AS WE LAUNCH THE SHARP CONSULTANCY 2019/2020

How to Write a Winning CV as a Part-Qualified Accountant

Whether you’re halfway through your ACCA, CIMA, or ACA qualification, being a part-qualified accountant is a valuable position that opens doors to numerous opportunities...However, capitalising on those opportunities starts with one critical tool: a well-crafted CV. Your CV isn't just a list of previous roles — it’s a strategic marketing document. It's your chance to demonstrate to employers that although you're not yet fully qualified, you already deliver tangible value and have the potential to grow into a fully-fledged finance professional. Based on experience within the demanding and fast-growing part-qualified market, here are five essential elements your CV must include to stand out.1. Lead with a Powerful Personal StatementThis is the first impression — and one of the most important parts of your CV. A strong personal statement should make hiring managers want to read more. Your personal statement should cover: Your current qualification status (e.g., “ACCA part-qualified with 7 out of 13 exams completed”). Your professional ambitions and what drives you. Key strengths developed so far (e.g., process improvement, analytical thinking, stakeholder collaboration). Areas you’re eager to grow in. Tailor this section for each role you apply to. Show your enthusiasm for the specific opportunity and highlight relevant experience. Crucially, mention where you've added value — perhaps by streamlining a process, supporting a new project, or exceeding performance targets.2. Showcase Your Professional Experience with ImpactThe experience section is your chance to back up your personal statement with evidence. Avoid vague job descriptions. Instead, go into detail: Describe key processes you’ve worked on (include figures or financial details where possible). Highlight your role in cross-functional teams or collaboration with senior stakeholders. Focus on contributions you've made — especially in process improvements, efficiencies, or data-driven decisions. Rather than just listing duties, emphasise achievements. What did you deliver? What changed as a result? Who benefited from your input? Remember: employers in the part-qualified market want to see your potential and how you've already added value. 3. Highlight Transferable Skills and Tailor for Each JobIt’s easy to fall into the trap of sending the same CV to every job. Don’t. Tailoring your CV to each opportunity shows initiative and relevance. Start by thoroughly reading the job description. Identify what the employer is really looking for — and match that to your skills and experience. For example, if the role emphasizes SOX compliance, IFRS, or UK/US GAAP reporting standards, and you’ve had exposure to these, make it clear. If a job involves partnering with non-finance departments, highlight any experience communicating with cross-functional teams or presenting financial insights. Mention transferable skills such as: Problem-solving Analytical thinking Use of ERP systems Forecasting and budgeting support This shows you’ve not just read the job description — you understand what the company needs and the transferable skills and experience you have.4. Don’t Just List Technical Skills — Demonstrate ThemHiring managers don’t just want to see a list of accounting systems and tools you’ve used — they want to understand how you’ve used them. For each system (e.g., SAP, Sage, Excel, Power BI), include: What you used it for (e.g., “automated monthly reporting using Excel macros”). Any efficiencies or improvements achieved through its use. If you implemented or helped roll out a system or process, explain your role and the outcome. Example: "Developed a reporting dashboard in Power BI that reduced manual month-end reporting time by 30%, allowing the team to focus on variance analysis and forecasting." This showcases your technical ability and your contribution to the wider team.5. Include Key Achievements or Case Studies Using STAR In a competitive job market, including 2–3 concise achievements or mini case studies can elevate your CV. Use the STAR Method to structure them: Situation – What challenge or context were you working in? Task – What was your role or responsibility? Action – What steps did you take? Result – What was the outcome? Quantify it if possible. For Example: Situation: Month-end reporting was consistently delayed due to data inconsistencies. Task: Identify the bottlenecks and improve the workflow. Action: Collaborated with the data team to build an automated reconciliation process. Result: Reduced reporting time by 2 days and improved data accuracy, enabling earlier board review. Including achievements like this gives your CV personality and provides excellent talking points during interviews. Final ThoughtsBeing a part-qualified accountant isn’t a limitation — it’s a launchpad. The right CV will not only reflect your current abilities but also show employers your drive, value, and potential. To recap: Craft a compelling personal statement tailored to each role. Highlight achievements and value-adds, not just responsibilities. Tailor your CV to every application — make your skills match the role. Showcase your technical experience with real examples. Include 2–3 achievements using the STAR method to give your CV depth. With these elements, your CV won’t just get you through the door — it will set the tone for your progression toward full qualification and a thriving finance 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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Brexit. It’s never far from people’s thoughts. At the time of writing, we are still awaiting what the final outcome will be, yet the political uncertainty and potential turmoil being foreseen has done little to dampen demand with early indications showing that finance and accountancy remains incredibly buoyant across the region.

The economy continues to improve – we have seen six consecutive years of growth – and with growing companies driving demand for recruitment, the end of 2018 saw employment levels in the UK approach full capacity.

The previous 12 months saw sustained demand from across all industry sectors; even those experiencing reported difficulties– such as retail – pressed forward with recruitment with the changing needs of businesses driving the demand just as much as growth.

The quest for part qualifieds to finance controllers in particular remains high with a notable increase in six figure plus senior level appointments also being witnessed. However, with demand somewhat outstripping supply across a number of roles we have seen significant changes to the way in which organisations are approaching their ongoing recruitment needs.

The dynamics of the current market have led to an increasing number of businesses engaging with recruitment specialists on a retained basis and, with it very much being a seller’s market, companies are making significant moves to becoming more flexible. With increasing emphasis upon part-time and family-friendly working patterns we are seeing organisations seizing every opportunity available to them to make their opportunities most attractive to candidates.

With good quality candidates seemingly having their pick of the available opportunities, it is those companies who are fleet of foot that will triumph in the current market conditions. With the recruitment process for candidates below qualified level typically taking between two to four weeks maximum and senior level appointments typically being filled in less than eight weeks, companies which become embroiled in procedure and red tape are regularly finding themselves behind the curve.

As the pressure on supply continues, the need to retain top talent intensifies. A higher proportion of buy back and counter offer attempts are being made with high pay rises and increased benefits being offered, albeit with often quite strict demands and tie-in conditions in return to secure loyalty. As a result we are seeing fairly sizeable jumps forward in salary levels; typically 5-10% but increases of 10 – 15/20% are no longer unusual.

The volume of demand and pace of the current market has seen businesses reverse the trend of recent years to take their recruitment in-house; many are recognising that for key business change roles in particular, the need for specialist expertise and support is critical to successfully securing appointments.

This shift in the relationship between client and supplier has seen more emphasis being placed upon our role as a trusted advisor and this is set to continue over the coming year as, whatever the outcome, Britain finds itself entering a new era.

The above editorial is an extract from the Sharp Consultancy 2019/2020 Salary Survey; a full copy can be downloaded here.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for positions throughout Yorkshire and beyond CONTACT UStoday to discuss your recruitment needs with a member of our team.

AS WE LAUNCH THE SHARP CONSULTANCY 2019/2020 SALARY SURVEY, EXECUTIVE DIRECTOR LEE SWEENEY REFLECTS ON THE PREVIOUS 12 MONTHS AND SHARES HIS VIEWS ON WHAT LIES AHEAD OVER THE COMING YEAR.

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