|Name: Liam Brodie|
|Company Position: Regional Manager|
|Email Address: email@example.com|
|Phone Number: +64 27 566 6561|
Finance & Professional Services
Where I’m From: I was born in Stirling (Scotland) then moved to Edinburgh when I was 11. I moved to Wellington in 2005, despite the wind and rain the weather is still better than Scotland.
My professional background: I have over 10 years recruitment experience across multiple specialisations from Boutique agencies through to managing teams in large multi-national recruitment organisations.
Why I’m passionate about Finance & Professional Services at Beyond Recruitment: I get to support and grow a great team of very diverse individuals, watching people develop into high calibre individuals and consultants. We get to provide high quality talent and consulting services to our customers in ever changing roles and organisations, building strong trusted relationships along the way.
What not many people know about me: At Primary school athletics day I came second in the “cricket ball“ throwing competition (the cup happened to be donated by the winners family!!).
What I love about Aotearoa, New Zealand: I love that you can have an amazing day out and not have to spend a fortune or travel too far. I’m still exploring after 14 years!!
What I love about Beyond Recruitment: Beyond Recruitment holds itself accountable and delivers excellence across all their practices. Being privately owned empowers me as a manager to make sure we always make the right decision for our clients and candidates. We are genuine in our values and refer to them daily to make sure as individuals we are representing these in how we walk and talk.
New Zealand’s labour market is constantly evolving as economic factors, business needs and talent supply influence the demand for certain skill sets and candidates. In the Finance sector, specifically, the market is growing steadily, with data from Stats NZ revealing that there were around 65,500 filled jobs in the March quarter of 2022, up from 56,600 in March 2019. So where are we seeing movement in Finance right now, and what trends are currently shaping the industry? Below, Beyond Recruitment’s Accounting, Finance & Financial Services team from across the country break down their key observations to help you stay well-informed and competitive, whether you are looking for a role or want to grow your team. The Evolving Demands in the Finance Job Market The Finance market has changed a lot over the last 5-10 years, with new technologies and the shifting business landscape leading to the demand for different skills and role types. Automation has taken over much of the transactional processes, and many tasks that would have taken a full day to complete now happen at the push of a button. Consequently, a different set of skills is now required for Finance roles, regardless of level. Key attributes employers are looking for in Finance candidates: Soft skills over teachable technical skills Tech-savvy – Experience with reporting tools like Power BI and large FMIS systems (e.g. Oracle, TechOne) Excellent communication skills and the ability to easily translate financial jargon to accommodate stakeholders Innovation and the ability to automate transactional processesThe good news is that technology hasn’t replaced specific jobs, rather it has changed the responsibilities and duties of roles by alleviating the administrative burden and making reporting more accurate. For example, rather than spending time scanning invoices, Accountants have taken a more advisory-based role, allowing them to serve as a business partner rather than just a BAU transactional processer. For those who need to upskill in order to adapt to the changes in the Finance profession, a number of options are available, including CA qualifications, technology training on tools such as Power BI and leadership courses. Key Trends Shaping the Public and Private Finance Sectors Public vs. Private While there are some similarities between the public and private Finance sectors in New Zealand, there are some distinctions that shape the roles within each space. The skills and experience gained from both sectors are transferable, however, the goals of both industries are different, with the public sector, particularly in Wellington, focusing more on spending and specific political agendas, and the private sector focusing on reducing expenses and increasing productivity, revenue and net profit. Auckland differs from Wellington in that the speed to market in the private sector far surpasses the public sector. This means that candidates are being lost to other roles, as the process is lengthy in the public sector, and the salary banding is often too low for market conditions. Meanwhile, public sector employers in the regions are still demanding exact qualifications for roles and are not prepared to look at transferable skills. As a result, the roles are staying vacant, and the pressure is put on the current team to deliver more and more in terms of responsibilities.Relocation and hybrid working Across the private sector, organisations are looking at how they can be creative with the limited talent pool at their disposal. Many clients are becoming more location agnostic, securing resource from other regions and the main cities with the opportunity to work remotely, especially across contract roles. The trend of candidates relocating to the regions also continues as interest rate hikes and rising housing costs bite, and many regional organisations are looking to the main centres to secure candidates who are willing to relocate for stable roles. When it comes to hybrid working, Wellington employers across both the commercial and government sectors are very flexible on working from home arrangements. In Auckland, however, there is some disconnect, with candidates sometimes asking for more working from home more days than an employer is wanting to provide. Nevertheless, hybrid working is now widely accepted by both candidates and employers for the majority of roles, and finding the right balance between remote and the office comes down to the unique circumstances of the role and negotiation. Find Out More If you’d like to discuss any of the above trends in more detail or find out how we can support you with your hiring or Finance job searching needs, please reach out to our nationwide team of Accounting, Finance & Financial Services recruitment specialists today. Read more
