Chief Financial Officer’s Recruitment and Selection
Human resources are primarily responsible for hiring new employees—an essential part of HR’s role in attracting and choosing the right people for the company. HR is also in charge of managing employee data and providing training and development opportunities. The survival and growth of the firm are impossible without every one of its employees. A bad hire may impact the performance of an inclusive organization; thus, it is critical to choose the proper person for the job. Enrolment is not only a tactical move but one that must be carefully considered.
Consequently, a comprehensive screening and hiring procedure is required. In attracting and keeping the most outstanding employees, the ideal strategy reflects its organizational competency and shows how it has progressed through time. As a result, the organization’s long- and medium-term objectives may be furthered by using a practical approach. Enrolment is a multi-party process that may be time and money-consuming, depending on the number of parties involved. Consequently, it is imperative that the process is clearly defined and simplified to fulfil the needs of all stakeholders. Recruitment sources, screening, and re-employment testing will be discussed in this article to find a competent CFO.
Both recruitment methods can be used to find a new Chief Financial Officer. To get an idea of who could be a good fit for the position, they should first look at the company’s internal recruitment staff (Hmoud & Laszlo, 2019). As a result, it might save money, as there would be no need for post-employment marketing online or in the newspaper. When a company hires employees internally, it boosts employee satisfaction and benefits the organization. It’s still possible that management will use an external hiring firm to identify the right CFO candidate. An external recruiting firm will help the business gather and choose qualified candidates for the available position. Going external can ease the burden on the internal recruitment employees (Hmoud & Laszlo, 2019). Recruiting from outside the company can help motivate current employees to work harder to obtain the next promotion, new ideas, and innovation that will help the company compete. External recruiting can provide you with a pool of highly qualified individuals for this role. There is a large pool of talented applicants in the financial industry, and outside recruiting can assist the organization in locating a suitable candidate.
Candidate’s Educational Background
The applicant must possess the necessary educational credentials (Herschberg et al., 2018). In other words, the candidate has a far greater understanding of financial concepts than graduates in the requisite field. Applicants must demonstrate exceptional achievement in their papers to be considered for employment in the area.
Same field experience
This is an essential part of the certification since the Chief Financial Officer position is not often held by members of the rank and file, where the responsibilities are more obvious (Rozario et al., 2019). The applicant will detect the differences between their previous job and the financial applications more quickly if they have relevant work experience.
Capabilities of a Supervisor or Manager
As Chief Financial Officer, you’ll control your department’s employees; therefore, you’ll need to be a good manager (Herschberg et al., 2018). This will impact the way you manage the employees in your department.
Working Knowledge of Legal Requirements
Taxes and government financial reporting are only two examples of legal criteria that must be satisfied regarding finances (Hmoud & Laszlo, 2019). It will be simple to monitor if the candidate is already familiar with this aspect.
You should be meticulous if you want to be a candidate for the position of Chief Financial Officer because one of the chief officer’s primary duties is to verify and submit reports (Hmoud & Laszlo, 2019). These reports must be accurate, especially regarding financial issues, since this will represent the organization/status.
- Which of the following is the pinnacle of your academic career? What classes did you enrol in while attending university? Why?
- What motivated you to submit your resume for this position? What do you believe is the most relevant qualification you have? Please tell me if you have any relevant experience. Let me know more about your professional background.
- As a former employee, have you ever dealt with other people? What methods did you use to oversee the work of your employees? What type of a boss do you have?
- What regulations should the company’s financial department be aware of or adhere to?
- Does this job sound like something you’d be interested in?
Personality, aptitude, abilities, and moral character are the ones I want to focus on. I believe that personality tests should be part of the selection process, as they will help discover the type of personality that each candidate possesses. Your personality, conduct, and behaviour in a particular situation will also be affected by this. The interviewer might use this test to see if the candidate’s personality is compatible with the company’s culture. On the other hand, an aptitude test measures a person’s ability to respond appropriately to a given situation.
Moreover, as a candidate for Chief Finance Officer, this would help the company better understand how he responds to various financial crises. Integrity tests are pre-employment evaluations that allow the employer to examine job applicants about essential habits and issues that might hurt the organization. The exam questions include honesty, drug and alcohol use, integrity, and a tendency toward wrath of violence. Candidates for financial positions will be tested on their knowledge of specific subjects and financial software, their ability to do particular tasks, and the principles of on-the-job performance.
