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July 27, 2022

How to attract top accounting and finance candidates to your business

CFO’s in the UK’s top accounting and finance firms are reporting that they are finding it difficult to source professionals with the requisite skills!

The problem in finding skilled accounting and finance professionals is due to high demand and a limited supply. With jobs in the finance industry expected to grow by 10% by 2026, it’s more important than ever that financial recruiters know how to find and hire talent in today’s competitive hiring market.


Shortages of Skills in Accountancy and Finance

Fact: 75% of C-Suite Executives in the accounting and financial services sector are concerned about shortages of skills within the industry.

In this guide we aim to break down the key recruiting challenges and share tips and tricks to help with your hunt for great hires. So, with that in mind let first look at the main pain points faced by accounting and financial CEO’s…


What are your challenges?

Every industry encounters its reasonable share of obstacles when hiring new candidates, but accounting and finance services take it to a whole new level! From ever-evolving technology continuously changing business needs and having to find people with niche skills combined with intense competition from both “fintech” (financial technology) companies and other sectors entirely, it’s no wonder recruiters struggle with accounting and finance services recruiting.


Here are a few of the top difficulties that firms are currently confronting when searching for accounting and financial professionals…


Shortage of suitable candidates:

76% of accountancy and finance employers said their top challenge in recruiting is a shortage of suitable applicants. Skill remains in short supply, and this has been the case for some time. Due to this, stand out accounting and finance candidates are increasingly hard to discover, and even tougher to keep!


Lacking the right specialty skills for accounting and finance:

Companies recruiting for accounting and finance staff set a high standard and they are not searching for just number crunchers; they require individuals with expert skills to ensure their demands are fulfilled. Nonetheless, individuals in this specific niche are tough to find with a scarcity of candidates on the market.


Fierce competition for accountancy and finance talent:

It’s not beyond the realms of possibility that your business is competing with lots of other sectors for great skills – especially with so many young workers pursuing roles in tech over financing. Competing against firms throughout several industries makes financial services hiring more difficult than in the past.


Rapid digital transformation in the financial services sector:

Technology continues to evolve in brand-new and unexpected ways that can transform the accounting and financial services industry in a short space of time, so when searching to fill vacancies it is important to ensure the relevant candidate has the baseline skills but also the ability and mindset to roll with the winds of change in a field facing continuous challenges.


As you are more than aware, financial services recruitment is very particular. It comes with a one-of-a-kind set of challenges and specific needs that make it tough to discover the right people (with the appropriate skills). So, when recruiting in the accounting and financial services market, your recruitment techniques must be on point to land the most effective prospects. We understand the process and will set you on the right path by telling you the ideal steps to take?


Here are our top ten accounting and financial recruitment tips…

#1: Enhance your company branding

Investing in your company brand name is essential if you intend to contend for skilled individuals and stand out in the finance field. Research exactly how your prospective prospects perceive your brand name as well as what they truly wish to know. Recognise just how it varies from what you’re showing them. See what you can do to change their assumptions and ultimately attract more candidates.


Bear in mind that you’re taking on young fintech companies that likely have an enjoyable, engaging employer brand. To really be competitive, you’ll need to market your firm in a way that reaches your perfect prospects. Besides, it is important to remember employment IS advertising and marketing.


#2: Use recruitment marketing strategies

Recruitment doesn’t stop with building your employer brand. You should concentrate on targeted techniques to develop a large pool of certified candidates for current as well as future employment vacancies and opportunities.


Using recruitment marketing strategies is a fool proof way to attract interested job hunters, but to do it efficiently, you need to be creative and think outside the box to be successful in reaching prospects. Providing them with relevant electronic material and engaging employment campaigns is an excellent way to obtain and maintain their attention.


You can also make use of electronic devices like programmatic job advertising (think of this as recruitment “bots”) to assist you in getting your vacancies in front of the right people. This will help you target preferred prospects that have the accurate abilities the work needs.


Fact: 24% of organizations in the financial services sector use changing brand perception through marketing and advertising as a strategy to access digital talent to a large extent.


#3: Broaden your sourcing methods

To locate the most effective financial services specialists available, you need to be looking in all the appropriate locations. That’s why expanding your sourcing methods is a great way to start, however this can be simpler said than done.


