Investing in future generations of employees is crucial for the future say employers at the latest ‘The Future of the Workplace’ event held in Peterborough on the 24th January 2019…

Broster Buchanan, a consultancy that partners with employers to help attract and retain talent, is pioneering a series of events to better understand the challenges UK companies are facing. The project is paving the way in supporting positive developments in the workplace and facilitate better links between education and employers to encourage a stronger workforce for the future.

At the third event in the series, representatives from the area’s leading employers including United Learning, AstraZeneca, Associated British Foods and Masthaven Bank discussed the key challenges they are facing in creating a workplace fit for the future. On the agenda was a number of topics including Brexit, managing five generations in the workplace and the attraction and retention of future generations of employees.

With Brexit creating a huge amount of uncertainty, there is no doubt that the possible impact is at the top of the agenda for many businesses. Food supply chain, logistics and manufacturing sectors who rely heavily on the European labour market are extremely concerned about the stability of their workforce.

Alan Peeling, CEO for two local manufacturing businesses expressed his thoughts, ‘Around 60% of our staff are European workers. They don’t know if they can continue working in the UK and we can offer little security and certainty to them because it is so unclear; the consequences of us losing them could be catastrophic.’  The potential impact is palpable for small businesses like Alan’s and other larger companies such as United Learning are undertaking in-depth internal investigations to fully understand the impact of Brexit on their workforce.

Another key topic discussed on the day was the strategy around retention of multi-generational employees, now a defining feature of today’s workplace; 50% of the workforce are Millennials and Generation Z (those born between early 1980’s and early 2000’s). It is widely accepted that they expect a different management style and working environment to that experienced by previous generations. ‘There are now 5 generations in the workplace and individuals should be managed, developed and incentivised differently’ says Jenny Comer, Group Financial Controller for AB Agri, part of Associated British Foods. ‘Where one team member might want to reduce their working hours as they head towards retirement, the other may need nurturing and developing with incentives.’ These policies need to work with the needs of individuals and we can’t assume one size fits all.

Flexible working is now par for the course; remote access, the gig economy and shortage of talent means employers have to adopt alternative way of working to compete in the market. United Learning is working hard to develop benefits and rewards to attract and retain talent and have introduced term-time working and job-shares, however as a business operating within the education field this has been harder to implement in schools. ‘The rigid school day makes is harder for us to offer flexibility for teaching posts and this can prevent us from attracting a wider talent pool. We have to think outside the box and be creative to ensure a workplace fit for the future’ said Lisa Cole, Head of HR at United Learning.

The increase in demand to pursue interests outside of work, particularly within the millennial community has encouraged employers to consider retention schemes to attract and retain the best talent in the market. With younger generations leaving to pursue travelling ventures, one employer has implemented a 2-5 month unpaid sabbatical with a guarantee of their job back on their return. With the scheme currently in pilot stage and being trialled on existing staff who have worked in the business for over 3 years, they are currently not externally advertising the benefit. However, results so far have been really positive and will be rolled out across the business if successful.

Attraction of talent is becoming more of a challenge as employers struggle with the widening skills gap. The latest research from Microsoft UK suggests that more than half (58%) of teachers believe the current education system isn’t preparing children for a digital future. With skills shortages in the UK now at critical levels and university debts at an all-time high, there needs to be more investment in developing the education system to prepare for the future workplace. Schools need funding to secure an improved digital infrastructure; over half are still using analogue equipment (Microsoft UK) and students need more opportunity for hands-on experience through work placements, internships and apprenticeships.

According to the Institute of Fiscal Studies, the average university student will graduate with debts of over £50,000 which for many this is just not palatable. In a bid to offer alternative routes to a professional career employer need to seek to forge strong links with local schools to showcase their careers and encourage students to consider workplace alternatives which will offer both qualifications and work experience.  In Germany around 60% of young people enter a vocational training programme as an alternative to university education, and unemployment rates are almost a third lower than other EU countries.

