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​5 Red Flags to Avoid When Hiring Finance Professionals

​Here at Sharp Consultancy, we know just how important it is to hire the right person-not just in terms of experience, but also personality and overall fit within your business.Getting this wrong can be costly, not only financially, but in terms of time and effort spent on onboarding and training someone who ultimately might not work out.To help avoid this, Soraya Downing has put together 5 key red flags to watch out for when reviewing CVs or interviewing finance candidates: 1. Vague or General Responses A genuinely interested candidate will come to job interviews prepared with detailed answers that clearly link their experience and skills to the role they’re applying for. If their responses are vague or lacking depth, it can be a sign that they haven’t taken the time to prepare—or worse, they’re not truly engaged with the opportunity.Ideally, you want to hear specific examples backed up with figures or results. ​​It’s worth noting that bad answer doesn’t always mean the candidate isn’t prepared or doesn’t have the required experience, it could be that your question is confusing and needs rephrasing.For example, asking “Can you walk me through your main responsibilities in your most recent role, particularly those related to [payroll/management reporting/credit control/etc.]?” is likely to generate more specific and useful answers than a vague question like “Tell me about your most recent role.”​Try practising your question on a colleague or someone you manage and see if they struggle to answer. They will be able to help you scrutinise the question and suggest better wording or elaboration to avoid any confusion.If you require support with conducting job interviews or creating targeted interview questions, we’re always happy to help. With a team of over 25 consultants who each specialise within different areas of finance and accountancy recruitment, we’ve interviewed thousands of candidates — and we know what works. 2. Inconsistent Career HistoryWe fully support career moves—most of the time, they signal progression and ambition, which is great to see. However, when a CV shows a pattern of short-term employments with no solid explanation, or recurring reasons for leaving, this can indicate potential issues with commitment, adaptability, or performance.There can be many reasons why a candidate has several short-term roles on their CV. For example, they could have completed several temporary or short-term interim contracts without making this clear on their CV or they may have experienced a series of redundancies beyond their control. Always dig a little deeper in these cases, they may be acceptably explained but there could also be something bigger at play.When you engage with us as your recruitment partner, we will never put forward a candidate that hasn’t been fully vetted and their career history and suitability examined. We will have all already done the ‘deep digging’, so all short-term roles and employment gaps are explained to you from the get-go. It takes the guesswork out of the process and saves you valuable time. 3. Poor Communication SkillsIt’s natural for candidates to be a little nervous in interviews, but for senior finance roles in particular, strong communication is non-negotiable. If someone consistently gives vague answers, struggles to explain their experience, or avoids eye contact, it could raise concerns about how they’ll present to stakeholders or collaborate across teams. At this level, you’re looking for clear, confident communication—even under pressure.​If you’re unsure about a candidate’s communication skills, especially in a senior finance role, consider including a short task or second-stage interview focused on presenting or explaining a topic. For example, ask them to walk you through a recent financial project or prepare a brief summary of how they’d present key financials to non-finance stakeholders. This gives you a clearer sense of how they structure information, handle questions, and communicate under mild pressure. When you engage with us we’ll work with you to understand whether a candidate’s communication style will align with your specific team dynamics and stakeholder environment—something that is key to a successful long-term hire but often overlooked.​4. Lack of Curiosity or InitiativeTop finance professionals are naturally curious and proactive. They’re the ones who suggest improvements to systems or processes without being asked. If a candidate shows no interest in how they can add value to your business and the role, or doesn’t ask questions during the interview, that could be a red flag that they’re more reactive than proactive.Sometimes that might be exactly what you are looking for, but other times, recognising this about a candidate early on could be your saving grace in hiring someone unfit for the role in question.  5. No Signs of a Growth MindsetIf you’re hiring with the goal of developing someone long-term, look for signs they’re committed to personal and professional growth. This could be studying towards a qualification like ACCA, CIMA, or ACA or asking thoughtful questions about the business’s future.A lack of interest in development can often translate into a lack of long-term engagement to the role and your company. Even when not looking for a long-term hire, a candidate who exhibits no desire for their long-term career and growth can be a sign that they might not even stick it out for a shorter period of time.As your recruitment partner, it really helps to understand what you want out of a hire. Don’t be shy in telling us what skills and qualities you want and don’t want a new employee to have for the role you are hiring for. If you give us as much information about the role and the company as possible, we can then use this knowledge in our candidate selection process to only suggest candidates which have the necessary qualities you are looking for. Final Thoughts Sharp Consultancy has been recruiting finance professionals across Yorkshire for over 30 years. Our proven process allows us to spot these red flags early, helping our clients avoid costly hiring mistakes. By keeping the above points in mind, you’ll be in a much stronger position to hire the right finance talent for your team.If you're currently hiring, or planning to, and want to avoid the common pitfalls, we’d love to support you. From advising on interview strategy to identifying candidates with the right mix of skills and mindset, we’re here to make the process easier—and more successful.Soraya specialises in recruiting for permanent Part Qualified, Qualified by Experience and Qualified finance roles with salaries ranging from £30,000 to £50,000 across Doncaster, Rotherham, Barnsley, Worksop, Hull and the surrounding areas. Get in touch with Soraya today – sorayadowning@sharpconsultancy.com – 0114 261 1700 or SUBMIT A VACANCY.​

