The counteroffer is a tool many firms hoped they’d put behind them, but, with competition fierce and the cost of losing talent so high, they seem to have resurfaced as a regular feature in recruitment.

Serious talent shortages have led to firms pulling out all the stops to hold on to good people, even though this is rarely a long-term solution that either party ends up happy with.

So, if you're an employer weighing up whether to make a counter proposal, or an employee facing the decision on whether to accept, how should you respond?

Over the years, I’ve lost count of the number of conversations I’ve had with accounting professionals who tell me they’re thinking about moving jobs, but they’re waiting until they feel ready

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.

In today's dynamic workplace, the value of diverse perspectives is unquestionable. Yet, many employers overlook a vital and plentiful talent pool: mothers.

Everyone gets nervous when it’s time for a job interview, especially in the current landscape. Once a straightforward in-person meeting, now the process often starts online, adding a new layer of complexity.

Your recruitment strategy plays a crucial role in shaping organisational culture, performance, and success. From communication and benefits to learning styles and career progression, if you believe people are your greatest asset, understanding what engages them as individuals and tailoring your approach will improve your ability to attract and retain top talent at all levels.

With salary review season upon us, many people, especially in the world of accountancy, will be weighing up their options. Should you stay put, push for a raise, or is it time to look elsewhere?

As we head into 2025, the recruitment landscape looks a little uncertain. Traditionally, December is a quieter month for hiring, with January bringing hope, positive action, and opportunity.

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.

In a world dominated by technology and automation, the human touch makes all the difference. That’s why Bryony Gibson makes it personal to find the right person for the right job and, as important, vice versa.