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Webinar on Navigating the UK Governance Space - CV Writing and Interview Techniques — Transcript

by The Institute of Company Secretaries of India · 8,919 words · 1,503 segments · language en · Watch on YouTube

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0:00Uh, please keep yourself
0:03uh, keep yourself muted and don't worry.
0:05We all have been on those calls where
0:08someone forgets to mute. So, let's just
0:10try not to be that person today. Uh, we
0:13are more than happy if you want to keep
0:15the video on to keep this, uh, session
0:17more interactive. Absolutely fine with
0:19that. If you have any questions, please
0:22drop them in the chat box. We will take
0:24them at the end.
0:26Uh, so that's about it. Uh,
0:29okay.
0:31It's pleasure to welcome you all to
0:34today's webinar on navigating the UK
0:36governance space, CV writing and
0:38interview techniques. As the chair of
0:41the IOC UK, I am delighted to introduce
0:44Radha Ladwa, founder of Ladwa
0:47Recruitment based in Birmingham, a
0:49specialist agency dedicated to the
0:51company secretarial and governance
0:54profession.
0:55With nearly 20 years of recruitment
0:57experience and a strong presence across
1:00the Midlands and the north,
1:03uh, Radha brings valuable insight into
1:05what the employer is looking at at all
1:08levels.
1:09She has also been actively supporting
1:12candidates through CV and interview
1:14workshops, helping them position
1:16themselves effectively and credibly.
1:19When I first spoke to Radha, I
1:21immediately knew that she was the right
1:24person to lead this session,
1:26not because of her experience or
1:28insight, but purely the genuine passion
1:32she has in supporting the governance
1:34professional.
1:35And, uh, during our conversation, she
1:38shared the most rewarding part of her
1:40work is when she puts, uh, a CV in front
1:44of the employer, bringing it to life, as
1:47she says. I must say that that really
1:50stayed with me.
1:51And to be honest, after that
1:53conversation, I almost felt like
1:55updating my own CV. So, well done,
1:57Radha. And that in many ways is what
2:01about today,
2:03presenting your story, your credibility,
2:06and your potential in a way that that
2:10others can see,
2:12understand, and trust.
2:15Radha's solid hiring experience making
2:17her exceptionally well placed to guide
2:20us today in exactly how to do that. We
2:24are delighted to have you, Radha, with
2:26us today. Over to you.
2:28Aw, thank you very much. Um, lovely
2:31introduction. Uh, thank you very much,
2:33Sheetal. Appreciate it. Um, so I'm
2:36hoping I can get this going. Just a
2:39second.
2:53Okay.
2:54Can everyone hear me?
2:58Yep. So,
3:00Perfect. So, um,
3:02Sheetal's obviously introduced um, Ladwa
3:05Recruitment is my own consultancy. Um, I
3:10have worked or set up Ladwa Recruitment
3:13now for the last
3:15seven or eight years. Um, I'd say that
3:18I've got over 20 years of recruitment
3:21experience, generally speaking, but the
3:23last seven or eight years where Ladwa
3:26Recruitment really does focus on the
3:29company secretarial and governance
3:31market. Right across all levels,
3:35but we purely specialize and actually
3:37take quite great pride in the fact that
3:40we do specialize purely
3:43in a from a geographic point of view,
3:45being that the Midlands and the north
3:47regions of the UK are our expertise.
3:51So, we gain a little bit more market
3:54knowledge and understanding of purely
3:57the Midlands and the north markets. Um,
4:01and that is is pure for company
4:03secretarial and, uh, governance
4:05recruitment.
4:07Um, the UK market is quite particular,
4:12I'd say. Um, and hopefully I can give
4:14you a little bit of insight in terms of
4:17why the UK company secretarial market is
4:20more unique than any other.
4:23So,
4:25I personally take great pride, as
4:27Sheetal mentioned, in really that
4:29supporting and that coaching journey for
4:32any secretarial professional that is
4:34either starting their first role in
4:37governance or is looking to make a
4:39career move or is looking to take a step
4:42forward, um, or looking at an
4:45alternative career. Um, and actually
4:48approaching the UK market for any
4:50applicant, whether you have the
4:52experience or insight or you are just
4:54brand new to it, the big question really
4:57is where do you start and how do you
4:59start to navigate the UK market in
5:02particular?
5:03So, I'll try and give you some advice in
5:06my terms in how best to to do that
5:10really, given your unique situations.
5:13So,
5:14the UK market job space, and I when I
5:17say UK market, my expertise again is
5:20purely from the Midlands. And when I say
5:22the north, you look at the north west
5:24and north east regions of the UK. So,
5:27they will be tailored to that, not
5:30necessarily London. But I personally
5:33believe, having set up my own
5:34consultancy, that the local jobs market
5:37is a fantastic place to start or build
5:40your career. Um, the number of job
5:42opportunities that are available to any
5:45individual in this space across various
5:49different levels is quite vast. Um, I've
5:53produced a few ideas in terms of who
5:57those organizations might be. So, out of
6:00London, the market, as I mentioned, is
6:02very different. So, you will have, um,
6:07a lot of main market listed
6:09organizations, either a
6:12100, 250, or small cap with the old
6:15share market. You'll have companies that
6:17are A market. You can work for companies
6:21that are large or small privately owned
6:23companies. You can work for charities,
6:26housing associations, the NHS, the
6:29education sector, civil service. Those
6:32are all the various different types of
6:34companies and sectors that you can place
6:36uh, yourself in.
6:39I do find that
6:41when you are looking at, um,
6:43international, uh, governance,
6:46you should definitely tailor your
6:48experience to companies that have a
6:52broader spectrum and an international
6:55spectrum.
6:56So, companies that have an international
6:58base will be pretty interested in
7:02international governance experience. So,
7:05looking at who the company is and where
7:08they are placed in the market will help
7:10you tailor your own experience if you
7:13have international governance
7:14experience.
7:16Um, another alternative in in one of
7:19these is looking at professional
7:21services. So, a lot of law firms or
7:24accounting firms are quite big on a
7:27multitude of client base, which will
7:30also introduce, um, into an in
7:33international governance space. So, if
7:35you again have international governance
7:37experience and are thinking about which
7:39organizations you can tailor that
7:42experience to,
7:43or even who would be interested in that
7:46level of experience, it would be, um,
7:50law firms or accounting firms. And the
7:52bigger the firms, the better scope in
7:55terms of your development, um,
7:57experience.
