High employee turnover increases
costs and hurts productivity. It is also
preventable. The best way to avoid spending the
time, energy and money it takes to find a
replacement is to hire the right person the first
time. To build a solid finance team, know what you
want in an applicant before you start recruiting.
Here's how to hire an MVP:
Make sure candidates know their
stuff…and more. It’s important
for an employee to understand the basic principles
of business and stay abreast of relevant industry
standards and news. Moreover, a successful hire
will bring experience, specialized knowledge and
an ability to recognize how his or her work
affects other areas of your company.
Stress the importance of ethics.
You want someone who will do the
right thing when faced with a tough situation.
During interviews, be sure to ask candidates to
discuss ethical dilemmas they’ve faced and how
they’ve approached them. Always perform reference
and background checks before you make a decision.
Then, go with your gut. Don’t hire someone you
Look for signs of loyalty.
Is the candidate a job-hopper? Is he
dishing the dirt on his former boss in the
interview? Loyalty shows an employee respects
confidentiality and company resources and often
indicates that he or she will represent your
organization in a professional manner. Plus, a
loyal employee is often an ethical employee.
Embrace fresh perspectives.
A new staffer should learn the
company processes and follow established
regulations, but creativity can be a valuable
asset, too. An inventive worker can come up with
improvements that make everyday operations more
Don’t settle for less than a
professionals have to sweat the small stuff. It’s
part of the job. A detail-oriented individual, who
keeps clear records and follows up promptly with
colleagues, is well worth premium compensation.
Consider time-management skills.
These days, everyone has to
multitask, so it’s critical that a staff member be
able to prioritize. A good hire won’t have to rush
to complete work. Instead, he or she should be
able to calmly and quickly break down a project
into manageable parts and determine where energy
is best spent.
Recognize a good fit.
There’s a reason it takes more than
an impressive resume to get hired. A candidate
should also fit in with the corporate culture, and
his or her goals should jibe with the company’s.
Ask questions that will reveal what an applicant
is looking for in a career, and see how that
meshes with the job offered.
Draft a team player. Find
out if the candidate understands the bigger
picture at the company and has a track record of
putting the best interests of the team above
personal motives. These individuals are likely to
break down barriers to build partnerships with
colleagues rather than work in silos.
Go for growth potential.
So you think you’ve found the right
person for this job. But what about the job on the
next step of the corporate ladder? Hire with an
eye toward filling the pipeline for future
Source: Ajilon Finance,