Make certain to advertise your openings in as many relevant places as feasible, such as social media websites and online job boards. You can also upload roles and try to source individuals via LinkedIn.


Tap into as many diverse sources for candidates as possible. College and university graduation fairs as well as other recruiting events are a great method to get out in the area and meet entry-level candidates. If you’re struggling, there are several hiring software options available that can improve your initiatives and make your work less complicated.


#4: Have a graduate employment strategy in place

Companies in the financial solutions sector are among the biggest companies of entry-level candidates. That’s why most financial employers currently have some sort of graduate employment method to discover new graduates that are just entering the workforce.


While that alone is an excellent beginning, it’s not enough to be competitive in such a congested job market, let alone to maintain momentum once you bring them onboard. Have a procedure in place for hiring university graduates, however, do not stop at just hiring them.


Make a continual effort to refine their skills and nurture them into future leaders that will certainly propel your company forward. As Richard Branson famously said, “Train people well enough so they can leave, treat them well enough, so they don’t want to.”


#5: Apply inclusive recruitment principles 

It’s obvious that the finance industry struggles with diversity. A recent study indicated that less than a quarter of individuals know that their employers are actively attempting to hire more females and individuals from minority groups. While finance businesses are gradually advancing in recruiting even more varied candidates, many are still failing – so there’s still room for improvement.


There are a lot of different methods you can use to improve your inclusive employment endeavours. For example, try writing comprehensive job advertisements to bring in varied candidates and use concepts of blind hiring to remove unconscious bias. Make it a point to work with employees based on skills and qualifications to guarantee they’re closely aligned with what you’re seeking.


It’s important to remember to share your initiatives with existing and prospective employees, this will be of benefit to your inclusion and diversity policies as you expand your workforce. Finance organisations are working on raising diversity within their workforce, nonetheless, there is still a long way to go.


Fact: 68% of Millennials in the financial sector said that while companies talk about diversity, they felt that opportunities weren’t equal for all.


Fact: 38% Financial services organizations communicate their diversity strategy and diverse employees via their social media channels.


#6: Develop a corporate alumni network

Recruitment isn’t all about young employees and graduates, there should be just as strong a focus on hiring mid-career professionals. Lots of former workers left the industry during the economic downturn and never came back out of concern of history repeating itself. But why burn a bridge that doesn’t need to be burned?


It is an excellent idea to keep in touch with talented professionals with a view to developing a corporate alumni network that allows you to reach former employees who left under favourable circumstances. Take into consideration producing a networking group on LinkedIn or Facebook that you can make use of to communicate with former staff that may become rehires.


#7: Job growth and EVP (employee value proposition)

Finding and hiring the right people is great for your business, but what do you do with them when they start work? You need to have a proper continuous professional development programme that works for you, your new employees and your existing workforce.


A well-functioning development programme is the baseline of your firm’s employee value proposition (EVP) is an excellent way to demonstrate your commitment to helping staff members expand their roles and grow their careers. Keep in mind that it’s not enough just to have comprehensive recruitment methods in place, you need to equip your team to prosper by supplying the right devices, resources, as well as chances to drive their professional development. Your dedication to developing an inclusive workplace needs to be an indispensable part of your company ideology.


#8: Connect via email and social media sites

With many electronic tools readily available to us, it only makes good sense to use them for hiring initiatives. Connecting with job prospects via email and social media platforms is a very efficient way to get to applicants, specifically the younger generations.


Social networking platforms like LinkedIn, Facebook, Instagram as well as Twitter are wonderful spaces to connect with prospects. In fact, a LinkedIn study discovered that 49% of professionals are connecting with companies on social media networks primarily to amplify their job seeking efforts. So why not reach them where they’re already proactively looking?


Fact: JP Morgan took their social media recruiting further and used Snapchat to bring in entry-level prospects. Their geofilters’ campaign garnered 3.1 million views and the whole recruitment campaign had over 17.5 million views!


#9: Beginning an employee referral programme

Employee referrals are a superb way to reach new hires. This technique reduces the time required to fill a vacancy as you’re not spending resources on sourcing the candidates. At the same time, you’ll acquire brand-new employees that currently connect well with your existing group as well as the company culture, so a win-win overall!


