SECURING THE TOP CANDIDATES - ARE YOU MISSING

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!

Read article

The best candidates will always get snapped up quickly. To make sure that you secure the best talent for your organisation you need to have a focused and efficient approach to your recruitment search.

Creating the right role. Top quality candidates are ambitious; think about what is going to appeal most to somebody and highlight opportunities for growth and progression.

Research. Find out what salary packages are currently being offered by your competitors for similar roles – and understand what candidates are looking for. In times where opportunities outstrip available talent, then you could find you need to pay more to secure the best people.

Make recruiting your priority. Recruiting can be extremely time consuming. Dedicate the time you need to interviews and try not rearrange appointments to see potential candidates. Avoid cutting an interview short by allowing sufficient time for each meeting.

Streamline processes. Most candidates would expect to have a first and second interview. Try and keep the internal decision-making process as efficient as possible by inviting anyone who needs to be involved to attend and providing prompt feedback. When there is a shortage in candidates, the best talent will most likely have several opportunities coming their way – delaying for too long will increase the chances of another company snapping them up.

Talk to your recruitment consultant. If you are interested in a particular candidate, make sure you work closely with the recruitment consultant handling your search. They will give you valuable feedback from the candidate themselves and guide you on their salary expectations and any other opportunities they might be pursuing. They will also manage the communications between yourself and the candidate so if there are any internal delays on being able to make them an offer, they can ensure that your selected individual doesn’t lose interest.

Make a strong offer. Most candidates will expect an improvement on their current salary package – however, as well as the base salary consider what additional benefits will be included. Additional holiday allowance, contributory pension scheme and flexible working hours can all be attractive.

Your offer should be competitive and be prepared to be flexible – you don’t want to pay over the odds for someone, but you may need to stretch your budget to secure the person that you want. Also, be aware that their current employer may make them a counteroffer.

Keep on top of paperwork. Make sure any paperwork is issued as soon as possible – a candidate is unlikely to resign until receiving an offer in writing.

Communicate. Notice periods can vary in length – anything from one month to three months is common. It’s good to keep in touch with your new employee from time to time during this period and if possible, arrange an opportunity for them to meet the rest of the team they will be working with before their start date.

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 or recruitment needs.

SECURING THE TOP CANDIDATES - ARE YOU MISSING OUT?

Latest News & Insights.