ASK THE EXPERT – NATIONAL PAYROLL WEEK

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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What are payroll professionals looking for from employers when considering their next move?

Sharp Consultancy offers candidates and clients a team of highly experienced specialist consultants who are immersed in the region’s transactional finance market and can offer expert knowledge and unrivalled understanding of the marketplace.

All this week, we have been highlighting some of the key trends and issues affecting the market which has seen our team of specialist consultants share their in-depth knowledge and expertise to offer the best possible recruitment advice to employers and candidates working in the sector.

To round off National Payroll Week (Mon 6 – Fri 10 Sep), Liam Connolly, Consultant offers advice to those considering their next career move.

Payroll professionals have very successfully adapted to remote working over the last 18 months. Most candidates are now looking to continue in this vein and in many cases are seeking out a hybrid of remote working and office based working practices which allow for greater flexibility whilst retaining regular in-person contact with their colleagues. Additionally, as the CIPP has become more recognised candidates are much more forthcoming about requesting study support to pursue further qualifications, and in line with this, opportunities for progression are also of high importance to candidates.

Currently, the market is very candidate light; for many, the motivation that they had to move say, 18 months ago, simply isn’t there. With many businesses overhauling their approach to flexible and home working due to the pandemic, a vast number of ‘reasons to move’ have somewhat vanished almost overnight. The removal of lengthy commutes, achieving a better work life balance, reducing face-to-face contact with difficult team members, have all contributed significantly to a higher reluctance to look for new roles. And as a more ‘balanced’ approach to office and home-based work becomes more of the norm, businesses will need to work much harder to develop and promote their own individual USPs around culture, progression opportunities, training pathways and increasing responsibilities to attract top talent to their organisation. Candidates must be savvy when it comes to weighing up these nuances and not be swayed simply by the promise of a higher salary or better benefits.

In the first instance, candidates should have a clear reason for wanting to make a move from their current role, whether this is to achieve a better salary, gain a higher level of responsibility or desire to explore similar roles within a different industry sector. It is vital that candidates can align what their potential new employer is looking for with specifics about their current role and are able to speak in detail about key aspects of their skills and experience such as volume of payroll, weekly or monthly frequency, timesheet staff etc; they also must look at each company’s own objectives and understand how they will be able to help them achieve their career ambitions.

Those candidates who can offer knowledge and experience that may be valuable to a new employer - for example awareness of international payroll, understanding of pension deductions and furlough scheme contributions - will find that they are able to stand out from the crowd and secure the pick of available opportunities. And as the requirements of payroll professionals evolve and the role is viewed less as an administrative position and with more emphasis upon value-added management information, it is vital to ensure the right personality and culture fit along with a skill set fit that is right for both parties.

Integrating new employees has been a challenge for many businesses in recent times; ensuring that new employees receive the right amount of attention, training and integration from the outset whilst working remotely has presented opportunities to explore new methods for team meetings, developing strong support networks and utilising one-to-one training via virtual platforms. Candidates are keener than ever to understand the onboarding process and employers that blend flexible working patterns, attractive training and progression opportunities and a positive work environment will find themselves in the strongest position to secure the best talent.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent transactional finance professionals across the full spectrum of roles including accounts payable, credit control, payroll and purchase ledgers. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for positions throughout Yorkshire and beyond. CONTACT US today to find out more.