HOW OWNER MANAGED BUSINESSES CAN GUARANTEE TO

How to Write a Standout CV for Transactional Accountancy and Finance Roles

A well formatted, standout CV is essential for landing interviews in transactional accountancy and finance. Employers are always looking for candidates who demonstrate attention to detail, numerical proficiency, and a strong understanding of financial processes. So, your CV need to shine a spotlight on your qualifications, skillset, and experience to make sure you stand apart from other candidates. To help you on this quest, Liam Connolly has drawn from his extensive experience in transactional finance recruitment to share some top CV tips. Follow these, and your CV will be the one that grabs the attention of prospective employers. 1. Understanding the Role and Key Requirements / Responsibilities involved:Transactional finance roles typically involve managing financial transactions, reconciling accounts, and ensuring compliance with regulations. Depending on the specific position, responsibilities may include accounts payable and receivable, bookkeeping, financial reporting, or credit control, this is important to make sure these elements are clearly sign posted in your CV. Key Skills to Highlight: Attention to detail and accuracy in financial transactions. Strong numerical and analytical skills. Knowledge of accounting software (e.g., SAP, QuickBooks, Xero). Understanding of financial regulations and compliance. Ability to work in a fast-paced, deadline-driven environment. 2. Structuring Your CV:Your CV should follow a professional structure with clear sections that make the document easy to read and have a natural flow. If you over complicate your CV or format it in such a way that makes it difficult to read and without a natural flow it will absolutely hinder your application and will likely result in the key and important information within the CV being missed or overlooked. Below is an ideal format to follow to avoid this happening: Section A. Contact Information:Ensure your contact details are up to date, including: Full Name Phone Number Professional Email Address City of residency Notice period LinkedIn Profile (if applicable) Section B. Professional Profile / Summary:Begin with a concise, attention-grabbing summary of your expertise and career goals. Tailor this section of your CV to highlight key skills and experience relevant to the specific transactional finance jobs you are applying for. Example: "Detail-oriented finance professional with five years of experience in accounts payable and receivable. Proficient in financial reconciliation and reporting, with a strong understanding of accounting regulations. Adept at using SAP and Excel for transaction management. Seeking a role where I can fully utilise my skills to add value to a growing transactional finance team." Section C. Relevant Skills & Competencies:This is your opportunity to list your most relevant skills, these should be formatted as bullet points making it easy to read ensuring that the most relevant skills to the role you are applying to are front and centre at the top of the list. Example: Purchase & Sales ledger management Advanced Excel (VLOOKUP, Pivot Tables, Macros) Accounts reconciliation and financial reporting Bank statement reconciliation VAT processing and regulatory compliance Section D. Work Experience:Your work experience should be listed in reverse chronological order (starting with the most recent role first), emphasising achievements and contributions along with all the relevant responsibilities you undertook as part of the role. Example Format: Company Name | Job Title | Dates of Employment High volume invoice processing of both Purchase and Sales ledger invoices (c800 - 1000 per month) Managed Accounts Payable transactions totalling £3 million monthly Reduced invoice processing errors by 30% through process improvements Implemented a new reconciliation system, enhancing accuracy and efficiency Top tip: be specific ‘Managed Accounts Payable transactions totalling £3 million monthly’ instead of ‘Accounts Payable Transactions’. This level of detail not only helps employers and us understand the scope of your responsibilities and the extent of your capabilities but also demonstrates the care and attention you have put in your CV. Section E. Education & Qualifications:Include your school / college results, degrees, certifications, and relevant training. Example: AAT (Association of Accounting Technicians) Level 4 BA (Hons) in Accounting & Finance, University of ABC | Graduated: 2020 (1st Class) A level – Further