Finally, and most importantly…


#10: There can be no questioning the fact that hiring within the field of finance is hard

Talent is limited and competition is tough. That’s why you must be positive with your recruitment methods to attract the most effective candidates for finance duties. Everything begins with revealing to them what your organisation means when hiring both graduates as well as seasoned professionals. But if you feel that this is either something you do not have the relevant skills for or basically do not have the time for, you are already juggling to many tasks, then the answer is simple… leave it to the professionals, like us. When you do that, everything will fall seamlessly into place and will be hiring superstar employees in no time at all.


We know what financial execs in small and medium enterprises are looking for, we have our finger on the pulse of everything relating to recruitment within the Staffordshire and Cheshire area – so get in touch with us on 01782 338787 or contacts@appointmentspersonnel.co.uk and we can make a start on finding the financial talent you need.

* Fact Source: PricewaterhouseCoopers https://www.pwc.co.uk

Redundancies on the rise in Stoke on Trent

By Kerry Bonfiglio-Bains • May 6, 2025
Redundancies on the Rise: How HR Can Navigate Change With Clarity and Care The current economic climate continues to present significant challenges for businesses across our region. In recent months, we've witnessed the heartbreaking closure of three longstanding clients—organisations we've proudly supported since our inception. These closures represent not just the loss of businesses but profound changes for the individuals who comprised these workplace communities. As redundancies rise across various sectors, HR professionals find themselves at the centre of managing these difficult transitions. The way these processes are handled can significantly impact both departing employees and those who remain, as well as shape the organisation's reputation for years to come. Acknowledging the Human Impact Behind every redundancy statistic is a person facing uncertainty about their future, financial concerns, and often a sense of loss regarding their professional identity and workplace relationships. At our consultancy, we've been working closely with the employees affected by our clients' recent closures, providing career transition support, CV guidance, and emotional wellbeing resources. We've witnessed firsthand how compassionate, well-managed redundancy processes can make a meaningful difference during these challenging times. Legal Obligations: The Essential Foundation Any redundancy process must begin with a thorough understanding of legal requirements, which provide an important framework for fair process: Consultation must begin when redundancies are proposed, not when decisions have already been made, with timeframes varying based on the number of proposed redundancies. Selection criteria must be objective, fair, and non-discriminatory, with selection pools carefully determined and scoring systems transparently applied. Statutory redundancy pay and notice requirements must be met, with clear documentation throughout the process. Beyond Compliance: Navigating Change with Care Transparent Communication Clear, honest communication is paramount throughout the redundancy process. When one of our clients made the difficult decision to close after 15 years in business, we helped them create a comprehensive communication plan that included individual meetings with each employee, written information packs, and a dedicated contact for questions. This approach helped maintain trust during an inherently difficult process. Support for Departing Employees Supporting employees leaving the organisation demonstrates commitment to their wellbeing beyond employment. For our recently closed clients, we're providing outplacement services, workshops on modern job-seeking techniques, and one-to-one career coaching. We're also working with managers to ensure comprehensive references are prepared before the businesses fully wind down. Supporting Remaining Staff Remaining employees often experience what psychologists call "survivor syndrome"—complex feelings that may include guilt, anxiety about future job security, and increased workload pressure. HR plays a crucial role in supporting these employees by acknowledging their concerns openly, providing clarity on the organisation's direction, recognising increased pressures, and investing in development opportunities that demonstrate continued commitment. Maintaining Organisational Values How redundancies are handled reflects an organisation's values in action. One of our recently closed clients, despite financial pressures, chose to provide enhanced redundancy packages and extended employee benefits coverage for three months beyond employment end dates. This decision reflected their longstanding commitment to employee wellbeing and helped preserve their reputation as a responsible employer even as they closed their doors. Practical Guidance for HR Professionals Before Announcing Redundancies Develop a comprehensive timeline for the process, prepare all necessary documentation, train managers who will be delivering difficult news, and arrange support resources so they're immediately available when announcements are made. During the Consultation Period Maintain detailed records of all consultation meetings, create multiple feedback channels for employees to voice concerns, and regularly review the process, being willing to adapt based on feedback. After Redundancies Are Confirmed Provide departing employees with clear information about next steps, develop a plan for knowledge transfer, create opportunities for appropriate goodbyes, and focus on rebuilding engagement with remaining staff. Conclusion Managing redundancies with clarity and care represents one of the most challenging aspects of HR work. By maintaining a dual focus on legal compliance and genuine human support, HR professionals can navigate these difficult transitions while preserving dignity, trust, and organisational reputation. For the employees of our recently closed clients, we remain committed to providing ongoing support during their career transitions. And for organisations currently facing the prospect of redundancies, we stand ready to share our experience and expertise to help you manage these changes with both professionalism and compassion.  If your organisation is considering or planning redundancies and would benefit from expert guidance, please reach out to discuss how we can support you through this challenging process.

