Finding and hiring exceptional finance candidates is getting tougher. The issue is even more severe among companies searching for candidates with specialist skills.
In this market, who you trust to help you build your ideal team is more important than ever. Choosing the wrong recruitment partner does not just mean you waste money and time, it could also mean you end up making the wrong decisions, leading to higher turnover and disruption.
The trouble is most companies do not dig deep enough when they are vetting recruitment agencies. In a rush to fill skill gaps, critical questions are often overlooked. It is easy to ask your recruiter about fees and timelines, but you also need to know they understand your business, goals, and culture.
Here is how you can make sure you’re choosing the right recruitment company this year.
The Current Finance Recruitment Landscape
Right now, hiring challenges are affecting everyone, from small accounting companies to huge banking organisations. Rapid digital transformation has created growing skill shortages – not just with technical skills like digital literacy and data analysis, but even with critical soft skills like resiliency, communication, and problem solving.
According to several studies, it can take over two months to fill a finance role, even in a competitive market where employees are fighting for a smaller number of jobs. The longer a role takes to fill, the more companies risk losing talent to competitors, while productivity losses and costs increase within the workplace.
At the same time, even in a competitive market, finance experts are demanding more. They want more than just competitive wages – employees are looking for upskilling opportunities, comprehensive benefits, and a clear path to promotion.
As artificial intelligence and automation continues to affect the industry, candidates need reassurance that they will not become obsolete, from the moment they consider a role. All these challenges are making it increasingly crucial for business leaders and hiring teams to find the right support, from a recruitment company that knows how to overcome increasingly complex hurdles.
Beyond Standard Questions: Evaluating Domain Expertise
The only way for business leaders to ensure they are working with the right recruitment company, is to go beyond the standard questions like “how much do you charge,” and “when do you expect to deliver a short list.” Start by analysing expertise – how much do they know about the current finance job market, and the challenges you will need to address.
Ask questions like:
“How specifically do you assess candidates’ soft skills vs. technical abilities?”
Technical skills are still important in finance, but soft skills are becoming increasingly crucial – particularly durable human skills like communication (especially over digital channels), adaptability, and resilience. Find out how you recruiter looks for these skills beyond assessing credentials.
“What is your approach to evaluating candidates for emerging skills like AI implementation and data analytics?”
As AI and data analytics become more crucial components of finance roles, it is important to be able to examine these abilities too. Most standard certifications in the finance industry do not validate these abilities, so recruiters may need to consider using skill tests instead.
“How do you source candidates for specialized finance roles like FP&A, financial controls, and tax strategy?”
Roles such as FP&A, financial controls, and tax strategy require niche expertise. Given the current skills shortage in the UK finance sector, it is vital that your recruitment partner has access to specialised talent pools and networks, even passive candidates.
“What percentage of your placements stay in their roles for 18+ months?”
High turnover can be costly, and disruptive. How does your finance recruiter ensure long term retention? Do they carefully assess cultural fit, or have in-depth conversations with candidates about their long-term goals?
“How do you assess cultural fit without bias?”
Ensuring a candidate aligns with your company’s culture is crucial, but that does not mean showing favouritism to specific characteristics in a candidate. A strong recruitment partner will use structured interviews and standardized assessments to evaluate cultural fit objectively, promoting diversity and inclusion.
Recruitment Process Questions
Once you have determined that your intended recruitment partner understands the nuances of the finance sector, the next step is to dive into their recruitment process. Ask revealing questions about the overall recruitment strategy, such as:
“What is your typical timeline for filling different finance roles, and how does it compare to industry averages?”
In the UK, the average time to hire across all industries is approximately 4.9 weeks, with the banking and financial services sector averaging 5.9 weeks. Watch out for a recruiter that promises instant hires but ask them how they can streamline the process as much as possible.
“How do you maintain your candidate pipeline specifically for finance roles?”
A recruitment team with a strong sector-specific talent pipeline can help you fill role gaps a lot faster. Find out if your chosen partner is constantly engaging with potential candidates – including both passive and active candidates with relevant skills.
“What strategies do you use to attract passive candidates in the finance sector?”
