THE BENEFITS OF RECRUITMENT BEFORE CHRISTMAS

Inclusive Cultures Don’t Happen by Accident — They’re Built Intentionally

Following International Women's Day, many organisations reflect on progress.But for finance leaders and hiring managers, the more important question is this: What does inclusion mean in practice — and how does it affect performance? Because this isn’t just a culture conversation. It’s a capability conversation. Inclusion Impacts Talent Attraction The best finance professionals — at every level — have options. They are looking for: Transparent progression pathways Visible meritocracy Leadership that values contribution over presence Environments where performance is recognised fairly If an organisation’s culture unintentionally favours “proximity” — those closest to decision-makers — it narrows its own talent pipeline. And in a market where specialist skills are already in short supply, that’s a commercial risk. Meritocracy Must Be Visible Many businesses describe themselves as meritocratic. But candidates assess that through lived signals: Who is in senior leadership? Who is promoted internally? How are flexible working arrangements handled? How openly are development opportunities discussed? In accountancy and finance particularly — where progression paths are structured and performance is measurable — fairness needs to be both real and visible. High performers want clarity, standards and consistency. Leadership Behaviour Shapes Retention Inclusive leadership isn’t about grand gestures. It’s about everyday behaviours: Who is invited into strategic discussions Who is given stretch projects Who is credited publicly Who is sponsored, not just mentored Retention in finance teams is rarely lost because of salary alone. It’s often influenced by visibility, opportunity and recognition. Businesses that understand this tend to build stronger, more stable finance functions. The Commercial Case for Inclusion Diverse and inclusive teams bring broader perspectives to: Risk assessment Strategic planning Commercial analysis Operational improvement For CFOs and Finance Directors, inclusion isn’t a compliance issue. It’s about building balanced teams capable of better decision-making. The organisations that approach inclusion intentionally — rather than reactively — are often the ones that outperform in the long term. Beyond Awareness Days International Women’s Day creates valuable momentum every year:But sustained progress comes from: Clear promotion criteria Transparent hiring processes Conscious leadership development Ongoing cultural accountability In today’s hiring market, an inclusive culture isn’t just about employer branding — it influences who joins, who stays and how teams perform.

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December isn’t just about festivities and mince pies; rather than waiting until January to bring new talent on board or seek out a new opportunity, by stepping up your recruitment efforts over the coming weeks you get a potentially advantageous head start on the competition.

Many people return from the festive break with landing a new role featuring high up on their New Year’s Resolution list - meaning that come January there will be increased competition for the best roles. Be quick off the mark and you could find that being one step ahead will see you land that dream job before others have finished brushing up their CVs.

Whilst waiting until January may seem like a smart move for employers as they may have a bigger pool of candidates from which to select from, it can mean that there will be more companies with the same idea. And with more job opportunities available, it increases competition between employers for the best candidates and could see a longer, more drawn out process of negotiation and counter- offers.

The run up to Christmas can see potential candidates have more flexibility in being able to attend interviews if they have annual leave accrued that needs to be taken before the end of the year. And many employers also find that they are able to make time more readily to arrange meetings with candidates as some day-to-day pressures are taken away with people looking to wind down in the run up to the festive break.

Time off during Christmas and into the New Year can also be advantageous in terms of notice periods as a proportion will be taken up with holiday and business shut-down meaning that a candidate could be in the ideal position to start a new role a matter of a few short weeks into the start of the year.

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 US today to discuss your recruitment needs with a member of our team.