perigon2

The Changing Role of the Finance Manager

Wed, 02 Sep 2026 10:10:16 GMT

The role of the Finance Manager is changing.

Traditionally, Finance Managers have been responsible for financial reporting, budgeting, forecasting and compliance. Today, organisations increasingly expect them to do much more: influence strategy, support commercial decisions and lead finance transformation.

For businesses hiring their next finance leader, the question is no longer simply whether someone can manage the numbers. Can they help the business make better decisions?

5 capabilities shaping the next generation of Finance Managers

1. Commercial thinking

Finance Managers are increasingly expected to move beyond reporting what happened and help shape what happens next.

That means understanding the broader business, challenging assumptions and translating financial insights into commercial recommendations.

In Australia, Hays has identified commercial acumen as one of the most important capabilities for senior finance leaders, highlighting the growing importance of finance professionals who can operate as true business partners.

2. FP&A and strategic planning

Forecasting and budgeting remain core responsibilities, but today's Finance Manager needs to think in scenarios.

Strong FP&A capability allows finance leaders to identify risks, model opportunities and give leadership teams a clearer view of what lies ahead.

3. Technology and transformation

Automation, AI, data and ERP transformation are changing how finance teams operate.

Finance Managers don't need to be technologists, but they do need to understand how technology can improve processes, reporting and decision-making.

According to Hays, 51% of organisations in Australia's Financial and Insurance Services sector report skills gaps, reinforcing the challenge businesses face in finding professionals with the right combination of technical and future-focused capabilities.

4. Communication and influence

The modern Finance Manager needs to communicate with more than the finance team.

Whether presenting to executives, partnering with operations or challenging a commercial decision, they need to turn complex financial information into clear, actionable insights.

Technical expertise gets the conversation started. Communication and influence help move it forward.

5. People leadership

As finance functions become more strategic and multidisciplinary, Finance Managers are also becoming increasingly important people leaders.

The ability to develop talent, lead change and build high-performing teams is becoming just as important as technical capability.

Hiring for what comes next

The best Finance Manager for an organisation isn't necessarily the person with the longest list of technical credentials.

It is the person whose capabilities match where the business is going.

For a growing organisation, that might mean commerciality and FP&A. For an ASX-listed business, it could be reporting, governance and stakeholder management. For a business undergoing transformation, technology and change leadership may be critical.

Legal and Compliance Talent: Why Specialist Skills Are Becoming More Important

Fri, 21 Aug 2026 12:02:40 GMT

Risk, Governance, Legal and Compliance functions are facing a changing talent landscape.

While Australia’s broader labour market has seen some easing in skills shortages, specialist professional roles remain challenging to fill. Jobs and Skills Australia’s 2025 Occupation Shortage List found that 29% of occupations remained in shortage, down from 36% in 2023. However, around two in five professional occupations were still experiencing shortages. ( Jobs and Skills Australia )

For RGL&C teams, this matters because the demand for specialist expertise is being shaped by another force: increasing regulatory and operational complexity

Regulation is raising the bar

The expectations placed on organisations to identify, manage and respond to risk continue to evolve.

APRA’s CPS 230 Operational Risk Management standard came into force on 1 July 2025, requiring APRA-regulated organisations to strengthen operational risk management, business continuity and third-party risk management. ( APRA )

The shift is significant. Risk management is increasingly about demonstrating that an organisation can continue operating through disruption, not simply having policies sitting on a shelf.

That creates demand for professionals who can connect regulation with practical business outcomes.

Specialist expertise remains hard to find

Recent data from Chartered Accountants ANZ reinforces the challenge in adjacent risk and assurance disciplines.

Its 2026 submission to Jobs and Skills Australia’s Occupation Shortage List found a high likelihood of Australia-wide shortages for Internal Auditors and External Auditors, based on vacancies advertised during 2025. The survey also found that the main reason vacancies went unfilled was a lack of experienced professionals. ( Chartered Accountants ANZ )

This points to an important distinction in the RGL&C market. The challenge isn’t necessarily a lack of people. It is a lack of people with the right combination of experience, technical capability and specialist knowledge.

The RGL&C role is becoming more strategic

As regulation becomes more complex and organisations face greater accountability for operational risk, RGL&C functions are moving closer to the centre of business decision-making.

The professionals working across risk, compliance, legal, governance, audit and resilience aren’t simply responding to regulatory requirements. Increasingly, they are helping organisations understand uncertainty, prepare for disruption and make better-informed decisions.

The takeaway: the RGL&C talent market is being shaped by two forces moving in the same direction: increasingly complex risk and regulatory expectations, alongside continued competition for experienced specialists.

For organisations, building these capabilities early may be less about filling a vacancy and more about ensuring the right expertise is in place before the next regulatory, operational or business challenge arrives.