8:00So, the interesting thing about the
8:02pathways to actually UK, um, the UK
8:12the immediate thing that stands out for
8:14me is looking at your transferability of
8:19not only experiences and skills, but
8:22looking at your personal achievements as
8:24an individual and professional.
8:27And that will create various different
8:29pathways into the UK market. So, your
8:32job as a candidate in the first most
8:35part of your, uh, application process is
8:39being able to identify those
8:41transferability of, as I said,
8:44experience, skills, and personal
8:46achievements.
8:48Some examples of skills, if you have
8:50some of these, a combination of these,
8:53maybe none at all, but looking at things
8:55that would be,
8:56um,
8:58if uh, keen for a UK company, looking at
9:02subsidiary governance, minutes, um,
9:05committee meetings or board, um, the
9:08facilitation and the organization of an
9:09AGM, looking at some insurance,
9:12compliance, risk management, finance,
9:14legal, audit, um, understanding of, um,
9:18company law as a module, um, but also
9:21looking at the UK, that should say UK,
9:23uh, governance code. So, if you have
9:25some theoretical understanding of it,
9:27that would be useful to identify and
9:30then translate in your CV. Um, personal
9:34skills, I'm, as as Sheetal said,
9:37a lot of the job application isn't just
9:40about your skills and achievements.
9:43As a company secretary and a governance
9:45professional, personal attributes, I
9:48think are some of the most important
9:51qualities for a candidate. And being
9:54able to miss this on your CV actually
9:57hinders your chances of getting a job.
10:00It sounds simple, but a lot of people
10:02wants to see these detailed,
10:05you know, achievements as as a person on
10:07the CV.
10:09Um [snorts] and then you use those
10:10personal attributes to be able to
10:12translate those in practical sense when
10:14it comes to an interview, but things
10:17that make a a great governance
10:19professional will be some of the things
10:21that I've listed in personal,
10:25which will be someone who's very
10:26meticulous and pays a great attention to
10:28detail, someone that's very organized,
10:31um someone who's a very effective and
10:33strong verbal and written communicator
10:36in English, um somebody who possesses
10:39confidence, somebody um
10:42who takes initiative, um interpersonal
10:45and influencing skills are also really
10:48important. So, those are a couple of
10:50things that um
10:52you should definitely add as part of
10:54your your CV journey.
10:57Um personal information and credentials.
11:01So, I've always been asked this no many
11:03times. If you are an Indian company
11:06secretary with the qualification,
11:09unfortunately, it's not automatically
11:11recognized as licensed to practice in
11:13the UK. That said, however, it is highly
11:17valued and it should prove as a version
11:22of experience
11:23and theoretics that can fast track your
11:26professional route in the UK.
11:29My best advice to yourselves would be to
11:31contact um the Chartered Governance
11:35Institute who are UK-based to find out a
11:38little bit more about maybe any of the
11:40exemptions that you have in terms of
11:42your qualification itself. Um if you're
11:45partway through your studies, you may
11:47have some exemptions if you wanted to
11:48transfer that qualification over. Um
11:51they'd also be able to support with
11:53things like membership um as well. So, I
11:56would highly recommend contacting them
11:59because they may be able to support you
12:02um
12:03with with that.
12:05Um
12:06you do not need to provide things like
12:09your address or your right to work on
12:13your CV. And I can't stress this enough.
12:16Um
12:18you don't need to add that. Um
12:20when you're applying for um a job role
12:23that
12:25isn't necessarily local to you, the only
12:28thing that you may need to mention is
12:30that you would be willing to relocate.
12:32Because then that shows commitment um
12:35from the employer um with regards to
12:37your location, but otherwise, you don't
12:39need to add your current address or your
12:42right to work on your CV.
12:46Um CV writing is a bit of a minefield
12:50sometimes when you are starting off and
12:53writing your first CV or even even
12:55starting to adapt your CV in terms of
12:58moving on to another job role or
13:00altering your course and and career. But
13:04I would stress that your CV
13:07serves as your personal marketing tool
13:10in the market. It should certainly be
13:13factual.
13:14Um and it should represent a summary of
13:18your skills and experience.
13:22I recently found out that actually
13:25in any singular job application, your
13:28prospect employer may only
13:31view your CV for a minimum of 30
13:35seconds,
13:37which actually is not a lot of time at
13:39all. Um and therefore,
13:42you have to
13:43to know that clarity and relevance with
13:46regards to your personal attributes,
13:48your skills, and your experience
13:50have to be
13:53very precise, very clear, very well
13:55thought out, and formatted correctly so
13:59that they don't lose interest.
14:02Um
14:03A couple of bits of information that I
14:05always get asked about what you should
14:07do and what you shouldn't have on there,
14:09but in terms of contact information,
14:12certainly, you should have your full
14:13name,
14:14contact details with an email address
14:16and a telephone number,
14:19and maybe a link um to your LinkedIn
14:22profile.
14:23Um what you do not need is to dis- uh
14:29include, sorry, your age. You do not
14:31need a photo. And you don't need to
14:35stress your marital status, which is
14:37also um something that a lot of
14:39candidates ask, but those are things
14:41that I, in my opinion, you you don't
14:44need to have on there.
14:46Um to continue CV writing, um when I
14:49would always recommend after your
14:52contact details, a personal profile.
14:55Now, this should be, and I stress, a
14:57short paragraph, so only a couple of
15:00sentences, that summarize you as an
15:03individual, your key strengths, and what
15:06you personally aim to achieve. This is
15:09from a personal progressive point of
15:11view.
15:12And this profile
15:15is tailored to the job that you are
15:16applying to, which is why it needs to be
15:19tailored specifically to each job you're
15:21applying to.
15:22Um and this is the only part in the CV
15:25that I think needs to be a paragraph.
15:29A couple of things that I'll just go
15:30through that I think are also very
15:32important and key to to having a great
15:37CV.
15:38Formatting in the whole CV needs to be
15:42very simple.
15:43Um and use bullet points through the
15:46rest of your CV.
15:48Um
15:50The reason why simple format and font is
15:53key is again from that engagement point
15:56of view. You don't need flashing um
16:00flashing things. You don't need, you
16:02know, the the fanciest handwriting.
16:05You need someone to be able to read your
16:08CV and it for it to be, you know, simply
16:11legible.
