The finance sector is evolving fast, and hiring managers struggle to keep up. Traditional recruitment efforts can’t contend with rising skill shortages in tax, compliance, and data analysis areas. At the same time, Fintech firms are rapidly luring top candidates away with flexible working options and faster career progression.
Finance candidates are also demanding more. They want more than a good income—they’re looking for a sense of purpose, genuine work-life balance, and opportunities to grow.
To survive, employers need to adopt a new “engagement blueprint” for finance talent acquisition. Instead of treating recruitment as a quick fix to fill vacant roles, business leaders need a framework that emphasises authentic, sustained engagement with candidates from the time they see the job ad to their first weeks in the role.
The transition might be tricky for some, but it’s crucial at a time when 64% of companies are struggling to attract candidates and 56% can’t retain top employees.
AI-driven automation, ESG priorities, and the rise of hybrid work will only create new complexities throughout 2025. It’s time to rethink your hiring strategy.
Understanding Today’s Finance Candidate
Since the pandemic, UK finance professionals have reassessed what they want from their careers. Flexibility is a big factor – remote and hybrid working models have risen dramatically, with only 30% of UK companies keeping staff on-site at all times. Demand for work-life balance is higher than ever as people attempt to balance professional progression with personal commitments.
Beyond flexibility, candidates also want growth. Finance specialists want a defined pathway to progression, mentorship opportunities, and ongoing learning to master new technologies and market trends. They know constant evolution is crucial in today’s world.
Additionally, candidates are paying more attention to employer brand and culture, looking for inclusive workplaces that mirror their values and support their well-being.
All the while, competition for talent remains fierce, making hiring finance professionals tougher. London is still a powerhouse for finance roles, but cities like Birmingham and Manchester are gaining ground, offering dynamic career opportunities and lower living costs. Meanwhile, fintech companies attract top talent with innovative cultures, cutting-edge technology, and rapid growth potential.
Adding to the complexity is a widespread skills gap in areas like data analytics, artificial intelligence, ESG, and compliance. Getting the “initial engagement” experience right – through compelling job adverts, smooth applications and meaningful interactions- is essential in this space.
Redesigning the Recruitment Process
Transforming your recruitment process to meet modern expectations starts with a thorough audit of how things currently work. Look for bottlenecks, like lengthy approval times or unclear job requirements. Pay special attention to time-to-hire and conversion rates at each stage. If your best candidates keep dropping out mid-process, it’s worth gathering honest candidate feedback to understand why. Are your application forms too clunky? Is communication inconsistent?
From there, focus on:
Streamlining the Application Experience
Eliminate any barriers candidates might face when applying for open roles. Start with your careers site or application platform: it should be user-friendly, mobile-optimised, and stripped of unnecessary steps. Update your job descriptions with clear insights into the skills required for a role, rather than asking employees to upload specific certifications.
In the job description, remember to address how the role aligns with your wider business mission and what employees can expect moving forward.
Implement Structured Interview Processes
Structured interviews support fair, effective hiring. Define consistent questions aligned to essential finance competencies – whether they’re technical proficiencies, problem-solving skills, or cultural fit considerations. For instance, combining standardised skill assessments with psychometric tests can highlight how someone thinks under pressure and whether they’ll thrive in your team dynamic.
Remember, diverse interview panels help minimise unconscious bias and give candidates a balanced view of your organisation. Consider supplementing interviews with tasks or role-play scenarios that mimic real finance tasks, offering genuine insight into a candidate’s readiness
Maintain Transparent Timelines and Communication
Throughout this process, maintaining transparent timelines and open communication is vital. Let candidates know how many steps there are, how long each one takes, and when they can expect to hear from you. A simple update – “We’re currently shortlisting candidates and will have an update for you next Tuesday” – goes a long way in building trust.
Assign a consistent point of contact who can field questions and steer candidates through the process if needed, or work with a recruitment company to help.
The Art of Candidate Nurturing
Candidate nurturing is all about creating a genuinely positive experience from the moment someone hears about your company to the point where you might offer them a role and beyond. Showing you genuinely care about prospective hires can set you apart from the competition.