The apprenticeship levy, introduced to all employers with an annual wage bill of over £3 million per annum in 2015 was created to encourage more apprenticeships by 2020 in light of the widening skills gap. However, the general consensus is employers have found the system too complex to navigate and it feels more like a tax than an incentive, and apprenticeship numbers have in fact been in decline since the levy was introduced.

There is no doubt increased government funding is required to revolutionise the UK education system, but alongside this there is a huge opportunity for employers to create a driving force of partnerships with industry specialists and other businesses to share best practise and work together; building relationships with schools will help to develop a stronger internal infrastructure, offering an improved pathway to internships and apprenticeships and ultimately encouraging a stronger workforce for the future.

‘The Future of the Workplace’ will be visiting Birmingham on the 7th March and further events in Newcastle, Leeds and Nottingham are planned for later in 2019.

‘Bridge the Gap’, a spin-off project which aims to support employers and schools in offering students more tangible and relevant careers advice and experience from UK employers is being developed and is expected to launch later this year.

For more information contact Lenna Thompson on 07377 625 413.

As 2019 is in full swing and January resolutions are almost complete we thought it would be good to reflect on the last year and use that as a tool for success for the rest of this one.

There is certainly a lot to reflect on when looking back at Broster Buchanan’s past year.

New offices were opened in Nottingham and Leeds, we launched our Energy & Infrastructure division and Finance in Birmingham, and these investments have seen another 50 years of combined experience join the organisation. We partnered with a number of our clients on some value adding talent Consultancy projects and were chosen as suppliers to a number of fantastic organisations, whilst investing significantly in our business infrastructure projecting our ability to offer bespoke and innovative solutions.

Other milestones included being shortlisted for ‘Best New Agency’ at the Recruiter Awards and rolling out our Future of the Workplace round-table events across the country, both of which received fantastic feedback from clients and guests as well as significant media coverage. We supported some of the best talent in the UK with their next career move and offered advice and guidance to people throughout the UK to help them through their job search.

We are also incredibly proud to have raised £3,500 for our chosen charities; Addenbrookes Charitable Trust, The Lily Mae Foundation and PAPYRUS.  Our fundraising efforts have already started in 2019 led by our CEO who in the next 48 hours will complete DryRed January (he may have made this name up!) – if he achieves an alcohol-free month alongside running every day the business will be donating for every mile he completes in aid of Dementia UK. If you would like to support this amazing cause please click on this link.  With a number of other events including the London Marathon, a Tough Mudder and our Charity Golf competition we hope to raise even more this year.

With 2019 now in full swing the team are focused on building upon the fantastic platform we have, growing Broster Buchanan to even greater things – look out for the launch of a new sister brand, the opening of new office locations, the launch of new disciplines and more amazing people who are set to join the team here at Broster Buchanan, ready to put relationships, honesty and experience at the heart of everything that they do.

Here is to a fantastic 2019 for all of our valued candidates, clients and contacts – we look forward to working with you all throughout this year.

Broster Buchanan is a professional Talent Management Consultancy working closely with individuals nationwide to help them achieve their career aspirations.  All of our Directors have at least 10 years experience in their market which ensures we can offer a detailed insight into our specialist areas.

We pride ourselves on building a deep understanding of our candidates through developing long term relationships.  We will ensure that we spend time getting to know what you want to achieve from your career, and in an ever increasingly competitive market your ability to draw on our knowledge and experience is invaluable.

As Director for our professional services department, I am proud to introduce you to our Accounting Consultancy Service, a key tool for many part qualified, finalist and newly qualified accountants who are looking for honest and impartial advice on their career options.

Our approach is refreshingly simple and transparent. We gain a thorough understanding of your experiences through tailored questioning and we present a holistic overview of all of your career options. We have the knowledge to talk you through the technical demands of each option, the career paths that each move is likely to generate and the work-life balance you can expect from each option.

Whether you want a no-strings overview of your options, or whether you want to use our networks and relationships to introduce relevant opportunities and businesses to you, we will be pleased for an initial conversation either via our online virtual meeting space Orbbis Connect, or in person.