16:12Some of the key skills um
16:15that
16:16are important are a combination, as I've
16:20always said in the past, your hard and
16:22soft skills. And these need to be
16:25tailored to the job description.
16:28Um so, those will be practical
16:31experience and those personality traits.
16:34You'd need to put them throughout your
16:36CV. With regards to your education
16:39summary and your employment history,
16:42they both need to be in chronological
16:44order, and that needs to be in reverse.
16:47So, your uh last experience needs to be
16:50at the end of your CV. Your most recent
16:52experience needs to be at the start of
16:55your CV.
16:57With education,
16:59I think it's really important to include
17:02the three most important parts, really,
17:05is your dates of date of education, the
17:08institute that you've worked, uh sorry,
17:10you've got the qualification from, the
17:12qualification itself, and the grade.
17:15And you list that again chronologically.
17:17This shows relevance to, I guess, in in
17:20this field for yourselves, anyone who is
17:24an overseas candidate that has got that
17:25transferability of a qualification. That
17:29is at the first and foremost of of the
17:31CV, so it's that transferability. Um and
17:34or anything from, you know, secondary
17:36school or high school or college,
17:39anything that is going to add value to
17:41your CV from an education point of view
17:43is um
17:44important.
17:46Um when it comes to your work experience
17:49or your employment history or your
17:51career, wherever you want to
17:54class that in your CV, this also needs
17:56to be in reverse chronological order. Um
17:59and in this instance,
18:01the most simple formatting will keep the
18:04engagement high. So, you need the dates
18:07of your employment, the job title, your
18:09employer. In this section, I would
18:11always use bullet points, not paragraphs
18:14and paragraphs and paragraphs of
18:17information. Cuz though it might be
18:19relevant, you want someone to be
18:21engaged, and paragraphs of reading will
18:23not keep somebody engaged.
18:25In the bullet points, um depending on
18:27the level of the super- seniority of the
18:30role that you're applying to, this is
18:31where things will change. In the infancy
18:34of your career, you will want to
18:36highlight as many skills and
18:38responsibilities that you've had in the
18:40past that will be relevant to your
18:43future job role.
18:45And those will be hard and soft skills.
18:47The more senior you become in your own
18:49careers, your key
18:52achievements as a personal professional
18:56will be what you record as your a bulk
18:59of your experience. Where to take that
19:02to another level would be to quantify
19:05your skills. So, not just listing them,
19:09but actually showcasing how that caused
19:12impact or positive impact in your um
19:15former employer setting. Um when you are
19:20looking at your own employment history
19:23and you're looking at this prospect job
19:25that you want to apply to, it is really
19:28useful to mirror the language and the
19:31specific skills, uh so, personal skills
19:34or any sort of responsibilities
19:36that are in the job description, and
19:38that's a really good point to start in
19:41terms of building your CV so that it has
19:44as many relevant transferable skills
19:48that are present in your current CV with
19:50the job that you are applying to. So, I
19:53hope that makes sense.
19:55Um interview preparation is really key.
19:59Um I have a few stats that I've pulled
20:01together that I think quite um
20:04useful to know.
20:06Um and I'll sort of read them out
20:07because that I think they're quite
20:09shocking in in some senses. But 58% of
20:12people fail interviews because they do
20:14not prepare properly.
20:16So, that's a big percentage. That's over
20:18half.
20:1947% of candidates fail because they
20:21demonstrate a lack of knowledge about
20:23the company.
20:25So, that's a big one for me. Um and I
20:26can talk more about why that's
20:28important.
20:3038% of candidates fail because they do
20:32not ask good questions.
20:35Um so, that's again a really big one. Um
20:38poor communication. 33% of candidates
20:41fail because they talk too much. A lot
20:44of rambling.
20:45While 39% are disqualified for
20:49frequently interrupting the interviewer.
20:52So, communication or poor communication
20:54in this instance is a big hindrance in
20:57terms of interview.
21:00Um and then the last stat that I had to
21:03share with you is that 70% of employers
21:06now prioritize soft skills like
21:08communication and initiative over formal
21:12qualifications during the interview.
21:16So, this is where I feel a lot of those
21:19softer skills will always play
21:22an advantage
21:24especially when you are trying to
21:25navigate this UK market.
21:29Nine out of 10 times you may not have
21:31the exact same experience or the same
21:34skill that's required for the role. But
21:37you will have the aptitude of the
21:39individuality of the the candidate, the
21:42governance professional behind the task
21:45that makes you competent for your job.
21:48And it's about not just listing those,
21:51but actually demonstrating how they've
21:53played a big part in your job. And it's
21:57that example that in an interview
22:00you can use to really elevate an answer
22:04and bring to life again where in a
22:06real-life scenario you've had to use
22:10soft skills to be able to competently do
22:12your job.
22:14So, those are a couple to to sit with
22:16you um there.
22:19Things to avoid
22:21typically in an interview um
22:24that when you are thinking about, you
22:26know, preparing best.
22:28Um lack of preparation is is is a big
22:31one. If you do not research the company
22:34or have an understanding of the role
22:37you will likely fail or you will be
22:40caught in an interview if you do not
22:42have the information.
22:45The best thing to do is to always go on
22:48their company website and have a look at
22:51their corporate page. Have a look at the
22:54company you know, about us page. Look at
22:56the people. Look at the values of the
22:59company. Um
23:01you can look at sort of the the board of
23:03their board of directors to understand
23:05the type of people that you'd be working
23:06with.
23:07Um understanding the role again is also
23:10important. You know, there's no point
23:11applying to a job if you don't
23:13understand the actual scope and nature
23:15of what would be asked of you. And if
23:18you don't know that you are not in a
23:20position where you've prepared
23:23information about yourself that is going
23:25to best sell you in the interview. And
23:28that's where you
23:30on the CV you put together all your
23:33transferability of your skills, your
23:35experience, those soft skills. But when
23:37you are in an interview you have got to
23:39be able to talk confidently about those
23:42transferability of skills. Um so,
23:45understanding the job is really
23:46important.
23:49Talking too much or too little.
23:50Obviously, you saw the stat from before.
23:53But um
23:54effective communication is the most
23:57important thing to do in an interview.
24:00Um I always I got asked this sort of
24:02recently in terms of
24:04people get nervous and they do ramble.
24:08People happen to ask
24:12really simple questions or they haven't
24:14listened and they ask repetitive
24:15questions.
