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It is very noticeable that employers are increasingly asking candidates about their AI knowledge. Whether in response to this or just to sensibly to add to their market value, many candidates are now adding AI-related skills to their CVs.
All of which sound like a very sensible response to technological change… but there is a problem.
The problem is that “AI skills” can mean almost anything.
What do AI skills mean in finance?
ACCA’s Global Talent Trends 2026 research found that 82% of finance professionals felt confident in their ability to learn and apply AI. Which is great news and shows an adaptability to change. However, at the same time, 51% remained worried about its effect on their jobs.
This seems to suggest that finance professionals recognise AI’s potential, but remain uncertain about how it will change their roles.
To be reasonable here, most finance positions are unlikely to require highly technical AI expertise. Employers may, however, need someone who can use AI and automation sensibly, evaluate the results and apply professional judgement.
That is the distinction needs to be made clear for employers, candidates and recruitment partners.
Employers need to define what they expect
Adding “AI skills required” to a job description may make it sound current, but it tells candidates very little.
It could cover a multitude of skills, for example does the employer need someone who can:
- Automate repetitive spreadsheet or reporting tasks?
- Analyse financial data?
- Improve forecasting and scenario planning?
- Identify unusual transactions or possible errors?
- Check and challenge AI-generated information?
- Help transform the organisation’s finance systems?
These require different levels of knowledge, experience and responsibility and, of course, they may also justify very different salaries.
There is also the concern that if an organisation has not yet adopted AI meaningfully, demanding hard to find extensive experience could unnecessarily reduce its candidate pool. Adaptability, curiosity, sound judgement and a willingness to learn may well actually be more useful than familiarity with one particular platform.
Clear expectations also strengthen the employer brand. They show that the organisation has considered how AI will be used, rather than simply adding a fashionable phrase to the advert.
Candidates must be more specific
In line with the speed that AI is developing, the days of writing “proficient in AI” on a CV are already outdated. Employers are increasingly asking for depth and want to know what AI candidates have used, how they applied it and what difference it made.
We suggest that instead of saying:
Experienced in using AI tools.
A candidate would be better to define a benefit-based description such as:
Used an approved AI assistant to produce initial commentary on monthly management information, with all outputs reviewed before publication.
Or:
Helped introduce an AI tool to automate weekly reconciliations, reducing preparation time while retaining manual approval of exceptions.
This demonstrates practical application, judgement and, maybe most importantly, an understanding that AI-generated results should not be accepted without question.
Candidates should be prepared to explain:
- Which tools they have used.
- What they used them for.
- How they checked accuracy.
- What measurable improvement resulted.
- What they learned from the experience.
Confidence with an AI chatbot is not the same as applying AI safely within a finance function, even though both might be described as “AI proficiency”.
Responsible use may matter more than the tool
Individual platforms will change, but the underlying understanding will remain valuable:
- Giving AI clear and useful instructions.
- Recognising implausible/phantom information and answers.
- Checking information against secondary more reliable sources.
- Protecting confidential and personal data.
- Knowing when human judgement must take priority.
- Remaining willing to learn as the technology develops.
A candidate who understands finance, asks good questions and challenges unreliable output may be more valuable than someone who knows a particular tool but accepts its results too readily.
Should AI appear in every finance job description?
Employers should consider AI literacy whenever they review a finance role, but it should only appear in the job description when it reflects the actual work and expectations.
For some positions, general awareness and a willingness to learn may be enough. Others may require experience in automation, analytics, systems implementation or AI governance.
The required level should be stated clearly.
Should AI appear on every finance CV?
Not automatically.
Candidates should include AI when they have knowledge or experience relevant to the position. Wherever possible, they should support it with specific examples and outcomes.
Those without extensive experience can still demonstrate curiosity, responsible awareness and a commitment to developing skills that will benefit an employer.
Better recruitment starts with clear expectations
Simply adding “AI skills” to every job description and CV will not improve recruitment.
Employers need to explain what they want AI to help accomplish. Candidates need to demonstrate what they have done, how they did it and how they applied professional judgement.
The aim is not to find someone who can simply say they “know AI”. It is to find someone who can combine technology with financial understanding, professional scepticism and human judgement.
That is where the needs of the right candidate and the right employer are most likely to overlap.