Pre-Application Engagement
Attracting finance candidates requires companies to focus on nurturing them from day one, before people apply for a role. Build a strong finance employer brand on social media and professional networks, sharing real-life stories of your finance team and posting thought leadership pieces that highlight your perspective on pressing industry issues.
A strong company culture is a powerful magnet for top talent. Share stories about your people and how you adapt to new regulations, and consider hosting webinars or networking events to connect with passive candidates.
During the Application Process
Once candidates enter the finance recruitment process, create a personalised experience. Tailored emails or calls demonstrating genuine interest in someone’s background can have a huge impact. Provide extra insights about the position, key projects, and team culture, so candidates feel well-informed and valued.
Consider asking potential future teammates to join the conversation, helping candidates picture themselves in the role. Video tours of your office or virtual meetups can also bring the workplace to life for remote applicants.
Post-Interview Engagement
Whether they’re successful or not, candidates have invested time and effort, so timely, constructive feedback shows respect. If someone isn’t the right fit today but has the skills you may need tomorrow, keep in touch – add them to your talent pipeline and invite them to future open days.
An inclusive approach that values every applicant, including those who didn’t receive an offer, pays off. People talk, and positive word of mouth can boost your employer brand in ways advertising can’t. Consider setting up an alum network or referral scheme – today’s runner-up might be your star candidate next year.
Authentically Showcasing Your Culture
Highlighting a strong, diverse culture has never been more important, particularly as younger candidates enter the finance market. Don’t just post a corporate “values statement” on your website. Share genuine insights from your team’s employees. Ask them to tell their stories and highlight their accomplishments on your “People” page and social media.
Let future candidates see your commitment to developing your people. Outline the structured career pathways you offer and whether you support qualifications like ACCA or CIMA. Draw attention to mentorship programmes, cross-functional opportunities, and ongoing workshops.
Remember to be transparent about your purpose-driven initiatives in your finance employer branding. Give candidates clear examples of how your finance function contributes to responsible investing, community outreach, or green financing. Organisations like HSBC have made bold moves towards net zero, exemplifying how a finance team can drive wider corporate transformation.
When you offer a genuine look at how everyday roles connect to a bigger mission, you’re far more likely to attract people who align with and enrich your culture.
Measuring Success and Continuous Improvement
To keep your finance recruitment strategy effective over time, you need to measure what’s working and what isn’t. Tracking a few key metrics can offer valuable insights, such as:
- Candidate Satisfaction Scores: Gathering feedback about the recruitment experience helps you identify strengths and address problem areas.
- Offer Acceptance Rates: A low acceptance rate could mean you’re facing stiff competition or your package doesn’t stand out.
- Time-to-Hire and Cost-per-Hire: Monitoring these helps you spot inefficiencies and evaluate the return on investment for your chosen channels or tools.
- Quality of Hire: Looking at retention and performance after a candidate joins reveals the long-term impact of your recruitment efforts.
Beyond looking at numbers, gather real feedback from your team. Send out structured surveys or host one-to-one meetings with new and existing hires. Monitor how quickly new team members settle in, and find out what they struggle with.
Build a plan for constant improvement around these insights. You might trial different interview formats or job advert styles to see what leads to better results. Keep an eye on industry benchmarks, too—knowing how you stack up to the competitors helps shape your next move.
Engaging and Retaining Finance Employees
Recruitment in 2025 – particularly in the finance sector – isn’t just about filling gaps. It’s about building the agility, resilience, and expertise that can carry your organisation forward. By focusing on what candidates really want, updating your recruitment strategy, and committing to a constant process of nurturing and empowering your staff, you ensure your team thrives.
The road ahead is going to become even more complicated for companies hiring finance professionals, so now is the time to take action. Step back, examine your current approach, and ask yourself if you’re really engaging the best candidates.
If not, be proactive about fixing the problem. After all, in finance, your people aren’t just numbers on a spreadsheet; they’re your future.
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 understand employer and employee needs and match them perfectly.
To learn more, contact one of our team members today or call us at 01282 930930.