24:17When you are preparing for an interview
24:20I would have a list of a couple of
24:22questions
24:24already to hand. And those questions can
24:27be uh person related to the person
24:29that's interviewing you, about the job,
24:31about the company. But if you prepare
24:34the questions prior to your interview
24:37then you will always stay
24:40on the point and you'll less likely be
24:43able to kind of go off tangent and talk
24:46too much. Um
24:48talking too little is also a problem.
24:51You've got to be able to clearly depict
24:53your experience, bring to life that
24:55experience. And that comes from
24:59um really good examples of your own
25:01experience. Um
25:04if you don't have any questions
25:05obviously that is
25:06not a good start or a good thing for for
25:10interview. So, do have those questions.
25:12Um
25:13and poorly timed preparation. So,
25:15starting preparation the night before an
25:18interview is probably the worst thing
25:19you can do. It obviously increases
25:21stress um and it will definitely
25:23decrease your performance on the day.
25:28Um
25:28which is not a great thing to have
25:30obviously. Um
25:31when you are most prepared and best
25:34prepared for an interview you have will
25:36have thoroughly researched the company
25:39culture, looked on LinkedIn.
25:41Um so, can look at the profiles
25:43potentially that you were being
25:45interviewed by, but do not connect with
25:47them because they are not acquaintances
25:50yet. Um but get familiar is the the most
25:53important thing there.
25:55Um storytelling. So, looking at that
25:58STAR technique for interviews is most
26:01important. Um I'm sure most have have
26:04seen that, but the STAR method where you
26:05look at a scenario, you look at the
26:08transition of how effective that
26:10scenario was, you look at the result.
26:13So, it's really important to try and
26:15incorporate that with your um interview
26:17style.
26:18Um strategic alignment. So, focusing on
26:21your experience solves the specific
26:23business problems. So, when you are when
26:26you have looked at the job description
26:28you'll be able to understand what the
26:29nature of that job role is. You as a
26:32candidate are trying to sell your
26:34experience, your skills, those softer
26:36skills into filling that role. And that
26:39usually is where a company has a problem
26:42or a gap or um a reason for hire and you
26:46are trying to present yourself as the
26:48person that will
26:49hopefully provide those solutions.
26:53Um
26:54So, those are a couple of things there
26:56for you to to go at. Um
26:59Connections is quite a big thing
27:01actually when it comes to how do you
27:03navigate the cosec market? Who do you
27:07connect with?
27:09>> [snorts]
27:09>> Do I need to connect with anybody? Is it
27:11enough that I'm just um
27:14you know, an individual?
27:17There's so many questions when it comes
27:18to connections and I'm really strong
27:21believer that networking is one of the
27:24biggest tools for individuals.
27:27Um it's obviously an effective marketing
27:29tool, but you know, even events like
27:31today
27:33it's a chance for you to meet
27:36other professionals that are in the
27:37exact same field that are in the that
27:41are like-minded to yourself.
27:44Um and that share something very similar
27:48which is the understanding of sort of
27:49corporate governance and the company
27:52secretarial world. Um
27:55Connections are really important in
27:58terms of
27:59candidates that are trying to navigate
28:02the market if they're in the infancy of
28:05their job roles. So, trying to be able
28:07to build strong mentors or place
28:10yourself around strong individuals that
28:12will
28:13not only just support and guide you, but
28:16they will nourish you with their
28:18experience, their knowledge. Um and that
28:21helps you with your own development. So,
28:24finding people that you can really
28:26connect with in terms of mentors is
28:28really important.
28:30Um
28:31where you can connect with people and
28:35where is over familiar, where is not.
28:37So, as I mentioned prior to
28:40I wouldn't necessarily just connect with
28:43people that say you're interviewing with
28:45because that is an overstep.
28:49But I would use LinkedIn for example as
28:52a platform to be able to connect with
28:56um
28:57with with governance professionals.
28:59Using the Chartered Governance Institute
29:01as a website and some guidance is
29:03actually um a good point to start on the
29:06people front.
29:08Um I don't know if you do know this and
29:10it could be repetitive, but the CGI UK
29:14does have a combination of local
29:19branches. So, there is definitely one
29:22for the West Midlands, for the East
29:24Midlands, the Northwest, and the
29:25Northeast which I I work closely with.
29:29But those local branches host a lot of
29:31networking events and opportunities, a
29:35lot of workshops. They do a lot of
29:37seminars. So, you can actually navigate
29:41with a local community as well and
29:44that's a really good place to start um
29:47connecting with also people, um,
29:51recruiters, I guess like myself, who are
29:53obviously very passionate about the
29:55niche market that is corporate
29:57governance and company secretarial, but
29:59working with recruiters, um, and
30:01agencies, again connecting via LinkedIn
30:03or these events is is really important,
30:07um,
30:08the CGI UK actually does have,
30:12I think it's one in the summer now, uh,
30:14a massive annual governance conference
30:16that happens, um, every year in July. It
30:20is something that you do have to pay to
30:21be part of, but if you were a member,
30:23for example, you would certainly get
30:25discounted rates, and if you were a
30:27student as well, actually, so that's why
30:29I do recommend getting in contact with
30:31them cuz they might just open up that
30:33network of people, um, that you can
30:35leverage off, really. Um, they've also
30:38set up a, um,
30:40an event in the north over the last two
30:43years now, actually, which is great. You
30:45don't have to necessarily travel to
30:47London to to meet with people, but, um,
30:51I've been to I've been to both,
30:53actually. Um, London is a phenomenal
30:57event, actually, where you do place
30:59yourself around hundreds of governance
31:02professionals in that one or two days
31:05that you happen to be there. Um, and
31:07it's a great place to to talk to, like I
31:11said, like-minded individuals and
31:12professionals, um, to understand their
31:15journey, you know, perhaps challenges
31:17that they're facing at the moment, if
31:19you're employed, um,
31:22a certain, you know, a a typical a task
31:25that you're doing at the moment, like an
31:26AGM or an annual report, and and you're
31:29both stuck on the same thing. So, it's
31:30it's such a great opportunity to
31:33just develop that network of of people,
31:36um,
31:36>> [snorts]
31:37>> because as you'll probably recognize,
31:39the market is very incestuous. A lot of
31:42people know the same people, and you'll
31:45come across the same people multiple
31:48times in your career, whether you're
31:50starting off or in your kind of in the
31:52the seniority in in your capacity, but,
31:55um, you will come across a lot of the
31:57same people over and over. So, it is
31:59very good to to stay connected, um, from
32:03that point of view. But, that is that is
32:06the end of, um,
32:08of me. I hope that
32:11was useful.