Supporting Employee Mental Health During Mental Health Awareness Week and Beyond

By Kerry Bonfiglio-Bains • May 6, 2025
Mental Health Awareness Week takes place from 12th May to 18th May this year, offering organisations across the UK a timely opportunity to reflect on their approach to employee wellbeing. In a post-pandemic world where the boundaries between work and home life have become increasingly blurred, supporting mental health in the workplace has never been more crucial. Why Mental Health Matters in the Workplace Poor mental health costs UK employers between £45-54 billion annually through absenteeism, presenteeism, and staff turnover. Beyond these financial implications, organisations have both a moral and legal responsibility to provide a psychologically safe working environment. When employees feel mentally well, productivity increases, creativity flourishes, and overall organisational resilience improves. Developing a Comprehensive Wellbeing Strategy A wellbeing strategy shouldn't be a reactive afterthought but rather a proactive, integrated part of your organisational culture. An effective strategy connects mental health support to your company values and business objectives while providing a framework for consistent action. Your wellbeing strategy should outline your organisation's vision for employee mental health, identify key priorities based on employee needs, and establish clear metrics to measure success. Rather than focusing solely on addressing problems after they arise, a robust strategy emphasises prevention and early intervention. The most successful wellbeing strategies are developed with input from employees across all levels of the organisation. By involving staff in identifying challenges and potential solutions, you create a strategy that resonates with their actual experiences and demonstrates genuine commitment to their wellbeing. Implementing a Formal Wellbeing Polic y While a wellbeing strategy provides direction, a wellbeing policy translates this into concrete guidelines and procedures. Your policy should clearly articulate what support is available, how employees can access it, and what responsibilities managers have in supporting team members' mental health. An effective wellbeing policy might include: Clear procedures for identifying and managing workplace stress Document specific processes for conducting stress risk assessments and implementing reasonable adjustments for employees experiencing mental health challenges. Guidelines for maintaining work-life balance Establish expectations around working hours, email response times, and meeting schedules that respect employees' need for downtime and recovery. Details of available support resources Outline all mental health resources available to employees, from Employee Assistance Programmes to mental health first aiders, with clear instructions on how to access them confidentially. Return-to-work processes Define supportive procedures for employees returning to work after mental health-related absences, including phased returns and ongoing accommodations. Accountability measures Specify how the organisation will monitor adherence to the policy and address instances where wellbeing principles aren't being upheld. Practical Steps Employers Can Take During Mental Health Awareness Week Mental Health Awareness Week provides an excellent catalyst for meaningful action. Here are some straightforward ways employers can support employee mental health during this week and beyond: Create psychologically safe spaces for conversation Host informal coffee mornings, lunchtime walks, or structured workshops where employees can discuss mental health without fear of judgement. Consider bringing in external facilitators if internal comfort levels around discussing mental health are still developing. Provide mental