group we operate as a family, we work together and always make sure we consider and support each other and we do the same externally with our Clients and candidates. Laughter and fun are two of the most important factors in our business and that’s why we make sure we have lots of company gatherings, incentive days and team nibbles to make sure we never forget what’s important.We believe that each team member is an important and valued member of our team, and our Company’s continued success depends on the dedicated efforts of each and every member of that team.Flexible workingWe want to build a culture of trust and autonomy when it comes to remote working and flexible hours. We recognise that employees have different preferences when it comes to working environment / location and that recruitment is not your typical 9 to 5.Unlike many other agencies, we offer hybrid working so that you can find the right balance between home, work and your daily commute. So, whether you love working from home, need to be in the office or want a blend of both – we can accommodate your needs. Check out our fantastic officesWhen you do come into the office, you’re in for a treat. To ensure we all love our time in the office we have recently moved into two new fantastic offices, both based in City centre so they are close to transport links and convenient to get to. They are newly refurbished and have a relaxed feel so are truly a joy to spend time in. We love welcoming clients and candidates to the ‘café’ area of our office for meetings as well spending time with the team on the rooftop terrace – which as you can see, is perfect for team drinks in the sunshine!  What’s on offer? Join the Sewell Wallis family and you’ll not only work with high growth, award-winning clients across a number of sectors you’ll also enjoy a competitive salary, plus some of the best benefits and perks in the industry. These include:·       Market-leading quarterly bonus – our uncapped bonus scheme starts from £0·       Flexible working·       Annual super bonus·       Regular reviews and training·       Superb opportunity to progress – we listen to you and what you want to achieve and offer a bespoke development plan.·       Regular team and company incentives with fantastic prizes.·       Westfield Health cover·       25 days paid annual leave + your birthday + additional days at Christmas and of course stats·  Regular team get togethers and socials.​A few words from our teamChloe Wilford - I joined Sewell Wallis over 3 years’ ago as a Consultant and have managed to work my way from Consultant, to Senior Consultant to Business Manager.  Personal development/progression and bonus are the biggest motivators for me so throughout my time here my Director has always tailored my targets to include those, to get me to where I want to be in my career. I have never had anything like that in previous roles, progression/targets were always standard throughout the business so it is nice to know that my development here is much more personal. Our little work family in Leeds make those tougher days in recruitment way more bearable and everyone is so helpful too.​Claire Ashton - A family feel company that really appreciates you as an individual and not a number. Great people, great working environment, great benefits.​Hannah Bateman - Each day at work I’m treated as an individual. Every individual consultant has different strengths and this is something that has always been celebrated by Sewell Wallis. There are no set rules as to how to approach your role within the business– you are encouraged to take ownership while being offered support and guidance. Throughout my four years at Sewell Wallis, I have moved into a senior role and I can confidently say that my growth as a consultant is down to positive reinforcement, consistent support and strong mentorship from both management and colleagues, which gave me confidence in my own abilities and allowed me to expand my skillset and progress with the company! Interested? Give me a call for a confidential chat.If you’re looking to build your recruitment career at a fast-growing, independent team of specialist accountancy & finance and business support recruiters, this is the perfect opportunity for you. With our team of experienced and energetic consultants around you, your career in recruitment just got a whole lot more interesting.Curious? Call me on 07950 235365 for a completely confidential chat – I look forward to hearing from you. ​

05 | 05 | 2021

How to write a good CV as a Credit Controller

Looking for your next opportunity in finance? Every successful job hunt starts with a perfectly honed CV. A great CV for a credit controller is one that: Shows off your core skills and strengths Helps you stand out from other candidates Gives prospective employers everything they’re looking for at just a glance. This is your personal sales pitch, so it’s crucial to get it right. It sounds nightmarishly difficult, but we have some tips to help you look at your CV with fresh eyes.  Get the structure right An organised, well laid-out CV is easy for recruiters to read and instantly demonstrates why you’d be a good fit for the role. Consider this format: 1.Essential contact details 2.Profile – no more than 4-6 lines highlighting your expertise and suitability for the role 3.Core skills – short bullet points covering your key skills and technical capabilities (i.e. CPD Certified in Credit Control, accounts reconciliation, SAGE and NetSuite) 4.Career summary – relevant recent roles, with key responsibilities and achievements summed up in a few bullet points. You can be a little more detailed here, as you’re providing evidence that you have the relevant experience for the job. 5.Education and qualifications – in a simple list format, only include relevant and important ones. Keep it short, snappy and relevant You’ll hopefully have your chance to elaborate on your skills and experience at interview, so you don’t need to include it all on your CV. Keep yours to under 2 pages, or ideally less. Focus all your attention on what will be relevant to the employer and the role, further reducing the word count by cutting out unnecessary cliches. It can be helpful to think of it as hitting all the recruiter’s keywords. Don’t be afraid to use short sentences and bullet points. If you can say something in fewer words, do it. This can make what you do say stand out, rather than burying your point in a long, complicated sentence. Once you’ve written your CV, go back to refine it A good way to write a CV from scratch is to include everything at first, making sure to get the structure right. Then, you can go back and whittle it down to just the most important messages you want to get across. Plus, this is a good opportunity for proof-reading. Remember that finance recruiters are hawk-eyed and easily put off when it comes to typos and mistakes. Readability is everything When it comes to the design and format of your credit controller CV, keep it simple and fuss-free. Everything you do with the formatting should be to help the recruiter find the information they need quickly. So, avoid fussy design details, absolutely no photos and stick to something professional and classic.   Back up your achievements with tangible facts and figures One way to impress potential employers is to be specific on your CV when it comes to your achievements in previous roles. You could say something like ‘I worked with customers to bring accounts current with suitable repayment plans’, but it’s far more impressive to say that you ‘I brought key clients such as A and B from 365+ days in debt to 14 days payment terms, in just 6 months’. Looking for your next credit controller role? Find the perfect place to work with the help of our dedicated specialist finance recruiters here at Sewell Wallis – get in touch to start your search.

