Navigating the Skills Gap in Hull’s Accountancy Sector

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Gareth initiated the discussion by referencing an ICAEW paper which revealed that 70% of firms identified recruitment as their primary concern. This statistic set the stage for a deeper exploration into the specific recruitment hurdles these Hull-based firms face.

Geographical Challenges and Skill Mismatches

One attendee pointed out a significant geographical challenge: individuals residing in smaller towns outside Hull are often reluctant to commute to the city for work. Additionally, there is a noticeable mismatch between the skills possessed by young recruits and the experience required by the firms. This gap complicates the hiring process and often leaves positions unfilled.

Difficulty in Recruiting Higher-Level Positions

A further guest highlighted another layer of the issue. While recruiting for Level 2 positions is relatively straightforward, finding suitable candidates for Level 3 and above proves to be exceedingly difficult. This difficulty is echoed across the industry, where higher qualification levels are in greater demand but harder to source locally.

The London Effect

One firm shared they had waited over a year to fill a vacancy, mainly due to the lack of quality candidates in terms of experience and calibre. However, there’s a silver lining: the shift in London firms’ work-from-home (WFH) policies is making Hull-based opportunities more attractive. Previously, candidates preferred the prestige of London firms, but the mandatory return to office is encouraging them to consider local opportunities where remote work might still be an option.

The Challenge of Filling Audit Roles

It was also revealed that it is becoming increasingly difficult to fill audit roles. One firm addresses this by recruiting school leavers and training them internally to reach the necessary standards. This approach, while effective, is time-intensive and underscores the lack of immediately qualified candidates in the market.

The Work-from-Home Debate

A significant portion of the discussion revolved around the WFH trend. The consensus was that while many candidates prefer WFH options, this is not feasible for trainees who benefit greatly from the in-office learning environment. The nuanced learning and development that occur through direct interaction and mentorship in the office are crucial, particularly for junior staff.

Balancing Flexibility with Training Needs

The panel acknowledged the tension between offering flexibility to attract candidates and the practical need for in-office training. An attendee admitted that his firm struggles to compete with practices offering more flexible working conditions. However, there’s a strong sentiment that WFH should be a privilege earned through demonstrated competence and experience, rather than an initial offering.

Apprenticeships and Office Presence

Other members of the panel supported this view, noting that managing apprentices remotely is particularly challenging. The office environment plays a critical role in their professional development, helping them acquire not just technical skills but also essential soft skills like communication and teamwork.

Conclusion: A Path Forward

The discussion made it clear that while Hull’s accountancy firms are grappling with a significant skills gap, there are pathways to address these challenges. Firms might need to enhance their appeal by balancing flexible work arrangements with the necessity of in-office presence for trainees. Additionally, investment in internal training programmes could be a strategic move to mitigate the skills shortage.

As Hull’s accountancy sector navigates these recruitment challenges, collaboration and continued dialogue among firms will be essential. Sharing best practices and innovative solutions will help create a more robust pipeline of qualified candidates, ultimately strengthening the local industry.

If you would like to be part of First Intuition Yorkshire and Humber’s next roundtable discussion, contact our team at bd.yorkshire@fi.co.uk.

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