Latest Recruitment News

Attracting the right talent has become more intricate than merely presenting an attractive salary. With the evolving expectations of job seekers and the complex nature of the market, companies need to delve deeper into their recruitment strategies.

Attracting the right talent has become more intricate than merely presenting an attractive salary. With the evolving expectations of job seekers and the complex nature of the market, companies need to delve deeper into their recruitment strategies.

Attracting the right talent has become more intricate than merely presenting an attractive salary. With the evolving expectations of job seekers and the complex nature of the market, companies need to delve deeper into their recruitment strategies.

Gone are the days when a simple ‘Help Wanted’ sign could attract the right talent. Today, recruitment is a strategic dance between proactive outreach, data-driven decision-making, and an empathetic understanding of a candidate’s aspirations.

How we bring new talent aboard, from the nascent stages of planning interviews to making the final decision, significantly impacts not just the company’s growth trajectory but also its reputation in the talent market.

Every phase, from initial engagement to final agreement, demands precision, tact, and understanding. The concluding stages of this process are the most critical, as they can greatly influence the emerging relationship with your prospective employee.

Money is the dream, right? Everybody wants more of it. Some people are willing to do anything for money, even if that means sacrificing their happiness. The problem with this mindset is that money doesn’t always buy you happiness.

When it comes to recruiting a new digital marketing person for your team, the questions and considerations faced can become overwhelming – from whether the individual is a good fit for your team, to their ability to sell through the infinite number of channels now used by modern customers and clients.

A massive topic of both discussion and debate over recent (and not so recent!) times surrounds the diversity and inclusion in accountancy firms, or indeed the lack thereof.

As we try to make the case for how important diversity and inclusion are in today’s accountancy practices, we ought to start with a plain, simple truth: everybody can bring value to a firm and so deserves an equal shot.

The Morgan McKinley Spring London Employment Monitor revealed that the double trouble of COVID and Brexit has meant that the financial services sector saw the lowest level of new jobs in that space for over three years.

Quarter two of this year saw a 66% decrease in new positions in the City, 7,400 down to fewer than 2,500, a significant fall compared to the same period last year.

In accountancy recruitment and life in general it’s more than fair to say that the last few months have been a stressful, weird and bat-sh*t crazy time. On a personal basis, it’s easily been one of the most peculiar times in my life.

When was the last time you thought about your brand image? Or, perhaps more importantly, when was the last time you thought about your brand image in relation to the happiness and wellbeing of your employees and as a catalyst for attracting talent?

In short, brand image is an important but often overlooked tool in attracting, engaging, inspiring and retaining staff.

In this blog, I explore how branding your business can be directly linked to hiring activity.

How do the big shots like Tesla, Google, Amazon and Apple, hire a constant stream of talent that maintains their position as untouchable dominators in their respective market spaces?

Ostriches don’t bury their heads in the sand. It’s a myth. But they do dig nests for their eggs.

Temporary recruitment is on the rise.

Working in recruitment, I have been closely watching the growing demand for temporary staff to…

A CV should be generic, otherwise it falsifies a candidate’s skills and experience, right?

Wrong!

First impressions are so important, they make an impact and ultimately decide whether you get the job or not.

Almost 50 years since the introduction of the Equal Pay Act, the UK’s gender pay chasm remains gaping. The statistics speak for themselves.

Brexit (snooze). Given the result and immediate weakening of our beloved currency and FTSE 100, describing the now distant memory referendum by its alias seemed to add notoriety to the situation.

Recruitment is: Attraction, Excitement, Momentum and Retention. It’s also about evolution.

Britain boasts a buoyant employment market. Standing at 76.1%, employment rates are the highest they’ve been since 1971. With unemployment figures continuing to fall, the UK’s jobless rate is just 3.9%, significantly lower than the EU average of 6.5%.

To what extent is our industry and the world of HR changing? How well has it adopted latest technologies and trends in order to remain a viable option for clients to justify agency spending? Are there any emerging areas of technology, set to further change the landscape of recruitment as we know it?

Back in 2016, several new employment law reforms were introduced by the Government. These reforms changed things for both employers and employees…

How does a hirer know if a candidate is the sort of person they want to employ?

Does an interview process really help you get to know both the skill-set and personality traits required to do the job well, whilst in-keeping with the cultural fit?

According to a growth report the REC (The Recruitment & Employment Confederation) posted on their site in 2015, it is a good time to work in the recruitment industry. The industry went from £19.7 billion in 2009/10 to £28.7 billion in 2016/17 and is believed to be around £32.2 billion in the 2017/2018 year.

It’s not all doom and gloom out there. Despite what we hear and read, it is encouraging to know that eight in ten employers believe that economic conditions are improving, according to the latest Jobs Outlook survey by the REC.