The Future of Hiring in Financial Services: 5 Trends Shaping Talent Acquisition in 2025
The financial services sector has undergone a profound transformation over the past five years. From the rapid adoption of AI tools to the shift in candidate expectations around flexibility and purpose-driven work, the hiring landscape in 2025 looks vastly different than it did just a few years ago.
At IRCFS, we speak with hiring managers, executives, and top talent daily. Here are five trends we’re seeing that are shaping recruitment in the financial services industry—and what you can do to stay ahead.
1. Skills Over Titles: The Rise of Competency-Based Hiring
Gone are the days when a job title alone was enough to open doors. Today’s hiring managers are prioritizing technical skills, adaptability, and industry certifications over linear career paths.
What this means for hiring managers: Revise your job descriptions to focus on deliverables and core competencies. Look beyond traditional CVs and explore candidate portfolios, projects, and assessments.
2. Flexibility Is No Longer a Perk—It’s a Dealbreaker
Hybrid and remote roles have become the norm in many parts of the financial services industry, especially in fintech, insurance, and consulting. Candidates are now negotiating flexibility as a core component of their packages.
Actionable tip: If your team is back in the office full-time, consider introducing at least a hybrid option. Emphasise flexibility in your job ads—candidates are actively searching for it.
3. AI in Recruitment: Augmentation, Not Replacement
AI tools are now being used to streamline candidate sourcing, automate interview scheduling, and even assess soft skills. But while technology is speeding up hiring processes, the human touch is more vital than ever.
What we recommend: Use AI to remove friction, not connection. Candidates still value conversations, feedback, and relationships. Keep your hiring process efficient—but human.
4. Diversity and Inclusion Remain Front and Centre
The push for diverse representation has evolved from a corporate buzzword into a measurable hiring metric. Today’s jobseekers—particularly Gen Z—are actively seeking employers who walk the talk on inclusion.
How to lead on this: Audit your recruitment channels and shortlist processes for bias. Partner with recruiters who can reach underrepresented talent pools and help craft inclusive job adverts.
5. Employer Branding Is a Must-Have, Not a Nice-to-Have
In 2025, candidates are vetting companies as much as companies vet candidates. They’re checking Glassdoor, LinkedIn, and your website before deciding to apply.
Quick win: Make sure your online presence reflects your culture, values, and leadership. Highlight employee testimonials, career development opportunities, and any community or ESG initiatives.
Final Thoughts
Hiring in financial services is becoming both more competitive and more nuanced. As the industry continues to evolve, organisations that are agile, tech-savvy, and people-focused will be best positioned to attract and retain top-tier talent.
At IRCFS, we help our clients not only find the right candidates but also future-proof their talent strategies. If you’d like to explore how we can support your hiring goals in 2025, get in touch with our team.
Need help attracting better candidates or streamlining your recruitment process? Let’s talk contact@ircfs.com