4’C On-boarding Process
Proactively addressing The Four C’s is essential to a successful on boarding process. Compliance, clarity, culture, and a sense of belonging are all represented here.
Compliance: At a minimum, ensuring compliance entails studying the organization’s core principles and techniques and completing all necessary administrative tasks (Herschberg et al., 2018).
Clarification: Clarification helps new employees understand their roles and responsibilities. It can help them see upcoming endeavours in which they’ll be involved and how they can participate.
Culture: A company’s culture serves as a guide on how employees conduct themselves. Providing a tour of the offices and explaining how things function and integrate into the more significant business may help foster this kind of attitude.
Connection: When new employees join a company, they feel like a part of the group and form relationships with other employees. As much as possible, get them to know their co-workers. Encourage your co-workers to clarify what they do and keep the new hire in mind for both official and informal workouts, such as going to lunch together. In this way, a mentor or friend may be assigned to the new employee, who will answer any questions or resolve any conflicts that may arise between the new employee and their co-workers.
My Favorited On-Boarding Memory KEO International Consultants in Doha, Qatar, has the most OK boarding process of any firm I’ve worked for. The process began at the corporate headquarters, where members of the HR department escorted me to a conference room equipped with a wide-screen projector and used slides to introduce me to the organization. Detailed instructions were provided for each stage. As soon as the slides were delivered to my email account, I received all the relevant packets, such as leave application forms, Request for Bank certificate letter, ESS User Guide, Email Signature Format, PRO Work Order Form, etc. When I arrived on-site, I received the phone number of the Senior Resident Engineer I would be reporting to and a geographical map. The Senior Resident Engineer welcomed me and introduced me to the rest of the crew, making me feel right at home. When I was a new employee, I didn’t have to worry about finding a place to have lunch because my employer bought and entertained us for several days. It was a pleasure to work with the other team members, and things got off to a great start right away. I had the most pleasing boarding experience of my life. Preventative measures were taken at all levels of the on boarding approach.
As part of our recruitment process, we may get fantastic outcomes by promoting specific job-related criteria such as a list of needed skills and preferred talents that are not mandatory, which increases the candidate’s chances of being hired. We risk having a low-quality pool of candidates and fewer options for filling available positions if we don’t apply consistently. We will find the best candidate for the job if we focus on the candidate’s background check, interview, CV, and work history. We base our decisions on the facts rather than our personal feelings about a specific candidate. We will be more productive and provide better service if we hire people capable of doing their job well rather than relying on a personal connection. Global higher education nowadays may be described as basification and marketization. As a result, student recruitment is becoming increasingly popular, and the battle to attract the best candidates is tough (Rozario et al., 2019). The employment of hired recruitment agents, which has lately appeared, is one of the most contentious topics in the world of higher education. Many colleges and universities lack the resources and workforce to conduct their recruitment operations, so they turn to third-party vendors like third-party recruiters for assistance. The lack of transparency, training, and monitoring mixed with the competition of being paid on commission can lead to severe challenges in dealing with recruitment agents.
Herschberg, C., Benschop, Y., & Van den Brink, M. (2018). Precarious postdocs: A comparative study on recruitment and selection of early-career researchers. Scandinavian Journal of Management, 34(4), 303-310. https://doi.org/10.1016/j.scaman.2018.10.001
Hmoud, B., & Laszlo, V. (2019). Will artificial intelligence take over human resources recruitment and selection. Network Intelligence Studies, 7(13), 21-30.
Rozario, S. D., Venkatraman, S., & Abbas, A. (2019). Challenges in recruitment and selection process: An empirical study. Challenges, 10(2), 35. https://doi.org/10.3390/challe10020035
Reflection On Emotional Intelligence Test Sample Essay
Explain Whether You Agree With It and Why
I agree with the emotional IQ test results since they are accurate and reflect clearly on my emotional intelligence. I do not hold back on information, and I have always maintained a positive mindset. The test was able to reflect these traits clearly, and they are a massive point of accuracy in the test conducted. The test also reflected on me as a strong person that, has been my primary selling point. I have had experiences to maintain solid relations and friendships due to my garner internal strength. I agree with the result, and they have noted areas where I might need to improve or change in future to make myself a better person. So far, these traits have brought me happiness, made me establish strong social networks and even managed to ensure good health.
