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 both Jesse Vega as 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)

Evaluate the Applicant Pool

  1. The OHR finance recruiting consultant will send you a list of qualified, diverse applicants within two to three days of receiving the opening.
  2. Review the applications of the candidates based on the preferred/selection criteria you indicated on your job opening.
  3. Applicants should be treated in the same way in all parts of the evaluation process, regardless of their internal/external status or other variables.
    • Be consistent in your review of the application materials.
    • Use the same measurable and job-related criteria for all applicants.
  4. Diversity of applicants and their support for working in an inclusive and diverse environment is important for all positions and should be a consideration for each applicant.
  5. Be open to nontraditional routes to the same skill level. Check your biases about what the profile of the ideal candidate looks like. If the applicant got to the same destination, the route taken probably doesn't matter.
  6. Track the applicants to be interviewed.
  7. Communicate with applicants who weren't selected for interviews. (See Sample Applicant Communications.)

Interview Applicants

  1. Arrange the interview.
    • Reserve a quiet, comfortable, private place to conduct the interview.
    • Plan your schedule to avoid interruptions.
    • Arrange the interview space to avoid sitting across a desk from the applicant.
  2. Set the stage.
    • Welcome the applicant and make sure he or she is comfortable.
    • Use informal discussion to put the applicant at ease, but remember not to ask inappropriate questions.
    • Explain the interview process.
    • Tell the applicant you will be taking notes.
  3. Introduce the interview.
    • Provide a copy of the position description and ask if the applicant has any questions.
    • Briefly discuss the candidate's application and clarify any questions about the applicant’s background information.
  4. Gather information.
    • Create an organized way to take notes. Skills checklists or question sheets can make it easier to compare applicants when all interviews are done.
    • Allow time for the applicant to ask questions.
    • Close the interview by sharing the benefits of working at the University. Remember, you are selling the University as a great place to work just as much as the applicant is selling you on their skills and experiences.
  5. Identify the final candidate.
    • Review the responses of each applicant and consider any additional information provided on the application materials.
    • If multiple interviewers are involved, compare conclusions about how well the applicant matched the selection criteria for position.

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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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