One of the biggest reasons businesses lose top finance talent isn't salary.
It's the interview process.
Over the last few years, I've seen a shift in the market. The strongest Finance Directors, Controllers and Business Partners aren't just being assessed by employers. They're assessing employers too. And when they have multiple opportunities on the table, a slow or disorganised process can quickly push them elsewhere.
Great Candidates Don't Stay Available for Long
I regularly hear the same frustrations from hiring managers:
"We lost out to another offer."
"The candidate was off the market before we could complete the process."
The reality is that the best finance professionals are rarely active on the market for long. They often have several conversations progressing at once, so what feels like a minor delay internally can make a huge difference externally. A week to arrange a second interview. Two weeks to provide feedback. Last-minute reschedules.
These things matter. I'm not advocating rushed hiring decisions. I'm advocating prepared hiring decisions.
Your Interview Process Is Your Employer Brand
Many businesses invest heavily in employer branding, but candidates often form their strongest opinions during the recruitment process itself. An interviewer arriving unprepared. Delayed communication. Multiple diary issues.
Candidates notice it all and it sends major warning signs, leaving them asking “Is this what it would be like to work here?”
If the process feels well organised, communicative and decisive, confidence grows. If it feels slow and fragmented, doubts start to appear.
Structure Beats Reactivity
The best hiring processes are mapped out before recruitment begins. The strongest employers I work with typically agree:
·Interview stages
·Decision makers
·Assessment criteria
·Feedback timelines
·Responsibilities for each interviewer
As a result, decisions happen faster, stakeholders stay aligned and candidates remain engaged. Without that structure, recruitment often becomes reactive, which is when delays start creeping in.
Feedback Matters More Than You Think
Feedback is one of the biggest frustrations candidates raise with me. People invest significant time preparing for interviews, often alongside demanding roles and busy schedules. A generic rejection email, or worse, no feedback at all, can leave a lasting impression.
Providing timely, constructive feedback demonstrates professionalism and respect. In fact, some of the most positive conversations I've had with candidates have followed unsuccessful interviews. I've shared honest, detailed feedback, and candidates have called simply to thank me for taking the time to explain the decision and highlight areas for development. They may not have secured the role, but they left the process with a positive impression of both the opportunity and the employer.
That's why feedback matters. It's not just about closing the loop. It's about treating people well and protecting your reputation in the market.
The Best Interview Processes Win the Best Talent
Interviews aren't just about assessing candidates anymore. They're about selling the opportunity, showcasing your leadership team and building confidence in your organisation. The businesses that consistently secure top finance talent aren't always the ones with the biggest budgets. They're the ones that communicate clearly, move with purpose and create a positive candidate experience from start to finish.
A Few Simple Ways to Improve
·Agree the hiring process upfront
·Align stakeholder availability before launching the search
·Keep momentum between interview stages
·Communicate timelines clearly
·Provide timely feedback
·Remember that candidates are assessing you too
In a competitive market, small improvements to your interview process can make a significant difference. Because if your process is slow, unclear or overly complicated, chances are your best candidate is already interviewing somewhere else.
Building your Finance team?
Whether you're hiring finance talent and want advice on building a process that keeps the best candidates engaged, or you're considering your own next career move, I'm always happy to share what I'm seeing in the market.
Get in touch with me to discuss your hiring plans, career plans or simply to get some advice on the market.