Describe what you’ve learned from it, such as your strengths and weaknesses
I have learned that I have significant emotional control and intelligence strengths from this test. I know how to appreciate and recognize major strong and weak points and do the same for others. This has made me empathetic towards the challenges that other people face. As a result, I can deal with, motivate, listen to others’ concerns, and help them improve and learn from them. However, this trait is also a significant flaw.
I have found myself foregoing my concerns to deal with other people’s challenges or help them in many cases. This effect has made me vulnerable to people who may not have good intentions and helping them only turns me into a victim. I need to develop and seek a mechanism that will allow me to become more careful in dealing with such people and empathize with them while maintaining a safer distance to avoid harm.
SMART Goals to Improve Emotional Intelligence Skills
One goal that I seek to achieve in my emotional Intelligence development is regarding improving and controlling the way I interact with other people. I need to develop myself to confront people I feel might not harbour good intentions or even avoid them. In many cases, trying to help such people leads to more problems that could have been avoided by avoiding them. I need to summon the courage and confront such people without fearing that they may not be pleased or that they may not like me at the end (Mindtools, 2019). I will have to commit myself so that within one month, I will devise a better way to deal with such people and, from then, be able to maintain a distance from them.
Another goal that I seek to attain is to disconnect easily. I have been in circumstances where I cannot shake off a stressful event or encounter. This has led to me being exposed to many stressors that limit my daily dealing with many issues. My goal is to disconnect from such stressors and focus on the positive side of my encounters or other things taking place around me. Relaxing and being able to distract oneself from an issue helps to generate better thinking and properly strategizing before going back to solving it rather than thinking about it all the time.
Describe the Strategies You Will Use to Reach These Goals
To reach these goals that I have set for myself, I need to develop self-awareness and regulation. I need to control my impulses and emotions when I feel that I am putting myself in a vulnerable position. This self-regulation will be achieved by carefully evaluating the other person’s position before solving their problem or helping those (Kotsou et al., 2019). This strategy will help avoid careless, poorly planned decisions responsible for significant challenges. This will require that I focus more on thoughtfulness, being comfortable with changes, and being willing to say no when I am not pleased with a decision.
I would also have to conduct a self-evaluation daily, note my weaknesses, and measure my improvements. This step will be an effective strategy to note where stressors negatively influence me or where I need to improve. This will be done by examining my reactions and dealing with people I perceive as not willing to take responsibility for their actions appropriately.
Overly, this emotional intelligence test has helped me open up. It has helped me understand myself better, examine relations with the people around me, and seek to become a better person. From this point, my action plan aims to develop myself and my character to become the best version of myself and attain better relations and associations with other people.
Kotsou, I., Mikolajczak, M., Heeren, A., Grégoire, J., & Leys, C. (2019). Improving emotional intelligence: A systematic review of existing work and future challenges. Emotion Review, 11(2), 151-165.
Mindtools. (2019). Emotional Intelligence: Developing strong “People skills”. Management Training and Leadership Training-Online. https://www.mindtools.com/pages/article/newCDV_59.htm
Rene Descartes’s Methodological Doubt Essay Example
Methodic skepticism is a means of looking for clarity through doubting everything. Firstly, all arguments are categorized by knowledge type and source (e.g., mathematical, empirical, and traditional,). A class example is then explored. René Descartes, a rationalist, employed methodic uncertainty to prove cogito, ergo sum (“I think, therefore I am”). He identified disputed knowledge in tradition, empirical knowledge due to illusions, hallucinations, and dreams, and mathematical knowledge due to human calculation errors (Descartes, 109). Descartes’ major goal in employing the methodology was to establish a ground for truth or real knowledge. Descartes sought unquestionable assurance or truth. So, this study will look closely at Descartes’ first, second, and third meditations.