health education Arrange training sessions on recognising signs of common mental health conditions, managing stress, and building resilience. These can be delivered by mental health professionals or through quality online resources from organisations like Mind or the Mental Health Foundation. Review workloads and expectations Use this week as an opportunity to have honest conversations about workload pressures and realistic expectations. Encourage managers to check in with team members about their capacity and make adjustments where needed. Introduce wellbeing moments into meetings Begin team meetings with brief wellbeing check-ins or mindfulness exercises to normalise conversations about mental health. Even five minutes can make a significant difference to meeting culture. Upskill managers Provide managers with specific training on supporting team members' mental health, including how to have sensitive conversations, recognise warning signs, and make appropriate referrals to professional support. Communicate available resources Use various communication channels to remind employees of existing mental health resources, from counselling services to mental health apps that your organisation might subscribe to. Consider environmental factors Evaluate your physical or virtual working environment to ensure it supports good mental health. This might include providing quiet spaces, natural light, ergonomic equipment, or clear boundaries between work and personal time for remote workers. Building Sustainable Mental Health Support While awareness weeks provide valuable focus, supporting employee mental health requires consistent, year-round commitment. Consider implementing these longer-term approaches: Regular wellbeing pulse surveys Conduct brief, frequent surveys to monitor employee mental health and identify emerging concerns before they become serious problems. Mental health champions network Develop a network of trained employees who can act as points of contact for colleagues seeking initial mental health support or information. Flexible working arrangements Offer genuinely flexible working options that help employees balance work with personal responsibilities and self-care. Leadership role modelling Encourage leaders to share their own wellbeing practices and be transparent about setting boundaries, taking breaks, and prioritising mental health. Recognition of the whole person Acknowledge that employees have lives beyond work and that personal circumstances significantly impact workplace performance and wellbeing. Measuring Success Any investment in mental health initiatives should be accompanied by appropriate measurement. Consider tracking metrics such as: Absence rates related to mental health Utilisation of wellbeing resources Employee feedback through surveys and focus groups Retention rates Productivity indicators Return on investment for specific wellbeing initiatives Remember that some benefits of supporting mental health, such as increased trust and improved company reputation, may be harder to quantify but are nonetheless valuable.  Moving Forward Together This Mental Health Awareness Week, commit to making mental health support an integral part of your organisational culture rather than an occasional focus. By developing a comprehensive wellbeing strategy, implementing a clear policy, and taking consistent practical action, employers can create environments where employees feel valued, supported, and able to thrive. The most successful organisations recognise that supporting mental health isn't just the right thing to do—it's also good business. When employees feel mentally well, everyone benefits: individuals, teams, organisations, and ultimately society as a whole. What steps will your organisation be taking this Mental Health Awareness Week to support employee mental health?

