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Publication
TAX TALK
Page
24-36
Date
Thurs 01 Mar 2018
AVE (ZAR)
141074.28
GUIDE TOGETTING HIRED
A compilation of hiring processinformation from localaccountingand lawfirmsto assistyou onyour journey to becoming a taxprofessional.
Deloitte.
EBVE WBuildingabetterworkingworld
kpmes
pwe[BDOAUDIT »ADVISORY «TAX
Crowe Horwath.
o GrantThorntonAn instinct forgrowth
Wee v a z * < s
MOORE STEPHENS
NolandsNOTYOURORDINARYAUDITORS
PKFchartered accountants& business advisers
Sizwe AsNtsaluba(§Gobodo 4)
AUbIT-ApVisoRy»roRENsiCs
thetaxHousE-
the.
Y SARS
DELOITTEIlana Sachs011 209 [email protected]
EYMeagan Damons011 772 [email protected]
KPMG NOTE:Intake for2018Nelene Sokay will only be confirmed
in Julyand graduate082 716 2925 recruitment will [email protected] commencethereafter.
PWCZanele Ntombela011 797 [email protected]
BDOLindySteyn010 060 [email protected]
CROWE HORWATHSamantha Caplan021 481 [email protected]
GRANT THORNTONMelissaGounden010 590 [email protected]
MAZARSFrancois Smuts021 818 [email protected]
MOORE STEPHENSJodi Milosevich021 525 [email protected]
NOLANDSJan Henning021 658 [email protected]
PKFMichelle Cronje031 573 [email protected]
SNGTshegofatsoSebopela011 231 [email protected]
THE TAX HOUSENicole Whitehead046 622 [email protected]
TAX SHOPMadelein Viljoen012035 [email protected]
SARSZanie Marais012 647 [email protected] v.za
BakerMcKenzie.
®BOWMANSmtvalut or knowing
ans4ENowB-eaanreoakar wormava
EVERSH ED $SUTHERL AND
NORTONROSEFULBRIGHT
WEBBER WENTZELinaltiancewith> Linklaters
WWERKSMANSATTORNEYS
BAKER MCKENZIEAhlisha Yesmariam011 911 [email protected]
BOWMANSKasheerSingh011 669 [email protected]
CLIFFE DEKKER HOFMEYRShane Johnson011 562 [email protected]
ENSAFRICAThabang Ratau011 269 [email protected]
EVERSHEDS SUTHERLANDClaire de Beer087 358 [email protected]
HOGAN LOVELLSZaheerah Bhana011 775 [email protected]
NORTON ROSE FULBRIGHTGontseMadumo011 685 [email protected]
WEBBER WENTZELPhindile Hlabangane011 503 [email protected]
WERKSMANSShesnee Naidoo011 535 [email protected]
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Deloitte
EY
KPMG
PwC
BDO
CroweHorwath
Grant Thornton
Mazars
Moore Stephens
Nolands
PKF
SNG
Tax House
Tax Shop
SARS
2 6 TAXTALK
HR INFO FROM FIRMS
Top 10% ofgraduating JclassTop 25% ofgraduating J J J J J JclassTop 50% ofgraduating JclassNo minimumgrade J J J J J J Jrequirement
TAXTALK 27
NWW RMS
PERSONAL QUALITIES PREFERRED IN AN APPLICANT(assuming the minimum grade requirements are met)
PREFERREDQUALITY #1
PREFERREDQUALITY #2
a
PREFERREDQUALITY #3
PREFERREDQUALITY #4
PREFERREDQUALITY #5
Excellent verbal and Strong planningand Self-star terwith high enerDeloitte written communication g P . 9 . Attention to detail 9 dy Team player
ano . organisational skills levelsskills(in English)
We aren't only lookin We look for people who. y 10 9 We want you to have a recognise the value of different We look for evidence that .