32:19That's it.
32:31Thank you so much, Radha, and I think
32:33this was very useful, and, uh,
32:36>> [snorts]
32:37>> uh,
32:39few aspects, you know, as as a candidate
32:41we generally don't know, but, you know,
32:43having those, uh, wise and, you know,
32:46useful, uh, words from your your side as
32:50a expert for this industry would
32:51definitely help, uh, many of these
32:54participants, and, uh, yeah, thank you
32:56so much.
32:58And, Sheetal, uh,
33:00do you want to add anything?
33:03No, I think, Radha, [clears throat] I
33:04think it was, uh, great because some of
33:06the aspects which sometimes we don't
33:08think, uh, regarding soft skills, uh,
33:11particularly, and how and I think those
33:13percentage which we have put up on slide
33:16was like quite shocking that why some of
33:19the people in the interview failed, uh,
33:22because they talk little or they do they
33:24talk, uh, too much and they ramble. And
33:27specially person like me who speaks
33:28really fast, I have to be very careful
33:31>> [laughter]
33:31>> in those conversation where you want to
33:34put your point across, but still want to
33:36be relevant. And I think that was very
33:38very, uh, rewarding. So, I think, Akash,
33:40is it, uh, okay now for us to now look
33:42at the questions if we have? Yes. So,
33:46uh, now moving on to the question and
33:49answer segments, uh, we have received
33:53quite a
33:54uh, few very good questions which I
33:56think will,
33:57uh, be very useful, uh,
34:00to to get answers for. So,
34:03uh, we have one question. I I I have
34:06grouped the questions in different
34:07categories, so there are a couple of
34:09good questions in CV writings, uh,
34:12there is, uh,
34:14there is one question regarding the
34:16qualifications and how how, uh, one one
34:19should add add value in terms of
34:21qualifications, and, uh,
34:23uh, there are a couple of questions in
34:25terms of interview techniques. So, the
34:27questions which we have received are
34:28very nice, and, uh,
34:30uh, just reading one question from
34:32Anamika. Uh,
34:34she has asked which option is better for
34:36an Indian company secretary, either to
34:39pursue CGI UK qualification remotely or
34:43pursuing LLM graduation program for
34:46corporate governance from UK.
34:48So,
34:50I think both are, actually. So, um,
34:53Anamika, I think both are actually
34:55recognized
34:56differently and viewed upon differently.
34:59I think the
35:00CGI UK is the official membership
35:03organization, so any qualification
35:06that's considered with them will,
35:09it again is only my opinion, but
35:11considered quite highly, and you might
35:14have exemptions
35:16because you are working with the
35:18official membership organization,
35:20um, which might give you a better edge
35:25going out to the the UK market where
35:27that qualification is a UK recognized
35:31qualification.
35:35But, doing that alone
35:38and remotely will hinder your chances.
35:41So,
35:42what they want is the qualification and
35:44the practical experience at the same
35:46time. So, just having the UK CGI
35:50qualification remote with no experience
35:53will not support your application, and
35:55or just having the LLM grad route
35:58without any experience won't help. But,
36:00my understanding is that you can do work
36:03experience, and you can, um, study with
36:07the CGI as a qualification at the same
36:09time,
36:10which will increase your chances for a
36:12job, but I don't believe you can do the
36:15LLM
36:16and work at the same time, if I'm
36:18correct, because it's quite an intensive
36:21year or two-year course.
36:23So, um,
36:25there's not one that's better or worse,
36:27it's just
36:29you need to get the practical experience
36:31as quickly as possible when you are
36:34doing either one or the other, and I do
36:36feel that you'll be able to get the
36:38practical experience whilst you're doing
36:39the CGI UK qualification
36:42as opposed to the
36:44the other the the master's degree.
36:49Okay, thank you.
36:51Uh, one more question on the
36:52qualifications. Uh, Aarti has asked, is
36:55this a good idea to pursue CGI UK
36:58qualification for Netherlands market?
37:01Does this make any difference in terms
37:03of, uh, gaining that entry access to
37:06Netherlands, uh,
37:07Uh, market?
37:09I mean, I suspect, again, only in my
37:11personal opinion, I suspect the UK
37:14market will be tailored to UK-based
37:16companies that follow the UK corporate
37:18governance code. So, having a
37:20qualification that is applicable for the
37:22UK market,
37:24I don't know if that would be applicable
37:27for Netherlands. I suspect there'd be
37:29various different jurisdictions, they
37:31would have an alternative corporate
37:33governance
37:35code for for themselves, so
37:38it will not be like for like,
37:40but if you did want to practice in the
37:42UK space, obviously having the UK
37:44qualification would be relevant, but if
37:46you were,
37:48I don't know if you were going to be
37:49moving to Netherlands or in the
37:51Netherlands, but I suspect looking to if
37:54there is something that is more
37:55appropriate for the Netherlands market,
37:57because most countries will have their
37:59own version
38:01of membership that is appropriate for
38:04their own country.
38:10Okay.
38:11Thank you so much. And one more question
38:13regarding the qualifications. Uh, Gunjan
38:16has asked, what are the opportunities
38:18for remote work who have both
38:20qualifications, ICSI and CGI? So,
38:24you know, um, now the market is global,
38:27so there are ample of opportunities
38:28sometimes for
38:30for, uh, working remotely. So, how does
38:33it work for,
38:34uh, CGI professionals as well?
38:37Um, I personally think that for most UK-
38:42based companies that even have
38:45an international presence,
38:48they will have a UK-headquartered
38:50office,
38:51and that office can be based anywhere in
38:54the UK.
38:56And in my opinion,
38:58I don't believe there are many remote,
39:01you know, entirely remote job role
39:04opportunities.
39:06The UK market is trying to get people
39:08back into the work space. So, even if
39:11you had
39:13the ICSI and the CGI qualification,
39:17you would need to be based in the UK and
39:22have some sort of office presence,
39:23because I personally don't believe that
39:26there are very many opportunities for
39:28entirely remote working anymore. Um,
39:32and if they do,
39:35they will be with much larger
39:38corporations. They would be with those
39:40international law firms or professional
39:42services, for example. Um and and to be
39:45honest, it will be case by case because
39:48again, remote roles aren't offered very
39:51frequently, if at all. Um so, it would
39:54be case by case if you were based um I
39:57assume it's on the premise that you're
39:59not based in the UK.