07 | 04 | 2021

Looking for a new finance role? How to use LinkedIn to attract your dream employer

If you’re actively seeking a new career challenge in accountancy and finance, LinkedIn could be the perfect place to find it. The professional networking platform has almost 740 million users worldwide, and over 90% of recruiters use LinkedIn as part of their hiring process. To attract your dream employer though, it isn’t enough to simply be on LinkedIn. You need to optimise your profile and learn how to use the platform to your advantage as a candidate. Not sure where to start? Here are some essential tips to bear in mind: Make yourself searchable Recruiters and employers make use of LinkedIn’s search tools when sourcing potential candidates. If they’re out there looking, you need to make sure you can be easily found. This means: - Using a standardised job title – one that describes what you actually do and is in line with industry-standard search criteria. Avoid ‘fun’, vague or overly descriptive job titles at all costs. - Picking out the key skills and qualifications that employers will be searching for – again, these need to use standardised, easily searchable terms. Keep your profile up to date Your LinkedIn profile should include every piece of important information an employer or recruiter could need. This means a profile statement that really ‘sells’ your skills and experience, an uploaded CV and a full timeline of work and experience. You can even add case studies, testimonials and portfolio work. With your profile statement, don’t be afraid to give it a little personality. This can help you stand out, and help the recruiter to get to know you a little. But remember that you only have a matter of seconds to impress, so keep it snappy, dynamic and concise. Remember to check your employment history timeline for any suspicious-looking gaps or discrepancies, as these can be off-putting. And for a finance role, a professional-looking headshot is usually a better choice than a Facebook-style ‘candid’ photo. Embed a video LinkedIn allows you to embed videos in your profile, so why not take advantage of this feature? A video can help an employer to get to know you, and give you the perfect platform to talk about your skills and expertise. This could be a smart way to get an edge on your competition. Be active To get yourself noticed among the millions of job-seeking finance professionals on LinkedIn, become an active member of the community. Feel free to post, to share your professional expertise and start some conversations. And join in discussions elsewhere, commenting on and sharing posts from others in your field. Think of it as virtual networking. You just never know whose timeline you’ll pop up on, and what that could do for your career. Set your ‘open to work’ status  Last but not least, you need to shout it from the rooftops that you’re open to new opportunities. You can do this easily by setting your ‘open to work’ status on LinkedIn to ‘actively looking’. Just make sure you include the details of the kinds of jobs and locations you’re interested in. Remember – recruiters don’t like to waste time. If you’re currently employed and don’t want to alert your boss to your intentions, you can also adjust the settings so that your status is only viewable to licensed LinkedIn recruiters. Need help finding the perfect opportunity? Get in touch with our expert finance and accountancy recruiters here at Sewell Wallis.

15 | 03 | 2021

Working in finance - Long terms plans post-covid

The COVID-19 pandemic has turned the traditional world of work on its head. The changes born out of necessity have affected nearly all industries, including finance.A particularly pressing issue for finance decision-makers to ponder is recruitment. How will the coronavirus crisis impact on the industry’s ability to attract new talent, and will there be a marked changed in the kinds of roles being recruited in the long term? What will new hires expect of their workplace and working arrangements post-COVID?There are so many unanswered questions, and no one knows for sure what will happen once the worst of the crisis recedes. But let’s take a look at a few of the key considerations likely to affect the finance sector…Flexible and home working – is it a must for recruiting the best people?One of the big questions being asked in recruitment departments across nearly all sectors is – should we start offering flexible working as standard?Companies that would never have even considered remote working models have been forced to as a result of the pandemic. This has meant that we’ve all had time to get used to home working, and some of us quite like it. With more flexibility, there’s more time for exercise, lunchtime walks and even arranging childcare. And crucially, no dead time wasted on the daily commute.Although of course, there’s a flipside – where work bleeds into home life and workers feel they can never ‘switch off’. Some office workers find it stressful and difficult to manage childcare and care arrangements, and they miss the human contact and bustle of the office.But if businesses don’t support at least some flexibility in remote working, will they miss out on the best talent? If home working is here to stay, at least in some capacity, the best candidates are likely to expect and demand it. And they’ll go elsewhere if organisations stick to 9-5 office working patterns.Balancing flexibility with business needOne of the biggest challenges facing finance organisations post-COVID is to balance what’s best for the majority of workers with what’s best for the business. Not all employees want to work at home full-time, and it may not have proven to be the most productive or efficient model for every business during lockdown.However, there are some encouraging statistics on that front. Those companies able to capitalise on the use of new technologies and adapt to the change during the pandemic have seen productive time shoot up by 5% or more, according to one recent study.People are working longer days, on average around 48 minutes more per day, and sending more emails. They’re also attending more meetings, although meetings are around 20% shorter using virtual meeting technology than previously.It’s clear that most businesses won’t be able to just go back to normal when the coronavirus crisis is over. There will need to be at least some wiggle room on working flexibility, even if just to maintain a competitive edge in the recruitment marketplace. For many organisations, at least a couple of days of face-to-face time in the office will be non-negotiable.Employers will need to take the time to talk to their staff, to find out what they need. It’ll also be important to look at the hard data for the business, to see how remote working affects productivity, morale, staff turnover and of course, the bottom line.What happens when location is taken out of the equationA few interesting things could happen if employees are no longer tied permanently to a fixed office location.To start with, finance businesses may be able to extend their reach when recruiting candidates. If location isn’t an issue, they can attract talent from further afield – if they can find the right approach to marketing new roles. The hiring process could be easier, widening the net to more exciting candidates when they no longer have to worry about commutable distances to the office.But where will this leave physical office space? Many large companies are already considering closing offices or downsizing. For businesses with no permanent office space, there’s the risk that this could put off potential candidates – as some really want or need access to an office base at least some of the time.For those that maintain some facilities, what effect will it have on the atmosphere of the office if more people are choosing to work from home? We can expect to see big changes in the design of office spaces to accommodate this, with more focus on collaborative working, hot desking and informal meeting spaces. The last thing to consider when removing location from the equation is talent retention. In one possible outcome, people may be more likely to stay with larger companies for longer, due to more progression opportunities.But there could also be more people staying put in senior level roles if they can be based at home. This could actually mean less opportunities for people to step up into a next level role with their current employer.Remember, you don’t have to navigate post-COVID recruitment challenges alone. Get in touch with our accountancy and finance recruitment experts here at Sewell Wallis – we’ll be with you every step of the way.

