By Steve Saah, Executive Director of Finance and Accounting Permanent Placement, Robert HalfUnpredictability has defined much of 2025 so far—and your finance organization is likely feeling pressure on multiple fronts. Stakeholders are looking to you for strategic guidance as the business navigates inflation, market volatility, and shifting consumer behavior. Auditors and regulators are applying extra scrutiny and expecting greater transparency. At the same time, attracting skilled talent remains challenging, with many finance professionals hesitant to make a move in an uncertain job market.In uncertain times, maintaining the status quo might seem like the safest course. But standing still could carry greater risk. Instead, you may want to consider doubling down on efforts to build a future-ready finance team. By focusing on resilience, you’ll help your organization not only weather the current turbulence but also emerge stronger, more agile and better equipped for long-term growth.Here are four talent management strategies that can help you amplify your finance team’s future readiness as your business navigates uncertain times.
1. Prioritize strategic investments in AI to empower your finance team
In an unpredictable business environment, your technology strategy should remain a priority. Even when budgets are constrained and hiring is difficult, continued investment in the right tools—particularly those powered by AI—can provide your finance organization with a meaningful and lasting competitive edge.Thoughtful investments in technology like AI and analytics solutions for finance are a force multiplier because they allow teams to do their best work, faster. They can also enhance your ability to attract and retain skilled talent. Top finance professionals are drawn to businesses that support employees with the latest tools and modern IT infrastructure.How this helps advance future readiness: Reduced manual work, streamlined workflows and data-driven decision making can help your team operate with greater agility and efficiency. You’ll be better equipped to take on complex projects, respond to change faster and deliver consistent value. (AI investments are likely on your road map already: In a Robert Half survey, 95% of finance leaders said their department will be participating in a major digital transformation initiative in the next two years.)
2. Emphasize the importance of soft skills when hiring finance professionals
Technical skills will always be vital in finance and accounting—but soft skills can be even more valuable to business success. As a finance leader, strive to model emotionally intelligent leadership by managing your reactions and encouraging transparency, especially when tensions run high. Show your team how to engage constructively with colleagues and stakeholders feeling the pressure in uncertain times.Encourage your staff members to focus on developing their soft skills and create opportunities that can help them do it. For example, set up mentoring arrangements, encourage peer-to-peer coaching, and design cross-functional projects that stretch communication and leadership skills.Also, be intentional about making emotional intelligence a feature in how you hire, cultivate and promote talent. Don’t just evaluate candidates based on credentials or technical proficiency. Look for adjacent skills and qualities like adaptability, curiosity, empathy and collaborative instinct. These traits can help finance professionals forge stronger business relationships and be more effective teammates.How this helps advance future readiness: A finance team that communicates clearly, collaborates effectively, and maintains composure even as demands shift and tensions rise is better positioned to manage complex work, build lasting client relationships and deliver consistent results.
3. Build a robust talent pipeline through succession planning and more
It’s tempting to take a wait-and-see approach to hiring in an uncertain market. But your need for strong finance talent—both today and in the future—doesn’t pause. The most successful organizations build their pipelines proactively, starting with clear succession plans that identify future leaders and give them the support they need to grow.Begin by engaging employees in meaningful career conversations. Today’s professionals expect specifics from their employers about how they can develop and advance. When team members feel heard and supported, they’re far more likely to stay, step into stretch assignments and be ready when it’s time to move into critical roles.Formal succession planning works best alongside complementary strategies such as:Identifying high-potential talent and giving them leadership opportunities.Encouraging job rotations to broaden skills and business perspective.Bringing in new hires who offer complementary strengths and fresh thinking.Finally, consider a scalable staffing model. Leveraging contract talent and project-based consultants can help you access specialized expertise, keep work moving during peak periods and develop future leaders without immediately expanding permanent headcount.How this helps advance future readiness: A strong talent pipeline that includes both internal team members and on-demand expertise reduces risk, strengthens service delivery and positions your finance function to compete at a higher level. It gives you the bench strength and flexibility to adapt quickly—no matter what the market throws your way.Learn more about the value of taking a strategic approach to talent management in the finance function.
4. Step up your brand-building, inside and out
Your employer brand isn’t just a logo or a polished career site. It’s the sum of your company’s reputation, values and mission, and the day-to-day experience of working in your organization.Assess your brand strength by examining your value proposition. It shouldn’t just sound good—it should be evident in how you serve stakeholders and support your people, and in how you, as a leader, show up across the business. Are you making promises you can keep and delivering on those you’ve made?Next, consider the experience your finance team delivers to internal and external audiences. Do key stakeholders view your team as a trusted partner? Do new hires find that your recruiting messages match the reality of working in your organization?Finally, consider how succession planning supports your employer brand. When your future leaders reflect your values, they give your brand staying power.How this helps advance future readiness: A strong brand keeps your finance organization aligned and focused during periods of change. It reinforces your team’s credibility, strengthens trust with leadership and others, and helps shape future-ready leaders who embody your organization’s values.The result? Finance becomes a valued, strategic partner that can adapt to change quickly, respond to new challenges with confidence and deliver better outcomes—even in uncertain times.
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