SUCCESSION PLANNING – HOW EQUIPPED ARE YOU FOR

Attracting Top Finance Talent in South Yorkshire in 2026: Employer Strategies That Stand Out

Historically, the best finance professionals have not only been in high demand but have also had increasingly high expectations — and in today’s competitive South Yorkshire finance market, that reality is truer than ever. For over 33 years, Sharp Consultancy has been working closely with businesses across Sheffield, Doncaster, Rotherham, and Barnsley. In that time, we’ve witnessed firsthand how the landscape of finance recruitment has evolved. When it comes to attracting and securing top-tier finance talent, we know what works — and, perhaps more importantly, what doesn’t. Local Reputation Matters More Than Ever In South Yorkshire especially, local reputation counts. Candidates talk, and businesses talk. The region’s finance community is tightly knit, and news travels fast — both good and bad. Employers who invest in building a strong, authentic brand that reflects real employee experiences tend to win out. That means it’s not enough to simply advertise a competitive salary or an attractive job title. Modern candidates want to understand what life inside your business looks like — the day-to-day culture, the leadership style, and the opportunities for growth. Visibility through employee stories, community engagement, and transparent communication all help to create a reputation that draws people in rather than pushes them away. What Candidates Want in Today’s Market In 2026, the expectations of finance professionals have broadened significantly, particularly at the qualified level. While salary remains important, it’s no longer the sole deciding factor. In fact, some of the best offers we see accepted each year aren’t the highest in monetary terms — they’re the most considered and holistic. Top candidates want to join businesses that offer purpose, balance, and progression. They look for roles that align with their values and allow them to contribute meaningfully, while still developing their technical and commercial skillsets. If you want to attract the best, you must clearly articulate what sets your company apart — your Employer Value Proposition (EVP). Ask yourself: What makes working with you different? Is it access to senior leadership, commercial exposure, or involvement in exciting transformation projects? What development or training support do you offer? Are there structured pathways, mentoring programmes, or professional study sponsorships? How flexible are you? Can employees work hybrid schedules, compressed hours, or part-time to suit their lifestyles? What additional perks or benefits do you provide — from wellness initiatives to social impact days or volunteering opportunities? The most successful employers communicate these points clearly, consistently, and confidently — both during recruitment and throughout the employee lifecycle. The Need for Speed and Agility Another critical factor in attracting top talent is speed. In a fast-moving market, long or disjointed hiring processes can easily result in losing outstanding candidates. Strong finance professionals are rarely on the market for long, and delays at the offer or feedback stage can make the difference between securing or losing your preferred hire. Where possible, streamline your recruitment process. Ensure hiring managers are aligned on the role requirements, keep communication clear, and aim to deliver feedback promptly. Demonstrating decisiveness reflects positively on your business and reinforces the message that you value candidates’ time and enthusiasm. Transparency Builds Trust We’ve seen a notable shift in what candidates are asking during interviews. Increasingly, they want to know why a role is vacant. Is it due to growth, internal promotion, or turnover? A vague answer or a history of short-lived hires can quickly raise red flags. Conversely, when a company can confidently articulate its purpose, culture, and long-term vision, candidates engage more readily — and are more likely to accept offers. Our clients who have invested in defining and communicating these messages attract stronger pipelines of finance professionals, often before roles even go live. A clear, honest narrative about your organisation not only draws in talent but helps retain it too. Partner with a True Specialist If you’re looking to recruit the best talent in the market, the right partnership can make all the difference. Working with a true specialist who understands your business, your sector, and the nuances of the South Yorkshire market will save time and boost your hiring outcomes. At Sharp Consultancy, our clients benefit from: Pre-qualified shortlists of candidates who are thoroughly vetted for skills, culture fit, and long-term potential. Access to passive candidates, many of whom we’ve nurtured relationships with over years and who may not be actively searching. Honest feedback on your employer brand and market perception — so you can make informed improvements that strengthen future recruitment efforts. Because of our deep local networks, we often know when an outstanding finance professional is about to enter the market. That insight gives our clients a competitive edge in securing the very best talent before others are even aware they’re available. Going Beyond Recruitment Our role extends well beyond active recruitment. We pride ourselves on offering genuine consultative advice, including: Salary benchmarking and market insights Case studies from recent successful hires Ongoing check-ins and relationship management — not just when you have a live vacancy This proactive approach means that when you are ready to hire, we already understand your business, your values, and the type of people who will thrive in your environment. Contact Jack to Discuss Our Services-- Attracting the best finance talent in South Yorkshire takes more than a strong job spec and a competitive package. It’s about authenticity, agility, and alignment — knowing who you are as a business, what you stand for, and who you want to work alongside. After more than 30 years supporting companies across the region, Sharp Consultancy continues to help employers build finance teams that not only perform — but stay, grow, and make a real impact.

