Master Finance Recruitment: A Guide for Candidates and Hiring Managers

By EMEA Recruitment
01 May, 2024
Interviewee and hiring manager

As a candidate seeking development through a new assignment, it is helpful to streamline your job search and establish your professional desires and requirements upfront.

Instead of diving straight into evaluating potential roles based on location, salary, and company type, we suggest candidates first reflect on their current standpoint: Are you seeking a new challenge or aiming for a lateral move?

Clarifying your motivation for change is crucial in achieving your objectives, especially when seeking relevant opportunities. Vaguely defined motivations can result in a bad career move, forcing you to re-enter the job market again when not in the right position, and this can be to the detriment of an otherwise strong CV.

EMEA Recruitment can add value to your job search as our consultants and research team are Finance recruitment experts and we can offer you highly tailored career advice on how to achieve your goals. To discuss how we can support you in further detail, please do get in touch: [email protected] 

Our Advice for Aspiring Hiring Managers: 

A streamlined hiring process helps ensure you identify candidates with the right cultural fit and eliminate wasted time to the greatest possible extent.

Firstly, branch out to your network to understand the profiles currently available in the market and any prevalent skills shortages. Modifications to the role resulting from market trends may have wider implications, such as who needs to meet this prospective individual before deciding whether to offer them the role.

Two or three interviews is considered the ideal range, as an overly drawn-out hiring process with too many stakeholders can create delays and subsequently a negative candidate experience, particularly in high-demand role categories.

Combining hard and soft skill assessments can add value if used correctly. In Finance, this might mean a test to accurately assess proficiency with certain software. Always align with the candidate on a deadline for completion; this not only ensures the process remains on track, but gives a gauge on how ‘bought-in’ they are to the opportunity.

At EMEA, our people-first approach makes us the ideal strategic business partner across Finance, Human Resources, and Procurement and Supply Chain. By listening, collaborating and championing your business we’re able to overcome even the most challenging of search scenarios. To learn more, please contact: [email protected] 

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The Swiss employment landscape is showing a promising uptick, with employment levels rising by 1.8% from last, signalling a robust economy and positive business sentiments. Despite this encouraging increase, the impact on HR jobs in Switzerland is expected to be gradual due to the function experiencing stabilisation rather than immediate expansion: while companies are hiring, the demand for HR professionals is disproportionally low. Reasons include advancements in HR technology that streamline processes and reduce the need for additional personnel, and the strategic shift from transactional tasks to more consultative and strategic functions.

The gradual impact of the overall employment rate increase on Swiss HR roles illustrates a shift towards a more strategic and specialised approach in HR functions, highlighting the critical role HR professionals play in aligning talent acquisition with the long-term objectives of their organisations. Rather than focusing on volume hiring, HR professionals are increasingly required to bring a deep understanding of their wider industry.

Moreover, the way in which roles are being filled illustrates another critical dynamic: many positions managed by EMEA Recruitment are confidential, under a retained mandate. Senior and specialised, these searches require a discreet and strategic approach, as confidentiality is paramount to avoid disruption within the organisation and/or the broader market.

Retained mandates reflect a long-term commitment between EMEA Recruitment and our clients, where we combine data-driven market insights with a thorough and dedicated search process. A comprehensive understanding of our client’s culture, needs and long-term goals is paramount; the growth in such engagements further underscores the strategic evolution of HR roles.

If you would like to learn more about our insight tools and confidential, retained recruitment services - or you’re looking for support in your search for a new role, please don't hesitate to get in touch

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When was the last time you updated your resume? Regardless of whether you're actively searching for a new role, passively keeping an eye on the market, or content in your current position, it's important to regularly review and update your CV. You never know when a dream opportunity may come along, and passive candidates often benefit most from being able to apply for a role swiftly.

The summer period in particular is a prime time to reflect on your next career move and strengthen your position for new opportunities as many professionals see this period as downtime. Regularly adding tangible key achievements, polishing any career advancements and generally reviewing your development is a great way to stay ahead and stand out from the competition.

As part of our specialised service at EMEA Recruitment, we offer in-depth Career Consultations covering career development and CV reviews to help our network excel in the market.


If you need help updating your profile, cv consultation, or assistance with mapping out your career trajectory, contact our Procurement, Supply Chain & Operations recruitment team for more information. We're here to support and guide you towards your next move!

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However, businesses are still experiencing skills gaps in their organisations, impacting the ability to grow and evolve. As a result, we’ve witnessed an increased focus on developing internal talent, and with it an uplift in demand for Talent Management professionals able to bring a more integrated approach to employee development and fill key HR jobs.

Businesses are ensuring that the right conversations are happening by implementing a talent management framework. Many of our clients emphasise the importance of their performance management process in ensuring they manage and drive performance correctly. Implementing a robust succession plan and having a strong ‘bench’ is similarly high on the agenda.

If your organisation is facing similar challenges, or if you're looking to strengthen your talent management strategy, contact our HR Recruitment Team to learn how we can help you build a future-ready workforce and access top-tier talent.

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The Netherlands, like many countries, is experiencing a dynamic shift in work culture. Our conversations with clients and candidates alike reflect a growing trend: employers are increasingly keen to coax employees back to regular, office based hours. But what does this mean for employees who have grown accustomed to the flexibility of working a remote job?

The Statistics

In 2021, 2 million people in the Netherlands ‘frequently’ worked remotely. Fast forward to 2023 and their number has dropped to 1.25 million. Additionally, employees who 'occasionally' worked from home rose from 3 million in 2021 to 3.75 million in 2023, confirming indications that hybrid arrangements that combine office and home-working are on the rise.

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If your business is grappling with changes to your hybrid working model/employee retention and satisfaction rates, or if you’re looking for heightened flexibility in your next career move, we are here to support you. Reach out to one of our dedicated team members and see how we can support you in your efforts.

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As the prevalence of Artificial Intelligence increases, businesses are aiming to automate processes and improve efficiency, with the Recruitment industry beginning to tap into this. From talent identification to candidate updates, could AI significantly impact the future of recruitment specialists? We argue that AI is best considered a supporting tool and should not replace the role of specialist recruitment consultants.

HR and Talent divisions are already exploring AI tools to streamline administrative aspects of recruitment processes, such as writing job adverts and automating key processes. One potential benefit is that the introduction of AI frees up valuable time to be better invested in the end-to-end candidate, ensuring a more personalised approach from the recruiter or hiring manager. And, as AI continues to develop, it has the potential to eliminate human bias in the hiring process, ensuring greater diversity in the workforce.

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Impersonal approaches leave a negative impression on prospective employees and can lead to top talent being inadvertently rejected during the screening process. Whilst AI has huge potential, it's unable to currently replicate human understanding of cultural and 'soft-skill' compatibility that an experienced recruiter brings. The importance of a people-first approach will remain significant over time.

At EMEA Recruitment, we use AI-enabled tools to maximise reach in early-stage candidate search and, in doing so, spend a greater proportion of time focussed on delivering best-in-class candidate and client experience throughout the process. There’s no doubt that AI will continue to play a supporting role in our mission to be ‘the bastion of people-first recruitment’ - but it will never take centre stage.

To learn more about how we can leverage AI to support your talent needs, get in touch: [email protected]

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Building on this theme, in March 2024 we hosted a successful networking event in Basel, bringing together local HR professionals to discuss and address current challenges within the current landscape.

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We received overwhelmingly positive feedback from guests. If this mail was forwarded to you, do please get in touch, as we will inevitably hold more events in key cities and would be happy to have you join us to network with your peers.

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