The secrets to success for jobseekers and employers in Public Practice

Kathryn Swan 15.04.2019

Public Practice recruitment experienced a surge as we approached spring 2019, with hiring particularly evident at more senior levels.

Employer trends seen across Public Practice at the start of 2019

Hiring of personal tax professionals in Public Practice was slow at the beginning of this year, but it is largely to be expected considering personal tax season. The job market on the personal tax side has recovered as anticipated, with no visible impact yet from the Making Tax Digital deadline. The audit and advisory markets have remained steady with an ongoing and significant need for insolvency and turnaround professionals.

The natural uncertainty around Brexit has also meant more hesitancy, as both candidates and clients have held off actively looking for a new role as they are unsure what the future holds. Despite this, there will always be a certain amount of movement within audit, either from those wanting to make the move to industry or into a bigger firm, and firms still needing to replace those leavers.

Flexible working or part time employment are entrenched in many firms’ core benefits; this is a necessity that was highlighted by a top 10 firm who stated that agile working is now the ‘rule’ if a firm wants to attract prospective candidates. Whilst this is nothing particularly new, it is worth noting just how important it is to the hiring process nowadays.

What has influenced Public Practice recruitment this quarter?

Making Tax Digital (MTD) legislation has been the primary influential industry occurrence in Public Practice so far this year. Many General Practices and larger firms have found themselves behind where they should be in terms of meeting the 1st April deadline and ensuring all their relevant accounts are digitally stored. This new legislation will inevitably impact significantly on both working practices and recruitment in the future.

Kathryn Swan's picture
Associate Director