Retaining Employees in Uncertain Times

Fri, 29 Sep 2023 07:55:00 GMT

In today's changing economy, holding onto your valuable talent is more important than ever.

Here are strategies to help your organisation navigate uncertainty while keeping your exceptional team intact:

1. Clear Communication

Open and transparent communication is key. Keep your employees informed about the company's status, challenges, and future plans. Address their concerns and provide reassurance.

2. Flexible Work Arrangements
Consider offering flexible work options, including remote work or flexible hours, to accommodate employees' needs and maintain work-life balance.

3. Invest in Professional Development
Empower your team by investing in their skills and knowledge. Offer training, upskilling opportunities, and career development programs to keep them engaged.

4. Recognition and Appreciation
Regularly acknowledge and celebrate your employees' contributions. A little recognition goes a long way in boosting morale and job satisfaction.

5. Emotional Support
Recognise that these times can be emotionally taxing. Encourage mental health initiatives and provide resources for employees to seek support when needed.

6. Strengthen Company Culture
Maintain a strong sense of community, even in remote work setups. Foster a positive company culture that aligns with your values.

7. Performance Feedback
Provide constructive feedback and set clear performance goals. Employees thrive when they know their efforts are recognised and contribute to the company's success.

8. Financial Wellness
Consider offering financial wellness programs or resources to help employees manage their finances during uncertain times.

Retaining talent is not just about keeping staff on board—it's an investment in your company's growth.

Why Partner with Perigon Group?

Fri, 29 Sep 2023 07:52:00 GMT

Why Partner with Perigon Group?

Our team has extensive experience and a strong network, with many members specialising in their respective fields for 5-15 years.
We have a loyal client base, ranging from SMEs to blue-chip companies, and have been chosen as a preferred supplier by numerous clients in Sydney, Brisbane, and Melbourne.
Our expertise covers a wide range of roles, including finance, accounting, risk, technology, and corporate services, across all industry sectors.
Across Sydney, Brisbane, and Melbourne, we have a team of 35 consultants.
Our Leadership Team collectively possess 150 years of recruitment experience.
With over 300,000 candidates in our database, we have an extensive pool of potential talents.
A notable 25% of roles are filled through referrals and our pre-existing network.
We have achieved an impressive 12 years of consecutive growth and were featured on the AFR Fast 100 List for three consecutive years.

By partnering with Perigon Group, you gain access to the vast network, comprehensive knowledge, and exceptional expertise of one of the industry's most seasoned and accomplished recruitment firms!

Maximising Free Time to Enhance Tech Proficiency (in a Quieter Job Market)

Fri, 29 Sep 2023 07:50:00 GMT

In the midst of a slower job market for tech roles, there's an incredible opportunity to invest in self-growth and expand your expertise

Here's how you as a candidate or a recruiter can make the most of this downtime:

Deep Dive into Learning

Use online courses, webinars, and tutorials to learn new technologies or improve your current skills. Developing a strong skill set will make you more appealing to employers when the job market improves.

Skill Strengthening

Discover opportunities to learn and enhance your skills. Whether it's coding languages, cloud computing, AI, or cybersecurity, gaining new abilities keeps you flexible and ahead of the game.

Stay Updated

Sign up for industry newsletters, track tech blogs, and participate in online communities to stay updated on the latest trends and progress. This knowledge not only keeps you current but also gives you an edge in conversations.

Virtual Networking

Connect with fellow tech enthusiasts, join virtual meetups, and participate in online forums. Cultivating a robust online network can open doors to collaborations, mentorships, and unforeseen opportunities

Read Widely

Immerse yourself in tech-related books, whitepapers, and research papers. Exploring diverse viewpoints can offer new insights and distinctive problem-solving strategies.

Personal Projects

Direct your free time towards personal tech projects. Creating apps, websites, or exploring coding challenges showcases your enthusiasm and highlights

Problem-Solving Practice

Engage in coding challenges or logic puzzles to maintain your problem-solving skills. These practices also boost your cognitive abilities.

Global Webinars

Attend webinars hosted by tech experts from around the world. This exposes you to global viewpoints and allows you to learn from professionals outside your immediate network.

Set Goals

Define clear learning objectives and milestones. Tracking your progress can provide a sense of accomplishment and motivate you to keep pushing forward.

By investing in yourself now, you'll already have developed your skills when the tech job market picks up again.

Interview Questions that Candidates Should Ask

Fri, 29 Sep 2023 07:48:00 GMT

Going for an interview soon? Have you prepared your questions for the hiring manager?

Questions show curiosity and interest and the quality of your questions will say a lot about how you think.

