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A resume is generally your first exposure to the individual who will eventually oversee the financial numbers that run your business. Whether it’s you or someone from recruiting sifting through resumes, identifying top candidates can be challenging. It doesn’t take long before they start looking like copies of one another.
You want candidates that are the best fit for you and your business – those with the skills and experience that surpass all others, right? But how do you differentiate those resumes and conversations to ensure you’re hiring the controller who best fits your business?
To help you quickly identify standout controller candidates from the rest of the crowd,
look for applicants with competencies and demonstrated experience in these key areas:
Let’s explore each of these a bit more . . .
Whether your new controller will manage a team or be an individual contributor, they should have a record of strong leadership and collaboration. Your controller will need to work with teams across the organization to identify areas of improvement. And, to implement changes they will need to influence people through their leadership and people skills. You also want a controller that has a proven ability to help others grow and succeed.
Someone with strong leadership and people management experience might have something like this in their resume:
“Led and mentored a team of five through double digit company growth where we all took on new tasks to scale with the organization without expanding the team and had zero attrition.”
Look for mentions of the following leadership and people management skills:
In a perfect world you would find a controller who already knows and understands your business through and through. While that might be rare, you can find one that has knowledge of your industry and some of the intricacies that come with it. The trick here is to identify what is unique about your industry, so you know what to look for. That may include some of the following:
Resumes of standout controller candidates should include examples of how they created or implemented processes that drove improvements within their finance organization and the business. Solid examples will include metrics that showcase the positive impact delivered to the business. Here’s an example:
“Identified excess sales tax paid on tax exempt projects over prior three years and submitted a refund claim that resulted in a tax refund from the Department of Revenue of $185,000. Implemented a yearly process to ensure similar mistakes were caught in the future.”
Look for process improvements that demonstrate experience:
Having a controller with knowledge and skills in finance automation and technology can set your company up for future success and growth. If you don’t already have expense and accounts payable automation software, this is the time to hire a controller with experience to help bring on technology that can help your business thrive and grow. If you already have the technology your business needs, an experienced controller can help make the most of your investments.
Look at candidate resumes for phrases and statements that showcase their experience with technology, for example:
“Implemented an AP automation system that reduced our per invoice expense cost by over 50%.”
Technology savvy controllers may also have callouts in their resumes such as:
Use this information to help select candidates and you’ll be sure to have successful and productive interviews that will lead to you hiring the best possible candidate for your business.
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