MAKE THEM AN OFFER THEY CAN’T REFUSE - HOW TO

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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Securing the best talent can be a challenge for any organisation and in a candidate-led market you may have found yourself in the position where your first choice for the role has turned down your job offer. There can be any number of reasons for this; some may be completely out of your control however there are several steps that you can take as an employer to put you in a prime position and make them an offer they simply will not be able to refuse.

Reason 1: A slow recruitment process

This is undoubtedly one of the primary reasons why your favoured candidate may no longer be in the market for a new role. If you think a candidate stands out from the crowd then the chances are that other employers looking to fill a similar position will think the same! Top talent will be in demand and it is often the employer who is able to move swiftly and make a strong offer that reaps the rewards.

What you can do: Ensure that your recruitment process is as streamlined as possible with the key decision makers involved so there are no delays when you have identified the best person for the role.

Reason 2: Uncompetitive salaries

Whilst a good salary on its own is unlikely to be enough to sway the best candidates, offering too little could increase the chances that they will accept an offer from elsewhere if they feel they can command more for their skills. The top candidates are very likely to be at the higher end of the salary bracket for their role and their current employer could look to make a counteroffer to retain them.

What you can do: Ensure that you are offering competitive financial renumeration packages and benchmark salary levels against similar roles in other organisations. Bear in mind that salary benchmark tools will provide a useful point of reference, but these should be used as a guide and you will need to apply your own circumstances when determining your final figure.

Reason 3: Lack of benefits package

Today’s top candidates are looking beyond the salary on offer and weighing up the full benefits package that is potentially available. Not only will a comprehensive package carry financial ‘value’, but it can also demonstrate a company’s commitment in a range of areas such as employee wellbeing.

What you can do: If you do not currently offer a benefits package, look to put one in place as soon as possible and review on a regular basis. Consider what benefits are most likely to appeal and bear in mind that these may be different depending on a person’s career status or life situation. To really attract the best talent, where possible build in an element of flexibility to enable your employees to tailor their package to suit their individual needs.

Reason 4: Poor work-life balance

The last year has demonstrated that it is much more possible to work effectively from home. Whilst in time there will more than likely be a return to workplaces, it is expected that more employers will give staff the opportunity to continue to work at least a portion of their hours from home. Sticking steadfastly to the traditional office based 9-5 could be off-putting to candidates looking to achieve a better work-life balance.

What you can do: Put in place and review a flexible working policy which enables employees to tailor their hours around childcare needs or arrangements outside of work whilst still meeting the needs of the business. Even simple things like allowing employees the option to take longer lunch breaks to enable them to attend an exercise class will help boost morale in the team.

Reason 5: Lack of progression opportunity

Even the best salary and benefits package is unlikely to see the top candidates overlook a lack of progression opportunities. The best talent will be ambitious and will be looking to see how you can help them achieve their career goals.

What you can do: Outline the training and development opportunities that will be provided by the company. Describe how you see the successful candidate contributing to the future of the organisation and be clear to demonstrate that there is room to grow in the company. Create excitement about the opportunity to join the organisation and look at the possibility of introducing them to the team they will be working with so they can start to build a rapport.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for positions throughout Yorkshire and beyond. CONTACT US today to speak to a member of our team about your recruitment needs.

MAKE THEM AN OFFER THEY CAN’T REFUSE - HOW TO SECURE THE TOP CANDIDATES

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