What we notice in the first minute of reviewing a finance CV

Two finance professionals can have almost identical CVs, yet one secures multiple interviews while the other is consistently overlooked. Here’s why.

For many finance professionals, updating a CV means adding a new job title, listing responsibilities and highlighting qualifications. While all of these are important, they are rarely what determines whether a candidate progresses to interview.

After placing finance professionals across South Africa for many years, one thing has become clear. A CV is far more than a summary of someone’s employment history.

It tells a story.

Experienced finance recruiters aren’t simply looking for keywords or qualifications. They’re looking for patterns, progression, evidence of commercial thinking and indicators that suggest how someone is likely to perform in a new environment.

Two candidates may hold the same degree, have similar years of experience and even work in the same industry. Yet their CVs can create completely different impressions.

Understanding what recruiters actually look for can help finance professionals present themselves far more effectively.

The First Review Happens Faster Than You Think

Many candidates assume recruiters spend a long time reading every CV in detail.

In reality, the first review is surprisingly quick.

Within the first minute, experienced recruiters begin to form an opinion.

They are asking questions such as:

• Does this candidate’s experience align with the role?
• Is there a logical career progression?
• Have they remained at one level for too long?
• Does the CV demonstrate increasing responsibility?
• Is there anything that immediately raises concern?
• Only after those initial questions have been answered does a recruiter begin exploring the finer detail.

Career Progression Often Matters More Than Job Titles

One of the strongest indicators of future potential is progression. Recruiters are looking for evidence that your responsibilities have expanded over time.

For example: An Accounts Clerk who became an Accountant, then progressed to Financial Accountant before moving into Financial Management tells a clear story of professional growth.

Equally, someone who has remained in the same position for eight or ten years is not automatically viewed negatively.

The important question becomes:

Have they continued to grow within that role?

Recruiters look for evidence such as:

• managing larger portfolios
• introducing new systems
• mentoring junior staff
• taking ownership of budgeting or forecasting
• leading projects

Growth is not always reflected in a promotion. Sometimes it is reflected in increased responsibility.

Responsibilities Tell Us What You Did. Achievements Tell Us Why It Mattered.

This is one of the biggest differences between an average CV and an exceptional one. Many finance CVs simply list responsibilities.

For example:

• Responsible for month-end reporting.
• Prepared management accounts.
• Managed reconciliations.

These statements tell us what the role involved. They don’t tell us how well it was performed.

Instead, recruiters are looking for examples of impact.

For example:

• Reduced month-end reporting from eight days to five.
• Introduced new reporting processes that improved accuracy.
• Led the implementation of a new ERP system across multiple business units.
• Supported cost-saving initiatives that reduced operational expenditure.

These examples demonstrate commercial contribution rather than simply describing tasks.

Systems Experience Matters More Than Many Candidates Realise

Finance is increasingly driven by technology. One of the first things recruiters often look for is systems exposure.

Experience with platforms such as:

• SAP
• Syspro
• Sage
• Oracle
• Microsoft Dynamics
• Pastel

can significantly influence suitability for certain roles.

This is particularly important in manufacturing, FMCG, retail and multinational organisations where specific ERP systems form part of the day-to-day finance function.

Candidates should clearly indicate:

• which systems they have used
• how extensively they used them
• whether they were involved in implementations, upgrades or reporting improvements

Industry Experience Can Open Doors… But It Doesn’t Always Have To

Many candidates worry that changing industries will limit their opportunities. Sometimes industry experience is essential.

For example:

A Cost Accountant moving into heavy manufacturing may need experience with Bills of Materials, standard costing and inventory management.

Similarly, candidates applying into financial services may require regulatory knowledge that is difficult to learn quickly.

However, recruiters also recognise transferable skills.

Strong commercial finance experience, excellent systems knowledge and demonstrated leadership often outweigh industry differences.

Rather than asking:

“Have they worked in our industry?”

Experienced recruiters also ask:

“Can this person solve our problems?”

Leadership Isn’t About How Many People Report to You

Many finance professionals assume leadership experience is measured by team size.

It isn’t.

Leadership can be demonstrated through:

• mentoring junior colleagues
• leading projects
• driving system improvements
• presenting to executives
• influencing operational decisions

Recruiters look for evidence that candidates take ownership and positively influence those around them.

Commercial Awareness Is Becoming Increasingly Important

The role of finance has evolved significantly.

Modern finance professionals are expected to do far more than report historical numbers.

Employers increasingly look for candidates who can:

• identify risks
• explain trends
• improve profitability
• support operational decision-making
• influence business strategy

Candidates who demonstrate commercial thinking consistently stand out.

The Red Flags Recruiters Notice

While every career is different, certain patterns naturally prompt further discussion.

These include:

Frequent short-term moves

One short role may have a perfectly reasonable explanation. Several short positions in succession may require further exploration.

Lack of progression

Long service is not a concern. A complete absence of increased responsibility over many years may be.

Generic responsibilities

CVs containing only lists of duties provide little insight into capability.

Unexplained employment gaps

Gaps are common. Simply explaining them removes unnecessary uncertainty.

Poor attention to detail

Ironically, finance CVs sometimes contain calculation errors, inconsistent dates or spelling mistakes. For finance professionals, accuracy begins with the CV.

The Green Flags That Immediately Stand Out

Certain things immediately create confidence.

These include:

• ✓ Clear career progression
• ✓ Increasing responsibility
• ✓ Quantifiable achievements
• ✓ Strong systems exposure
• ✓ Professional qualifications and ongoing learning
• ✓ Commercial involvement
• ✓ Stable employment history with logical career moves
• ✓ Clear, well-structured CV presentation

Recruiter Insight

One of the biggest misconceptions candidates have is believing recruiters are looking for the “perfect CV.”

We’re not. We’re looking for evidence of potential. Sometimes the strongest candidate doesn’t have every technical requirement. What they do have is a clear track record of learning, growing, solving problems and adding value. Those qualities often matter far more than a perfectly worded CV.

Final Thoughts

A CV should do more than document where you’ve worked. It should demonstrate how you’ve grown, the value you’ve created and the contribution you’ve made throughout your career. Understanding how experienced finance recruiters evaluate a CV allows candidates to present themselves far more effectively and gives employers greater confidence in the quality of the professionals they interview.

At The People Connection, we look beyond qualifications and job titles. We take the time to understand the person behind the CV because successful finance recruitment is about far more than matching skills to a job description. It’s about finding professionals who can make a lasting impact.