TOP TIPS TO GET THE MOST OUT OF YOUR APPRAISAL

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.

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Love them or loathe them, the annual performance appraisal is a crucial part of your career development. A well-structured and managed review will not only enable your employer to provide feedback on your performance, but it is also a great opportunity for you to set out your goals and aspirations for the future and put in place a plan to achieve these.

Here’s our tips and suggestions for how you can make the most out of your appraisal:

Review your previous appraisal and any interim meetings that have taken place. Look at the objectives that you were set and make sure you can confidently talk through what you have done to achieve these, the results and if necessary, the reasons why any have not yet been met.
Do your preparation. As well as reviewing your previous objectives, make sure you consider your overall progress since you last appraisal. Your line manager may not know about all your accomplishments in detail so have a list of key highlights to talk through and try to emphasise how these contributions have made a difference to your team, department or company.
View your appraisal as a positive opportunity. Even receiving negative feedback on certain areas of your performance can provide the opportunity to request further training and development which will lead to improvements.
Consider your expectations. Do you feel that you have achieved what was needed to gain further responsibilities or a promotion to the next level? Make sure you gather your evidence and clearly communicate your goals for the future.
Demonstrate what you can offer. If there are skills which you feel will be beneficial to develop and will add an extra dimension to your role, outline how these could have a positive impact and talk through any additional training or courses that are available.
Listen to criticism. Nobody is perfect so be prepared to discuss areas where your performance may not be as strong. If you have previously been made aware of these be sure to communicate what steps you have already taken to improve and outline what you plan to put in place in order to continue to make advances.
Stay focused. This is your opportunity to discuss you and your career so make sure you are clear in your responses and keep the conversation on track.
Money money money. If your appraisal is combined with your salary review make sure you have researched benchmark salary levels for your role and level of experience. Bear in mind that these will provide you with a guideline and consideration will need to be given to market conditions and regional variations which could affect these figures.
Show your ambition. If you want more responsibility or to step up the career ladder, make sure that this is communicated at your appraisal. However, if it appears clear that the opportunities you seek may not be available, consider if it may be time to move on. Remain professional and don’t be tempted to try and impose your own deadlines or offer ultimatums.
Review your review. Gain the most benefit by regularly reviewing what was discussed in your appraisal; ensure that any training courses that have been recommended are set up and work with your line manager to agree what support you will need to meet your objectives. Put progress meetings in the diary to give you both the opportunity to make any adjustments or discuss changes in line with business development.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance and accountancy professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for positions throughout Yorkshire and beyond. CONTACT US today for expert advice on your next career move.