Our key differences to typical recruitment companies:-

  • We take time to understand your needs and deliver on what we agree.
  • We will not push you into roles which are not right for you or what you want.
  • We will not bombard you with irrelevant job postings.
  • We build long term relationships based on a genuinely consultative approach.
  • We provide a bespoke service that is based around the individuals needs.

Ideally, we’d like to set up a meeting to get a thorough understanding of your experiences, personality, what you enjoy and (more importantly) what you dislike! However, in advance please tke a look through just a few of the options available to you..


Larger Firm

An opportunity to gain experience of dealing with larger clients, likely to be international and possible UK/ US listed businesses, bringing with it more challenging issues. A great route as a stepping stone to big business industry and commerce positions.

Smaller Firm

Gain a broader role than pure audit and become closer to your client as an all-round business adviser. Involved with Tax/ forensics/ Audit/ Accounting issues on behalf of typically SME/ OMB clients. A great route for an aspiring Partner.


Develop a value adding specialism, where you will have an ability to advise your clients on changing and complex legislation that will ultimately deliver greater profit. The tax spectrum is diverse and multiple opportunities are available – speak to our Tax specialists for more information.

Corporate Recovery

Working as an advisor to under performing and troubled businesses will hone your commercial skills. You will work on a project basis, directly with owners, managing directors and senior stakeholders to provide best solutions available. This role will give you invaluable real world, dynamic experience – something you can apply throughout your career journey.

Corporate Finance – Lead Advisory

The sharp-end of Corporate Finance, advising clients on a range of deals from management buy-outs/buy-ins, mergers and de-mergers as well as raising equity and investment through your network. You will need to understand the objectives of all parties involved and have strong negotiation skills, as well as a strong commercial acumen.

Corporate Finance – Transaction Support

Sometimes known as the accounting machine behind the lead advisors. Commercial and financial transaction support work plays a key role in preparing a strong negotiating position for the client.This role is typically quite project orientated, and the workflow varies as such.


An interesting and often exciting blend of accounting and investigation work to investigate fraud or embezzlement and to analyse financial information for use in legal proceedings.


Working on a diverse range of intellectually challenging projects in fast changing environments, you will gain strong commercial skills. You will improve the way businesses operate; accelerate their growth; reduce their costs; manage their risks; develop their talent and change the way they do business.



Internal Audit/ Risk Management

An excellent ‘first-step’ into a large business from practice. These roles tend to involve travel and are project orientated. You will gain an overview of the scope of the business and significant exposure to senior management, often opening future career opportunities within the business.

Financial Accountant

Essential in determining the financial status of the business, a Financial Accountant is responsible for keeping track of a company’s financial transactions. These transactions are recorded, summarised and presented in a financial report or financial statements in accordance with a variety of regulations and reporting standards. Balance sheet focused.

Group Accountant

Similar to a Financial Accountant, but responsible at group level for the consolidation of financial accounting records. You will be involved in quarterly, half-year and year end reporting, often with responsibility for consolidation of accounts and some non-specific tax and treasury work.

Management Accountant

A more ’P&L’ focused role, involving the provision of financial information for management. Management Accounting can include a range of the more specialist roles detailed below, though typically will involve commentary on the monthly / quarterly performance of the business and predictions for future trading. Budgeting, forecasting and variance analysis are usually the mainstay of the role.

Commercial Accountant

A more ‘forward focused’ accounting role, typically involving data and trend analysis. New product launches, price promotions and the impact of strategic decisions would all be aspects that this role would touch.

Financial Analyst

These roles typically tend to be more ad-hoc and project based, with the emphasis on providing information for operational / non-finance areas. An analyst must be aware of developments in their specialist fields and be involved in preparing financial models to predict future economic conditions: a key player in making those all-important recommendations and conclusions.

Financial Planning and Analysis

Similar to the above though typically only found within a larger corporate environment, FP&A can be described as a ‘jack of all trades’. M&A activity will more often than not channel through these teams, so they are quite often a route into industry from either Corporate Finance or Transaction Services. FP&A also answers strategic questions, forecasts for the future, ensures a timely accounting close, prepares board reporting packages.. the list goes on!