Descartes establishes the fact that “I am” in Mediation One by stating, “I am.” As a result, in the second meditation, he tackles the question of “who I am.” He is aware of his own existence, but what exactly is this thing that he is aware of? “I think, therefore I am,” Descartes asserts, claiming to have uncovered a belief that is for certain and indubitable (Garns, 87). There is maybe no more famous philosophical expression than cogito ergo sum, often referred to as the “Cogito”. In his Meditations, Descartes acknowledges that he has held many incorrect views and sets out to correct them, hoping to assure that he holds only genuine beliefs and that scientific investigation gives only truthful results. A false or perhaps false claim is doubted by him. He realizes that his senses may be fooling him now, as they have before, and that he may be reasoning incorrectly, as he has previously. As a result, he doubts all of his senses and reasoning beliefs as being incorrect. Descartes then analyzes the much more extreme cause for doubt: a wicked demon (also translated as ‘genius,’ ‘genie,’ or ‘spirit’) may exist who can control all of his ideas and deceive him into accepting anything. So, he admits that all his views about the natural reality may be demon-induced illusions that mean nothing, and hence are untrue. Descartes is often thought of as contemplating doubt, the concept that humans clearly have no understanding or factual knowledge. As we’ll see, Descartes claims the Cogito permits him to overcome skepticism and demonstrate certainty.
Descartes argues in his Meditations and associated literature as from early 1640s that the self will either be a cognition or a person being, and that its attributes vary accordingly. For instance, the self is basic as a thought, yet the self is complex as a human. Descartes believes that the only way to get precise and very well conclusions is to query everything you’ve been taught to accept without inquiry (Pecere, np). More importantly, that is the only way to develop convictions that seem to be truly own. “To be a true seeker of truth, you must doubt everything at least once in your life,” he says. Doubting everything you’ve been taught takes a lot of guts, because questioning your cultural norms, religious beliefs and even self-beliefs may be highly disruptive. It may require stirring up your brain, questioning important people’s ideas, or even testing your own self-image. But Descartes’ claim has a persuasive logic: For until you are willing to question everything you are asked to take “on faith,” you will never be able to build a strong foundation for your worldview and individual understanding of life. The experience essential to improve academic ability and personal fortitude required to reach your best potential for development. Descartes felt this ethereal mind held the seat of awareness due to its qualities that defy all natural rules. That is where individuals find their wisdom, motivation, passion and feelings. In summary, our identity is derived from our intellect. “I think, therefore I am!” said Descartes.
In human dualism, the mind is divided from the body. That is, the mind is distinct from the body’s experimentally studied physical qualities. Descartes defined dualism. Descartes created a notion of mind as an immaterial, peaceful co – existence material that engages in diverse activities or states such as sensation (feeling), desiring, envisioning, and logical reasoning (Baker, et al. np). Except for the body, that Descartes thought is causally impacted by the mind and causes certain mental experiences, matter obeys the rules of physics in a mechanistic fashion (Cassam, np). For example, raising the arm by will causes it to raise, yet hitting the finger with a hammer induces the mind to hurt. A Cartesian mind is an immaterial object that has no thoughts or consciousness. Immaterial objects can only be conscious and think. Mind-body dualism is the philosophical belief that intellect and body (or matter) are essentially different sorts of things or natures. It means that mind and body are not just different in meaning but also different kinds of beings. We are immaterial minds so we are sentient and think.
Furthermore, this section of Descartes’ dualism philosophy, called as interactionism, presents one of its most difficult issues that Descartes and his successors had to grapple with: the issue of how this causal relationship is even conceivable in the first place. Descartes demonstrates that God exists and that the only cause of God’s existence is our distinct and clear experience. Descartes demonstrated in previous meditations that he is a thinking object and that he lives, and now he is still in doubt and is confronted with questions such as where his existence originated through, where his conceptions or ideas came from, and why they arise in his mind, among other things. Hence, he therefore draws the conclusion that God exists in human thoughts and that people can clearly perceive him and the way he is.
Finally, Descartes’ philosophy is characterized by his argument that the mind and the body are fundamentally distinct—a position that has come to be known as “mind-body dualism”—as one of its most profound and long-lasting legacies. According to him, the nature of the mind (which is a thinking, non-extended object) is fundamentally distinct from the nature of the body which is non-thinking thing, an extended, and as a result, it is conceivable for one to exist independently of the other.
Baker, Gordon, and Katherine Morris. Descartes’ dualism. Routledge, 2005.
Cassam, Quassim. The embodied self. na, 2011.
Descartes, René. “DESCARTES’S DISCOURSE ON METHOD.” Ratio et Fides: A Preliminary Introduction to Philosophy for Theology (2018): 109.
Garns, Rudy L. “Descartes and indubitability.” The Southern journal of philosophy 26.1 (1988): 83-100.
Pecere, Paolo. Soul, Mind and Brain from Descartes to Cognitive Science. Springer International Publishing, 2020.