for high academic . - - . Wewant you to be passionate. clear senseof personal and backgrounds and points of view.| you are good at listening, .achievers.Wewant you to . h / . . h . and excited about the
. professionalaccountability By respecting these differences learning, sharing, developing asEY demonstr ate leadership . . . . oppor tunities at EY,your. and to show you are we enrich our perspectiv es. and working with others, Wan
through extracurricular . . . - . . future and achieving yourMint . committed to doing the This helps usbuild strong including those who are Ractivities and community . . . . . potential
. right thing relationships and enhance the different from youinvolvement . . .serviceswe provide to our clients
7 . hun . as . Great interpersonal skillsandKPMG Attention to detail Priority to deadlines Resilient Hard-working connectivity
Crltlc-al,ana-Iytlcaland Ability to communicate and| Strong linguistic skills, loves Ability to unify theory, and Enjoys nuImberssolution-orientated . . . - practice and demonstr ate and iscurious aboutPwC . . work together with awide reading and curious about new -mindset and at all times rande of people waysof doing things businessacumen tax, company law andacting with integrity 9 peop Y 9 9 contract law
Drive, ambition and hard . . is soos Aspirationsfor a long-term Strong interpersonalBDO work Passionfor tax High cognitive functioning careerat BDOTax relationships
Szormeath Interpersonal skills Sociable Target driven Leadership abilities Time management skills
“??:?:?r tmton Self-star ter Thinker Eager to learn = =
Culture and valwes Analytical and solution Displaystechnical knowl- Writing skillsandMazars aligned with Mazars orientated Planning and organisational skills edge and understanding communication
culture and values
gltch’vaeen s Interpersonal skills Passionfor learning Self-driv en Commitment Hard-working
Nol d Good communication Positiveattitude towards life Being a team plaver Proactiveand solution Having an asser tivelands skills and work 9 play focused personality
Ability to apply PPKF knowledgeto work Communicationskills Well-mannered Per5°’_‘a"t_yfit for the Overall appearance- organisation (professionaldressing, etc.)
scenarios
Must be passpnate . Must love and be passionateabout something; this Maat
Someone who has nigh - about contributing to theSNG indicatescommitment and_| Must be respectful . -embraced diversity bus development of South Africadedication to accepted -
and Africacauses
Great interpersonal and High attention to detail while Ability to-work und-er . Well organised, systematicT. H High levels of integrit communication skills and having the ability to work with pressure in a deadline driven with good problem-solvinax House 9 grity 0 Y environment and manage tn 9 P 9
team player speed . skillsstresseffectively
Ability to masteral! C-omputer literacy with a Ability to apply theory to real Self-star terwith ability toTax Sho p aspectsof accounting, high level of knowledge world challenges and solve work independently and Integrity
book-kee-plngand of re-Ieva-ntsoftware problems with due diligencetaxation in SMEmarket applications
Integrity: high values / Self-directed / self- Open-minded / innovativeSARS Elgnhergzïralcompass/ disciplined thinking/Agile to change Adaptability/assertiveness Humility
MOST COMMON MISTAKES LEADING TO A FAILED HIRE
MISTAKE #1 MISTAKE #2
virmirorron rirns WENN
MISTAKE #3
Deloitte We have experienced a high successrate with our recruits for TrAX, most of whom have been permanently employed at the completion of the programme
EY Inability to accept feedback Inability to manage emotions on the job -
KPMG Assuming that now that they are That doing the minimum amount of work will result in| Not addressing issuesasthey happen and allowingemployed, they can sit back and relax maximum benefits it to snowball
PwC Poorattitude Lack of enthusiasm Sense of entitlement
Believing that your career issomeone else's . . usa pa Not taking ownership and therefore not going aboveBDO responsibility Treatingthe opportunity asa "job"and not asacareer and beyond
Crowe Relocationswho struggle to adapt Inability to handle high stresslevels Lackof time management skillsHorwath
Grant Unwillingness to put in the effort required . m .Thornton| to learn and develop Lackof technical ability / not progressing -
