2. It is with pleasure that I introduce our 2015 salary survey, a unique guide to the salary bandings within the accountancy and finance
industry in the North West and Yorkshire.
candidates and businesses. We have an unrivalled local knowledge and our specialist consultants are able to provide information
We analyse our own database of placed and active candidates and continually cross reference with local vacancies. We continually
monitor the local economy and we use our expertise gained over 20 years to verify the results to produce an accurate snapshot of the
industry.
2014 saw some interesting salary shifts within our accounting and finance market. Notably the entry point for the clerical vacancies across
accounts payable, accounts receivable, credit control and payroll areas increased, with the median salary paid (and expected) increasing
across these accounting areas. This demographic of candidates have higher salary expectations and are earning more.
Conversely the entry level for some of the part and fully qualified vacancies dipped slightly with business seeking to secure candidates
based on other attraction factors (enhanced suites of periphery benefits, career scope, job security, etc).
your
Best wishes,
John Smith
Director
T: 07436 098 336
Disclaimer:
The information contained in this survey is given in good faith and RK Accountancy and RK Finance Professionals uses all reasonable efforts to ensure that it is accurate. This data is provided “as-is”, and RK Accountancy and
be liable for any indirect, special, consequential or other damages however caused
Introduction
RK Finance Professionals make no warranty, either express or implied, including but not limited to, warranties of correctness and fitness for a particular purpose. In no event with RK Accountancy and Rk Finance Professionals
3. . Businesses have quickly
age that sits alongside the
strap-line basic salary is under scrutiny and the expectation from the market is for businesses to improve and enhance their cu
secure and retain the strongest individuals.
• Personal company funded medical cover
• Life Assurance of four times your salary
• Income Protection
•
• Performance related bonus opportunities, 3% -11% as a guide.
•
Sharesave schemes
candidate audience we work with want to know the matched contribution is strong.
•
Accident Insurance
Employee Assistance Helpline
• Yearly bonus – some have an individual bonus AND annual bonus linked to EBITDA.
On top of this, various additional scope packages may give access to:
•
Medical Care for your partner, spouse and children
Critical Illness cover for you, your partner or spouse
• Dental Cover for you, your partner, spouse, or children
•
Discounts on:
• Childcare Vouchers
• Eye Care Vouchers
•
Health Line
•
Season Ticket Loan
Give As You Earn
The World of Additional Benefits
.
•
•
•
•
•
4. The most forward-thinking businesses are adopting a more creative and varied the offering the better. For example:
• Free shuttle bus travel
• Break Out areas (e.g. a cyber café with TV, pool and Foosball table)
• At desk massage!
• Discounted Car valet service (at lunch)
• Business Casual clothing
• Hot-desking daily .
In summary as it stands the ‘package’ is key and more and more relevant. When we meet candidates it is increasingly on their agenda to
explore the full suite of benefits when we discuss a job specification. Half of the battle is ensuring the recruiter partner is fully au fait with
the benefits and are proactively presenting them to the market in full.
What else?
5. RK (Company Information and Overview):
REC membership number 00087559
RK Group is a leading specialist financial recruitment consultancy operating in the Yorkshire, North West, Midlands and London from a
regional branch network. A dedicated recruitment group operating exclusively in the specialism of finance including accountancy, tax,
audit, risk and treasury across the clerical, part qualified and qualified marketplace.
Established in 1996, the average length of service for consultants within the business is over 5 years. With a genuine commitment to long
term development, we have built close links with many businesses, clients, candidates and professional bodies in local regions.
The business was born out of a search and selection recruitment team and as such we have adopted and continue to use a retained search
methodology whilst offering a contingency-based pricing strategy (i.e. payment on success).
in our reputation.
In summary as a business we provide accountancy and finance staff across the North of England and have developed an extensive client
and candidate network over almost 20 years.
About Us:
6. Our core specialism is accountancy and finance recruitment on a temporary and permanent basis.
RK Finance Professionals:
• Key sectors: Part qualified and qualified accountancy and finance
• Temporary, permanent, interim and contract recruitment.
• Specialist in accountancy and finance mid to senior level appointments.
Typical Roles include: Management & Financial Accountants, Commercial and Operational Accountants, Analysts, Finance Managers,
Financial Controllers, Finance Directors. Senior Transactional Managers.
RK Accountancy:
• Key sectors: Clerical accountancy and finance
• Temporary, permanent and contract recruitment.
• Specialist in the recruitment of clerical and managerial accountancy and finance staff.
Typical Roles include: Credit Controllers, Purchase & Sales Ledger Clerks, Payroll professionals, Accounts Trainees, Assistant Accountants,
Transactional Team Leaders and Managers.
About Us:
9. We asked job seekers about their job satisfaction?
Training
Good manager
Good benefits
Good working conditions
Good work / life balance
Good salary
Great career opportunities
What is the most important factor, to maintain job satisfaction?
Least Important Most Important
What was the deciding factor that made you leave your last job?