Here, we share some ideas for your next interview:

Ask about the vision for the future – What are the short-term and long-term goals for the business?
What are the key challenges in the role in the first 90 days?
What skills and knowledge do you think are important for this role?
What is your favourite part of working here?
What learning and professional development opportunities are available?
How do you assess success in the role?
Are there any growth plans for the business or new products/services in the pipeline?

Our Top Tips for a Job Interview

Fri, 29 Sep 2023 07:18:00 GMT

Going for a job interview can often be stressful. However, there is no secret to performing well at interviews, you simply need a bit of preparation and practice. Follow this first step to make yourself stand out.

1. Do your homework and ensure your preparation is tailored

Research the organisation (their business, history, corporate values, recent announcements etc)
Review the job description and familiarise yourself with what the hiring company is looking for (skills, attributes)
Reflect on your skills, background and career goals to identify relevant points
Be prepared to talk about yourself and consider why you want the job
Prepare a few questions for your interviewers

2. Have a real conversation, they have already reviewed your CV

Show your personality, attitude and enthusiasm for the role
Carefully listen to the questions and formulate your answers in the clearest and most structured way possible
Talk about what you can offer the organisation in terms of work and deliverables
Focus on achievements rather than listing all your responsibilities
Provide examples showing that you went above and beyond in your duties

3. Show your interviewer interest and assess the suitability of the opportunity

Understand what made them join the organisation and what they like most about working there
Ask about the main challenges the team currently faces
Understand what doing well in this role looks like, and how your performance will be assessed
Ask about the overall business and the workplace culture
Show that you are interested in the job they are hiring for; not just interested in a job

Common Interview Mistakes Made by Employers

Fri, 29 Sep 2023 07:13:00 GMT

Here, we are focusing on the common mistakes employers make during interviews.

Let’s delve into a specific aspect, providing insights and practical advice for improving the hiring process.

#1: Unstructured Interviews

Unstructured interviews can lead to inconsistency in the hiring process. When there is no standardised framework or set of predetermined questions, different interviewers may focus on different things or ask different questions, making it hard to compare candidates objectively. This can result in biased decisions and the possibility of overlooking qualified candidates.

Moreover, these interviews may not provide a complete understanding of how well a candidate fits into the organisation. Without consistent questions and evaluation criteria, it's challenging to assess cultural fit, teamwork skills, and alignment with company values. This may result in unintentionally hiring candidates who don't align with the company culture.

To address these issues, employers should implement structured interviews that include a standardised set of questions, relevant competencies, and evaluation criteria. This approach promotes fairness, consistency, and a more accurate assessment of candidates, resulting in better hiring decisions and positive candidate experiences.

#2. Exaggerating the Role

Firstly, exaggerating the role sets false expectations for the candidate regarding the responsibilities, challenges, and opportunities associated with the position. When the actual job doesn't align with what was promised during the interview, it can lead to employee dissatisfaction and frustration. This may result in decreased motivation, reduced productivity, and even increased turnover as employees feel misled.

Additionally, exaggerating the role can have adverse effects on team dynamics and performance. When a new hire joins with inflated expectations, their colleagues and managers may struggle to manage those expectations, resulting in strained working relationships. The mismatch between the promised role and the actual responsibilities can lead to confusion, conflicts, and an inefficient allocation of resources. Ultimately, this can hinder collaboration, productivity, and the achievement of team objectives.

To avoid the consequences of exaggerating the role, employers should provide an accurate and transparent representation of the position during the hiring process. This includes clearly outlining the responsibilities, expectations, and potential challenges involved. By setting realistic expectations, employers can attract candidates who are genuinely interested in the role and possess the necessary skills and motivations. Honesty and transparency throughout the recruitment process contribute to positive employee experiences, higher job satisfaction, and a stronger employer brand.

#3. Dominating the Interview Dialogue

First and foremost, dominating the interview dialogue hampers the ability to gain a comprehensive understanding of the candidate's skills, experiences, and suitability for the role. By doing this, employers limit the opportunity for candidates to showcase their capabilities and express themselves fully. It can result in a superficial evaluation that does not provide a holistic picture of the candidate's qualifications.

Furthermore, dominating the dialogue can create an intimidating or one-sided atmosphere, making candidates feel unheard or undervalued. This can hinder their ability to relax and perform at their best during the interview. It also fails to foster a positive candidate experience, potentially leading to a negative perception of the company and its interview process.

To avoid dominating the interview dialogue, employers should practice active listening and create a balanced dialogue during interviews. This involves giving candidates ample time to respond to questions, asking follow-up questions to delve deeper into their experiences, and creating a supportive environment that encourages open communication. By actively engaging with candidates and valuing their perspectives, employers can gain a more comprehensive understanding of their qualifications and foster a positive candidate experience that reflects well on the organisation