Mazars Candlt-j-at-eoversells knowledge / Does not take ownership of assignments Emotional immaturitycapabilities
Moore Poor academic results (when narrowingSt h down the applications, academic results Poorinterview skillsand presentation of candidate Lackof good interpersonal skills
ephens| ;,, mostly the deciding factor)
Nolands Notfitting in with the culture of the firm Lack of vision Being dishonest in the interview
Inability to answer practical work scenario . . . .PKF . Poorinterpersonal skills Lackof professionalism
questions
SNG It isvery impor tant that during the interview we get to know a bit about the candidate, sowhere one is not providing enough details about themselv esduring the interview it isdifficult to try gauge whether the person will fit in with our small team
T H Negative feedback from applicant' s Gap between skillsand experience listed on CV and Discrepancy between remuneration offered andax HOUSE| roferences actual skillsand experience of applicant unrealistic remuneration expectations of applicant
Insufficient planning and organisational . .Tax Sho P skillsresulting in not meeting deadlines Lackof attention to detail
. . . Not completing the Learner Activity Manual - aER Issues- inappropriate behaviour learneris required to complete all formativ e and Low performance- scoring lessthan 60% on theirSARS asarticulated in the SARSpoliciesand d P P 9 °
proceduressummative outcomes and assessments in theirentirety
quarterly performance reviews
""le
NNW
GRADUATE/LEARNERSHIP PROGRAMMES AVAILABLE TO UNIVERSITYSTUDENTS INTERESTED IN TAX
SAIT TAX SAICA CA SAIPA INDEPENDEN TPROFESSION AL PROGRAMME PROGRAMME PROGRAMMEPROGRAMME f
TrAX two-year tax graduateprogramme
Deloitte
EY
KPMG
PwC
40| &| &J&
<_
BDO
CroweHorwath
GrantThornton
Mazars - /
MooreStephens I
Nolands J
PKF - / v
SNG J JTax House N
To be announced once itTax Shop hasbeenformalised
SARS - J
RECRUITMENT PERIOD FOR ENTRY-LEVEL TAX-RELATED HIRES
tu whe u oz:: ë oc liö N 0 T
oa[m mo u[a) = = |-wi
Annually V| v v V V V V| v v v vb vbo v
When needed J J
3 O TAXTALK
Jan-May Jul-Oct
Deloitte
EY
KPMG
PwC
BDO
CroweHorwath
GrantThornton
Mazars
MooreStephens
Nolands
PKF
SNG
Tax House
Tax Shop
SARS
BasedJan-Oct| Feb-Aug| Aug-Dec Feb-Jan When onour
required| businessneeds
Hons Tax, Hons CA
Hons CA or Hons Tax with anacademic average of 60%
Hons Tax
HonsTax - if you want to do the SAITlearnership
Hons CA or Hons Tax
Hons CA
Hons in Tax is preferred
Undergraduate
HonsTax
HonsTax
Hons Tax
weBComTax degree with an intention to
study further; HonsTax; HonsCA
Honours in Tax, PostgraduateDiploma in Tax
None
It varies for the different programmes
HR INFO FROM FIRMS
Generallyhire on a
permanentbasiswhenrequired
Feb-Mar Feb-Nov| Jul-Nov| Jan-Dec Mar-AprMar-Sep
N
HR INFO FROM FIRMS
HOW CAN UNIVERSITY STUDENTS FORMALLY APPLY?
HR DEPARTMENT WEBSITE POSTINGS OUTSIDE WEBSITE
Deloitte www.deloitte.com/za/en/careers/students
Facebook: www.facebook.com/DeloitteGrad-sAfrica/| www.facebook.com/LifeAtDeloit-teAfricaTwitter: @DeloitteLifeSAInstragram:@LifeAtDeloitteAfricaLinkedIn: Deloitte South Africa
www.ey.com/za/en/careers/students University portals and job boards like CareerJunction
www,joinkpmg.co.za
www.pwe.co.za/en/car eers/students.html
[email protected] [email protected] www.bdo.co.za/en-za/careers
CroweHorwath www.crowehorwath.co.za
GrantThornton
[email protected] 590 7487
www.grantthornt on.co.za Recruitment agencies
Mazars www.mazars.er ecruit.co/candidateapp/Jobs/Browse.aspx
We do make use of other career websites aswell asour Linkedin page
MooreStephens
[email protected] www.southafrica.moor estephens.com/car eers
NolandsJan Henning021 658 [email protected]
At career daysand SAITStudent Conference
PKFMichelle Cronje031 573 5000michelle.cr [email protected]/[email protected]
www.pkfexperience.co.za
SNG [email protected] 231 0600
Tax House [email protected] www.thetaxhouse.co.za/careers-with-us/ Linkedin and Facebook
Tax Shop www.taxshop.co.za/index.php?na v=careersApplicants may apply to any of the franchiseesnationwide by finding the contact details onwww.taxshop.co.za/index.php?na v=find-fr anchise
SARSStudents interested in participating in the SARSTraineeship can only apply electronically to the ad-vert on the SARSwebsite.The link isonly availablewhen the advertis live.