29 | 01 | 2021

Everything you need to know about IR35 as an interim finance professional

The new IR35 rules for off-payroll working have been delayed due to the COVID-19 pandemic, but are due to come into effect in April 2021.If you work in finance and provide services to your clients using your own limited company, these new rules could apply to you.So, let’s take a look at all the essentials you need to know about IR35…What is IR35?In a nutshell, IR35 refers to new off-payroll working rules.By bringing in IR35, the UK Government is hoping to close a loophole relating to ‘disguised workers’. These are professionals who provide their services to clients using an intermediary, such as a Personal Service Company (PSC) or their own limited company.If it wasn’t for the fact that services are provided through an intermediary, these workers would otherwise be classed as full-time employees or direct contractors. And they would be paying the same tax and National Insurance contributions.IR35 aims to ensure that all off-payroll workers pay broadly the same in tax and NI contributions.How IR35 will affect interim finance professionalsThe main change that IR35 will bring about relates to the employment status of each worker.You are likely to see your employment status change if you are an interim finance professional who provides your services to a client through an intermediary. For example, you may have your own PSC, partnership or limited company for example, or work through an agency.If you’re a sole trader, freelancer or work under an umbrella company, you shouldn’t be affected.If your client is in the public sector, they have the responsibility of deciding your employment status. If your client is in the private sector, you (or your intermediary) will be responsible for deciding the employment status for each contract.When will IR35 come into effect?Originally, the new rules were schedule to come into effect on 6 April 2020. But following the coronavirus crisis, this has been delayed in order to give businesses and workers more time to prepare. The new rollout date for IR35 is 6 April 2021. So, what happens next?If IR35 applies to you, it means that your fees from particular clients may be subject to different tax and NI contributions. The new rules may also have tax implications for the companies you work for – and some may consider their workforce planning strategy.  But although there are concerns that IR35 will raise administrative and financial challenges within sectors such as finance, there is potentially a silver lining.For interim finance professionals, there will still be the flexibility to take on interesting projects with a variety of different clients – there are no drastic changes there. But what could happen is a shift towards more clearly defined projects for interim professionals.It is expected that the demand will remain for experts with highly specialised experience, to provide business solutions for specific projects. But clients will now need to give each assignment outside of IR35 a clear timescale and scope of work.Interim workers can continue to keep their distance from the politics of organisations, and put all their focus and unique skillsets into genuine, project-based assignments.Have questions about IR35? Get in touch with our accountancy and finance recruitment experts here at Sewell Wallis – we’ll be happy to help.

11 | 01 | 2021

How to successfully build and maintain a high performing finance team

Your finance team aren’t just number crunchers, and nor do they operate in isolation from the rest of the business. If you can find the right people and work hard to maximise their productivity, you can benefit from a finance function that enhances the entire organisation. Your in-house team will become trusted advisors, who add tangible value to your business. So, how do you start building this dream team of high-performing finance professionals? Of course, you’ll be looking for individuals with the right qualifications, skill set and experience to excel in a finance role. But just as importantly, you should be looking for team players with exceptional communication skills and an aptitude to add value. A compelling research study carried out by MIT a few years ago looked into what made a successful finance team. They discovered that individual talent seemed to matter far less than the strength of the team as a whole. Emotional intelligence (EQ) was found to be just as crucial as technical qualifications. According to Professor Alex Pentland, who conducted the study: “The best way to build a great team is not to select individuals for their smarts or accomplishments but to learn how they communicate and to shape and guide the team so that it follows successful communication patterns,” Since the study, major organisations such as National Australia Bank (NAB) have successfully adopted this strategy for finance recruitment. Developing a strategy for exceptional performance So, you’ve found an all-star team of experienced professionals, or bright sparks with the potential to excel within your finance team. How do you build and maintain exceptional performance? Here are some of the most important strategic points to bear in mind: Automation and super-efficient use of capacity (or outsourcing) can significantly reduce the cost of finance. In top-level companies, costs can be as much as 40% lower due to increased efficiency strategies. Improving diversity in your workforce is key to bringing a richer, broader range of ideas, talent and experience to the table. To build a great team, you need people from a range of backgrounds, who think differently and can challenge each other while still working as a unit. Your finance team need to feel valued, recognised and supported. Smart businesses will appreciate the vital role that all teams have to play and will implement ways of working and workplace benefits that foster wellbeing and employee engagement, whether this agile or flexible ways of working. Your finance team should collaborate and integrate smoothly with other key functions such as IT and HR, to increase operational effectiveness. Investing in high quality internal training is important not only for building team skills. It can also help you uncover and refine untapped talent, and mould individuals to fit the business. Trust and open communication with your finance team is everything. Employees who are trusted, valued and rely on honest communication from management are more motivated, and more likely to innovate. If you’re ready to supercharge your finance team, we’re here to help. Get in touch with our specialist accountancy and finance recruitment team here at Sewell Wallis to start your search for talented professionals who can drive your business forward. Call us on 0113 242 1200 or email enquiries@sewellwallis.co.uk.

