Job Description

?Here at Sharp Consultancy, we know just how important it is to hire the right person-not just in terms of experience, but also personality and overall fit within your business.Getting this wrong can be costly, not only financially, but in terms of time and effort spent on onboarding and training someone who ultimately might not work out.To help avoid this, Soraya Downing has put together 5 key red flags to watch out for when reviewing CVs or interviewing finance candidates: 1. Vague or General Responses A genuinely interested candidate will come to job interviews prepared with detailed answers that clearly link their experience and skills to the role they're applying for. If their responses are vague or lacking depth, it can be a sign that they haven't taken the time to prepare-or worse, they're not truly engaged with the opportunity.Ideally, you want to hear specific examples backed up with figures or results. ??It's worth noting that bad answer doesn't always mean the candidate isn't prepared or doesn't have the required experience, it could be that your question is confusing and needs rephrasing.For example, asking "Can you walk me through your main responsibilities in your most recent role, particularly those related to [payroll/management reporting/credit control/etc.]?" is likely to generate more specific and useful answers than a vague question like "Tell me about your most recent role."?Try practising your question on a colleague or someone you manage and see if they struggle to answer. They will be able to help you scrutinise the question and suggest better wording or elaboration to avoid any confusion.If you require support with conducting job interviews or creating targeted interview questions, we're always happy to help. With a team of over 25 consultants who each specialise within different areas of finance and accountancy recruitment, we've interviewed thousands of candidates - and we know what works. 2. Inconsistent Career HistoryWe fully support career moves-most of the time, they signal progression and ambition, which is great to see. However, when a CV shows a pattern of short-term employments with no solid explanation, or recurring reasons for leaving, this can indicate potential issues with commitment, adaptability, or performance.There can be many reasons why a candidate has several short-term roles on their CV. For example, they could have completed several temporary or short-term interim contracts without making this clear on their CV or they may have experienced a series of redundancies beyond their control. Always dig a little deeper in these cases, they may be acceptably explained but there could also be something bigger at play.When you engage with us as your recruitment partner, we will never put forward a candidate that hasn't been fully vetted and their career history and suitability examined. We will have all already done the 'deep digging', so all short-term roles and employment gaps are explained to you from the get-go. It takes the guesswork out of the process and saves you valuable time. 3. Poor Communication SkillsIt's natural for candidates to be a little nervous in interviews, but for senior finance roles in particular, strong communication is non-negotiable. If someone consistently gives vague answers, struggles to explain their experience, or avoids eye contact, it could raise concerns about how they'll present to stakeholders or collaborate across teams. At this level, you're looking for clear, confident communication-even under pressure.?If you're unsure about a candidate's communication skills, especially in a senior finance role, consider including a short task or second-stage interview focused on presenting or explaining a topic. For example, ask them to walk you through a recent financial project or prepare a brief summary of how they'd present key financials to non-finance stakeholders. This gives you a clearer sense of how they structure information, handle questions, and communicate under mild pressure. When you engage with us we'll work with you to understand whether a candidate's communication style will align with your specific team dynamics and stakeholder environment-something that is key to a successful long-term hire but often overlooked.?4. Lack of Curiosity or InitiativeTop finance professionals are naturally curious and proactive. They're the ones who suggest improvements to systems or processes without being asked. If a candidate shows no interest in how they can add value to your business and the role, or doesn't ask questions during the interview, that could be a red flag that they're more reactive than proactive.Sometimes that might be exactly what you are looking for, but other times, recognising this about a candidate early on could be your saving grace in hiring someone unfit for the role in question. 5. No Signs of a Growth MindsetIf you're hiring with the goal of developing someone long-term, look for signs they're committed to personal and professional growth. This could be studying towards a qualification like ACCA, CIMA, or ACA or asking thoughtful questions about the business's future.A lack of interest in development can often translate into a lack of long-term engagement to the role and your company. Even when not looking for a long-term hire, a candidate who exhibits no desire for their long-term career and growth can be a sign that they might not even stick it out for a shorter period of time.As your recruitment partner, it really helps to understand what you want out of a hire. Don't be shy in telling us what skills and qualities you want and don't want a new employee to have for the role you are hiring for. If you give us as much information about the role and the company as possible, we can then use this knowledge in our candidate selection process to only suggest candidates which have the necessary qualities you are looking for. Final Thoughts Sharp Consultancy has been recruiting finance professionals across Yorkshire for over 30 years. Our proven process allows us to spot these red flags early, helping our clients avoid costly hiring mistakes. By keeping the above points in mind, you'll be in a much stronger position to hire the right finance talent for your team.If you're currently hiring, or planning to, and want to avoid the common pitfalls, we'd love to support you. From advising on interview strategy to identifying candidates with the right mix of skills and mindset, we're here to make the process easier-and more successful.Soraya specialises in recruiting for permanent Part Qualified, Qualified by Experience and Qualified finance roles with salaries ranging from 30,000 to 50,000 across Doncaster, Rotherham, Barnsley, Worksop, Hull and the surrounding areas. Get in touch with Soraya today - sorayadowning@sharpconsultancy.com - 0114 261 1700 or SUBMIT A VACANCY.?
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Job details Posted 08 September 2025 Salary 32,000 - 34,000 Competitive LocationBradford Job type Discipline ReferenceLOF41298-2
Consultant
Senior Consultant
HR Manager (Part-time)
Job description
?Are you a Human Resources Leader in a Fast-Paced Manufacturing Setting?
We're looking for a driven and knowledgeable HR specialist to take charge of our people operations and contribute to a thriving workplace culture. This pivotal role will influence employee engagement, ensure legal and policy compliance, and support our business objectives through forward-thinking HR strategies.
Main Duties:

