Top executive managers know that they’re only as strong as the teams that they build. From financial managers to a public relations team, overall performance is determined by the strengths and weaknesses of every individual and how they fit in together. Likewise, CFOs who are seeking to attract, retain, and develop top talent should focus on the hiring process.
Because the hiring process isn’t properly managed in general, companies aren’t hiring the right people. In fact, the Wall Street Journal even ran a headline that read, “Why Companies Aren’t Getting the Employees they Need.” CFOs looking to beef up their team should truly pay attention to the hiring process – particularly the interview.
It isn’t necessarily that there’s a talent shortage. There are plenty of qualified individuals searching for a job. According to Accountemps’ survey of CFOs who are satisfied with their team, most of these executives focus on personal attributes, not job qualifications, during the interview.
Why CFOs Should Pay Attention to the Interview
According to the survey, these CFOs used the resume and reference to gauge skill level and experience. After all, it’s the resume that lands the potential candidate the interview! So instead of rehashing all of the technical skill, consider focusing on personal attributes as you build your team. Why? Because this allows you to determine whether or not the candidate will be a good fit at the company. Just because someone has the skill and experience, it doesn’t mean that they’ll mesh with the other employees or be passionate about the company’s mission
In fact, the survey reveals that the top questions asked by CFOs fall into the following categories:
- 42 percent – personal attributes
- 34 percent – professional qualifications
- 24 percent – company specific questions (though these were the fewest questions asked, the CFOs who asked them were more passionate about these questions than any other kind)
Instead of trying to broaden the information from the resume, consider trying to harness information that the resume won’t give you. Even the way a candidate speaks and interacts could be a make or break factor. Since finance teams will interact with customers and their needs, customer service and courtesy are incredibly important factors that a resume can’t reveal.