20 | 05 | 2020

Keeping that team feel alive

I have always been so aware of how lucky we are to have such a fantastic team at Sewell Wallis – we consider ourselves a family, however now we have had 8 weeks apart I am aware that we can’t just take that great team feel for granted. So how do we make sure that we remain in touch, that we look after each other and we retain that special bond. I have seen many blogs and articles over the last few weeks on managing remotely and setting objectives. With some of the team on furlough leave that’s not relevant, but even for those that are still working I truly believe our first priority has to be about them and how they are feeling.   So what have we done over the last few weeks? Weekly team video call sessions – yes I know everyone is doing them however as I have already alluded ours are about us and rarely about work. We have of course been transparent about or ongoing plans and how we are managing the business over the last few months, however our focus has always been looking out for each other personally. It’s all so natural, everyone gets involved and we cover so much: new hobbies and interests, meeting each other’s pets and kids, laughing at dodgy fringes and the occasional shaved head, comparing exercise and eating habits and the bizarre list goes on.  I have realised how much we actually laugh together and what a hilarious bunch they all are.   Inclusion – Obviously the world of recruitment has slowed down which has given myself and the rest of the Sewell Wallis management team an opportunity to review our policies, dress code and working hours, amongst so much more. We were lucky that just before we went into lockdown we had conducted an anonymous survey with the help of Alpaca (www.alpaca.uk.com ) regarding what benefits and cultural beliefs are important to our people - all of our planning has been based around what will continue to keep our fantastic team happy. One of the key changes was to allow much more flexibility on hours, including start and finish times and regular remote working is now a long term expectation of ours – after all they have all proven their ability to remain just as effective, whilst gaining a better work life balance.  Our revised Sewell Wallis handbook is being completed with a big emphasis on our new expectations around flexible working, a dress for the day policy and ensuring personal wellbeing and work life balance is achieved.   Despite the new normal, this isn’t normal! I am so aware that this period affects everyone in different ways so I am always available for everyone on the phone or by zoom – just to listen and support when and if they need it. However I am also encouraging the team to chat often to each other as we all have so much to offer but we are also flagging up to each other the members of the team that we feel need a bit of a boost. Last week we sent a box of sweets to everyone, it didn’t cost a lot and it wasn’t hard to organise but it was received so well and gave them all a smile – but most importantly it reminded them that they are missed. It really shows you that it’s the little gestures that matter the most to people and just showing each other that we are thinking of them. Building an exciting future together– I appreciate it’s sometimes tough to find a positive in these unusual times however it’s so important to make the best of it and look forward to a positive and exciting future. We have new members joining the team once we return and we have included the whole team in bringing them aboard, many have met them via video call, messaged via LinkedIn and been involved in their training plans but most importantly they have been aware of our new recruits every step of the way.   We are by no means special but we are lucky and I think the awareness of that and not being complacent is the key. Whilst I have waxed lyrical on what we are doing for the team I should also add what it does for me – I feel so grateful and lucky to have our Sewell Wallis family but they have also worked wonders on keeping me positive and cheerful and have constantly supported me.  Stay safe everyone and keep smiling.    

12 | 12 | 2018

It’s just a few extra “trimmings” - Increase in overtime during the Christmas period

Christmas can be a very expensive time of year, especially when it comes to the vast number of presents, the uncountable mouths we have to feed and the work Christmas do – but the real question is…how are people managing to afford to have the best Christmas ever? When the festivities are in full swing it seems like the British population either start to strategically plan how to have a smooth running Christmas and the rest of us go into a mad panic about how we will be able to afford the ‘perfect’ Christmas – with many of the stresses being over the luxuries we associate with this holiday. The total accumulation of the cost of Christmas per British household (on average) that includes; food, drink, clothing, decorations, presents, travel and other little luxuries – is a total of £1,805 but if the average household has two or more kids they are looking at spending an excess of over £2,795 - in order to cover the costs most families will have to save an average of £150 - £232 per month of their normal monthly wage (excluding overtime.) Throughout the UK, many professionals work overtime to be able to afford the expense Christmas brings each year, with some employees starting their overtime in early November,  averaging out at an extra 75 working hours throughout the months of November and December, however some plan far earlier and can start their festive planning early in the year, the stats are: 54% - work overtime to cover the costs of Christmas 27% - start saving at the start of the year 14% - beginning buying presents throughout the year to cover costs To earn extra money most working professionals often; work overtime with their current employer (31%), take on a second job (37%) or seek ‘cash in hand’ or ‘under the table’ employment opportunities (32%) – these include; online surveys, money making apps, tutoring, selling household products, baby sitting, freelance work or working part-time within retail or hospitality. Christmas is overall an expensive time of year and people like to celebrate it in their own way, be it with family, skiing in the Alps or out celebrating the day – but when it comes down to it, Christmas is Christmas and you can’t put a price on a day full of festivities, love and joy. All the team at Sewell Wallis would like to wish you a Merry Christmas and a Happy New Year – once the festivities are done and we are all stuffed from our Christmas lunch it will soon be time to get back into the working spirit for next year. So why not beat that January rush and plan ahead for your 2019, Call us on 0114 268 3313 or 0113 242 1200 and we will be happy to help.

06 | 12 | 2018

Christmas Saviours

With festivities in full swing and this year’s ‘Black Friday’ ecommerce sales exceeding 9.4% of the overall market’s seasonal sales – did retailers and SMEs fill their stockings with enough seasonal temps? The Christmas period is one of the biggest recruitment drives for many companies, particularly in industries such as Manufacturing, Industrial, Logistics and Retail – with online sales increasing  year-on-year and exceeding predictions, are companies’ planning their interim team effectively to cover the increase in workload?  “Having worked within the temporary job market for over 4 years the increase in demand for temporary and contract staff has increased year on year, particularly in the holiday and festive period. The main benefits of companies employing temporary & contracted members of staff is that they reduce the burden on the permanent staff allowing them to reach deadlines, reduce the backlogs and take much needed holidays. Considering how a reduced staffing period and increased workload can add pressure to both the staff and the company cash flow recruiting an interim is a cost effective solution.” – Natalie Rollinson, Temporary Consultant. The increase in the need for additional interim support is increasing within both practice and industry. Many accountancy practices make the majority of their revenue around this time, which is often known as ‘Tax Season’ and therefore plan ahead to expand their teams in order to cope with the increasing demand as the year-end approaches. Within industry companies often require support from external contractors, temporary staff and self-employed professionals at certain peak times. When companies pre-plan their temporary staffing needs they will work-out the optimum level of ‘normal’ workload for the business and predict the unexpected peaks they will face throughout the year, this predominantly covers them for any seasonal changes the company may face throughout their financial year. Why do you think temporary workers are important for business? “Not only do temporary workers make great additions to existing teams in busy periods but they are also very beneficial to maintaining staffing levels in absences, reducing company training costs and can even assist with the implementation of new accounting software. Our temporary workers have varied experience in different sectors, systems and areas across Accountancy & Finance from transactional level to part-qualified/qualified and above depending on the need of our client. As the Accountancy & Finance market is very candidate driven at the moment there is a limited amount of time for hiring processes to be conducted that correspond with the Hiring Manager’s workload; hiring temporary members of staff resolves this issue drastically, as most temporary workers are immediately available and are more flexible with their working hours. Most permanent candidates require flexibility and can have notice periods of up to 3 months’. We also meet our candidates prior to submitting their CV for any positions which enables us to give accurate information on the suitability and skill-set – because of this our clients trust our judgment and often don’t need to conduct interviews themselves for temporary staff.” – Chloe Wilford, Temporary Consultant. At Sewell Wallis, we have dedicated interim Consultants working on all levels from accountancy juniors to CFO level who have proven success in building relationships with both Clients and candidates to ensure the ‘right fit’. Call us on: Leeds: 0113 242 1200 Sheffield: 0114 268 3313

22 | 11 | 2018

What are the benefits of schools joining/becoming SATs or MATs?

