Why Your Hiring Process Is Costing You Top Finance Talent (And How to Fix It) Hiring finance professionals is more competitive than ever. Candidates with in-demand skills, whether in financial planning, data analytics, business partnering, or transformation, are often juggling multiple offers and moving quickly through the market. Yet too many businesses are losing out on top talent. Not because of poor compensation or lack of opportunity, but because their hiring process is too slow, too unclear, or too frustrating. This post explores the hidden costs of a broken hiring process and what finance leaders and hiring managers can do to fix it—before losing another great candidate. The Real Cost of a Poor Hiring Process You might think your recruitment process is “fine”—but candidates see it differently. And in a candidate-led finance market, their perception is what matters. Here’s how a substandard process costs you more than you might realise: 1. Lost Candidates Top finance professionals often have multiple opportunities on the go. If your process drags out by a week longer than necessary, they will simply move on. Once interest drops, it is rarely recovered. “We really liked them, but they’d already accepted another offer” → Translation: You were too slow. 2. Brand Damage Even candidates you do not hire become brand advocates—or critics. A disorganised or impersonal process reflects poorly on your business and damages future engagement with talent. 3. Internal Strain Delays in hiring can place additional stress on finance teams already stretched thin, affecting month-end close, project delivery, and team morale. 4. Higher Cost Per Hire Longer hiring cycles mean more time spent by internal teams, higher agency fees, and possible temporary cover—all of which hit your budget. Common Hiring Process Failures in Finance Having recruited for finance teams across growth businesses, SMEs, and corporates, these are the most common pitfalls we see: • Delayed Feedback Loops Managers take too long to review CVs or provide feedback after interviews, creating bottlenecks and giving candidates the impression you are not serious. • Overly Complex Processes Five interview stages, lengthy assessments, and unclear timelines frustrate candidates. If they cannot see a clear path to offer, they disengage. • Unclear Role Definition If hiring managers are not aligned on what they need, the interview experience becomes inconsistent. Candidates leave uncertain—and unimpressed. • Poor Communication Silence after an interview. Vague next steps. Lack of feedback. All of these are red flags for candidates—especially those with high standards. • No Flexibility Rigid scheduling, inability to accommodate virtual interviews, or insisting on full-time office presence when the market is moving hybrid-first—all drive talent away. The Solution: A Smarter, Faster, More Human Process The good news? Most of these issues are fixable. Here is how: 1. Define the Role and Ideal Candidate Up Front Before advertising, align all stakeholders on what success looks like. Agree on core skills, culture fit, and key outcomes. This will reduce decision-making time later. 2. Streamline Interview Stages Aim for no more than three meaningful interactions: Initial screening (can be recruiter-led) Hiring manager interview Final stage (with stakeholder, task, or panel) Each should have a clear purpose and add value to both you and the candidate. 3. Set and Stick to Timelines From first CV received to offer, aim to complete the process within 3 weeks. Communicate this upfront and hold everyone accountable internally. 4. Improve Communication Keep candidates in the loop, even if there is a delay. Provide feedback after every stage—even brief, constructive feedback is appreciated and enhances your reputation. 5. Invest in Interview Training Ensure your hiring managers know how to run an effective interview. Poor interviewing is a top reason candidates turn down offers—especially in finance, where credibility matters. 6. Use Tech for Efficiency, Not Avoidance Applicant tracking systems and scheduling tools are helpful—but don’t hide behind them. Candidates value personal engagement and responsiveness. Bonus: What Exceptional Hiring Looks Like We recently worked with a finance leader hiring a Financial Controller for a high-growth SaaS business. The role was defined in detail before the search began. Interview stages were clear and spaced over 10 days. Feedback was given within 24 hours after each stage. An offer was made—and accepted—within 3 weeks. The result? A high-calibre candidate turned down another opportunity to join them, citing “the professionalism and pace of the process” as the key reason. That is what great hiring looks like. Final Thought You cannot control the market—but you can control your process. In a competitive finance talent landscape, businesses that move faster, communicate better, and respect candidates’ time are the ones winning the best people. The cost of a bad process is high. But the return on getting it right? Transformational. If you are serious about hiring top finance talent—start by fixing your process.

