Bryony Gibson looks at why the North East has thousands of jobs going spare and thousands of people looking for work, but the two can’t seem to find each other.

In recruitment, we often hear people, including myself, talking about the impact the cost-of-living has on the job market. It’s that, or people’s desire to work remotely, or the pace of change AI drives.

They are important issues, but there’s also another problem quietly sitting behind them. One that might be the biggest challenge we face in the North East. We have a major skills mismatch.

Bryony Gibson looks at why the North East has thousands of jobs going spare and thousands of people looking for work, but the two can’t seem to find each other.

In recruitment, we often hear people, including myself, talking about the impact the cost-of-living has on the job market. It’s that, or people’s desire to work remotely, or the pace of change AI drives.

They are important issues, but there’s also another problem quietly sitting behind them. One that might be the biggest challenge we face in the North East. We have a major skills mismatch.

With practised accountants increasingly hard to find, could it be time to rethink your recruitment strategy and hire for potential as well as perfection.

Accountancy firms are facing a recruitment challenge. With experienced and qualified candidates in short supply, the competition for top talent is intense. And it seems that relying solely on traditional criteria - ACA or ACCA qualification, years of post-qualified experience, and a polished CV - is no longer enough. Perhaps the answer lies in a rethink of your approach. Could it be time to consider hiring for attitude, then investing in training for skills?

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?

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.

You need the right mix of support, trust, benefits, rewards and salary if you want to attract and retain the very best people.