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Why Attracting and Keeping Top Professionals Has Become a Business Priority

In the world of financial consulting, talent is everything. Skilled professionals are the ones who deliver expert advice, build trust with clients, and drive business success. But today, firms are facing a new challenge: finding and keeping that talent has become harder than ever.

The competition for top consultants is heating up — and firms must adapt if they want to stay ahead.

 

Why Talent Has Become So Competitive

Several changes are fuelling this “war for talent” in financial consulting:

  • High Demand for Skills: As businesses face complex challenges like digital transformation, ESG reporting, and global tax changes, they’re turning to consultants for help — increasing demand for skilled professionals.
  • Limited Talent Pool: There aren’t enough experienced consultants with the right mix of financial expertise, tech knowledge, and client management skills.
  • Changing Employee Expectations: Today’s professionals want more than a good salary — they value flexible work, career growth, and purpose-driven work environments.

 

How Firms Can Attract Top Talent

Winning the talent war requires more than just offering higher pay. Here’s what leading firms are doing:

1. Offering Flexible Work Options

Remote and hybrid models are now expected. Firms that embrace flexibility attract candidates who value work-life balance.

2. Building a Strong Employer Brand

Professionals want to work for firms known for innovation, diversity, and employee well-being. A positive reputation makes a big difference.

3. Investing in Career Development

Training, mentorship, and clear paths for advancement help attract ambitious consultants who want to grow.

4. Providing Competitive Packages

Beyond salary, benefits like performance bonuses, wellness support, and learning stipends make offers more attractive.

 

Retaining Talent Is Just as Important

Once you bring top professionals in, keeping them engaged and loyal is key. Successful firms focus on:

  • Recognition and Rewards: Celebrating achievements builds motivation and loyalty.
  • Continuous Learning: Helping employees upskill keeps them engaged and future-ready.
  • Well-being Support: Preventing burnout through reasonable workloads and mental health resources is essential.
  • Two-Way Communication: Regular feedback and open conversations help address concerns early.

 

Final Thoughts

The war for talent in financial consulting is real — and it’s reshaping the way firms operate. Those who invest in their people, embrace flexibility, and create strong career paths will be the ones who win.

In today’s competitive market, talent isn’t just an asset — it’s the foundation of success.

As 2025 approaches, several significant tax changes in the UK are set to impact both individuals and businesses. One notable adjustment is the increase in National Insurance contributions for employers, rising from 13.8% to 15% starting April 6, 2025. Additionally, the earnings threshold for these contributions will be lowered from £9,100 to £5,000. This change means that employers will incur higher costs per employee, which could influence hiring decisions and wage structures.

Another significant change involves Inheritance Tax (IHT). Starting April 6, 2025, the UK will shift from a domicile-based IHT system to a residency-based one. Under the new rules, individuals who have been UK residents for at least 10 out of the previous 20 tax years will be considered ‘long-term residents’ and subject to IHT on their worldwide assets. This change could have substantial implications for expatriates and non-domiciled individuals, potentially increasing their tax liabilities

Given these upcoming changes, it’s crucial for both individuals and businesses to review their financial and tax planning strategies to ensure compliance and optimize their tax positions.

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