40:01But, I would say that um
40:03they're they're not very frequent or
40:05often for the UK, anyway.
40:11Okay, so the conclusion is I mean they
40:13might be providing some flexibility, but
40:16one should be based in the UK and should
40:19be
40:20uh
40:20prepared to to be in the office for the
40:24required number of days.
40:26That's it. Yep. That's very useful to
40:29know. Thank you.
40:31And
40:32yeah, and moving to the CV writing
40:35questions.
40:37Priya has asked what type of personal
40:39attributes should there be on CV? Like
40:42what examples
40:44we should quote for for this?
40:46>> I had a couple of those. Sorry, Akash. I
40:49didn't mean to cut you off there. Um so,
40:51I I had a couple on the um
40:54on the presentation, for example. So, a
40:57lot of soft skills come from personality
40:59traits. So, being organized, meticulous,
41:03uh having really good attention to
41:04detail, um
41:06working
41:07under pressure. Um it's about having
41:11those attributes, but using them in a
41:13real-life work example. So, for example,
41:17in one of your bullet points, you could
41:19have
41:20timekeeping,
41:22organization,
41:24um
41:24and and a team player. All those are
41:26things that are a great personal
41:27attributes, but you wouldn't just list
41:29them because listing them doesn't make
41:31any difference. Everyone can list all
41:33those things, but you'd quantify those
41:35in your example. And so, in in one of
41:37your achievements, you can say I led at
41:41my team of six in a challenging
41:46um
41:47a challenging setup for the AGM where we
41:49had to work under really tight
41:52deadlines. Um we achieved
41:55the goal, which was the AGM run really
41:58smoothly, um where we had you know, 90%
42:02attendance,
42:03um and whatever the outcome is. But,
42:05that gives that answer
42:07a lot more detail to just saying I'm
42:09organized, I have, you know, good
42:10attention to detail, and I work well in
42:12a team. So, it's it's those personal
42:14attributes, which then need to be
42:16quantified into a real-life example.
42:18But, the a couple were um that that's
42:20just a couple to to mention.
42:24Okay, thank you. Uh Shetal, do you want
42:27to add anything?
42:28>> Oh, Akash, just this is this is for you.
42:30Uh we are also covering questions which
42:32we have received prior to the
42:35to the webinar, right? When we have So,
42:36we are also covering those questions.
42:38Just wanted to confirm.
42:38>> Yeah, I will I will touch base on those
42:41questions as well. Yeah.
42:44And
42:45>> [snorts]
42:47>> yep, and one more question from
42:51Anamika. How should we mention our
42:53Indian experience in CV? Uh for example,
42:56should we mention FTSE in brackets for
42:59our experience in companies forming part
43:02of, you know, stock market like
43:08Yeah, if you've got listed experience
43:10that is overseas for a different
43:12jurisdiction, definitely mention that.
43:15But again, it's like I said, it's not
43:17just listing the experience. You've
43:19almost got to do the job of the person
43:22that's looking at your CV for them. So,
43:24they if they can see that you have the
43:26experience, that's fine. But, you have
43:28to put yourself in their mindset, which
43:30is even though you've got that overseas
43:33listed experience, how is that relevant
43:35to me and for my company and my team?
43:38And it is about transferring that
43:40knowledge, and that needs to be the what
43:43what needs to be evident on your CV. So,
43:46it's listing it, but but hopefully
43:48helping the employer see that the
43:50experience is valuable, is transferable,
43:53your understanding is therefore
43:55increased and an advantage. So, it it is
43:58really just
43:59trying to think of of the mindset of the
44:02person that is um looking at your CV,
44:05but it's it's it's a lot of that that
44:08that needs to happen. But, definitely,
44:10if you've got overseas listed
44:12experience,
44:13you you should definitely uh mention
44:16that.
44:17Okay.
44:19Perfect. So, yeah, I think those are the
44:21questions in the chat box. Now, I'll
44:24just categorize different questions
44:27which we received prior to this webinar.
44:30So, this are different questions from
44:33different participants. So,
44:36uh
44:37if we move to UK governance job market
44:39and opportunities, uh one question is uh
44:43what about the opportunities for India
44:45experienced candidates in the UK in
44:47light in light of recent visa rule
44:50changes?
44:51So, how does it impact in terms of
44:54frequent visa rules which are being
44:57changed very recently or which are going
44:59to change in near future?
45:02I think my understanding is that you
45:04have to earn a certain amount to
45:07continue employment on a full-time basis
45:09post-graduate,
45:11is my understanding. I might be wrong,
45:13actually, but I think
45:16at the end of the day, if you have a
45:18valid visa that gives you the right to
45:21work in the UK, you should be entitled
45:23to apply for any interim, permanent, or
45:26contract opportunity. Um
45:30And albeit that there are changes with
45:32visas,
45:34that shouldn't restrict your right to
45:35work in the UK. So, you should still be
45:37able to apply um for job roles, and
45:41you'll be able to do that job service
45:43for as long as your visa will allow you
45:45to do so. So,
45:48it shouldn't restrict your ability to
45:50apply for a job role
45:53if you do have the right to work with a
45:55current visa.
45:58Okay.
46:00Thank you. And one quick question from
46:02Bhargavi just now. What are the career
46:04prospects prospects for after qualifying
46:07as a CS from ICSI? I think that's what
46:09we have covered. So, um
46:12as as Gunjan mentioned, as
46:16Radha mentioned, we have
46:18career progression opportunities
46:20available, but keeping in mind the
46:22qualifications and adding value to your
46:25profile will definitely help, isn't it?
46:27Yes, definitely.
46:28>> Yeah.
46:30Perfect. And
46:34one more question regarding the
46:35qualification. What are the
46:36opportunities if we do finance degree
46:39with uh [snorts] CS from India?
46:43Um that's actually a really good
46:44question because
46:47finance is in the UK is also considered
46:51a highly reputable beginning for
46:53somebody in the infancy of the kind of
46:56governance profession. Um so, as long as
46:59you can showcase
47:02the transferability, so which parts of
47:04your finance degree will add value for a
47:07company secretary role, um
47:11that is how you would demonstrate on
47:13your CV you can apply
47:15to the to to a to a role in governance.