Financial Reporting

Financial reporting is the process of producing statements that disclose an organisation’s financial status to management, investors and the government. Regulated businesses will usually demand such a specialist role.

Finance Business Partner

Often described as the ‘glue’ between finance and operations. Usually a wholly business facing position which utilises your interpersonal qualities to engage with the business, as well as your analysis and reporting skills to improve the impact, and understanding, of financial reporting on business performance.

Finance Manager/ Finance Controller

Finance managers and controllers are responsible for the financial condition of their organisations. The two functions are similar, but finance managers tend to be involved in the management of a company’s finances while controllers focus on the accounting function and reporting.

Systems Accountant

A pivotal and business partnering role within a business, A Systems Accountant analyses financial information needs for organisations by reviewing existing systems and working out the best way to meet those needs through the design of new systems.

Specialism Tax/ Treasury Systems

As an HO function, Treasury is the nucleus of any multinational business. You will gain exposure in funding, risk and cash management


For further advice get in touch with Alistair Illstone at or on 07376 128768.

With the UK facing widening skills gaps and the face of the workforce rapidly evolving, how can employers successfully source the talent they need into the future? This was the subject under consideration at ‘The Future of the Workplace’ in Manchester on the 8th November.

Broster Buchanan Talent Solutions are currently touring the UK with ‘The Future of the Workplace’; an event series which brings together the UKs leading employers to discuss their challenges in creating and nurturing a workplace fit for the future.

IBM, Shop Direct, Co-op, EDF Energy, Arlington Industries and Eurocamp were some of the businesses in attendance at the Manchester event. Lee Andrews, Head of Talent Acquisition for IBM Europe and co-host on the day talked about some of the key challenges they are facing with skills shortages globally, “We are predicting a developer shortfall in the hundreds of thousands by 2020, which is a serious concern for the business” he said. “IBM are currently working globally to bridge this gap and looking at creative ways of engaging and attracting technical skills into the business”. Hackathons and meet-ups, which give IBM a platform to showcase their innovation to technical candidates but also encourages candidates to engage with each other, are proving to be effective in engaging digital talent.

The technical skills shortage is an issue globally for many employers but the UK is lagging behind other countries in tackling the issue. For example, in the US, Google have developed a university course specifically to bring vital digital skills into the workplace and IBM Germany are currently working with universities to look to reshape their learning for the workplace. But should we be influencing children earlier in their education? Katie Jacob, Finance Director for Customers at EDF Energy thinks so, “As employers, we need to be influencing children at school age. When they reach university, it is too late.”

It’s hard to disagree when in countries such as China children are already learning coding from the age of 7, yet 67% of primary and secondary school teachers in the UK believe they cannot teach coding due to lack of ‘skills and teaching tools’ (YouGov). There just isn’t the investment in change; our national curriculum is still teaching many traditional subjects which are irrelevant to the workplace. And with the UK education system currently focused on training students to pass exams rather than preparing them for the world of work, this is having a major impact for employers. IBM who employ over 350,000 globally are feeling the pressure more than most. As a consequence, they are working with other UK employers to lobby the government in developing the curriculum more in line with skills shortages in the workplace. The question is whether employers wait for the government to respond to this or if industry needs to drive and fund the change.

Millennials (born around 1982 to 1997) will make up over 50% of the workforce by 2020 and their influence on the culture of the workforce now and into the future were a topic for much discussion. Having grown up with digital technology at their fingertips, Millennials are very different to attract and retain than previous generations. Driven by challenge, flexibility and progression; technology is now pivotal in attraction. Employer branded social media campaigns promoting career progression, innovation and diversity are key, and creating a connection with leaders in the business is fundamental. Traditional sourcing of candidates is being automated and video job specs and interviews are replacing traditional interviews.