Maths, English, Economics – Grade A,B,A 11 GCSE (Including Maths English, Science – Grade 8) Top tip: Not including your results can raise concerns and you'll likely be asked for them later, so it's best to include them from the start. Section F. Additional Sections (Optional)Languages: If multilingual, mention fluency level (spoken & written communication levels). IT Skills: Intermediate / Advanced Excel knowledge (VLOOKUP / Pivot Tables), Proficiency in accounting software – Sage 50, SAP. 3. Tailoring Your CV to Specific Roles: While transactional finance roles share common responsibilities, tailoring your CV for different positions (e.g., accounts payable vs. credit control) will dramatically improve your chances of selection and make it clear to potential employers that you understand the position you are applying to and can evidence through your experience why you are suitable. Make sure you customise your summary, skills, and experience accordingly to reflect this.For example:Accounts Payable / Accounts Receivable:Attention to detailAccuracy in your workUse of specific invoicing accounting softwareSpeed in manual processing Highlighting specifics in volume of invoices processed (p/w or p/m)Credit Controller:Softer skills are very important in Credit controlAbility to account manager – treat each client individually Being a good negotiator is vitalHighlight successes in results again targets (reduced aged debt by 85% in 12 months)Showing empathy and understanding to create strong working relationshipsKnowing when to change tact and take a firmer approach as needed.Accounts Assistant:Demonstrate full understanding of all elements of transactional financeAny professional qualifications you are / have undertaken (AAT) are important to highlightUse of various / specific accounting software (Sage, SAP, Xero) is appealing to clientsPayroll:Highlight the volume of employees payrolled Break down into weekly / salaries quantities Mention the use of specific payroll operating systems (Sage Payroll etc)Speak about the payroll region you cover, is purely UK payroll or do cover Irish Payroll, EMEA, APAC? Is it the full end to end payroll process including query handing / amendments through to sending the payroll to the bank?4. General CV Design and Formatting:Keep it concise: Limited to two pages if possible. Use professional fonts (e.g., Arial, Calibri, Times New Roman). Ensure the same font and font size are consistent throughout (not too small or too big, 10 - 12 size works fine depending on the font selected). Use Clear headings which separate the different sections. Maintain consistent spacing and margins throughout. Use bold to highlight key skills so they stand out. Use bullet points to list the responsibilities (not just one long paragraph) 5. Common Mistakes to Avoid:Spelling and grammar errors: Proofread thoroughly. Irregular fonts / font sizing and spacing. Generic duties: Customise for each role. Overloading with unnecessary details: Focus on what is relevant to the role in question. Too much information can make CV’s difficult to read and the reader loose focus. Lack of quantifiable achievements: Use specific amounts / results to demonstrate your impact. Final Thoughts?Your CV is your first and best chance to make a positive impression on a prospective employer. They want to see that you are capable of undertaking the advertised role and have a clear, demonstrable track record of handling similar responsibilities. With this in mind, it's essential to clearly showcase your experience, ensuring the right information is highlighted. Additionally, outline why you are interested in the specific role you are applying for. Consider your career goals, why you would be a good fit for the role, and where you see your potential for longer-term development (be realistic). A standout CV for transactional accountancy and finance roles should emphasise relevant experience, technical expertise, and professional achievements. By structuring and tailoring your CV effectively, you will significantly improve your chances of securing interviews and advancing your career. Visit Our Candidate Advice Pages HereLooking for your next career move in finance or accountancy? At Sharp Consultancy, our expertise lies in matching your potential with the perfect temporary, interim, or permanent position. With a well-established presence in Leeds and Sheffield, our seasoned team of consultants extends their services across Yorkshire and beyond. Don't wait for opportunity to knock, reach out to us TODAYand let's chart your career path together.