We often put out a teaser on Career Junction andSARSFacebookand Twitter accounts to route appli-cants to the link on the SARSwebsite.
DO YOU EVER HIRE AFTER THE FORMAL HIRING PERIOD HAS CLOSED?
HR INFO FROM FIRMS
Deloitte When there isa business need for additional resources
EY If we have not met our target numbers for the intake period
KPMG If we find an exceptional candidate
PwC
BDO Thiswould apply ifwe have not recruited all the candidates we require, ifsomeone haswithdrawn or we discover someone with strong potential
CroweHorwath If candidates do not make it beyond probation, we have to fill spots/quotas
GrantThornton No formal hiring period
Mazars
MooreStephens
Sometimes candidates who have signed contractspursue other oppor tunities,which necessitatesopening the applications up again
Nolands
PKF No formal hiring period
sNG
Tax House When we are approached by or receive the credentials of a great candidate
Tax Shop As and when the need arises
SARS Depending on businessneeds
HR INFO FROM FIRMS
FIRMS THAT SEND RECRUITERS TO UNIVERSITIES
Deloitte Deloitte sends recruiters to university career fairsand we participate in other particular projects we are invited to
EYAll the relevant career fairs on campus, i.e. Accounting, General, etc., career fairs at UP, UJ,Wits, NWU, UCT, Stellenbosch, UWC, NMMU among manyother universities
KPMG Student fairs
PwC15March- WITS8 March- UPUsually the careerfair days at the various universities
BDO We attend various university career fairs throughout the year
Mazars We attend career fairsat most universities which happen throughout the year
MooreStephens We go to all the major universities on the careerfair days
Nolands We have recruiters present at university career days and at the SAITStudent Conference
PKF Throughout the year and on special career days held by the universities
SNG We send them during the recruitment weeks published by universities
Tax House Staffmembers fromThe TaxHouse go to speak to TaxHonours and DipTaxstudents
SARS SARSparticipates in university career fairs to attract students to our programme and only recruits from formally receivedonline applications
FIRMS THAT OFFER INTERNSHIP PROGRAMMESFOR STUDENTS INTERESTED IN TAX BEFORE THEY GRADUATE
KPMG 2-year graduate learnership with SAITexams; no rotation of businessunits
CroweHorwath We provide work shadowing and vacwork programmes in which students can apply to us for vacation work during the Jun/Julholiday period
MooreStephens We have a vac work programme for a weekin the Jun/Julyvacation
SARS SARShasan internship for matriculants with a Higher Diploma in Financial Management
HRINFOFROMPRMSL -
NUMBER OF PROFESSIONALS IN THE FIRM'S SOUTH AFRICAN TAX DEPARTMENT
Deloitte Deloitte has 650 tax professionals across Africa of which close to 50% are based in SA
EY 500+
KPMG 300
PwC +330
BDO 68Crowe Horwath 10Grant Thornton +40
Mazars 90Moore Stephens 7 in the Tax Depar tment at Moore Stephens CapeTown (the only Moore Stephensoffice to offer aTax Learnership)
Nolands 5
PKF 50
SNG 18Tax House 2Tax Practitioners (and other CAs)
Tax Shop 4SARS SARShasapproximately14000employeesthat areskilledin variousdisciplinesof taxand customs
TAXTALK 3 5
NNW
WHY SHOULD A GRADUATE CHOOSE YOUR FIRMAS OPPOSED TO A COMPETITOR'S?