5 Hot Hiring Questions Answered - May Edition

By Emma Bonfiglio • May 1, 2025
In today's complex labour market, recruiters and hiring managers face unique challenges that require innovative solutions. From navigating hybrid work expectations to addressing skill gaps in an AI-driven economy, the recruitment landscape continues to evolve rapidly across the UK. This post tackles five of the most pressing recruitment challenges British companies are facing right now and provides practical solutions to help you overcome them. 1. How can we attract quality candidates in a competitive market? The Challenge: Despite economic fluctuations, competition for top talent remains fierce across many UK industries. Companies struggle to stand out to qualified candidates who have multiple options. The Solution: Start by refining your employer brand to showcase your company culture, values, and employee experiences authentically across all channels. Use employee testimonials and day-in-the-life content to give candidates a genuine look at what working for you is like. Next, optimise your compensation strategy by regularly benchmarking your salary ranges and benefits against industry standards and considering flexible benefits packages that candidates can customise to their needs. The application process itself must be streamlined, as top candidates won't tolerate cumbersome systems—audit yours to ensure it's efficient, mobile-friendly, and respects applicants' time. Finally, leverage your existing team by implementing a robust referral programme with meaningful incentives, as current employees often know qualified individuals who would be a good cultural fit. 2. How should we handle hybrid work expectations in our hiring process? The Challenge: Post-pandemic work arrangements continue to evolve in the UK, with candidates now having strong preferences about hybrid and remote working. Companies struggle to balance organisational needs with these expectations. The Solution: Transparency is crucial from the beginning of your recruitment process. Clearly communicate your work model in job descriptions and throughout the hiring process to avoid misalignment later on. If you can offer flexibility in work arrangements, make this a key selling point in your recruitment messaging. For roles requiring in-office presence, develop a compelling office value proposition that articulates why it benefits both the employee and the organisation, focusing on collaboration, mentorship, and cultural benefits. Regardless of your model, create equitable experiences by ensuring your hiring process and onboarding are designed to be equally effective for both remote and in-office candidates. 3. How can we address the skills shortage exacerbated by Brexit and technological advancement? The Challenge: The combination of reduced EU talent pools post-Brexit and rapid technological evolution has created significant skills gaps across the UK. Many organisations can't find candidates with all the skills they need, particularly in technical fields. The Solution: A shift to potential-based hiring is essential in today's market. Focus on candidates' ability to learn and adapt rather than just their current skill set, looking for transferable skills and a growth mindset that will serve your organisation long-term. Implement meaningful skills-based assessments using practical tests and projects to evaluate candidates' capabilities rather than relying only on CVs and interviews. Within your organisation, develop robust internal talent pipelines by creating upskilling and reskilling programmes for existing employees to fill emerging skill needs. Externally, partner strategically with educational institutions by developing relationships with universities, apprenticeship providers, and training programmes to create direct pipelines for emerging talent. 4. How can we balance diversity and inclusion goals with our recruitment needs? The Challenge: Despite progress on D&I initiatives, many UK organisations still struggle to build truly diverse teams, often citing limited diverse candidate pools or concerns about "lowering the bar." The Solution: Begin by examining and revising job requirements to evaluate whether stated qualifications are truly necessary or if they might unintentionally exclude qualified diverse candidates. Implement structured interviews and blind CV reviews to help mitigate unconscious bias in the selection process. Your sourcing strategy should expand beyond traditional channels—partner with professional organisations, attend diversity-focused career fairs, and utilise specialised job boards to reach a broader range of candidates. Setting meaningful metrics allows you to track diversity throughout your hiring funnel to identify where diverse candidates might be dropping out of your process. Throughout all communications, create inclusive job descriptions by using language that welcomes all qualified candidates and avoiding jargon or terms that may alienate certain groups. 5. How can we compete with larger employers on salary while facing cost pressures? The Challenge: With inflation and cost-of-living pressures in the UK, candidates are increasingly salary-focused, yet many SMEs cannot match the compensation packages offered by larger organisations. The Solution: Emphasise your total value proposition by highlighting aspects beyond salary such as work-life balance, career development, company culture, and meaningful work. Consider offering creative benefits that may be less costly but highly valued, such as enhanced holiday allowance, flexible working hours, or learning and development budgets. Transparency about growth opportunities is crucial—clearly articulate potential career progression paths and how you invest in employee development. Alternative compensation models can also help bridge the gap; look at profit-sharing schemes, performance bonuses, or equity options that align employee success with company success. Finally, develop and promote robust workplace wellbeing initiatives that demonstrate your commitment to employee health and happiness, an increasingly important factor for job seekers. Moving Forward The recruitment landscape will continue to evolve, but UK organisations that approach these challenges with flexibility, creativity, and a commitment to candidate experience will gain a significant competitive advantage in attracting and retaining top talent. Remember that recruitment is not just about filling positions—it's about building the foundation for your organisation's future success. By implementing these solutions, you'll be well-positioned to overcome today's most pressing hiring challenges and build a workforce ready for tomorrow's opportunities. What recruitment challenges is your organisation facing, and which of these solutions resonates most with your situation?

