jack
Hiring freezes, economic uncertainty, and evolving workforce expectations are making it more difficult than ever to recruit the right talent.
For UK employers, especially in fields like finance and tech, it’s no longer just about filling roles, but finding people who will help the organisation grow long term.
Here’s a quick guide on how to spot and secure top-tier candidates in a shifting recruitment landscape.
Refine Your Hiring Strategy to Match Today’s Economic Pressures
Employer confidence is dipping, and many companies are opting for hiring freezes (as seen in recent reports from both the BDO and the CBI).
This means that organisations need to approach recruitment with even greater precision. Rather than reacting to staffing shortages, proactive businesses are tightening hiring criteria and looking to ensure long-term success.
Building a sustainable talent strategy in the accountancy and finance sector involves more than simply identifying available candidates.
identifying the best talent to recruit for the industry is especially vital, It’s about anticipating future needs, mapping key competencies, and creating succession plans.
Prioritising quality over quantity is essential – especially in a climate where every hire must add measurable value.
More firms are now investing in internal mobility and upskilling, making better use of existing talent pools while reducing reliance on external hires.
Beyond Technical Competence: The Rise of Skills-First Hiring
A growing number of UK companies are shifting away from traditional degree-based hiring in order to find talented individuals who may have been filtered out by overly formal requirements.
Instead, they’re assessing candidates on core competencies – particularly skills in AI, sustainability (ESG – Environmental, Social, and Governance), and critical thinking.
This shift toward skills-first hiring helps companies become more inclusive, while also opening up access to a wider, more diverse talent pool.
Many employers now use digital assessments and scenario-based interviews to gauge how well a candidate can adapt, problem-solve, or communicate – qualities that are essential in fast-moving sectors.
Reports from ManpowerGroup and Vacancysoft highlight the growing value of hiring adaptable, future-ready individuals who can evolve alongside the business.
Building Trust: How Employer Branding Can Make or Break Your Hiring
In a talent-short market, top candidates want more than a competitive salary.
Today’s job seekers are drawn to companies that offer flexible work, transparent leadership, and an authentic organisational culture.
From the job ad to the final interview, the candidate experience must reflect the values you publicly claim to stand for.
A strong employer brand is built on consistency and credibility. That includes clear messaging on diversity and inclusion, meaningful benefits, and visible leadership accountability.
Make sure your hiring process communicates what it’s really like to work at your company – not just the polished version on social media.
According to LinkedIn’s UK Talent Trends, companies that invest in employer branding see 50% more qualified applicants and are twice as likely to reduce cost-per-hire.
The Promise and Pitfalls of AI in Recruitment
Used wisely, tech can enhance hiring while protecting candidate rights. AI tools now help streamline CV screening, reduce unconscious bias, and speed up scheduling.
There are definite efficiencies to AI, but organisations must balance these benefits with ethical use – especially given the strict compliance requirements of GDPR and the incoming EU AI Act (a code of conduct designed to prepare businesses for the act has recently been released).
When implementing AI in recruitment, transparency is key. Candidates should understand how their data is being used, and employers must maintain human oversight in key decision-making areas.
Look for platforms that provide explainability in AI decisions, and always keep inclusivity at the forefront.
Developing Future Talent Pipelines
To thrive long term, businesses need to think beyond immediate vacancies and actively cultivate future talent.
Apprenticeship schemes, partnerships with local universities, and community outreach programmes are all part of the puzzle.
These initiatives not only build goodwill and visibility, but also provide a pipeline of loyal, trained talent that’s already familiar with your company’s mission and culture.
Mentorship programmes and graduate training schemes can also help bridge skills gaps while reinforcing retention. In today’s market, top candidates are looking for growth opportunities – not just a job.
Why a Smarter Hiring Strategy Will Pay Off
Recruiting top talent in today’s market requires more than good instincts.
Your business needs to take a strategic approach that blends skills-based hiring, strong employer branding, and ethical tech use.
But it’s also about being human – recognising the value of authenticity, transparency, and long-term thinking.
By aligning your hiring practices with future goals, embracing diversity, and leveraging technology responsibly, you can build a resilient team equipped to handle economic uncertainty and change. Focus on value, not volume – and make every hire count.