Flexibility is also key for this generation who are driving a more agile working environment through advances in technology and zero hours contracts. With technology enabling employees to work anywhere, anytime and data tracking output, there are few reasons to reject a flexible working policy which will certainly be pivotal in attracting and retaining some of the hard to find talent. Interestingly, it was discussed that women are more likely to take up flexible working than men who are still adopting a more traditional 9-5 Monday to Friday working week. Employers are on varying scales of implementation of flexible working policies. IBM are at the forefront with flexibility now fully integrated into their working practices. They have also developed campaigns using male management to promote and encourage more flexible working internally to attempt to rid of the stigma which has historically been attached to it.

Onboarding and development have also never been more important for employers in retaining talent. With more businesses competing for a limited pool of skills and a generation of Millennials who are, by nature, more demanding in personal development expectations, IBM have completely overhauled their management culture, renaming and training their managers to become coaches; tasked with guiding and supporting their teams through their career journey.

But whilst employers are developing their policies in line with a more digitally capable workforce, they are finding basic interpersonal, leadership and critical thinking skills which are fundamental for employability are lacking. “Customer service skills are becoming harder to source” said Darren Marsh, Managing Director for Eurocamp. “We recruit customer facing roles for our campsites across Europe and these basic human skills which have historically been easy to find are becoming more difficult to source”. So why is this? “Millennials are growing up in a digital world of immediacy which is preventing face to face interaction. If we are talking less and communicating more online, this has a huge impact on our ability to be able to interact with other humans.” says Lenna Thompson, Director for Broster Buchanan Talent Solutions. “These basic communication skills evolve into the rudimentary interpersonal skills that are required in the workplace like creativity, leadership, problem solving and resilience”. These are the skills that cannot be replaced by artificial intelligence and automation; yet we are at risk of losing them.

So, whilst businesses are reaping the benefits of automation in the workplace to drive efficiencies and cost savings, we need to be mindful of the future. Whilst on one hand, we need to go back to school to drive changes to the education system to see more relevant digital skills coming into the workplace; on the other hand, we need to remember the basics. We are humans, and the skills that are unique to us must not be lost. After all, we weren’t built to be robots.

‘The Future of the Workplace’ will be visiting Birmingham, Peterborough, Nottingham, Leeds and Newcastle in 2019 with additional events ‘Bridge the Gap’ to support a better partnership with schools and the workplace and ‘Diversity and Inclusion’ to further investigate some of the hot topics facing the UK’s employers.

To get involved please contact Lenna Thompson at Broster Buchanan Talent Solutions on 07377 625413.

CEO, Andrew Broster has hosted the final of the annual Broster Buchanan Charity Golf Tournament in the prestigious grounds of the Dukes Course at Woburn Golf Club.

Four four-ball teams participated in the event with Nick achieving the winning individual score, followed closely with Mark and Paul at joint second place.  The ‘longest drive’ contest was won by Paul and the ‘nearest the pin’ prize was won by Broster Buchanan’s very own Chris Batters.

On the day each of the finalists were presented with a personalised Callaway golf shirt, and although it was felt that perhaps Kevin should have sized up slightly, he appeared pleased with the athletic benefits of his ‘compression vest’!

This year’s event has raised close to £3,000 for three very worthy regional charities; the Lily Mae Foundation, Addenbrookes Neonatal Intensive Care Unit and Papyrus. Across the three years that Broster Buchanan has run this event, over £10,000 has been raised for charity; the team are immensely proud that as a young business they have been able to find the time and resources to put charitable support high up on the agenda.

This year’s charity fund will be further increased by a silent auction, with a selection of high-end prizes on offer.  Please see the details below – this auction is open to all, so if you would like to place a bid and help Broster Buchanan break past the £3,000 target, please don’t hesitate to email Gemma Ingram at

Thank you to all who attended and also to Woburn Golf Club for their hospitality.

Broster Buchanan will be hosting their next charity golf tournament at venues around the UK in 2019.  If you would like to participate please get in touch.