Recruiting in the Age of AI: What It Means for Finance Talent The finance function is evolving fast and so is the way finance professionals are hired. AI is transforming not only how finance teams work, but also how employers attract, assess, and select candidates. For hiring managers, recruiters, and candidates alike, it is essential to understand how artificial intelligence is reshaping recruitment, and what that means for securing top-tier finance talent. AI in Recruitment: What’s Actually Happening? AI is now involved in multiple stages of the hiring process. While it is not replacing recruiters or hiring managers, it is being used to automate, accelerate, and refine decision-making in several areas: 1. CV Screening and Candidate Shortlisting AI-powered applicant tracking systems (ATS) can scan hundreds of CVs in seconds, searching for relevant keywords, qualifications, and experience. This can be helpful—but also risky. Over-reliance on automation may lead to strong candidates being missed due to formatting quirks or keyword gaps. 2. Video Interview Analysis Some companies use AI to assess video interviews—scoring candidates on their tone of voice, language use, and facial expressions. While this technology is controversial and still developing, it is gaining traction in high-volume hiring environments. 3. Skill Assessments and Behavioural Tests AI is increasingly used to power cognitive and behavioural assessments. These tools aim to measure problem-solving ability, attention to detail, or cultural alignment—sometimes before a human interviewer gets involved. 4. Candidate Matching Algorithms Platforms like LinkedIn and job boards now use AI to match candidates to job ads, helping recruiters identify potential fits faster. However, these systems rely on strong profile data and job descriptions to work well. What This Means for Employers Hiring Finance Talent AI can streamline parts of the hiring process—but it is not without risks. To stay competitive and attract top finance talent, hiring managers must blend the efficiency of AI with human oversight and a strong candidate experience. Key Recommendations: Don’t rely solely on automation: Always review AI shortlists with human judgement. Keep job descriptions clear and accurate: AI systems depend on your inputs. Vague or generic language will result in poor matches. Audit for bias: AI tools can inherit bias from historical data. Choose vendors who offer transparency and active monitoring. Maintain personal contact: Candidates still value relationships. Use automation to enhance communication, not replace it. What This Means for Finance Professionals As AI tools filter and assess candidates more frequently, finance professionals must adapt their approach to job applications and interviews. How Candidates Can Stay Ahead: Optimise your CV for ATS: Use clear job titles, include keywords from the job ad, and avoid overly designed formats. Focus on clarity: Make your skills and achievements easy to find. AI systems are not great at interpreting nuance. Prepare for AI-enhanced interviews: Be aware that tone, confidence, and clarity may be analysed by algorithms, especially in recorded interviews. Build your digital profile: Ensure your LinkedIn and job board profiles are detailed, keyword-rich, and up to date. This increases your chances of being matched to relevant roles. The Risks of Overusing AI in Hiring Despite its potential, AI in recruitment presents real challenges: Algorithmic bias: If the training data used by AI tools is skewed, the tool may favour or exclude candidates based on factors unrelated to ability. Poor candidate experience: Over-automation can lead to impersonal, confusing, or frustrating processes—damaging your employer brand. Lack of transparency: Many AI tools operate as black boxes. Candidates and hiring managers alike may not understand how decisions are being made. This is why the most effective recruitment processes will be those that keep people at the centre. The Future of Finance Hiring: Human + AI Looking ahead, the recruitment process is unlikely to become fully automated—especially in finance, where roles are high-stakes and require strong alignment with business strategy and culture. What we will see is a blend of: AI for efficiency: Screening, scheduling, and analysing large datasets quickly Humans for judgement: Evaluating soft skills, cultural fit, and long-term potential The hiring managers who master both will win the race for top talent. AI is not replacing recruiters or hiring managers. But it is changing how we work, who we find, and how we make decisions. In finance recruitment, where the quality of your hires directly impacts business performance, it is vital to use AI intelligently—without losing the human touch. Those who strike the right balance will build better teams, faster.