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How to Pass Your Probation Period – Tips for Employees and Employers

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Starting a new finance or accountancy role often comes with a probation or trial period—typically lasting between three and six months. This critical phase allows employers to assess if a new hire is the right fit for the team, and gives new employees the opportunity to decide if the company aligns with their career aspirations.

At Sharp Consultancy, we support clients and candidates across Yorkshire and the North of England to ensure every placement is a successful, long-term match. Whether you're an ambitious Part-Qualified Accountant, an experienced Finance Director, or hiring for your finance team, here are our expert tips to make the most of the probation period.

Tips for New Employees: Make a Great First Impression

1. Nail the Basics

No matter how experienced you are, the early days in a new role can feel overwhelming. New systems, processes, and people all take time to adjust to.

Set yourself up for success by:

  • Arriving on time and dressing professionally

  • Being friendly, enthusiastic, and approachable

  • Asking questions when in doubt

  • Showing a willingness to learn and adapt

First impressions count—so keep them positive.

cartoon working from home environment with computer chair, desktop, books and a lamp on a pink peach background.

2. Pace Yourself and Learn the Ropes

While it's natural to want to hit the ground running, your new employer doesn’t expect you to know everything on day one.

Use your probation period to:

  • Ask smart questions

  • Read up on company background and previous projects

  • Observe how different departments operate

  • Absorb the company’s culture and processes

This approach is especially useful in complex finance functions, such as management accounting, financial planning, or audit roles.

3. Lend a Hand Where You Can

If your workload is still building up, offer support to colleagues on ongoing tasks and projects. It’s a great way to:

  • Demonstrate you’re a team player

  • Gain practical insights into company operations

  • Build rapport with new colleagues

Your communication and collaboration skills will shine—and these are especially valued in finance teams of all sizes.

4. Avoid Office Politics

Stay professional and steer clear of gossip or comparing your new workplace to your previous one. Don’t:

  • Badmouth former employers

  • Criticise your predecessor

  • Push for major changes before understanding existing systems

Maintain neutrality and show respect for the existing team dynamics.

5. Leave on Good Terms, Start on Better Ones

Even if you left your last job under difficult circumstances, avoid speaking negatively about past employers or colleagues. The finance and accountancy sector—especially across Yorkshire and the North—is a close-knit community, and word travels fast.

Tips for Employers: Help New Starters Succeed

Hiring the right person is only the beginning. Supporting their success during probation can significantly increase retention and long-term productivity.

1. Set Clear Objectives and Expectations

Ensure each new hire receives:

  • A detailed job description

  • A list of key responsibilities

  • Clear and achievable goals for their first few months

This is especially crucial for roles such as Financial Controller, Finance Business Partner, or any senior finance position where expectations may be high from day one.

2. Give Time to Settle In

Even if you need an immediate impact, give new employees time to:

  • Understand the company structure

  • Settle into their role

  • Learn internal systems and workflows

Offer relevant background materials and introductions to key contacts early on.

3. Be Approachable and Supportive

Book in regular one-to-one catch-ups to:

  • Answer questions

  • Offer feedback

  • Provide reassurance

Make yourself accessible and show that you're invested in their success. A consistent check-in during probation is one of the most effective retention tools for finance professionals.

4. Avoid Criticising Former Employees

Even if you're hoping the new hire will bring a fresh perspective, avoid speaking poorly about their predecessor. Focus instead on the goals ahead and how the new recruit can bring value.

5. Assign a Project or Ownership Early On

Allow new team members to take on a small but meaningful project. This helps:

  • Boost confidence

  • Showcase their strengths

  • Prove their value to the wider team

It also reinforces why they were the right hire in the first place.

Sharp Consultancy: Your Partner for Successful Recruitment

At Sharp Consultancy, we specialise in the recruitment of temporary, interim and permanent finance professionals across Sheffield, Leeds, and the wider Yorkshire region. Our experienced consultants ensure both clients and candidates are fully prepared for long-term success—right from day one.

Looking for your next career move in finance or accountancy? At Sharp Consultancy, our expertise lies in matching your potential with the perfect temporary, interim, or permanent position. With a well-established presence in Leeds and Sheffield, our seasoned team of consultants extends their services across Yorkshire and beyond. Don't wait for opportunity to knock, reach out to us TODAYand let's chart your career path together.