SECOND INTERVIEW SUCCESS – HOW TO CLINCH THE JOB

Sharp Consultancy's Salary Survey 2025/26: Resetting the Landscape: Strategic Shifts in Finance Recruitment

It would be remiss not to start by addressing the elephant in the room — 2024 was a challenging year.While there were many reasons for this and numerous industries were affected, recruitment likely bore the brunt of it, particularly in the 6 months post-election(s).Whilst key roles and critical hires remained unaffected, certain head counts and processes were scrutinised and investment paused with internal restructures and automation utilised to reduce costs, in some instances, at the expense of employees. We subsequently saw an increase in candidate activity, with the talent pool strengthening. As those pressures eased in Quarter 4, recruitment processes saw improvement and green shoots have emerged. Optimism is on the rise in key hiring processes, albeit with a caveat. The cloud of additional cost increases in April, which is still dissipating. The senior finance and C-Suite market remains relatively unaffected, both regarding opportunities and candidates, it is the levels below that we have seen more change. In the evolving landscape of working dynamics, the volume of hybrid working is gradually waning despite sustained interest from candidates, presenting fewer job opportunities. While the blend of office and remote work remains desirable, it is no longer the predominant factor, indicating a notable shift in priorities for clients and candidates’ acceptance alike. Conversations with candidates underscore a growing desire around the importance of having a supportive mentor or manager and many professionals are increasingly open to a full-time return to the office if it guarantees enhanced guidance and avenues for professional advancement. "The salaries throughout transactional finance have stabilised across the region."Throughout the professional practice market, some similar trends have been observed but there have been noticeable differences in the past year. Salaries across the range of candidates in professional practice, from AAT to fully Qualified (ACA/ACCA) individuals are still rising and those firm’s able to offer competitive salaries alongside stronger training contracts are beating out the competition in a candidate market with a growing focus on study support packages and career advancement opportunities for Part-Qualified candidates, indicating an increase in demand from employers and the volume of available job seekers. The salaries throughout transactional finance have stabilised across the region, in what feels like the longest period of stability seen since Q4 2020 and we expect transactional finance salaries to remain stable throughout 2025/26, with anticipated salary increments to be moderate compared to the significant increases observed throughout the last 2 years. AI & Systems (process automation) continues to impact accountancy and finance, in particular, across larger functions but this has increased the need for wider interim support to assist with the transition and implementation especially with large, automated processes. Whilst 2025-26 will not be the same marketplace for recruitment as seen in previous years, there is certainly a growing level of optimism and whilst a more settled market may be seen as a negative in some areas, for those that have weathered the peaks and troughs over a longer period of time, it will feel very normal and a strong setting for both employees and employers to take advantage and thrive, with an increasing emphasis on growth and development.Download the full Salary Survey here!

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Inviting would-be employees to attend a second interview is a popular option for many companies. It’s a good way for them to determine between a few closely matched candidates after the initial round of meetings, an opportunity for another member of the team to take a look at their favoured choices or simply a way for them to confirm their first impression that you are the ideal person to join the team.

If you are invited to attend a second interview it is important to remember that it is unlikely to be a repeat of your first meeting. It is worth trying to establish just how many people have been invited back for a second interview as this may help you prepare accordingly. Never assume a second interview is a formality and the job is in the bag – even if you are the only person who has been asked back, make a poor impression and all your hard work could be undone as your dream role slips through your fingers.

Do your research

There’s no harm in being pleased with yourself having secured a second interview – you have obviously done well if the company wants to see you again – but don’t spend too long patting yourself on the back and instead try and dig for some more information that will be useful for your upcoming meeting.

Ask your recruitment consultant for feedback from the interviewer – were there any areas of concern, could you have elaborated on any of your answers – and use this information to prepare your ground for the next stage. Recall any useful points that you gathered during the interview – aspects of the role where you feel you can add value, making your experience relevant to the key areas of the job description that were discussed.

You will need to show more to those interviewing you second time around so do more research into the company and its sector so you can demonstrate that you are serious about the opportunity and have enthusiasm for the challenge on offer.

Be positive

As with any interview, it is OK to be nervous but you need to approach the meeting with a positive attitude. You have been invited back for a reason so they clearly think that you could be a suitable
fit – the interview is your opportunity to put that beyond any doubt.

Make the right connection

Often would-be employers can be faced with more than one candidate that they perceive would be capable of undertaking the role which is available and so will use a second interview as an opportunity to determine which of those people will slot into the team the best. Your personality, how you interact with others, the way you would deal with a particular situation will all contribute towards how your interviewer will see you being able to gel with your potential work colleagues.

Address any concerns

Use the feedback from your recruitment consultant and think back over your previous performance to try and anticipate areas which may need to be addressed during the meeting. If there was a question that you don’t feel you fully answered first time around expect to be asked it again – and if the opportunity doesn’t arise, there’s no harm in steering the conversation around to that topic where appropriate to show your interviewer that you have given the matter further consideration.

Demonstrate your worth

Every business will be facing, or is anticipating facing, certain challenges. Show that you will be a great person to have on their team by offering your insight where you think that you can bring valuable experience and provide possible solutions. Look to identify areas where you can add more to what has been asked for in the job description to really set you apart from any other candidate.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for positions throughout Yorkshire and beyond CONTACT UStoday to discuss your recruitment needs with a member of our team.