Speaking of passive candidates, it is worth making sure your recruiter is taking steps to engage and retain relationships with those professionals. Do they use social media and employee referrals to find new talent? How do they keep those candidates informed?
“How do you validate technical skills and certifications?”
As in-demand skills in the finance sector continue to change, it’s not enough for recruiters to just review CVs looking for formal qualifications. They need to put the skills of candidates to the test, with scenario-based evaluations, and technical tests.
“What is your process for handling regulatory compliance checks for finance professionals?”
In finance, regulatory compliance is crucial. Your recruitment partner should be able to conduct thorough background checks, including verifying qualifications, employment history, and any necessary regulatory certifications.
Strategic Alignment Questions
Finally, make sure you are asking questions that identify whether your recruitment team’s overall strategy aligns with your goals. These queries should dive into how your chosen partner deals with the changes and evolutions in the finance sector, such as:
“How do you stay current with evolving finance function requirements?”
Finance roles are constantly changing. Today’s CFOs, for instance, are often expected to lead strategic initiatives, manage digital transformation strategies, and predict future needs. So, how does your recruitment partner stay ahead of these evolving role changes?
“What is your approach to helping clients adapt job descriptions to attract the right talent in today’s market?”
The job descriptions that attracted candidates two years ago might not work today. Compelling descriptions now need to highlight development opportunities, flexible work options, a commitment to wellbeing, and an inclusive culture.
“How do you advise on competitive compensation packages?”
Compensation expectations are shifting too. Finance professionals with diverse skills are now looking for increases of up to 17%, depending on their responsibilities. A good recruitment partner should provide insights into competitive salary benchmarks, to help you attract and retain talent.
“What is your experience with supporting diverse hiring in finance functions?”
Diversity is more important than ever in the finance industry. Women only held 36% of senior finance positions in 2024, indicating slow progress. A recruitment partner committed to diversity will implement unbiased sourcing strategies and support initiatives that promote inclusivity.
“How do you help clients navigate the permanent vs. contract talent decision?”
Finally, the choice between permanent and contract hires can be complex. While permanent roles offer stability, contract positions provide flexibility to address specific project needs. Discuss with your recruitment partner how they can assist in determining the best hiring approach based on your organization’s objectives and the current market landscape.
Red Flags and Green Lights
Choosing the right finance recruitment partner is about spotting the signs early—both good and bad. A strong partner will demonstrate expertise, transparency, and strategic thinking. A poor one? They will leave you with more questions than answers. Here is what to look out for:
Red Flags and Warning Signs:
- Generic answers when asked about industry-specific finance challenges, showing a lack of true sector knowledge.
- Limited understanding of key finance certifications like ACCA, CIMA, or ACA.
- No clear process for regulatory compliance checks, which are essential in finance hiring.
- Lack of a real strategy for handling skill shortages in a tight talent market.
Green Lights and Positive Indicators:
- Evidence-based insights into market trends, candidate availability, and hiring benchmarks.
- Specialized finance sector knowledge, including niche roles like FP&A, financial control, and tax strategy.
- Clear, transparent processes and realistic timelines for hiring, aligned with your business needs.
- Strong candidate aftercare programs to ensure successful onboarding, retention, and long-term fit.
Partnering Smarter for a Stronger Finance Team
In the current finance market, choosing the right recruitment partner is more important than ever. Surface-level questions will not give you the insights you need. You will need to dive deeper into queries about domain expertise, hiring processes, and strategic alignment.
The good news? Asking the right questions will not just help you find someone who can help you overcome recruitment hurdles right now – it should give you access to a partner you can rely on for long-term support and business growth.
Take a moment to reflect on your current recruitment partnerships. Are they truly aligned with your finance function’s needs today and tomorrow? If not, it might be time to re-evaluate.
Thanks
Rachel
About Rebus Financial Recruitment
Rebus Financial Recruitment provides a specialist and focused recruitment service to its customers, ranging from various organisations, including SMEs, to large PLCs.
We strive to offer both the client and candidate a seamless recruitment experience. Using our expertise, we get to the heart of employer and employee needs, and, in doing so, we match the two perfectly.
To learn more, contact one of our team members today or call us at 01282 930930.
