Hiring the Best and the Brightest



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:

checkbox 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.

checkbox 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 don’t trust.

checkbox 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.

checkbox 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 efficient.

checkbox Don’t settle for less than a perfectionist. Finance 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.

checkbox 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.

checkbox 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.

checkbox 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.

checkbox 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 higher-level positions.

Source: Ajilon Finance, www.ajilonfinance.com.


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