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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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A businesswoman shakes hands with a panel during her second job interview, showcasing professionalism and confidence.

Second Interview Success - How to Prepare and Impress

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Being invited to a second interview is a strong sign that you’ve made a great first impression. But it’s important not to treat this stage as a formality. Whether you're an experienced Finance Director, a Part-Qualified Accountant, or a candidate for a temporary or interim finance role, the second interview is your opportunity to stand out and confirm why you're the best fit.

At Sharp Consultancy, we work closely with clients and candidates across Yorkshire and the North of England to guide them through every stage of the hiring process. Here’s our expert advice for making your second interview count.

Understand the Purpose of a Second Interview

A second interview is rarely a repeat of the first. Employers may use this stage to:

  • Compare closely matched candidates to evaluate their experience, skills, strengths and weaknesses against the role requirements to find the better fit.

  • Involve additional team members in the decision to see how you will fit into the wider team and working environment as well as align with the company values.

  • Confirm their initial positive impression of you and gain deeper insight into how you’d perform and develop in the role over the long term.

    Illustration of two men at a table, one interviewing the other for a finance position during a second job interview.

Even if you are the only person invited back, don’t become complacent. A lacklustre second meeting can undo all the progress you've made in the previous stages.

Ask the Right Questions Beforehand

If you have used a Recruitment Consultant ask them the following:

  • How many other candidates are at this stage?

  • What feedback was provided from the first interview?

  • Are there any concerns or gaps to address?

Knowing what the employer is still unsure about can help you tailor your preparation and reinforce your suitability for the role.

Do Even More Research

Use your second interview to show deeper insight into the company, its challenges, and its culture. Go beyond the basics by:

  • Reviewing industry news or recent company announcements.

  • Understanding how your experience aligns with their business objectives.

  • Exploring how your skills could solve their pain points.

Whether the role is in Corporate Finance, Audit, FP&A, or another key area, demonstrate that you’ve done your homework and are serious about joining the team.

Stay Positive and Professional

It’s perfectly normal to feel nervous—but remember, you’ve been invited back because the employer sees potential in you. Approach the interview with:

  • Confidence in your ability to contribute to the company.

  • Enthusiasm for the role and company.

  • A mindset that this is your opportunity to confirm your fit.

Maintain a friendly, polished demeanour throughout, especially when meeting new interviewers or potential colleagues.

Build Strong Connections

In many cases, the second interview is about assessing fit—not just capability. Employers want to know:

  • Will you integrate well into the team?

  • Are you a good environment and value fit?

  • How would you handle team dynamics or client interactions?

Show emotional intelligence, professionalism, and adaptability in your responses and body language.

A man at a desk with a laptop, brainstorming ideas for a job interview, with a light bulb glowing above him.

Address Previous Interview Gaps

Use the feedback from the previous stages to reflect on how the first interview went. Ask yourself:

  • Did you fully answer every question?

  • Were there areas where your experience didn’t come through?

Prepare examples or stories to reinforce your strengths and revisit any unanswered or unclear questions—this shows initiative and reflection.

Demonstrate the Value You Bring

This is your chance to go beyond the job description. Focus on:

  • The specific challenges the company may face and how you can help overcome them.

  • Examples of when you’ve added value beyond your role.

  • Strategic or operational insights that show you think like a future team member, not just a candidate.

This approach is especially important when interviewing for senior finance roles, where hiring managers are looking for professionals who will drive change, improve performance, or deliver tangible results.

Ready to Take the Next Step in Your Finance Career?

Whether you're preparing for your second interview or hiring for your finance team, Sharp Consultancy is here to help.

We specialise in the recruitment of temporary, interim and permanent accountancy and finance professionals throughout Leeds, Sheffield, and across Yorkshire. From entry-level finance jobs to C-suite appointments, our experienced team provides expert advice and support at every stage.

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.