Hiring Process for Finance Professionals

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Post and Recruit (2–3 days)

Create a Job Opening

  1. Submit a job opening for a finance professional 1 or 2 position following your unit’s process. (Job aid: Create and Post a Job Opening)
  2. Use the first two or three sentences in the "About the Job" section of your job opening to summarize the position. The OHR recruiting consultant will add those sentences to the University-wide job opening that applicants see.
  3. Identify the specific unit requirements for the position in the "Qualifications" section of the job opening.
  4. On the Hiring Team tab, add either Leanne Otto or Dan Thompson as both the primary recruiter and your central recruiter.
  5. Save the job opening as a draft.

Prepare for Recruiting and Interviewing

  1. The central recruiter will handle University-wide recruiting efforts, including job advertisements; however, all employees should:
    • Share the job posting information with informal and formal networks—friends, colleagues in other units, other finance professional staff, and social media connections
    • Promote the job opening to current employees
    • Ask employees to refer their friends and acquaintances to open positions
    • Remind staff periodically about openings and encourage their referrals
  2. Prepare your interview questions.
    • Use the required and preferred qualifications to determine what will make a successful candidate. Consider:
      • Knowledge: What does an applicant need to know for the job? How can it be demonstrated?
      • Skills: What "how-to" experience is needed for the job? What skills can be acquired on the job?
      • Abilities: What talents are needed to be successful in the position? For example, does the applicant need to understand and generate financial reports? Balance multiple priorities? What types of experience would demonstrate these abilities?
  3. Develop behavior-based interview questions to generate examples of the applicant’s knowledge, skills, and ability to perform the job. (See Sample Behavior-Based Interview Questions.)
  4. Outline the interview process.
    • Consider whether a search committee is the best strategy for your entry-level finance professional position.
      • What is the scope and impact of the position?
      • How long has the position been vacant? A search committee may slow the hiring process.
      • Think about the level of the position and how many people are considered key stakeholders. Search committees work best with four to six members, including the chair.
      • Is a search committee the best way to ensure success or are there other, more efficient methods to get hiring advice?
Search Committee Considerations
Pros Cons
  • Perceived fairness in process
  • Winnows review of large applicant pool
  • Variety of perspectives
  • Consistent review of applications
  • Ensures record-keeping requirements
  • May slow the hiring process
  • Members may not be familiar with the position being filled
  • Getting consensus may be challenging
  • Applicant experience can be negatively impacted

 

  • Decide what information you need to give the applicant and make sure you have materials on hand.
  • Plan the order of questions, identify the interviewer roles and if there will be follow-up discussions.

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Screen and Select (2–3 weeks)

The Finance Professional Candidate-Pool Model
Includes Does Not Include
  • Accounts payable
  • Accounts receivable
  • Budget and financial analysis
  • Financial generalist
  • Grants and research
  • Investment/portfolio analysis
  • Tax
  • Technology accounting
  • Treasury
  • Call Center
  • Credit/collections
  • Payroll
  • Purchasing
  • Student financial services
  • Supply chain and logistics

These positions are treated as traditional
open requisitions and will be posted separately
from Financial Professional positions.

When your department would like to open a Financial Professional 1 or 2 position, follow these steps:

  1. Email recruiting specialists Leanne Otto (ottox303@umn.edu) and Stephanie Ecker (ecker@umn.edu) with the title of the position and the name of the hiring manager who will make the final decision.
  2. Recruiting consultant Daniel Thompson will contact the hiring manager to schedule a 15-minute call about the type of candidates and qualifications your department is looking for.
  3. After the call, the Financial Professional team will review the candidates who have already been screened and contact them to see if they are still available and interested. If there are a limited number of candidates because of the position's unique requirements, the team will conduct additional sourcing. (The team will let the hiring manager and HR lead know how long the sourcing process should take.)
  4. When the Financial Professional team has a pool of three to six qualified candidates, they will email the hiring manager and HR lead with the candidates' résumés, summaries of their skills and experience, and links to their video interviews.
  5. Video interviews use Spark Hire. The hiring manager (and any other employees the manager designates) will have 30 days to watch the interviews.
  6. After watching the video interviews, your unit will be responsible for contacting your desired candidates to schedule in-person interviews. Please let someone on the Financial Professional team know when an interview has been scheduled so they can note it in the position record.
  7. Your department should also notify the applicants who were not selected for interviews.
  8. When the in-person interviews are done, the Financial Professional team will ask for the department's feedback on the process.

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Offer and Accept (2–5 days)

  1. Check references. (Don’t miss this important step!)
    • Gather information to develop a clear picture of how the candidate behaved in past positions.
    • When checking references, record the name of the reference you speak to and the position he or she holds.
    • Verify factual information.
    • Ask specific job-related questions (See Sample Reference-Checking Form.)
  2. Review the personnel file.
    • If the candidate is a current University employee, you can review his or her personnel file. *This step is highly recommended.
    • Contact 4-UOHR (612-624-(8647) to make an appointment.
  3. Prepare an offer letter.
    • See sample hiring template letters on the OHR website.
    • Include any unit-specific job information such as hours and location of position.
  4. Conduct pre-employment background check per University policy.
  5. Close the job opening.
    • Let your unit recruiter know you have made a hire.
    • Schedule time with the OHR finance recruiter to provide feedback about your applicant pool.
    • Communicate with the applicants you don't select. (See Sample Applicant Communications.)

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