The success of MAT approaches has shown how effective their teaching programmes are and how they’ve allowed them to take into account the varying demands of each subject taught within their schools’ syllabus, allowing flexibility throughout this ensures appropriate teaching, planning and assessment approaches are being adopted. Some trusts have already recognised the potential these approaches have on their pupils’ overall learning and teacher workloads by developing higher-quality curriculums. Outwood Grange Academies Trust has already adopted these models to collaborate a structure that is used across all of its seventeen secondary and five primary academies. “Over recent years MATs & SATs have been in the firing line of many educational professionals, but since they were introduced in 2010 there has been more benefits than disadvantages for schools, when it comes to joining a MAT or SAT. I believe that this is a necessary step in the development of education - not only for the success of the way they’re funded to make themselves more sustainable, but through how they now operate to improve the learning of their students – banding together to use the shared resources among their newly established networks.” – Farah Bano, Not for Profit Consultant, Sewell Wallis. Collaboration amongst MATs The aim of the MATs is to create a network group where innovation and collaboration impacts the outcomes of pupils within their trusts, through shared strategies that are ideally focused on their schools’ improvement, procurement, recruitment, retention, governance and much more. The benefits: Stronger Leadership: School Governors and teachers can combine their knowledge and planning abilities to work on challenges and solutions together – Shared knowledge. Strategic Management: Governors and trustees can draw on each other’s experience to formulate strategic approaches. Shared Staffing: Human resources within schools can work across multiple sites, particularly in a localised Trust. This can appease the recruitment challenges facing the teaching industry and offer more varied opportunities to staff. Specialist Resources: With combined funding in a Trust, specialist knowledge can be bought in many different areas, spanning academic, extra-curricular and operational functions. Professional Development: This can be organised across multiple schools, spreading the cost per school and upskilling as many individuals as possible per session. Economies of Scale: A Trust is able to purchase as a whole, thereby achieving economies of scale not achievable by schools as individuals. With ever tightening budgets, this can help schools maintain and build upon the resources and standards they aspire to. Shared Accountability: As a Trust represents multiple schools, it is in its interest to raise the profile of each, in line with rising expectations. The disadvantages: In 2017, Education Policy Institute found turning schools into academies doesn't automatically improve standards. Geographical Issues: difficulty to establish an effective network within the collaborative school governance if the schools within the MAT are considerable distance apart. Structural Distributions: After joining a MAT board you want to represent your school it could be possible the physical dynamics that attracted you in the first place may change overtime. Reputation: If schools struggle to maintain their standards whilst in a MAT, their reputation may suffer. Transferring from being a SAT or School into a MAT is why, it is essential school leaders carefully review their options before deciding on which MAT to join. There are some significant legal and operational challenges schools will have to face when joining a MAT, which includes moving their funding agreements from their current provider to the MAT they wish to join, as well as implementing a commercial transfer agreement of all assets and contracts. It also remains to be seen if MATs are flexible enough to offer a supported infrastructure that will benefit all schools within their trusts, and for many academies this already exist, making it a testament for those choosing to convert in the future. Joining a MAT or becoming a SAT is now a natural step within any school’s evolution and has become quite promising for the future sustainability for the UK’s education system. If you are a MAT or SAT and you require assistance with your recruitment, please contact Farah Bano: Mobile: 07813 974 503 Email: farah.bano@sewellwallis.co.uk For more info and to view our sources, please follow the links below; https://www.telegraph.co.uk/education/0/academies-pros-cons/ https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/576240/Multi-academy_trusts_good_practice_guidance_and_expectations_for_growth.pdf https://www.telegraph.co.uk/education/0/academies-pros-cons/ https://academytoday.co.uk/Article/is-joining-a-mat-the-right-decision-for-your-school  

31 | 10 | 2018

Spooktacular Profits

In total the UK spends over £419 million on Halloween products and other confectionery goods each year. Mintel a global market researcher, has reported that Halloween has exploded in recent years, with overall consumer spending on the holiday continually rising since 2009 – up an enormous 263% between 2013 and 2016 alone, and shows no sign of slowing down. Halloween is now the third largest seasonal occasion in the retail calendar and is worth a monster £39.6m amongst convenience stores alone, growing at 8.7% year-on-year. This holiday is now a capital for sweet manufacturers across the globe and with new trends developing amongst adults, manufacturers now have more of a diverse market range to increase their overall sales. Tangerine Confectionery have already jumped onto one of these trends by capitalising on adults buying retro sweets that takes them back to their childhoods, they have released a new Halloween themed treat under their Barratt Brand just at the peak of Halloween sales. After the relaunch of the product (Tricks Mix - a retro styled mixture of sugary goodness and old style design) saw an 8.7% increase in sales. The 450g bucket contains a mixture of old school favourites, including Dib Dabs, Fresher Rolls, Foam Shrimps and an all-time classic of Cola Bottles and Fruit Salads. After the revamped launch Tangerine Confectionery positioned the sweets as their best seller in October 2017. “The Halloween confectionary market has grown by 34% over the last two years and we don’t expect this growth to slow down.” – Russel Tanner, Marketing & Category Director at Tangerine Confectionery.   According to Euromonitor International, the Global Confectionery market’s retail sales are to rise by 2.7% this year to reach over £145.39bn. In early July sweet/confectionary goods manufactures started to promote their products online, with ‘Buy Online’ now being a main area for e-commerce sales, confectionery companies are using platforms such as Amazon, EBay and Etsy to promote their seasonal products. Amazon is the fastest growing influence for the candy industry and will ultimately be the biggest sales drive for confectionery manufacturers over the years. Amazon's total candy sales between September and October last year grew by 38% compared to 2016, with most of the growth being in October just before the Halloween period. The Attack of the Sugar Tax… Even after the sugar tax levy being introduced in early April 2018, manufactures haven’t really seen a dent in their quarterly sales or profits, with most of them having reduced the amount of sugar in their products prior to the tax even being actioned – predominantly the tax was introduced to tackle the amount of sugar in fizzy-drinks. However, the treasury have predicted the tax will increase to £240m within the fizzy drink industry alone. How could the sugar tax effect the candy industry in the future? Sweet/Confectionery Goods Sugar per 100 gram Tax per 100ml Current tax payable – British Sterling Predicted tax payable Skittles 47g £0.24 p/L for more than 8 g/100 mL £0.12 £.70 Starbursts 34g £0.24 p/L for more than 8 g/100 mL £0.12 £0.51 Blackjacks 41g £0.24 p/L for more than 8 g/100 mL £0.12 £0.62 Note: The predicted tax payable in this table is neither true nor false and has been worked out as a prediction of the current tax payable to give a rough estimate of where the sugar tax may be heading, and has been backed from global tax statistics already in place. The current tax payable has also been worked out from the tax payable within the fizzy-drink industry so may or may not be fully true when applying to a different set of industry standards.  