Is AI Ruining or Revolutionising Recruitment

By Emma Bonfiglio • April 22, 2025
What local HR teams and hiring managers need to know about AI, CVs, and keeping things human. AI (Artificial Intelligence) is the latest buzzword in the recruitment world, but for many medium-sized businesses across Staffordshire and Cheshire, the big question is: Does it really help — or does it make things harder? We’ve been speaking with clients lately who are unsure whether to embrace it, avoid it, or ignore it altogether. So here’s a no-jargon, real-world look at how AI is showing up in recruitment and what it means for local employers like you. So, where is AI being used? It’s popping up in places you might not even realise: CVs filtered automatically before you even look at them Chatbots that reply to jobseekers Interview scheduling without the back-and-forth emails Video tools that claim to "read" facial expressions And now, job applications and CVs are even being written by AI tools like ChatGPT One of our manufacturing clients recently used a bit of AI software to screen a high number of CVs — and while it saved admin time, they still had to use their people skills to find the right cultural fit. The AI gave them speed; they still needed their team to make the decisions. What’s the issue with AI-written CVs? Here’s where things get a little tricky. More and more candidates are using AI to write their CVs, and they’re coming out very polished — maybe too polished. One of our financial services clients recently spotted a pattern: some applications looked amazing, but in interviews, the candidates’ communication didn’t match the CV. It raised doubts — and delayed the decision-making. It’s a reminder that what you see on paper isn’t always the full story. How to keep your recruitment human (with a little AI help) We’re not saying avoid AI altogether — it can be useful. But here’s what the most effective hiring teams are doing: 1. Go beyond the CV Use shortlisting tools or AI if you want to save time, but always follow up with things that AI can’t fake — like skills tests, mini writing tasks, or a quick phone call to hear how a candidate presents themselves. 2. Check for authenticity If writing is important for the role, ask for a quick task during the interview. One of our clients now gives a 15-minute writing challenge — it’s a simple way to spot genuine communication skills. 3. Don’t forget the human bits AI is great for admin. But when it comes to judging personality, emotional intelligence, or team fit? That’s where you and your team come in. These are things that local employers like you know best — and it’s what sets great hires apart. 4. Be honest with candidates If you’re using automation (even just for booking interviews), let applicants know. It builds trust and shows you’re running a fair process. 5. Keep an eye on fairness Sometimes, AI can make decisions based on patterns that aren’t fair or inclusive. If you use it, make sure you check your outcomes from time to time. A few of our clients now do quarterly reviews to spot any red flags in their shortlisting. AI can’t replace… Knowing when someone will fit in with your team Spotting the “gut feeling” red flags that come up during interviews Building a relationship that leads to a great job offer Understanding why someone’s taken a career break or changed industries Showing candidates that your business genuinely values people These are the reasons clients still come to us for help, especially when hiring at speed or needing to get it right the first time. A balanced approach is best Think of AI as a helpful assistant — not the decision-maker. Let it sort, schedule, and streamline. But keep your people (or recruitment partner!) in the driving seat for the parts that really matter. At Appointments Personnel, we’re supporting local businesses who want to modernise their hiring without losing the personal touch. We can help you explore what works and what to avoid — and make sure your process is fair, efficient, and still feels very human.  Want to talk about how AI might (or might not) fit into your recruitment? Get in touch – we’d love to share some local insights and stories from other businesses like yours.

5 Hot Hiring Questions Answered: Solutions for Common Recruitment Challenges

By Kerry Bonfiglio-Bains • March 31, 2025
Struggling with no-shows, salary negotiations, or slow hiring? Discover real-world solutions to the biggest recruitment dilemmas

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By Kerry Bonfiglio-Bains • March 31, 2025
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National Insurance Changes for Employers 2025

By Kerry Bonfiglio-Bains • March 31, 2025
From April 6th 2025 there will be significant shift in employer National Insurance (NI) contributions, with the rate increasing by 1.2 percentage points to 15%, and a lowered earnings threshold now starting at £5,000 (down from £9,100). These adjustments could lead to higher payroll expenses for mid-sized and larger businesses, affecting hiring strategies and budgeting in 2025 and beyond. Key Details of the Change Rate Increase: The NI contribution rate for employers rises to 15%. Lower Earnings Threshold: Employers will now pay NI on earnings starting at £5,000, significantly reducing the exemption range. This change is intended to boost government revenue but will likely increase costs for businesses with lower-wage roles. Employment Allowance Adjustments: The Employment Allowance, which offers some relief on NI costs, increases to £10,500. This provides a cushion for many small businesses, particularly those employing fewer staff. How These Changes Impact Staffing and Recruitment Businesses may see these shifts reflected in higher staffing costs, particularly for mid-sized and larger firms with significant payrolls. These added expenses might influence decisions on wage increases, hiring plans, and even the type of roles businesses choose to fill. Employers should prepare for potential shifts in their budget allocations to maintain competitiveness while managing increased contributions. Preparing Your Business Planning ahead is essential. Key steps might include: Calculating projected costs to budget for the changes Evaluating workforce needs and considering the potential impact on hiring strategies Maximising allowances by confirming eligibility for the updated Employment Allowance We will be updating our blog in the coming days with a detailed breakdown and calculations, so visit us again soon!
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