47:18But, I would say that the opportunities
47:20for somebody with a finance degree,
47:22if you are overseas, you you you have to
47:26be able to trans translate that
47:28transferability of your experience. Um
47:31you will not be able to get a role at an
47:33assistant level and above. It will be
47:35entry level. So, as long as you're
47:36willing to work from the bottom and work
47:39your way up, um but alternatively, that
47:42would be a good route to take because
47:45anyone from a finance, business, law,
47:49um those are generally the ones that
47:51that people look out for. So, it it's
47:54definitely regarded as a as a good
47:55starting point.
47:59Okay, thank you.
48:04Uh there are a couple of questions which
48:05I think are irrelevant for irrelevant
48:07for this
48:09webinar. So, I will just skip those.
48:11Uh
48:14Um
48:15yeah, so moving to CV writing and
48:17improving uh
48:19overall job profile.
48:21Uh one question is uh
48:26how can I improve my CV or make it more
48:29attractive as a fresher? So, I think
48:30that was covered in this webinar. So,
48:33whoever has asked this question
48:35uh would find this webinar very useful
48:37in terms of improving the CV writing.
48:40Uh
48:44Now, there is one question from
48:48I think Mayuri. Uh
48:51Despite of number of years of experience
48:54and qualifications, sometimes people do
48:57get challenges
48:59getting getting that opportunity. So,
49:02would you would you give any any advice
49:05for those who are having challenges?
49:08Sometimes they don't find it in timely
49:11manner.
49:13Um
49:14it depends on what challenges I guess
49:16that they're facing. I
49:19I don't know how to um
49:21it depends on what the challenges are. I
49:23I won't know how to work around
49:25them without knowing
49:28a challenge. Yeah, I think Mayuri
49:30>> is here. Yeah.
49:32Mayuri, do you want to add anything? So,
49:34yeah, I I had this question because like
49:37I have been in UK since past 10 years
49:40and I have been doing contract roles.
49:42So, 6 months, 1 year.
49:44And after one role ends, it just
49:47happened like I got other contract
49:49roles. So, I accepted those roles rather
49:51than sitting and waiting for the
49:52permanent roles and right opportunity.
49:55Uh but still it takes around 2 3 months
49:58or 4 5 months to get the new job.
50:01And have to give interviews and it's
50:03like challenging in spite of having good
50:05number of India and UK experience. So,
50:08this is what I was trying to ask if any
50:12suggestion or ideas you have on this.
50:16Uh I think it's So, it's
50:19it once it feels quite um
50:21isolated at the moment. Admittedly, um
50:24Myra, it's actually a very common
50:26problem when you do end up working in
50:28multiple contract opportunities or
50:30interim opportunities
50:32to eventually then go down the route
50:34where you find a permanent job can be
50:37the biggest challenge. And that's
50:38nothing to do with your background,
50:40where you've come from, or anything like
50:42that. I see that a lot even in the UK.
50:45The best advice that I could give you in
50:47that scenario would be that
50:49continue pursuing that permanent job
50:51role. As long as you are adamant and you
50:54have the backing that you will you can
50:57do a permanent role and you want to
50:59apply for a permanent job opportunity.
51:03You've got to keep
51:05keep on applying. And if they challenge
51:08you on why you've done interim roles,
51:10cuz that's where the alarm bells will
51:12come from an employer. They will think
51:14that
51:16it's not right, but they will just
51:17assume that you've taken temporary roles
51:19because you can't hold a permanent job,
51:21or you've taken temporary roles because
51:23you like to jump around. You've just got
51:26to put them at ease that actually you
51:28have been trying to find a permanent
51:30role and be honest, but you've struggled
51:33and you have to take employment and
51:36therefore you've had to take interim
51:38employment. But if you if you are very
51:40honest in your approach and that is the
51:42honest truth, you've just got to
51:44continue applying for a permanent role
51:46and and hopefully one will will come up.
51:48It's um it it's a very common challenge
51:51for a lot of people that are on the
51:52interim basis, but
51:53continue that and I'm I'm certain you
51:55you should find something on a permanent
51:57basis.
51:59Thank you very much.
52:00That's okay. Thank you so much. Uh
52:03we have a question from Janak. Uh what
52:06advice you would give someone with
52:07senior level of experience in India and
52:10um
52:11while preparing uh the CV for uh
52:14entry-level assignment in the UK?
52:18It's a really good question, actually. I
52:19mean, it's a hard one cuz I'd never want
52:20you to discredit years of experience and
52:24your career essentially overseas to then
52:26come in at entry level. And I do think
52:27it's really unfair that you have to even
52:30contemplate the idea of of joining the
52:32UK at entry level. But um my honest
52:35opinion would be to tailor the um
52:38CV to the job role that you're applying
52:40to um
52:41so that a lot of the experience that you
52:43will have on the CV is relevant. Um
52:47in a senior capacity, I suppose it's
52:49very difficult, but it's personal
52:51profile, I guess, if you are looking to
52:52take that um less
52:55you know, the the less responsibilities
52:57or or starting point. But I would just
53:00tailor your CV to the job role that
53:02you're applying to because you should be
53:03able to do hopefully that job role um
53:06because sometimes when your experience
53:09is too senior,
53:11no one will consider you for a junior
53:13role because they will think you will
53:15exhaust that job. Um so, you would need
53:18to tailor your CV so that it it aligns
53:21with the job. It's not more than the
53:22job.
53:24It becomes quite It becomes quite
53:26difficult sometimes for people who like
53:28worked as a proper company secretary of
53:30a listed company in India.
53:32All of a sudden they move to UK and they
53:34have to apply for a company secretary
53:35level assistant level job. And then
53:39they can't lie on their CV, can they?
53:40Like they they can't say like
53:43I never attended AGMs or never sat on a
53:46board meeting or or never spoken
53:49directly with chairman or something like
53:51that. I mean, what would you say like on
53:53a on their CV? Would they
53:55call themselves like company secretary
53:57is like
53:58assistant company secretary or company
54:00secretary assistant, something like
54:01that, instead of a company secretary of
54:03a listed company?
54:04I think in that scenario, I wouldn't I
54:06mean, I'm personally not a strong
54:08believer where you've got to discredit
54:10your experience and your prior, you
54:11know, expertise. But what I would
54:14probably do is I'd list what you can do.