25 | 10 | 2018

Study. Learn. Earn. - Apprenticeships vs University

The diverse world of education, careers and student pathways is fuelled by activity and developments. Among these new developments apprenticeships have now been given a 21st-century reboot, with the most significant change being the increasing number of degree apprenticeships available.In 2017 the government introduced a scheme known as the ‘Apprenticeship Levy’ to help prompt students to take a different academic route as well as supporting businesses to invest in their workforce. The Government’s primary aim is to increase the number of apprenticeships nationwide, pledging to create over 3 million new apprenticeships by the year 2020, in the bid to broaden the depth of UK talent and skills.The levy isn’t just for students, business owners are now able to up-skill their workforce by introducing fresh talent into their businesses, a study that was conducted by the Department of Education has revealed that most companies after hiring an apprentice have seen productivity growth and higher returns on investment.Benefits of an ApprenticeProductivity Growth - New apprenticeship standards empower employers to train Apprentices to meet the needs of the business: improving efficiency, reducing waste, increasing return on investment.Developing Future Leaders – The Levy tackles concerns over the ageing workforces by providing opportunities for existing employees of any age to develop their potential of becoming future leaders.Technical Skills - Apprenticeship training perfectly addresses the skills gaps which many businesses fear will hamper their growth.Financial Incentives - There are financial incentives available to help employers develop their workforce or recruit new talent."Apprenticeships are a key part of creating a stronger and fairer economy, where people of all ages and backgrounds can fulfil their potential; helping employers address skills shortages, upskill existing workers and attract new, diverse talent." - Media PlanetApprenticeship qualifications are now being recognised as an equal alternative to a Degree, since 2014 over 56,200 workers have enrolled on a higher level or Degree equivalent apprenticeship, as they are able to study a wider range of courses that offer qualifications equivalent to foundation and full masters’ Degrees. With the evolution of apprenticeship qualifications expanding, the Department of Education has marked this as a cornerstone in the development of apprenticeships; but there’s still much to be revealed about how the newly listed qualifications will sit within the current education structure.The pressure of deciding what route to take when starting your career can be daunting, and one of the biggest decisions of your life, if you are wanting to start a career within a professional industry such as; accountancy, legal or third party you are probably debating whether to study at university or as an apprentice.The main benefits:UniversityYou Have Access to More Specialist Jobs – Degrees aren’t always necessary to get a job, with more employers nowadays giving more value to work experience than qualifications, a Degree can act like a passport to more specialist jobs that you would otherwise not be able to pursue without.Increase Your Earning Potential – The latest report conducted by the Department of Education has released market statistics that show the working age graduate (16 to 64-year-olds) earn almost £10,000 more than their non-graduate counterparts, with some on an annual salary of £32,000.Developing Transferable Skills – Studying at university isn’t just about getting a Degree, it is also about developing and building key skills that will help you succeed further down the line in whatever career path you choose to follow.Key Transferable SkillsConducting ResearchWriting Essays & AssignmentsWorking Under PressureMeeting DeadlinesGiving PresentationsWorking within a TeamManaging Time EffectivelyMore Employable – Being educated to a Degree level makes you more employable – in fact, the employment rate for non-graduates aged between 16 and 64 was 3% higher than for graduates in 2016 and 3.8% higher than postgraduates, according to the Department of EducationApprenticeshipApprenticeships have been labelled as the ‘easiest, fastest and most secure route’ to take when starting your career but that’s not all an apprenticeship offers.Structured Training – Apprenticeships are structured educational programmes that give you a chance to work towards a qualification of your choosing, whilst helping you gain the skills and knowledge you need to succeed in your chosen industry. Starting employment earlier means you have more potential to progress within your career as well as earning a salary.Experience – You are given the autonomy to gain relevant working experience in a professional environment and this shows potential new employers that you can ‘hit the ground running’. Hands-on training gives you a real advantage to put your skills into practice, helping you gain the confidence in a working environment.Earn while you learn – When studying as an Apprentice you will be paid to learn the key skills you need to develop in your industry, with the government covering the costs for your training. You’ll have no student loans, no tuition fees, and, hopefully, no debt. Also being a student without a degree, you will be eligible for apprenticeships that involve qualifications such as AAT, ACCA and ACA – something a Graduate must normally pay for once graduating.Choice – There are over 400 different types of apprenticeships to choose from, so if you’re hankering to follow a career in business management, sport, marketing, accountancy or engineering, there’s something for everyone.Varied Learning – Being an Apprentice means you won’t have to spend all your days studying, you will get hands-on experience; most of your time will be spent working at the company you are employed at. Some apprenticeships are completed solely at your place of work and others require you to study at college for a couple days of your working week.Studying for a Degree or an apprenticeship has been a long-running debate with both offering their own added benefits, but choosing your next educational move requires careful consideration. Higher education does continue to be a popular option despite the rise in tuition fees and student debt.  At Sewell Wallis we work with Graduates that have just finished their Degrees in Accountancy and help them get into work. We work with a number of Accountancy and Finance firms that offer study support, meaning you can achieve your AAT, ACCA and ACA qualifications much faster than most other graduates.If you are a Graduate looking for a role within Accountancy or Finance please contact us on:Leeds: 0113 242 1200 Sheffield: 0114 268 3313 Email: enquiries@sewellwallis.co.uk

