Recruitment has always been one of the quiet fault lines running through family businesses.

In family and founder-led businesses, senior appointments are not just commercial decisions, but need to be carefully considered to get right.

Hiring non-family members is not a sign of failure in a family business. It’s a sign of maturity.

58% of UK business leaders report that they find it more difficult to hire skilled mid-level talent now compared to three years ago. With a quarter stating they are having to pay a premium for this talent. Research from global talent solutions provider Robert Walters indicates that a sustained decline in graduate and entry-level recruitment is contributing to hiring challenges. As fewer professionals enter the workforce at the early career stage, organisations are now experie

As family-owned companies grow, they face increasingly complex challenges, and none may be as important as the issue of executive remuneration. Attracting and retaining top talent while ensuring that pay structures support long-term business growth is a delicate balance. How a family business handles executive pay can either accelerate leadership development and smooth generational transitions or serve as a roadblock to future success. Advantages of Family-Owned Firms in Exec

Family businesses are known for their deep-rooted values, strong heritage, and long-term vision. When it comes to bringing in the first non-family executive, the Finance Director is often the role that’s filled first. This key appointment comes with its own set of challenges. It’s not just about integrating an outsider into the family business; it’s also about finding someone with the right skills for current needs and the ability to handle future demands, such as mergers and

Family businesses carry a unique charm and a set of challenges when it comes to employing staff. While they often excel in fostering a strong sense of belonging and loyalty, and there are plenty of examples where family businesses have many long standing members of staff, as well as firms where generations of the same family have worked for them, but they also face hurdles in recruiting the right talent and keeping employees motivated. Understanding The Strengths Of Family Bu

The need to recruit at a senior level within family businesses arises for various reasons, such as filling a gap in succession, boosting sales, enhancing production, introducing new products or services, or expanding into new territories. Bringing in a non-family executive promises fresh perspectives, new ideas, and valuable expertise. Nonetheless, such appointments carry significant risks. This article sheds light on four primary pitfalls in recruiting non-family executives

There are significant challenges in attracting young employees. It is still possible to recruit the best, but only with a new approach. Gen Z consultant Alex Atherton explains how. Recruitment and retention are key issues for businesses as indicated by the results of the 2022 Family Business United survey. The issues of attracting and keeping young staff are particularly acute. Key Challenges Facing UK Family Firms: The Economic Climate (82%) Rising Costs of Labour & Raw Mate