Accounting, controlling and financial decision-making are all critical roles that can be challenging to source and retain, even with the most sophisticated staffing strategy in place. At the highest senior levels, these positions often require vast amounts of institutional knowledge, so an effective strategy will require pipeline building and a program of grooming and hiring from within. But what about the entry level? When you reach out to the general public with an open post for a junior accounting or finance position, what steps can you take to attract and select the best candidates? Here are a few tips to keep in mind.
1. Keep long term growth and development in mind.
Again, if you choose the most promising contenders at the entry level, then bring them aboard and cultivate a long term relationship, you’ll be better poised for success with your senior level staffing challenges. You’ll be reducing risk and setting yourself up for strong cultural matches with minimal guess work. Script your interviews with plenty of questions that assess behavior and cultural alignment, not just accounting-focused skill sets.
2. Choose candidates who learn, not those who already know.
A sparkling academic track record and a history of relevant coursework can be great, but if you have to choose, lean toward candidates with natural curiosity, open minds, and the ability to unlearn or relearn as necessary in order to thrive within your company.
3. Don’t let the best contenders slip away for foolish reasons.
Ivy League schools are nice, and an unbroken record of work (no gaps, no travel, no career changes, etc) can suggest focus and commitment. But be careful. Don’t be drawn in by assumptions or stereotypes. Consider each candidate as an individual, not a collection of data points. And realize that a little self- direction and life experience can be a powerful asset to your company.
4. Choose candidates who can see the big picture.
Is your candidate here because she loves this business, has a true head for numbers, and has carefully researched your company and its mission? Or is she only here because she needs a job? A little evidence of enthusiasm and personal investment can forecast a brilliant long term relationship.
5. Don’t be afraid to test.
Accounting and aptitude tests can support your selection process and can provide huge returns for minimal investment. Just make sure you choose the right ones. Don’t rely on testing alone to help you find the most valuable match. For additional guidance, including specific sourcing and interview scripting tips, reach out to the financial staffing experts at Merritt.