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The new bit here is 'planning' to poach
As far back as I can recall firms have been keen to poach experienced staff whom someone else has invested in training. This being seen as a cheaper solution than training staff in house.
I have long believed that many of the best graduates will tend to want to train with the larger firms but will then be willing to move once qualified. It's bound to be more cost effective for smaller firms to reserve their resources to focus only on attracting and retaining that highest level post-qualification talent.
Sadly one of the costs that many firms have cut back on in recent years has been training and development. This means there is a shortage of good quality internal candidates for senior roles. The perceived solution is to 'plan' to make lateral hires. 'Hope' may be a better word as there are two common outcomes to such plans:
1 - The new recruits can interview well but the reasons they did not progress in their previous firm later become apparent;
2 - No one of sufficient calibre is willing to move to the firm that hopes to secure quality lateral hires.
I wrote a blog post a few years ago that contains advice on a related issue that remains as true today:
Keen to recruit your first tax partner? 8 key questions
Mark