07 | 09 | 2018

The Destruction of Industry Barriers

Business owners are becoming smarter and they’re starting to think about what will truly affect their business in the future. With mergers and acquisitions becoming a "mega-trend" throughout the UK's economy, and more corporations starting to collaborate with one another they are forming what is known as "cross-sector businesses" specialising in more than one sector. This mega-trend has already taken effect within Healthcare, Construction, Utility and Educational sectors, with them now working together to improve access to knowledge throughout different communities. Businesses are now thinking about what is needed when it comes to surviving in the 'new world' of business, by looking at how they can make their rivals into collaborators with new business models. In the report conducted by EY, they believe there should be a framework in place to bring order to the chaos that might be caused by company mergers. It has been announced that the global economy has hit an all-time record of $2.5 trillion (£1.94 trillion) in company mergers in the first quarter of 2018, with corporations now noticing the overall benefits in joining other corporations and expanding into new sectors, there will be a bounty of shared knowledge amongst a variety of industries. Inward Mergers and Acquisitions (M&A) within the UK has been valued at £21.7 billion within the first Quarter (Jan to Mar) 2018, that's £18.2 billion higher than Quarter four (Oct to Dec) 2017; this reflects the significant impact a small number of high-value deals throughout the UK effects our economy. Throughout July a significant number of deals took place within the energy sector, which has again demonstrated high levels of buyer appetite and demands. For example, Next Energy Solar Fund Ltd has acquired 10 South West UK-based solar plants for £42m, as the solar energy sector continues to see significant growth and investment. On the other hand, retail mergers and acquisitions rise by 15% as businesses try to combat falling sales with financial firms favouring M&A over flotations, due to weak demand from investors. Selling up to a competitor is seen as a more secure way for existing investors to exit a smaller retailer than an IPO (Initial Public Offering) which could be cancelled at any point which will be due to short-term volatility or poor sentiment towards the sector. We have already seen many retailers go into administration throughout 2018; Toys ‘R’ Us, Joe Bloggs (Fashion Retailer), Bench (still trading) and Henri Lloyd (Harvey Nichols Retailer). With more retailers seeing their sales plummet, is it really a bad idea to merge? 

16 | 08 | 2018

Taking your first steps within your career.

When it comes to your career, you need to be in it for the long-run. It takes time to develop and grow within your niche. Making the time to invest in your career will be one of the most rewarding outcomes, especially when you look at where you were to where you are now. If you are starting out as a graduate or if you’ve changed your career prospects later on in life, there is nothing stopping you from achieving what you want to do or become. Try looking at your career like it’s a video game and with each bit of experience and level you get to; the benefits become more rewarding, investing your time and being patient when achieving your goals, will build your character and outlook on life. You’ll face many challenges, bumps in the road and sometimes failures, but learning from these hurdles you face will form a career you love instead of a ‘job’ you loathe. A few things to remember… A job is where you work to earn money; a career is a series of connected employment opportunities A job has minimal impact on your future work life, whilst a career provides experience and learning to fuel your future A job offers few networking opportunities, but a career is loaded with them When you work at a job, you do the minimum and avoid annoying your boss. When you’re in a career, you go the extra mile, doing tasks beyond your minimum job description Your Career is a Journey When you start advancing in your career think of it as you’re climbing a ladder, and on the way, you will be gaining valuable experiences; at one job, you may learn new skills and at another, you might gain a new interest. Knowing how to manage your career is crucial, the choices and actions you make now will affect your future, all the activities, volunteer work and part-time jobs are steps up the career ladder. Lifelong learning is very important, working somewhere or in a profession that offers short-term training opportunities is a big advantage in your career development A healthy work-life balance to separate your personal life and work life will help keep yourself level-headed and focused on your career Develop your own values and sense of purpose. Without these attributes in your career, you may become lost and working in a job you don’t really ‘fit-in’ People naturally change over time, so assessing and refreshing your career goals frequently is essential to a successful career The Big Question When you are looking for your next career prospect you need to ask yourself if you are hoping to be promoted at some point, or if you are looking for your next paycheck. This will be the difference between a career move and wanting to just pay your bills. If you’re hoping to take a step up in your career, turn on the passion. Figuring this out will help save you a lot of time investing in the wrong step. We will work with you throughout your career When you are ready for your next career move, we will be the catalyst for your new exciting career step. Unlike other recruiters we will support you every step of the way, guiding you from the assessment stage to offer stage. Contact us today so we can help you build a successful-rewarding career.  Leeds: 0113 242 1200 Sheffield: 0114 268 3313

02 | 08 | 2018

Inside Sewell Wallis - Faith Collins

Faith Collins is one of our Senior Consultants and has worked for Sewell Wallis for over three years, specialising in newly qualified accountancy positions.Faith started at Sewell Wallis as a Resourcer in June 2015 and was promoted to Senior Recruitment consultant two years after. Faith isn’t a newbie to recruitment, having previously resourced for call centre staff in her previous role, but she still had a lot to learn to before she became the recruiter she is today.Faith wanted to develop and challenge herself and she didn’t feel like she could achieve this without moving and focusing on her career, and that’s when Kayley Haythornthwaite took Faith under her wing and saw her true potential, with Faith wanting to deal with a higher calibre of candidates and clientele she took off in her race to progress within her role, as she developed and achieved higher and higher targets she set for herself we saw a ‘superstar’ recruiter born.With the nourishment and support that was given by the whole team she flourished into the recruiter we know today. This year so far Faith has made it into our high achievers' club and it looks like she will be there again in our second quarter. “Since working at Sewell Wallis we have been so successful over the years and the amount of money we’ve made as a team is absolutely phenomenal, which makes me so excited to see what there is planned for us as a business.Our five-year expansion plan is nail-biting and I’m looking forward to meeting all the new members of the team and to see them progress, growth and develop as I did.” - Faith CollinsWorking in our Sheffield office means Faith doesn’t really get to see both teams, but she has noticed when we are all together we are “oriented and family like,” Faith continued “you can tell that everyone cares about each other, and how much everyone would help other members of the team.With constant training and support given by the senior management team and others in the business, you can see precisely why Faith has been so motivated to continue her development at Sewell Wallis.Faith love to socialise with her team inside and outside of work and is often found going out for food, nights out and general socialising to promote company ethos and culture.Without Faith, Sewell Wallis would be missing a link. If you are eager to start your career in recruitment or move just like Faith? Then contact us today: enquiries@sewellwallis.co.uk | 0113 242 1200 | 0114 268 3313

23 | 07 | 2018

How will we fix the gender pay gap in the charity sector?