• Develop and oversee onboarding and offboarding processes to ensure seamless transitions for incoming and outgoing employees.

• Manage employee benefits, regularly assessing and suggesting enhancements to improve offerings.

• Advise on employee relations matters, including attendance, disciplinary procedures, grievances, and performance management.

• Organize and facilitate training sessions and career development initiatives to build team capability.

• Lead recruitment and retention efforts to meet staffing needs in a high-demand environment.

• Draft and maintain employment-related documents such as contracts, job specs, and offer letters.

• Keep HR policies current with legal requirements and company standards.

• Produce monthly reports and HR analytics to monitor trends, costs, and effectiveness.

• Maintain accurate personnel records, including leave tracking and personal information.

• Ensure all HR activities are in line with UK employment legislation and internal guidelines.

Ideal Characteristics:

• Energetic and flexible, with the ability to adapt to changing business priorities.

• Honest, dependable, and genuine in interactions.

• Composed under pressure and able to navigate complex situations with resilience.

• Detail-focused and committed to delivering high-quality work.

• Professional and principled in all dealings.

Skills & Strengths:
Comfortable working independently and as part of a team.
Communicates clearly and ensures understanding across all levels.
Excellent time management and organizational abilities.
Solutions-oriented with a mindset geared toward continuous improvement.
Familiar with health & safety and quality compliance standards.
Goal-driven and enthusiastic about contributing to team success.
Capable of juggling multiple tasks while maintaining clarity and sound decision-making.
Meticulous with administrative accuracy and detail.
Experience & Qualifications:
Strong verbal and written communication skills.
Skilled at building relationships and influencing stakeholders.
Experienced in handling sensitive information with care and professionalism.
Proven track record of resolving challenges proactively and constructively.
Sharp Consultancy is a finance and accountancy recruitment specialist assisting accounting and finance divisions of businesses in the Yorkshire and Derbyshire area. With over 30 years' experience we pride ourselves on sourcing excellent finance professionals across all divisions of an accounts function.
Candidates must be eligible to work in the UK full time without restriction. To apply please send your CV to the e-mail address stated, quoting our reference and specifying which website you saw this position advertised on. Due to the high volume of applications, we receive it is not always possible to respond to unsuccessful applicants. Therefore, if we have not responded to your application within seven days, please note that on this occasion your application has not been successful.

Skills Required