54:17It is just the preference of the UK
54:20market that they want that experience
54:22for a UK-based company, albeit even if
54:25the company is like global and works in
54:27multiple jurisdictions. So, for you, I
54:30wouldn't discard that experience, but
54:32for you, I would put in your, you know,
54:34the personal profile and that kind of
54:36attribute.
54:37There will need to be some language
54:39behind why you're coming to the UK
54:42market, what sort of level you're
54:44willing, you know, personally, what
54:46level are you willing to enter the UK
54:48market in. And then in that, like I
54:51said, it's only got to be a couple of
54:52sentences, but you know that you can
54:54offer more than what they're looking
54:55for, but then appeal to that person of
54:59you is that you are willing to stay, you
55:01are committed
55:03>> [snorts]
55:03>> cuz they don't want you to be a flight
55:04risk. And what I mean that is, if you
55:06can do that job with your eyes shut,
55:08you'll get bored and leave. So, there's
55:09no incentive for a company to want to
55:11take somebody that has more than the
55:12experience required,
55:14you know, because otherwise they've got
55:15to re-recruit for that job again. But as
55:17long as you can demonstrate in that
55:19personal, you know,
55:21opening paragraph that this is the job,
55:24again, I said make it very specific for
55:26the job, this is the job that you want
55:28to apply to, I think you don't have to
55:31discredit your experience. What you're
55:33then doing is offering that employer or
55:35that company more than what they're
55:37looking for, but you will stay and you
55:40will commit to this job. Does that make
55:42sense?
55:44Yep. Yep.
55:45Um so, one more question. Like if if
55:48somebody is
55:49like uh
55:50you know, coming to UK from India and
55:53there are like
55:55several qualified company secretaries
55:57come to UK from India.
55:59And they they they tend to like struggle
56:01to get their first break.
56:04Like it's it's it's kind of like become
56:06like a trend for last 20 years in UK
56:09that so many people come into the UK try
56:12applying for like various jobs.
56:16Like only 5 to 10% or 20% of them, most
56:19of them sitting here,
56:20are are successful in getting the first
56:23job within their first year or second
56:25year of their
56:26entry in the UK. I've seen people
56:28sitting here for 5 years
56:30and not able to get their first break in
56:32UK for cosec jobs because
56:35they tried enough and then in the end
56:37they just they just get tired and and
56:40and stop doing it.
56:41What do you What do you What would you
56:43advise to those people?
56:48Look, I I think the market, you're
56:50right, hasn't changed in in that
56:51respect. I think the same people will
56:53face the same challenges moving forward.
56:56I think the biggest challenge that you
56:57have is the the visa restriction, if I'm
57:00being honest, the fact that when you
57:01come to the UK and you come
57:05I guess I'm I'm speaking for those that
57:06do have
57:08Yeah. a a visa restriction, that is
57:11probably one of the biggest hindrance in
57:12in applying because that comes with an
57:15expiry date. When someone is recruiting
57:17a permanent job,
57:19it's not right, but I'm being realistic
57:21as to what you you're facing. They think
57:23that person's going to stay 3 to 5
57:25years. And ultimately, when you see
57:27somebody that cannot commit to that,
57:29that is a red flag. That's what they're
57:31thinking. So, that's probably the
57:32biggest reason why you will it's not
57:35right, but that is that's probably what
57:38what you see that that exists. Um so,
57:41you do need to ask those questions prior
57:43to whether, you know, people can sponsor
57:44you or you can sort of commit beyond
57:47what your visa allows you to. And I
57:49think that's the one of the main reasons
57:50why a lot of candidates struggle to to
57:53break that first role. Um
57:57I I don't I I personally don't know what
57:59the solution would be and and how to
58:00work cuz it would be changing the
58:02mindsets of
58:03thousands [snorts] of employers out
58:05there. But um
58:06I suspect that that's one of the
58:08challenges. Um
58:09but I mean, I I've worked with a couple
58:11actually on here and
58:12I'm a a strong advocate that you can,
58:14which is why I don't see you why you
58:16have to change or or sort of
58:18dumb down some of your experience when
58:20actually you've got a phenomenal amount
58:22to to add value to. Um so, I I think
58:25maybe just connecting with with an
58:27advocate because like Shital says, I
58:29recruiters can bring your CVs to life.
58:31So, it's not just about your experience,
58:33it's about more than your experience and
58:34telling your story on your behalf and
58:36therefore placing you with the right
58:38employer that respects that and doesn't
58:40sort of discard it. So,
58:42that probably hasn't answered your your
58:44question, Janak, and I'm sorry, but it's
58:45um it it's all I have to to offer in in
58:49this situation.
58:51No problem. Thank you. All right.
58:53Shital? Thank you so much. I think
58:55Shital has hands No, it's it's uh rather
58:59it's not a question. Okay. Uh it is
59:01about uh
59:03what I have seen with the many
59:05interviews I have taken with candidates.
59:08Okay.
59:09Uh the most important thing is uh
59:12research.
59:14People doesn't do any research and come
59:17for an interview.
59:19Particularly for company secretary
59:21profile,
59:23I would uh urge
59:25uh
59:26before the interview,
59:29they have to understand
59:31the interviewers business
59:34industry
59:36what they are doing, how that industry
59:38is
59:39in
59:40operating in UK.
59:42So, you have to get a
59:44understanding of the industry.
59:46And then they have to go to uh
59:50uh
59:50uh
59:51corporate house and look at the
59:53company's filings.
59:55What are the annual reports they have
59:57filed and at least 3 years of annual
1:00:00report
1:00:02they need to look at.
1:00:03And also they need to see that when the
1:00:06capital
1:00:08injection happened. So, by going through
1:00:11the company house website uh and going
1:00:14through the filings, now you get
1:00:16familiarized of
1:00:18what is this company in the last 3
1:00:20years.
1:00:21So, with this preparation when they come
1:00:24for discussion
1:00:27the interviewer can see that hey, look
1:00:29at this guy has understood which
1:00:32business I am in
1:00:34and also well well what my current
1:00:37status.
1:00:38And also that will help in asking
1:00:40question also. Okay, fine. What is the
1:00:43What is the goal of this organization in
1:00:453 years time? I seen that your annual
1:00:48report
1:00:50uh your turnover is uh
1:00:52uh 10 million pounds. Okay, what is the
1:00:54target? What is the vision for next 5
1:00:56years? Do you have
1:00:59any global
1:01:00uh so, raising
1:05:16>> [snorts]

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