Read article

I am often asked, “what is the one thing that companies can do to improve their recruitment process?” And whilst my answer may sometimes vary depending on an organisation’s particular circumstances, there is one thing which stands out that every company no matter of their size, position within the marketplace or industry sector should give real focus to if they want to ensure greater success from their recruitment and retention efforts: succession planning.

When it comes to succession planning, it is often assumed that this primarily relates to the top job – the passing of the crown so to speak. But effective succession planning should run right throughout an organisation embracing leadership roles, management positions and ensuring that business critical skills are not lost from any area of the operation should an individual move on from the company.

There are numerous scenarios which can occur where it is vital that organisations have one eye on the future; retirement being one of the most obvious and in many ways most straightforward to plan for. However, the majority of situations that can arise will potentially do so with very little notice – a period of absence due to maternity or paternity leave, caring responsibilities, illness or staff moving onto new roles – and companies all too often find themselves in a position where they need to react.

There may be some operations, such as family-run businesses, where the succession routes may appear to be a little easier to navigate; however, these businesses are not without their challenges, should the natural successor harbour career ambitions of a different kind or the skills which are required for the next phase of development need to be sourced externally.

A key factor is recognising that the ‘job for life’ culture is not something which either employers or employees can rely upon. Unless, for example, you are talking about a shareholder in a business, there is very little by way of guarantees that a business owner can give an employee in relation to their long-term job security. Similarly, employers will need to wrestle with their own lack of certainty surrounding talented individuals potentially looking elsewhere for new opportunities to further their careers.

Planning an effective succession strategy can be a balancing act when it comes to weighing up the more immediate needs for the business with potential requirements for the future. However, by affording the matter more care and attention over a longer period of time - with the benefit of considering and reconsidering possible paths in light of changes to business operations - will result in a much more considered outcome than one where necessity and urgency have taken precedence.

Starting sensible conversations early will provide businesses with the opportunity to plan for a smooth transition well enough in advance of even the most out-of-the-blue departures. And it must be stressed that succession planning is not about ‘preventing’ people from leaving – it is about establishing and developing a culture which enables effective processes to deal with people leaving to put in place.

It is important to open channels for constructive conversations where both sides can feel they can be honest about what their career ambitions are and how and when they want to achieve these and what the goals and aspirations are of the business which could provide the opportunities for those to be realised. Nothing should be assumed – and whilst the lack of a completely clear path may cause unease for ambitious employees, it is vital not to over-promise and under-deliver in an attempt to secure their commitment to the organisation.

Taking a flexible approach is key; it may not be about finding that one individual that will step into another’s shoes – for example establishing a new divisional structure may provide opportunities to support talented employees’ career ambitions whilst strengthening the team at a senior level to take the business forward.And by ensuring that the right training and development programmes are in place, this will enable likely successors to harness skills and expertise and to foster their leadership skills in readiness for the future.

A succession plan should be flexible and ever-evolving, subject to ongoing discussions, revisits and adaptions as situations and circumstances change. And change is inevitable as factors from both within and outside a business influence its trajectory, however that change will be far easier to manage with a more successful outcome where there is a clear strategy firmly in place.

Sharp Consultancy specialises in the recruitment and executive search of finance and accountancy professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for temporary, interim and permanent roles across the full spectrum of positions throughout Yorkshire and beyond. CONTACT US today and speak to a member of our team about your recruitment needs or next career move.

SUCCESSION PLANNING – HOW EQUIPPED ARE YOU FOR DEALING WITH CHANGE?

View our Latest Blogs.