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Attracting top senior finance talent is a challenge faced regularly by every organisation and for SMEs and owner managed businesses, it is vital that they recognise and understand the particular nuances of the market place – and what they can do - in order to successfully secure the right individual that will make valuable contributions to their operations.

When making a move from professional practice – or when considering their next move in industry –– many candidates are attracted by the distinctive opportunity this career step offers them to play an influential role in shaping the direction of the business and utilise and develop their technical skills, knowledge, leadership qualities and management style to support an operation’s overall strategy.

There are however, some common pitfalls which small and medium sized enterprises find themselves coming up against; and whilst many niche operations are strong, well established performers within their specialist sectors, outside of their particular industry circles, their standing may be relatively unknown. Without an instantly recognisable brand that’s on a par with the major national and regional players, it is essential that every possible step is taken to ensure that the cream of the finance crop want to seize the opportunity to come on board.

Develop a clear – and realistic - job description

It is very much understood that within SMEs there will be a requirement for individuals – particularly at a senior level – to wear different hats and to undertake duties and responsibilities outside of their core job role. It is therefore not uncommon to find that the job performed by a finance manager at one operation will vary from that of their peers even within businesses of a similar size or within the same sector. Whilst there is the temptation for business owners to try and get as much bang for your buck, it is vital not to over stretch roles and expect one person to do too much. In order to attract the right calibre of individual, ensure that there is an attractive job description which demonstrates real clarity as to what the core function and requirements of the role will be.

Understand the aspirations of the business

Successful recruitment depends on a clear alignment between the aspirations and objectives of a business and how by contributing towards their achievement, employees can attain their own personal career goals. There must be a synergy between both, particularly if the progression path is not immediately obvious in terms of a traditional route for promotion. By developing and discussing as part of the recruitment process, sensible – yet inspirational and challenging – aspirations for the business, you will be able to identify those candidates that share similar goals and ambitions and are hungry to play their part.

Understand what the key priorities and objectives are for the role

Having a clear focus on the immediate priorities of the role will ensure that during the recruitment and interview process, the emphasis will be firmly upon identifying the candidates best placed to deliver and achieve against these. For example, if the main reason for bringing somebody on board will be to drive forward a certain short to medium term project that requires a particular skill set, the priority must be to assess which candidates can deliver this for the business. In doing so, it is important to be open minded to the possibility – and not consider it a failure - that they may not necessarily see this as being a job for life and, after two or three years when they have successfully delivered the function that they were primarily recruited to achieve, may choose to move on.

Build a strong social and online business media profile

The wealth of social and online media platforms provide continual opportunities for potential candidates to learn more and come into contact with a business way before they may even consider a role with the company. Whilst smaller organisations may not have a dedicated marketing department or the resources that larger corporate businesses have at their disposal, ensuring a proactive and positive presence across influential sites such as LinkedIn and Twitter and keeping a watchful eye on review sites such as Glassdoor is key to attracting high calibre candidates.

Consider the interview process

The interview process should be thorough and designed to challenge potential candidates however it is not necessarily the case that the ‘toughest’ interviews will see the best person rise to top. It is important to remember that an interview is very much a two-way process and it is as much about someone establishing if they wish to join the business as it is about identifying the right person for the role - at a senior level, candidates will want to know that there are opportunities available to bring value to the operation.

Ensure the interview process is engaging by carefully considering the style and format of the interviews and who is best placed to conduct these in order to establish the right person – and, whilst at this level it is essential that there is a strong rapport with the business owner, skills gaps that could affect a candidate’s ability to perform the role should not be overlooked because they are the most likeable.

Time is of the essence

Be sure to keep the recruitment process moving at a timely pace and don’t allow your preferred candidate to slip through your fingers; good, strong candidates will get snapped up quickly so ensure you don’t miss out by delaying making an offer whilst you wait to see if someone else will come along.

Be creative and flexible with salary and benefit packages

A competitive salary will always be important when looking to attract the top candidates but it is worth giving additional thought to the growing influence of softer benefits on a person’s decision when weighing up a job offer. Businesses that can be creative and tailor reward packages – such as offering the opportunity to buy additional holiday, provision of flexible working, discounted gym memberships – will be in a stronger position to attract the best candidates by introducing incentives that matter to them.

See the recruitment process as an investment

Making the wrong choice on who to employ can result in a significant cost to the business which will far outweigh any financial ‘saving’ made from not engaging a suitable recruitment partner from the outset. To increase the chances of longer term success, recruiting talented individuals must be seen as an investment worth making with true value attached to their ability to guide a business through and drive the process forward. Business owners must also take into account the cost of their own time – which will be taken away from running their business - which will need to be dedicated to each step of the process including perusing CVs, deciding which candidates to take forward to interview, analysing each person’s strengths and weaknesses, all of which can be hugely time consuming. Going it alone and utilising job boards will scratch the surface of who is looking at that particular point in time but this doesn’t allow for being able to reach into the market and access an established network of contacts to identify potentially ideal candidates that are not actively looking.

Sharp Consultancy specialises in the recruitment and executive search of finance and accountancy professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for temporary, interim and permanent roles across the full spectrum of positions throughout Yorkshire and beyond. CONTACT US today and speak to a member of our team about your recruitment needs or next career move.

HOW OWNER MANAGED BUSINESSES CAN GUARANTEE TO ATTRACT TOP TALENT