If 2024 has taught us anything, it’s to brace ourselves for the unexpected. It’s been a challenging year, especially in recruitment, with unpredictable macro influences and economic pressures testing the market’s resilience.

In a competitive job market, attracting top-tier talent is no longer simply about the salary. Potential employees are increasingly looking at the full range of benefits when deciding where to move.

The past four years have seen an unprecedented acceleration in remote working. Initially driven by necessity, businesses have transitioned to new operating models, relying more on technology than in-person interactions.

Writing ahead of the General Election, there's a consensus in recruitment that whoever our government is, they must improve their strategy to support the labour market.

On the 1st of April, the National Minimum Wage (NMW) increased, and there are strong rumours that the North East will become the next regional enforcement target for HMRC.

Perhaps not the most dynamic topic at first glance but pre-employment checks are a critical part of your talent attraction strategy.

Do you fear change? I sometimes do. I think we all do, to some extent, because it usually means the outcome is unknown.

When it comes to career development, the first thing that springs to mind is the pursuit of promotion and progression.

If you aren't aware, burnout in the workplace is a condition that the World Health Organisation (WHO) lay to blame resolutely at the feet of the employer.

When speaking with clients, there is one question I am repeatedly asked: Why are we struggling to recruit?

Bryony Gibson Consulting turned 10 years old last month. When I look back, I’m not sure what I expected when I took the plunge. To be honest, I’m not even sure what I hoped for but it has been the best experience.

When employees decide to look for a new challenge, more often than not, it’s triggered by the feeling of being let down.