A very important task for a CFO is to ensure the right talent and adequate head counts in the finance team .
I remember the first time , I interviewed candidates , was in 1999. Since then , I have interviewed for practically all roles in finance teams in UAE and Oman , from Accountant, Senior Accountant, Chief accountant, Managers , Vice Presidents, and to the top Leadership roles in the finance team .
✅ Here is what has worked for me while selecting the right candidate in the interview process:
➡️ 1) Respect CV's , but go beyond the nuances of each job and the allied responsibilities at each job - I have not restricted myself to the current job but have looked at overall experience of a candidate in the entire career. I am happy if you have handled accounting and audit finalization , responsible for Entire Trial balance at some time in your career, if I am looking at expert accounting technicalities of debit and credit .
➡️ 2) Situation driven Interview- If I am looking for an effective Treasury Manager, I will throw a situation which I have seen , in terms of cash flow mayhem, managing bank liabilities and excesses / past dues and expect the candidate to come up with executable solutions , regardless what their CV mentions.
➡️ 3) Context- Let us accept that the candidate needs to deliver the results looking at the context of your organization. Past accolades are good but they do not always ensure success with you. In the interviews, I ensure giving candidates a complete perspective of their responsibilities, challenges , and expectations in the role , followed by, again , giving specific situations and their responses, and how will they handle those Specific Situations.
➡️ 4) Business Vertical- I am not too rigid on the candidates from the preferred business vertical, though , it is an advantage. I do see if the candidate has the ability to handle diversified businesses , if the role so demands. , and do they have the niche to handle one business vertical, if the role so demands.
➡️ 5) Setting Expectations right- It is critical that the candidates have a fair idea about what they can expect in their career growth , which is a combination of monetary benefits, responsibilities, job stability and their own growth. I believe it is incumbent on CFO to make this known in the interview process.
Yes, the above makes the Interview Process very practically driven, more a conversation between 2 professionals, at the same pedestal.
✅ I consider the selection a success, if the candidate, stays for sometime with the Organization, ( atleast one Visa cycle ), contributes in measurable terms and in the process grows also. Exit by way of resignation or termination in short duration , is a disaster for the candidate and the Organization.
Mathew Varghese, At this note, I fondly remember you, my first selection of 1999. Always a pleasure working with you.
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