USING YOUR JUDGEMENT

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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We are taught from a very early age that it is wrong to judge people – and, it goes, without saying, rightly so. It is universally agreed that it is unacceptable to draw conclusions – or make a judgement – about a person based on factors such as, amongst other things, their age, their gender, their religion.

However there is a very fine line between being judgemental and using your judgement and – in my humble opinion - as a recruitment specialist, when it comes to assessing a candidate’s suitability for a particular role, using one’s judgement is absolutely fundamental to getting it right.

During the recruitment process, the ability to weigh up an individual based upon their skills and experience is, without doubt, essential and a very necessary part of the process. But to exercise good judgement and see beyond what is written there in black and white – to understand the difference between intelligence and common sense – is far more complex, and it’s not always as easy to get right as you might think.

Why is that? It’s probably fair to say that people often have an unrealistic view of their own capabilities; whether that is a tendency to over inflate their ability or, through a lack of self confidence and belief, they are unable to accurately assess their worth and are unable to see themselves in the same way that someone else sees them.

Their judgement is impaired. And if they are unable to ‘judge’ themselves – or rather they judge themselves incorrectly – then it’s up to the skill of the recruiter – and their ability to exercise good judgement - to determine the right conclusions from the information that they present about themselves.

In recruitment, making the right judgement about a person is critical. The impact upon a business – the amount of time spent and money invested in the on boarding process to bring a new person into an organisation – can be quite frightening, making it imperative that you get it right.

I’m asked many questions when speaking with clients or potential clients about their recruitment needs. ‘How many candidates do you have registered?’, ‘Can you find good candidates?’, ‘Do you know how to headhunt the best candidates?’. These are all very relevant questions; and ones that I would expect every recruitment consultant worth his or her salt to be able to answer and demonstrate without too much trouble at all. However, these are only valid lines of enquiry if the recruiter in the spotlight has the capability to judge what is or isn’t good and the one question that I am never asked – and the one which I think would tell far more - is ‘When it comes to people, have you got good judgement?’.

Let’s expand upon that thought. When asked if I can find good candidates, the short answer is yes. And not just good candidates, but very good candidates. But just because they are a ‘good’ candidate – that is to say they tick all the right boxes and can fulfil the requirements outlined in the job description – does that mean that they are a good candidate for this particular role? That is where judgement – my judgement – comes into play.

Say for example a candidate’s CV indicates that they have a degree from a well respected university – tick, they trained at a leading accountancy practice – tick, they qualified with flying colours – tick, and to date, have changed jobs on a number of occasions with each move seemingly resulting in a step up the career ladder. This could indicate someone who is bright, ambitious, and talented; someone who is sought after by employers. A good candidate you might say and someone who is very likely to make the interview shortlist on more occasions than not.

But, upon closer investigation, you identify that they have in fact held a number of jobs in a relatively short period of time. And they have only secured a promotion when they have changed employers. So rather than being someone that is really going places career wise, this could indicate that this is someone that their current employer is not prepared to invest in any further. Could it be that they don’t live up to expectations, that they don’t fulfil the promises that their CV or their performance in an interview might suggest? Or it could be an indication that they themselves have poor judgement if, after a relatively short time, the role isn’t what they thought it would be? Or perhaps the culture of the organisation doesn’t suit. Or they have a poor relationship with their boss. And whilst on the surface these are very legitimate and valid reasons for seeking a new position, one could – and should – be asking questions to ascertain if they did indeed display bad judgement or was it a case of bad luck?

We are all familiar with that well known phrase – ‘never trust a book by its cover’ – and its sentiment certainly rings true when it comes to hiring people; if your recruitment specialist has that rare ability to exercise good judgement, to look beyond the surface of what is presented to them and can weigh up the reasoning behind particular decisions, then your chances of making a successful appointment will undoubtedly be increased.

Sharp Consultancy specialises in the recruitment 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 next career move.