INTERVIEW MISTAKES THAT YOU DON’T WANT TO MAKE

Inclusive Cultures Don’t Happen by Accident — They’re Built Intentionally

Following International Women's Day, many organisations reflect on progress.But for finance leaders and hiring managers, the more important question is this: What does inclusion mean in practice — and how does it affect performance? Because this isn’t just a culture conversation. It’s a capability conversation. Inclusion Impacts Talent Attraction The best finance professionals — at every level — have options. They are looking for: Transparent progression pathways Visible meritocracy Leadership that values contribution over presence Environments where performance is recognised fairly If an organisation’s culture unintentionally favours “proximity” — those closest to decision-makers — it narrows its own talent pipeline. And in a market where specialist skills are already in short supply, that’s a commercial risk. Meritocracy Must Be Visible Many businesses describe themselves as meritocratic. But candidates assess that through lived signals: Who is in senior leadership? Who is promoted internally? How are flexible working arrangements handled? How openly are development opportunities discussed? In accountancy and finance particularly — where progression paths are structured and performance is measurable — fairness needs to be both real and visible. High performers want clarity, standards and consistency. Leadership Behaviour Shapes Retention Inclusive leadership isn’t about grand gestures. It’s about everyday behaviours: Who is invited into strategic discussions Who is given stretch projects Who is credited publicly Who is sponsored, not just mentored Retention in finance teams is rarely lost because of salary alone. It’s often influenced by visibility, opportunity and recognition. Businesses that understand this tend to build stronger, more stable finance functions. The Commercial Case for Inclusion Diverse and inclusive teams bring broader perspectives to: Risk assessment Strategic planning Commercial analysis Operational improvement For CFOs and Finance Directors, inclusion isn’t a compliance issue. It’s about building balanced teams capable of better decision-making. The organisations that approach inclusion intentionally — rather than reactively — are often the ones that outperform in the long term. Beyond Awareness Days International Women’s Day creates valuable momentum every year:But sustained progress comes from: Clear promotion criteria Transparent hiring processes Conscious leadership development Ongoing cultural accountability In today’s hiring market, an inclusive culture isn’t just about employer branding — it influences who joins, who stays and how teams perform.

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A job interview can be a nerve-wracking experience and it can be all too easy to come out of the meeting and feel that you have blown your opportunity. There are some common interview mistakes which are easy to make, but thankfully, when you know what to look out for, straight-forward to avoid.

Here are our top five interview trip hazards and our suggestions for how not to fall foul of them:

1.Lack of preparation

The single biggest mistake you can make is a lack of preparation ahead of the big day. It is vital that you do plenty of research into both the job role and the company and there is a wealth of information that can be found by looking at websites, social media platforms and LinkedIn profiles of current employees. It is also essential that you fully familiarise yourself with your CV, understand how your knowledge and experience matches the key criteria outlined in the job role description and review answers to questions that you are most likely to face. And do not overlook some basic preparation steps; make sure that you know when and where your interview will take place, check your journey time if it is in person or ensure that you have the correct log in details and set up if it is to be held remotely.

2.Not being confident

It is important that you demonstrate confidence in your interview and convince your would-be employer that you are absolutely the right person for the role. Ensure that you come across in the right manner – you do not want to appear arrogant or that you believe the job is already in the bag. Communicate your confidence not only in the answers that you give but also through positive body language such as eye contact and appearing enthusiastic and engaged in the conversation.

3.Being dismissive of your current role or employer

It is understandable that you are looking for a new role because you are unhappy with at least some aspects of your current position whether that is lack of promotion or progression opportunities, a poor relationship with your line manager or desire of a better salary package. However, it is important that you take a positive approach and communicate your reasons for seeking a new role in a professional manner.

4.Not selling yourself strongly

It can be difficult to strike the right balance between demonstrating your suitability for the role and coming across as a bit of a know-it-all. One of the biggest failures is leaving the interviewer unsure about what your personal contribution is to a particular project or success – an easy way to rectify this is to make sure that you use the word ‘I’ rather than ‘we’. However, make sure that you clear on what part you did play and do not try to take credit for work that you had little or no involvement with – a small amount of careful probing from an astute interviewer could soon see you come unstuck!

5.Failing to make a lasting impression

It is important you stand out from the crowd (for the right reasons!) and when interviewers are faced with a decision between two of more candidates that demonstrate similar skills and experience, it can often be personality that will tip the balance in favour of one individual over another. Demonstrating that you are the right fit for a company’s culture and values as well as the team you would be joining is just as important as showing that you have the technical attributes needed for the role. Be sure to let your personality, as well as your experience, shine through.

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 discuss your recruitment needs with a member of our team.