How South African Companies Can Become Employers of Choice for Finance Talent in a Competitive Market
Following the significant shifts in financial recruitment in South Africa, many companies are now asking the same question: How do we stand out and attract exceptional finance professionals when the talent pool is shrinking?
In a market where experienced financial managers, cost accountants, internal auditors, business controllers, and CFO level talent are in high demand, being a recognised employer of choice is no longer optional. It directly affects the quality of your finance team, the speed at which you can hire, and your ability to retain high-performing professionals.
At The People Connection, we work closely with organisations across multiple industries and have a clear view of what truly appeals to today’s finance professionals. Below are the key elements companies must get right to gain a competitive advantage.
1. Build a Clear and Authentic Employer Value Proposition
A strong employer brand is now a core part of financial recruitment. Candidates want to understand who you are beyond your job description.
A compelling EVP communicates:
• What your company stands for
• Your culture and leadership style
• How employees are supported and developed
• What makes your finance team a great place to work
• The long-term opportunities available
When companies fail to articulate these elements, they blend into a crowded market. A clear EVP instantly elevates your attractiveness to high-performing finance professionals who want purposeful, stable work environments.
2. Showcase a Culture That Supports Work-Life Balance
One of the biggest themes emerging in finance recruitment in South Africa is the importance of well-being and balance.
Candidates now ask questions such as:
• How does the company support flexible work
• What is the leadership philosophy around after-hours work
• What is the turnover rate in the finance team
• How manageable are month-end and year-end cycles
Companies that show a genuine commitment to balance attract stronger, more engaged professionals who produce consistent, high quality work.
3. Streamline Your Recruitment Process to Avoid Losing Top Talent
The recruitment process is often the first real impression a candidate has of your organisation. A slow, inconsistent, or overly complicated hiring process can lead to immediate disengagement.
Top finance professionals expect:
• Clear timelines
• Prepared interviewers
• Respect for their time
• Rapid decision-making
• Transparent communication
When companies take weeks between interviews or delay decisions, candidates assume the company may operate the same way internally. In a market where high demand finance professionals receive multiple offers, speed and professionalism are essential.
4. Offer Flexibility That Aligns With the Nature of the Role
Flexibility remains a major differentiator in financial recruitment in South Africa. This does not always mean remote work. It may include:
• Hybrid attendance
• Core hours instead of fixed hours
• Flexibility during peak financial periods
• Trust based performance expectations
Finance professionals are far more likely to consider roles where flexibility exists, even when the salary is not the highest offer on the table.
5. Focus on Leadership Visibility and Engagement
In conversations with senior finance professionals, one theme appears repeatedly. Strong leadership matters.
Candidates want to know:
• Who they will report to
• How accessible leadership is
• How decisions are communicated
• How finance integrates with operations
• Whether leaders respect boundaries and wellbeing
Finance professionals want to work under leaders who empower, not micromanage. Companies that highlight leadership quality during the hiring process consistently attract more experienced candidates.
6. Develop and Showcase Growth Opportunities
Finance professionals are increasingly focused on long-term career growth. They want exposure, development, and opportunities to stretch their skills.
Companies that attract strong talent typically offer:
• Clear career pathways
• Rotational exposure across the business
• Opportunities to work on strategic projects
• Upskilling programs for finance teams
• Regular performance feedback conversations
If you want to attract ambitious, driven finance professionals, training and development must be part of your employer value proposition.
7. Work With a Specialist Financial Recruitment Partner
Many of South Africa’s strongest finance professionals are not active on job boards. They move confidentially, through trusted industry relationships.
A specialist financial recruitment agency gives companies access to:
• Established networks of experienced finance talent
• Candidates who are not in the open market
• Market insight on salaries, expectations, and hiring trends
• Advice on how to tailor roles to attract the right individual
• A more efficient and selective hiring process
At The People Connection, our two-decade-long presence in the finance recruitment sector ensures we connect companies with experienced, high-performing finance professionals who may not respond to public job advertisements.
Final Thought
As competition for finance talent increases, South African companies need more than competitive salaries to attract standout professionals. Employer brand, culture, flexibility, development opportunities, and leadership visibility all play a critical role.
Companies that invest in becoming employers of choice will continue to gain access to strong finance talent even as the market becomes more competitive. Those who resist adapting will experience longer hiring cycles, weaker applicant pools, and higher turnover.
If you would like support in strengthening your ability to attract and retain exceptional finance professionals, The People Connection is ready to partner with you.