CFMA: Effective Interviewing Processes

As part of the talent diagnostics luncheon, 83% of the group identified a lack of qualified candidates.

D. Brown Management Profile Picture
Share
Job Role Basics: Job Role Integration. Ultimately you are trading a certain amount of input (Compensation) for a specific set of outputs (Key Results).

Only 35% self-rated their interviewing process as “Very Effective,” while many cited lack of time to effectively manage the process.  

As with any troubleshooting, it is important to look beyond the stated problems by asking deeper and deeper questions until you get to the root cause(s)

For instance, if you are not seeing enough qualified candidates, perhaps your Talent Sourcing / Pipelining processes could use improvement.

The foundation for a good interview process starts with clearly defining what you really need out of the role so that your business continues to grow sustainably.

A good interview process ensures the best fit with the role you defined. You will never have a 100% perfect fit, so it is just as important that the interview process identifies the gaps that your onboarding and integration process will need to address.  

If you are still not seeing enough quality candidates, you might have the role requirements set into the “Unicorn Range.” Lowering your bar will lower your business results.  

Can you define the role responsibilities differently, including your organizational structure and workflows?  

CFMA Sacramento Events


Learn More:




Cash Flow Tip 16 - 5/10/15 Collection Process
Use the 5/10/15 Collection Process to ensure faster payments. Don’t let the marginal gains achieved so far with Cash Flow Tips 1-15 get squandered by poor collection practices.
Work Conversion Cycle and Backlog Run-Off
PARADOX: A contractor can’t focus on the bigger strategic issues until they have a predictable backlog of work. If a contractor doesn’t have a solid market strategy and organizational structure in place it’s very difficult to build a consistent backlog.
CFMA: Talent Pipelining
Contractors will face continually worsening talent shortages through 2030. Those that want to continue sustainable growth must manage every aspect of their talent management processes with extreme rigor.