Having recruited Payroll professionals for the past four years, I have seen first-hand what a key role they play for an organisation. Payroll is critical function - for those that are seeking more information about this interesting career, read on…. From a recruitment perspective, we are currently experiencing an extreme shortage of entry-level Payroll staff – those who earn between $50,000 and $70,000 per annum. This is happening for several reasons, including: Those thinking about employment direction don’t really understand the Payroll career and all it brings Employers are reluctant to take on candidates with little or no experience, but this is slowly changing as transferrable skills and attributes-based hiring becomes more common Employers are often reluctant to hire job seekers from other countries, assuming that they don’t have an understanding of local New Zealand legislative requirementsAnd it’s not just junior candidates who are hard to find. We are also seeing a shortage of quality Payroll candidates at the management level. There are a few reasons for this. From my experience, staff shortages mean senior payroll specialists often spend longer in hands-on roles out of necessity as well as the fact that payroll work lends itself to contracting – so those that are senior/experienced may move into more gig-based work. So what can we do to entice more people into the profession of Payroll? Misconceptions of What Payroll IsPayroll is one of those functions that can be taken for granted – it just “happens” in the background. Therefore there is a often a lack of understanding of the specialist skills, attention to detail, numeric skills and interpersonal qualities that great payroll team members usually have. There have unfortunately been some fairly high profile payroll-centric stories in the media over the last few years – I am concerned this may influence those who are considering a move into payroll. In reality 99% of the payroll work being done is incredibly high-quality with hundreds of thousands of kiwi workers getting amazing, accurate payroll outcomes. It would be great to see Payroll have specific qualifications and industry benchmarks, like, for example, Chartered Accountants. This would provide a regulatory body for Payroll, with regular training and updates to keep processes consistent across the market. It would also help during times of legislative change as Payrollers would have one centralised source to learn from. Finally, it would provide some sort of tiering system to benchmark Payroll roles because job titles are often company-specific and not market relevant. What Can Be Done?In order to overcome some of the talent-shortage challenges facing Payroll professionals and their employers we’d love to see:Employers should be open to looking at candidate applications with international experience or those with less Payroll experience when hiring. Instead, they should look for enthusiasm, transferable skills and the capability to learn on the job with the right support and training.Education providers should open courses to international candidates entering the New Zealand market – providing them with updates in local legislative requirements. This could also be useful for entry-level employees.Industry leaders should develop and distribute a best-practice framework that operates across all businesses to standardise and support people working in Payroll jobs.Working With Beyond RecruitmentHere at Beyond Recruitment, we have a team dedicated to the Accounting, Finance & Financial Services sector. We are passionate about matching professionals working in areas like Payroll with employers who are supportive and value their contribution to the business.Get in touch with one of our team members today to talk more about shifts and trends in the Payroll market, and how we can work together to find your new job or team member.Read more
Love it or hate it, networking is something that everyone must do at some point in their careers. While it may not always be at the top of your to-do list, there’s no denying the power a strong network can have over your professional success.Networking by definition is the action or process of interacting with others to exchange information and develop professional or social contacts. From in-person events to professional organisations and even virtual career expos, when done well, networking can give you a competitive edge in this challenging market by helping you get a job faster and adding layers to your career. Here’s how:Build, maintain and strengthen relationshipsDo you have an interest in new technology or are you wondering how to upskill without going back to school? Attending networking events can help you find a mentor outside of your organisation who can assist you in your career growth through the sharing of knowledge, expertise and experience.By putting your face out there (whether in person or on-screen), you can increase your visibility in your industry, build valuable relationships and have the opportunity to learn from others who have moved up the ranks. Networking also allows you to support business development in your current role by meeting prospective partners and clients, along with learning new skills to keep you at the top of your game.Advice and supportSome people make the mistake of thinking that professional networks only come in handy when you’re looking for a job, but having access to a robust network of talented people can be a valuable resource for the work you do on a daily basis.You can utilise your network to expand your technical knowledge by learning best practice for a new program, stay on top of the latest trends in your industry, get guidance from a senior in your field on what you need to do to excel or ask for a second opinion on a difficult project. This advice and support can help you shine in your current role by giving you the knowledge and confidence you need to lead and take on more responsibilities.I have a spreadsheet of old managers, important colleagues and internship mentors who I make sure to reach out to at least every six months. This can be over the phone, email or even text messages. I discuss what I have learned since our last catch up and ask how business is going for them. This keeps the line of communication open for feedback and further networking.Access to opportunitiesThe right employee referral can give you access to opportunities you would never have been able to reach alone. By having a solid network of contacts, you widen your chances of landing that new job; especially if you know someone internally who can help you with a referral to a specific company.Wanting to make a career change? Your network can help you learn how transferrable your skills are and how they relate to the role you want, as well as help you find connections in the industry you are trying to break into. Your network might also reach out to you for a role that is only being advertised internally. This is a great way to get a new role as you do not need to compete with everyone that applies; you have a foot in the door!SummaryAt the end of the day, networking does not need to be daunting, regardless of whether it is virtual or face-to-face. Think of it as enhancing your interpersonal skills along with adding value to your professional life, and you will be able to take advantage of the many benefits it can bring to your career.For more networking advice or to learn about the opportunities, we have available, reach out to me to discuss your options.Read more