Equality, diversity and gender issues within the workplace have never been so topical. With the average median of the gender pay gap being 18.4% in the voluntary sector and 5.4% overall in the UK, there is still quite a long way to go before we start seeing significant economic growth. Big charities such as PDSA and Marie Stops have pay gaps that are above 35% - Guardian analysists find. Within the charity sector, there are massive pay gaps between men and women, almost three out of four companies pay their female employees less than their male employees. Oxfam a Catholic founded charity (Est 1958) that relies on volunteers (20,000+) and partners to help with their global cause have very strong economic values when it comes to the gender pay gap, they have recently published a document that has a range of commitments they would like to address themselves when tackling this issue – their current gap stands at 12.5% with the global average in the voluntary sector being 18.4%. Today’s current rate of progress in tackling the gap between men and women could take approximately 170 years to close the difference in the overall global economy -  this figure is much larger than 2017’s prediction, meaning economic inequality between men and women has reverted back to figures last seen in 2008. Research conducted in 2017 has shown that if our global economy tackled the injustice of the gender pay gap throughout all sectors, there would be an additional £12trillion added to the global economy each year. With this in mind we still do have a long way to go, but taking small steps and focusing on the divide between men and women in professional environments will help increase the influx between their salary bands. Skills, training and personal development is a great place to start and offering individuals the chance to improve themselves and progress in their careers will help close the gap even more. One of Oxfam’s commitments is to work towards a 50:50 women in Leadership Teams, with the aim to maintain their female representation of 35% - 65%. Most employers don’t utilise their female employees’ academic achievements, talents and experience effectively. If we equalised women’s productivity and participation rates we could see a significant impact to our economy, the increase in transparency around gender pay will affect company’s policies and practices, promoting gender equality throughout the workplace. Back in 2017 the world was hit by the #MeToo and #Time’sUp movement, one of the biggest gender equality trends to ever hit social media, erupting from the exploitation of women within the charity sector, with over two thirds of charity/voluntary organisation’s employees being women it struck hard blows into how women are treated in the workplace.    With structural causes of the gender pay gap creating different variations in multiple industries, we need to benchmark with others to help highlight the benefits and disadvantages in our practices, to help encourage the best route to take. Encouraging research and commentating in this area will help us understand the causes of gaps and how we can effectively address them, keeping this issue in the spotlight of mainstream media will help employers prioritise the actions we need to take. A few extra steps: Let’s close the gap Publication of gender pay Analysing data and company internal structures to understand the gender pay gap Begin to implement different actions that will improve gender equality in the workplace Introducing enhanced, shared parental pay for partners, which can be aimed at encouraging more men/partners to take time off for child caring responsibilities Ensuring diversity and equality amongst development courses Committing to developing workable regulations that increase gender pay transparency will benefit not just employers but their employees’ attitudes towards workplace equality, with aims to improve the gender pay gap year on year we will hopefully see a significant difference in all sectors. We will be the change that we wish to see in the world.

19 | 06 | 2018

Work-life Balance: Flexitime

Nearly all working professional would agree it can sometimes be hard to find a healthy work-life balance, especially in today's 24/7 ‘always on' culture world. Health and well-being is a massive topic within the workplace and finding a healthy work-life balance is hard, but when you love your job it's hard to just cut off from your responsibilities, lots of people would rather stay productive so business thrives than just dropping everything. "Leave work at work" – has to be the most repeated phrase that has ever existed within the professional industry, with always expressing the same preach “you need to start taking steps back from your normal daily routine to reduce your stress levels, and to help you think more clearly about tough decisions” can and is quite patronising. There isn't anything wrong with working hard and achieving what you have set out to achieve, but knowing your limit is important, and this is what others are trying to get across to the wider professional community. With the amount of negative stigma that has surfaced recently about employee health and well-being in the workplace, and recent studies showing the different benefits to improve your teams health, a whole variety of professions have been now implemented different ways to promote this within their workplace, focusing on a percentage of the working population shouldn't be justification employers need to have a vibrant, motivating working environment. Employers are now offering us as employees a healthier work-life balance, but are we using these benefits to our advantage? With most working professionals enjoying what they do and sharing their achievements outside of work already is emotionally uplifting and shows that they care about our jobs. So, with that in mind employers are finding it harder to think of benefits they can offer their employees. As working professionals there are lots of assumptions being made that we are more stressed than ever before, all because we have the occasional rant about; how our boss made us pull our hair out again and how Helen from HR broke the printer again, is called being human…we do get ourselves worked up, stressed and lost in a minefield of our own thoughts. It's just human nature. With more benefits being offered too us, there are tons of ways we all could tailor a work-life balance to fit our personal needs, and over the past few years, more companies are helping employees achieve this by offering different packages, schemes, incentives and targets. Flexitime: allows employees to work a set number of hours a week, which enables them to have a more flexible approach to working lives. Flexitime benefits Staff morale and job satisfaction increases Fatigue and stress levels are reduced Satisfaction and employee production increases Other opportunities and commitments can be fit in and around work More control over employee workload Allows banked time to be used  for leisure and personal activities Childcare is more flexible with working hours Another benefit to flexitime is it gives employees the chance to avoid rush hour traffic. For employees with long commutes, any effort that means they avoid sitting in traffic is an added job perk in their eyes, meaning it will prevent them from looking for a position closer to home. Flextime allows employees to work around their lives and they can work accordingly without having to sacrifice their productivity by ‘clock watching,’ giving employees the benefit to completing personal objectives whilst working full-time allowing them to focus on their work.