Do’s and don’ts: 8 tips for assessing executive-level financial expertise in interviews

“The true measure of leadership is influence – nothing more, nothing less.” – John C. Maxwell

Interviewing candidates for executive positions in the financial sector is both an art and a science. It requires a keen understanding of the candidate’s technical abilities and leadership qualities, as well as the soft skills necessary to thrive in a high-stakes environment. Here are eight critical tips to effectively assess executive-level financial expertise during the interview process.

1. Set Realistic Expectations

Understand that the recruitment process for high-level positions is inherently lengthy and complex. Interviews for such roles often involve multiple stages, including panel interviews, presentations, and in-depth discussions about strategy and vision. Be clear about the process from the outset to ensure candidates are prepared for what lies ahead .

2. Evaluate Presentation Skills

At the executive level, the ability to communicate complex financial strategies in a clear and compelling manner is crucial. Don’t be surprised if you ask candidates to deliver a presentation as part of the interview process. This will give you insight into their ability to articulate vision and influence stakeholders .

3. Look for Enthusiasm and Preparedness

A candidate’s enthusiasm for the role is a strong indicator of their commitment and potential engagement. Assess their preparedness by noting if they arrive on time, preferably 15 minutes early, and whether they bring necessary documents, such as a resume and other pertinent paperwork (Indeed).

4. Identify Leadership Traits

Ask direct questions to determine the candidate’s self-awareness and understanding of their leadership style. Inquire about their strongest traits and listen for responses that align with the demands of an executive in the financial sector. This can include strategic thinking, decisiveness, integrity, and the ability to manage complex stakeholder relationships (Indeed).

5. Conduct a Thorough Evaluation

After the interview, it’s essential to review your notes and complete an evaluation form while the discussion is still fresh in your mind. Rate the candidate on specific competencies and leadership qualities, and trust this documented assessment more than your memory when comparing candidates at a later stage .

6. Remain Engaged and Ask Follow-Up Questions

During the interview, actively engage with the candidate. Ask follow-up questions that encourage them to provide more detail about their experiences and capabilities. This not only helps you gather more information but also demonstrates your interest in them as a candidate, which can be crucial in attracting top talent (Forbes).

7. Assess Cultural Fit

Beyond technical expertise and leadership skills, consider how the candidate would fit within the company culture. Executive roles require individuals to navigate and shape the organizational environment effectively. Assess their values, work style, and interpersonal skills to ensure alignment with the company’s ethos.

8. Verify Financial Acumen

Finally, ensure that the candidate has a robust financial background with proven results. This may include a track record of successful financial management, a deep understanding of market trends, and the ability to make data-driven decisions. Where possible, request specific examples or case studies that demonstrate their financial acumen.

In conclusion, assessing an executive-level candidate’s financial expertise involves a comprehensive approach that balances technical skills with leadership qualities and cultural fit. By following these eight tips, you can make informed decisions that contribute to the strategic direction and financial health of your organisation.

Are you prepared to leverage these strategies to secure a financial leader who will not only meet but exceed your expectations?