Silent Auction Listing 2018

Reserve Price

  1. Four Ball – Woburn – List price £205 pp
  2. Four Ball – Edgbaston – List price £65 pp
  3. Four Ball – Dunham Forest – List price £68pp
  4. 1966 Empire Stadium World Cup tribute – Real Back rest – Reserve £300
  5. Monty Panesar signed framed shirt – Reserve £150
  6. Ronaldinho signed UNICEF framed shirt – Reserve £150
  7. Jack Nicklaus tribute retirement –  Reserve £100
  8. Ashley Giles signed tie from Ashes victory – Reserve £125
  9. Gladston Small Warwickshire 501 tribute (1 of 200) – Reserve £125
  10. Michael Schumacher copy signed photo frame  – Reserve £40
  11. Paul Newman Indy 500 Signed Cap – Reserve £300
  12. Gold Disc Beatles Abbey Road – Reserve £125
  13. Gold Disc Rolling Stones Sticky Fingers – Reserve £125


All proceeds will be presented to our three chosen charities for 2018 – The Lily Mae Foundation, Addenbrookes Neonatal Intensive Care Unit and Papyrus.

If you would like to place a bid please email Thank you for your support!

Vincere, the disruptive SaaS for recruitment businesses, today announced that Broster Buchanan, UK’s fast-growing specialist recruitment and talent solutions consultancy, has chosen the Cloud-based CRM/ATS to help scale operations and bolster revenue growth.

Founded in 2015 and with 8 offices across the UK, Broster Buchanan was in search of a Tech Partner that had the capabilities to support their ambitious expansion plans, to hit their goal of doubling headcount by 2020. After a comprehensive, multi-stage evaluation of several recruitment systems on the market, Broster Buchanan has chosen to leverage Vincere’s unified recruitment platform to support and deliver mid-market recruitment services nationwide.

Andrew Broster, CEO & Founder at Broster Buchanan remarked, “We want to partner with a technology vendor that shares the Broster Buchanan vision of being creative, consultative and collaborative. Recruitment is evolving, shifting markets demand an agile approach. I deliberately wanted to move away the business away from traditional, legacy technology platforms that are overly complex and stuck in the past.  After a thorough review of all technology vendors on the market, we eventually shortlisted down to the 6 strongest contenders. Vincere stood out for a few reasons: they are clearly committed to investing in innovation and their platform puts user adoption first. It helps that the platform looks fresh, is easy to use and offers tremendous value to growing businesses like Broster Buchanan”.

Broster added, “The team at Vincere delivered a seamless data migration, on time and well within budget. We pride ourselves on building long term relationships with customers and look forward to doing the same with Vincere”.

Commenting on the new partnership, Eloise Sutton-Kirkby, Director of Growth at Vincere said, “Broster Buchanan are one of the most exciting recruitment firms in the UK right now, having made an extraordinary mark since their inception in 2015. When you combine the industry expertise and pedigree of the team at Broster Buchanan with leading-edge technology, you get a recipe for growth. It is our job here at Vincere to ensure that we support Broster Buchanan in the background, giving them the tech platform, BI insights and innovation that they need to maximise profitability and growth.”

Sutton-Kirkby continued, “Andrew has assembled a team of seasoned industry veterans to steer Broster Buchanan towards growth. They want to provide their consultants with the best tech available and arm them for success, that’s why they’ve invested in Vincere. We look forward to being part of their success journey”.

Founded in 2011, Vincere works with ambitious recruitment businesses like Broster Buchanan worldwide that rely on their Cloud-based CRM platform to grow their recruitment business.  Vincere was recently awarded High Performer Summer ‘18 on G2 Crowd, the leading business solution review platform.


About Vincere

Vincere is the CRM/ATS for ambitious recruitment firms of all sizes. Founded in 2011, Vincere is designed specifically for recruitment companies covering Direct hire, Contract & Executive search, with built-in front, middle and back office capabilities.

More activity = more placements…everyone in the recruitment world knows the power of this equation. Vincere’s action-driven interface prompts, prods and pushes recruiters towards the one thing that truly matters: Placements.  If you’re looking for a tech partner that will accelerate growth for your recruitment business, speak to Vincere today:


About Broster Buchanan

Broster Buchanan is a specialist recruitment and talent solutions consultancy delivering on assignments nationwide through their network of offices. Core areas of expertise include Finance, Professional Services, IT, Change & Transformation, Marketing, Sales and Energy.