Struggling To Recruit? The Problem Might Be You?

Finding it harder than ever to convince great people to join your team? You’re not alone. The talent shortage is real. But while competition is fierce, some of the biggest hiring barriers are the ones employers unknowingly create themselves.

Working throughout the North East, I’ve been supporting accountancy firms with recruitment for over 20 years, and if there’s one piece of advice I could give, it’s this: be flexible. Whatever you’re hiring for, a simple mindset shift from “What do we need?” to “What can we offer?” will transform your results. And here’s how:

Know Your Audience

Recruitment is about tailoring your offer to the right people, and that could mean marketing your business to a new generation. One with new expectations. For example, Gen Z is motivated differently from Gen X. They want flexibility, a sense of purpose, growth opportunities and, crucially, a company that lives its values. Ask yourself if your culture and benefits package appeal only to those people. If they don’t, you’re missing out on a host of fresh talent who could bring digital skills and new energy to your team.

Flex Your Wishlist

The perfect ready-to-go candidate rarely exists. And too many hiring managers stick rigidly to their “wish list”, waiting for someone to tick every box, only to find themselves still waiting six months later. Instead, try to be open to training someone who is 70% of the way there. Look for attitude, aptitude and cultural fit. Upskilling can be quicker than a never-ending search.

Speed Up Or Lose Out

The best candidates are in demand, and a lot of companies lose out simply because they took too long to act or dragged out the interview process. If you want the best people, you need to act fast and show them that you’re serious.

Put Your Best Foot Forward

Do you know what your USP as an employer is? Why should someone choose you over another firm in the same city? If you don’t know, how will they? Throughout the recruitment process, you should be selling your culture, people, vision and career development pathways. That doesn’t mean overpromising, but it does mean giving a true flavour of what life inside your organisation is like, and why people stay.

Invest In The Whole Package

You need a competitive salary to sit at the table, but it’s your benefits that show how much you genuinely value your people. Think beyond the basics: private healthcare, professional development, flexible hours and wellbeing support are increasingly expected. Would you be excited to join your company if you saw the package advertised?

Flexibility Is A Dealbreaker

The pandemic changed how we work, and it’s not going away. True, some firms are trying to drag people back into the office full-time again, but the majority of candidates I speak to won’t even apply for those roles. Hybrid or remote options, flexible start times, and outcomes-based performance measurement all show that you trust your people. For many accountants - especially younger ones - that’s become a non-negotiable.

In summary, if you’re struggling to hire well, it might be time to look inward. The companies winning the talent war aren’t necessarily paying the most; they’re listening, adapting, and showing up as a place people want to work.

You don’t have to overhaul everything overnight. But ask yourself this: next time a recruiter or candidate asks, “Can you offer this?”, instead of saying “no”, take a moment to think about what might happen if you said “yes”.

Sometimes, the first barrier to attracting talent is simply being willing to flex.