Our programme is unique aswe "hand pick" a selectfew tax graduates each year, whom we believe will excel and thereby grow our talent pipelineDeloitte through our focused career pathway for junior tax practitioners.We are solely focused on tax graduates who have a passionfor tax and would like to
embark on a career in the tax profession.
In the words of our Global Chairman and CEO,MarkWeinberger "Every day, every EYperson is part of building a better working world - for ourclients,EY our communities and our families.We believe that everything we do - every audit, every tax return, every advisor y oppor tunity, every interaction with a
client or colleague - contributes to building a better working world."
KPMG Qualityofthetrainingandexposuretoqualityclientwork.
Asa leading firm which provides professionalservicesacrossthe world, we offeryou endless professionaloppor tunities. Careersare built in a team-ori-entated, open, trusting and inclusiveenvironment. Team leadersand coachesact asmentors, helping you makethe mostof your experiences so that
PwC you can grow, explore new oppor tunities and achieve your potential. You will work acrossmany areasof tax to help you develop a broad base of com-pliance and consulting skills.If you remain with PwConce you qualify, you can deepen your specialisedskills in one of our highly-specialised practiceareas.
BDO BDOTax is not too big and not too small - BDO Tax isjust right. We value people and strivefor excellence in tax.
Crowe c . .raduates choose our programme due to the nature of ourclient relationships and our small company size.Horwath
Grant Experience acrossthe board, not confined to one area of tax.Thornton
You will neverfeel that you are just a number; you are truly an individual and your input will be valued. You will be able to expressyourself and yourM goals.There are somany oppor tunities for growth and with Mazarsyou can travel the world. We have various internal programmes where you can
azars be seconded or transferred to otheroffices throughout the world, aswe have officesin 86 countries. You will be exposed to a broad range of clients,
ranging from JSElisted to smallOMBs.No day in your lifewill ever be the same; interesting challenges await.
Our firm hasa unique culture that promotes collaboration, teamwork and fun. We do, however, expect a lot from our staffand in return we train them tobe highly competent and relevant professionalswho are confident in their abilities once they have completed their training with us.
MooreStephen 5 We have a strong tax focusand an ever-growing tax client base,which isa testamentto the level of servicewe provide our clients. Our broad range of
clients and level of exper tise of our partners and managers ensuresour trainees have a depth and breadth of exposurethatis hard to match anywher eelse.
Nol d The exposureto tax issuesrelating to differentindustries and gaining a vast amount of experience. The tax offering at Nolandsis structured to instill aolands senseof confidence in trainees.
We have awide range of clients from sole proprietors to large corporatesover various industries which provide exposure to various tax issues,and allowa person to develop their tax skillsfrom completing a tax computation for a high net worth individual, to that of a large corporate. It also allowsfor the
PKF development of tax knowledge in variousareas, ranging from the taxation of lump sumsto the applications of differenttypes of capital allowances.Wealso have extensiv e knowledge and deal with a lot of dispute resolution matterswith SARSwhich is quite a valuable experience that one could useanddevelop for future use.
We are a small team and everyone gets given special attention; we are truly like a smallfamily. By the end of 2 years/3years, the graduates would haveSNG acquired extensiv e knowledge in direct tax, indirect taxesand in all industries SNGoperates in.The graduates will not be able to get this exposureas
young graduates in larger firms.
Although our firm hasgrown substantially over the past few years, we are still relatively small in sizecompared to the bigger firms.Graduates thereforeTax House| get exposed to all areasof tax and the businessasa whole, which they may not get at the bigger firms. In addition, our firm isgrowing into other centres
around the around the countr y, which in the short to medium term, will create career oppor tunities for graduates.
Tax Shop We provide personal and practical (on the job) training on all aspectsof accounting, payroll and tax.
SARS'value proposition is highly competitiv e, for example, trainees will receivean above- market related stipend, paid maternity benefits, group lifeSARS benefits, study leave, etc. SARSis ranked number 7 as ideal employer in SA, according to Universum. Trainees receiveenabled technical exposurefor job
directed learning.
