Common Mistakes in Accountancy Recruitment

Hiring accountants should be simple, but small missteps in process or positioning often slow hiring and increase the risk of a mis-hire. This guide outlines the most common mistakes in accountancy recruitment and how to avoid them. Sewell Wallis helps employers fill permanent and interim finance roles faster across the UK, including key markets such as Leeds and Sheffield.

Key Takeaways:

Vague briefs and generic job ads attract unsuitable applicants
Slow, multi-stage processes cause top finance candidates to drop out
Skipping skills tests and references increases mis-hire risk
Regular salary benchmarking and strong candidate experience speed up hiring
A data-led process with clear expectations improves quality, time-to-hire, and retention

Where Most Accountancy Recruitment Processes Go Wrong

Unclear role definition - No agreement on outputs, reporting lines, or success measures
Generic job descriptions - Duties listed without outcomes or impact
Weak employer value proposition - Failing to sell the role, team, and flexibility
Slow scheduling - Weeks between stages and unavailable stakeholders
Limited sourcing channels - Over-reliance on job boards instead of search, referrals, and networks

What Your Screening Should Reveal

Do:

Define must-have competencies: technical (IFRS, month-end, audit) and commercial (stakeholder management, insight)
Use short, role-relevant skills tests or case studies
Probe measurable outcomes like savings delivered or reporting improved
Validate context such as team size, systems used, and sector background
Confirm motivation, availability, and salary expectations early

Don’t:

Accept vague claims without metrics
Skip reference checks for speed
Ignore transferable skills from related sectors
Overlook short tenures or gaps without explanation
Run excessive interview stages for mid-level roles

How Pay and Flexibility Affect Offers

Out-of-date salary bands often lead to rejected offers. Benchmark by location and specialism, reviewing quarterly. Rigid working patterns reduce your candidate pool, as many finance professionals now expect hybrid options and clear progression pathways. Unclear or missing benefits such as study support or wellbeing perks can also weaken your offer.

Why Strong Candidates Drop Out

Process delays - Top accountants often manage multiple offers; slow feedback loses them
Poor communication - Unanswered questions about team structure or systems create doubt
Interview fatigue - Repeated interviews without added value frustrate candidates

The Risks of Skipping Assessments and References

System misalignment - Candidates overstate ERP or Excel ability
Compliance risk - Weak understanding of audit and control requirements
Limited business partnering - Technically capable but unable to influence or advise

How to Fix Common Accountancy Hiring Mistakes

Align the brief - Define responsibilities, KPIs, salary, and flexibility before advertising
Write outcome-led job ads - Focus on impact such as “improve cash forecasting accuracy by X%”
Shortlist with structure - Use scorecards and 20-minute technical screens
Assess skills, not just stories - Use practical tests or case studies
Accelerate interviews - Two stages for most roles, with feedback within 48 hours
Benchmark pay quarterly - Align to Leeds, Sheffield, and UK market rates
Sell the opportunity - Highlight team culture, tech stack, and progression
Use interim cover - Maintain operations during audits or backlogs
Close decisively - Manage counteroffers and confirm timelines clearly
Partner with specialists - Work with Sewell Wallis for targeted search and pre-vetted shortlists

FAQs

Q: What’s the biggest mistake in accountancy recruitment?
A: A vague brief that leads to generic ads and unsuitable candidates.

Q: How many interview stages are ideal for mid-level finance roles?
A: Two, a structured competency interview and a final stakeholder meeting.

Q: Do I really need a skills test?
A: Yes. Short, relevant tests reduce mis-hire risk and boost confidence for both sides.

Q: How can I stop candidates dropping out?
A: Pre-book interviews, give feedback quickly, and share salary and flexibility upfront.

Q: When should I consider interim finance roles?
A: When business-critical work like audits or implementations can’t wait for a permanent hire.

About the Author

Written by a member of the Sewell Wallis content team, this article draws on first-hand experience supporting finance and accountancy recruitment across Yorkshire and the UK. The author works with businesses to streamline hiring, benchmark salaries, and build stronger finance teams.

Improve Your Accountancy Recruitment Results

Avoid the mistakes that slow finance hiring and lead to costly mis-hires. Sewell Wallis helps employers create outcome-led briefs, market-aligned shortlists, and faster offer processes across permanent and interim finance roles. Contact Us today to strengthen your finance team.