Promotion
Improvedpay
Betterworklifebalance
Betterworking
conditions
Location
Management
Career
Progression
0%
100%
50%
RecruitmentAgency
Referralsfromfriends
JobBoards
LinkedIn
Facebook&Twitter
ApplyDirect
Other
0%
100%
50%
What do you use when looking for a new job?
Analysis
Whilst it is clear that job satisfaction still hinges on strong rates of pay and working
environment, career scope is firmly back on the radar (in contrast to the same survey
in 2014).
Candidates have an improved level of confidence and security and career progression
(and associated reward) are now pushing higher up the priority list.
Recruitment consultancies remain the first port of call for applicants seeking a new role
in our market but with social media tools including LinkedIn climbing higher.
Direct adverts have dipped as have job boards within our specialist areas.
Unsurprisingly a poor level of remuneration is the primary factor when deciding to leave
a role and seemingly working environment, benefits, salary and career scope are
important when deciding where the next move takes our candidates.
12. Merit in Interim
Interim Finance Professional:
To state the obvious they are an IMMEDIATE solution provider.
They ensure that workloads do not become unmanageable and
they prevent the issue of a vacancy dramatically impacting the
business in the short term.
An Interim candidate often brings a varied set of tools based on
cultures, sectors, systems and working practices. Ultimately they
have a versatility that can buy a business time during change.
Strong Interim candidates are often experienced in holding fort
and can reduce the risk of a cascade of resignations within your
calm and pragmatic approach which can be infectious and
often very welcome!
Typically interim accountants add value in areas that may not
seem obvious from the outset of a project. By virtue of their
experience they often bring suggestions for change in areas
‘bull in a china shop’ but assertive interim accountants that can
drop seeds of thought to other management teams /
colleagues can often trigger positive changes outside of the
regarding the solution and there is sometimes an associated
politics based on this and the history. An Interim has more
chance of providing an objective and substantiated view without
bias. They can provide a balanced sounding board that can be
seen to be impartial.
They are driven to succeed by their own reputation and therefore
will give 100% commitment to an assignment, no matter how
feedback from their last employer. They thrive in scenarios that
give the opportunity to celebrate clear achievements on their CV
following a successful assignment.
Interim specialists can add value at a rate faster than their permanent
counterparts in many cases. They are well versed in integrating into
new environments and getting stuck into the task at hand. Typically
your business will see quicker results – they need not ‘bide their time’
to settle but have a clear remit to begin and complete a task set – this
is their specialism and they will endeavour to complete assignments
fully and swiftly.
In summary we have seen a range of managers within our SME and
large corporate clients across the UK turning to Finance Interims, in
time I have trained someone I could have done it myself” has noticeably
diminished in our market and the feedback has been extremely positive
short and mid-term assignments.
unexpected leaver, a project coming down from the shelf, anticipated
acquisition, system changes, long term illness, maternity, accelerated
growth, unexpected decline, year end….
function and are considering an immediately available Interim option
to assist we would welcome the opportunity to explore it further.
John Smith - Associate Director – 07436 098 336
Throughout 2014 we have experienced a steady incline of
marketplace across our core regional markets within the
North of England.
specialist markets and we have seen a higher volume of
clients recruiting at management accountant, financial
accountant, finance manager, FC, finance business
partner and FD level.
Seemingly the improved economic outlook has encouraged
accounting professionals to re-assess their own careers and
aspirations and ultimately ‘dip a toe’ into the job market.
This has translated into a real turbulence that has peaked in
Q4 and we have seen a spike in vacancies across Lancashire,
Yorkshire, Greater Manchester and Cheshire regions.
As the market has shifted through the course of the year
degree of competition for the strongest candidates.
demanding and harder to secure.
Convoluted and lengthy recruitment processes have prevented
a result of the increased workload created by ‘gaps’ within the
various teams.
These cumulative factors and the overall buoyancy has in basic
recruit the right person in the timeframes they may have hoped
this year.
As a direct result we have seen a large increase in the number of
clients turning to us for an Interim Finance Specialist to assist
during period of change / recruitment.
13. Contact Us
Leeds
9th Floor
West One
Wellington Street
Leeds, LS1 1BA
Tel: 0113 246 2526
Fax: 0113 246 2521
replyleeds@rkaccountancy.co.uk
Preston
Unit 5, Albert Edward House
The Pavillions
Ashton-on-Rible
Preston,PR22YB
Tel: 01772 881 666
Fax: 01772 882 994
replypre@rkaccountancy.co.uk
Chester
Friarsgate
White Friars
Chester, CH1 1XG
Tel: 01244 345 666
Fax: 01244 345 455
replych@rkaccountancy.co.uk
Manchester
Faulkner House
Faulkner Street
Manchester, M1 4DY
Tel: 0161 236 9666
Fax: 0161 233 6333
replyman@rkaccountancy.co.uk
RK Accountancy
North Church House
84 Queen Street
Tel: 0114 309 4360
Fax: 0114 276 6501
Warrington
First Floor
Bank Quay House
Sankey Street
Warrington,WA1 1NN
Tel: 01925 401 730
Fax: 01925 401 740
replywarr@rkaccountancy.co.uk
