Interviewing can be a nerve-racking experience for most people. No matter if you’re nervous about your upcoming interview or not, preparation, research and authenticity are the biggest keys to success. You can’t wing it and expect to succeed. To help you prepare for the day, we’ve put together our most valuable tips for a successful interview. Read on to find out: How to make a good first impression Showing enthusiasm for the business and the role Preparation and research tips The STAR method How to end an interview positively How to make a good first impression Making a good first impression is key when interviewing. Here are some things to think about when attending your interview: Dress for the job want, understand the dress code prior to the interview, but, if in doubt, go smart. Pay attention to the little things; clean your nails, iron that shirt and brush your teeth if you have a coffee before attending, they make all the difference. Body language, make sure you smile, be confident and sit up straight. Eye contact is so important to show your interest and engagement. Be punctual, arrive with plenty of time to spare, check your route the day before and be polite and respectful to everyone you meet, the interview starts with the receptionist. Show enthusiasm It’s important to communicate your interest in the role you’re interviewing for in any way that you can. This means showing your enthusiasm for the job, company and team: Be positive in all discussions and especially when discussing previous roles, companies and line managers. Show interest and enthusiasm for them and the company you are interviewing for. Act like you want you to be there, show up in the same manner you would want someone to behave in an interview with you. If you are nervous, planning and preparation will set you free, you have very little to worry about if you have done the work ahead of your meeting. Prepare and do your research This part you are 100% in control of. Research is key to success when it comes to interviews, but what should you look into? We would recommend familiarising yourself with the following: Research the business; check out the company LinkedIn page, Glassdoor reviews, website, set of accounts, recent news and any other materials you can find. Research the interviewer, check out LinkedIn and discuss with your recruiter for any insights. Go back over the Job Description, familiarise yourself with the responsibilities, prepare examples of where you have successful achieved or completed these in previous/current jobs. Use I, rather than we when preparing examples of achievements, where appropriate of course. Be prepared for these common interview questions: Tell me about yourself? What do you outside of work? Why do you want to work for our company? What do you think will bring to our company? Which accounting software packages have you had exposure to? Which accounting standards have you got exposure to? What do you know about us and what we do? Having looked at our most recent set of accounts, what are your observations/thoughts? Who are our main competitors? Having looked at our market position, where do you think we sit in comparison to our competitors? What are our SWOT (Strengths, Weaknesses, Opportunities and Threats) as a business? And these competency based questions: Give us an example of a time where you have dealt with the following: An unrealistic deadline and how you managed it? A difficult stakeholder? Hiring freeze and not enough staff? Unrealistic budget numbers for the business and various stakeholders? Managing a difficult member of staff out of the business? Hybrid working and trying to engage and ensure a collaborative culture? A set back at work and how you bounced back? The S.T.A.R. Method The S.T.A.R. Method is a method that you can apply to interview questions asking for you to give an example. Following the S.T.A.R. Method is the most efficient way of telling your story and effectively communicating the answer the interviewer is looking for. Here is how it works: S ituation Use a similar situation, ideally work related but can use from personal life if relevant too. Make sure you utilise, who, what, where, when and how. T ask Describe the task and how it relates to the example you are providing. A ction What did you do to solve the problem…. R esult End result, explain how your actions meant you could complete the task at hand within the required timeframes and to a high standard. Example ‘Can You Describe a Time When You Developed or Improved an Accounting Process?’ In my last role I was part of a team dealing with the expense reporting and I noticed there were some discrepancies in the expenses claimed by the sales executive team. I wanted to improve accuracy and reduce the overall expense costs to the business, this meant enabling all the sales executives to claim the same expenses. In order to achieve this, I changed the codes and descriptions in the reporting process to make it more straightforward. This resulted in 65% increase in consistency, saving a minimum of £40,000 per annum. Top tips for using the S.T.A.R method: Be specific Be concise Be prepared Be honest Be quantitative Be engaging End on a positive note To close out the interview in the best way, there are a few things you can do. Ask if they have everything need, do they want you to expand on anything and is there anything else you can provide information on for them. If appropriate ask what next steps are, and follow up with a nice note and add on LinkedIn. Always ask questions, below are some examples. Questions to ask the interviewer Do you have any concerns regarding my suitability for the role? Is there anything we have discussed that you would like me to expand on? What do you foresee will be my biggest challenge in this role? From what we have discussed, do you think there are any gaps in my experience to succeed in this role? What is the reason this role has become available? New role or replacement, which areas do you think require more focus with the next incumbent? Who will be my main stakeholders to manage internally and potentially externally? What does the team look like that I will be managing, what are their capabilities and experience levels? What do you think are my main priorities upon joining the business? What do my first 30/60/90 days look like upon joining? Five quick tips for remote interviews Is your interview taking place virtually? Here are 5 quick tips for your remote interview: Ensure you have a neutral background, no clutter or mess. First impressions still count – all the above points still count. Test your tech, make sure you can access the link and your camera and speakers work. You have less small talk online as you go straight into the interview, make sure you ask some filler, warmer questions too. Be conscious of your enthusiasm levels, body language is harder to read on video, so make sure you get that across with some additional focus on it. Now you should be ready for your next interview. If you’re still searching for your next job in finance, get in touch with Tenzing Search. We’re a specialist finance recruitment agency, ready to guide you to your next role.

Networking isn’t just a skill, it’s an imperative for developing your career. The ability to build genuine connections, seek referrals, and stay abreast of industry trends is paramount. To support your career development, we’ll delve into tailored networking strategies aimed at senior finance professionals. The following five tips will help you cultivate relationships that elevate your career to new heights: Identifying networking opportunities Have regular meetings and conversations Focus on topics you’re passionate about Craft a successful personal brand Leverage LinkedIn groups Why should you grow your network? Investing time in growing your network of finance professionals can be the key to developing your career. Not only can connections result in new job opportunities, but also grow your existing knowledge of the industry. So, seize the opportunity, connect with purpose, and let your network become a catalyst for your continued success. Five top tips for growing your network Here are our top tips for expanding your network… Identifying networking opportunities For senior financial professionals, networking goes beyond the conventional. It’s important to seek out opportunities, including: Engaging in networking forums Attending exclusive events Leveraging your industry expertise to share valuable insights Each of these options are excellent for growing your networks and keeping up to date with the latest in finance. Engaging in networking forums Networking forums provide an exclusive space where industry leaders, experts, and decision-makers can share insights, discuss trends, and foster meaningful connections. Here are some of our favourites: AccountingWEB Realize UK Business Forums ICAEW Participating in these networks will help get your name out there and connect with other professionals in the industry. Attending exclusive events If you’re already active in industry communities, it’s likely that you’ll already be receiving invitations to exclusive networking events. However, if you’re not sure where to find event information, we highly recommend reaching out to finance recruitment agencies. Headhunters will often host these events themselves or will be able to connect you with people who do. Events are a great way to meet likeminded individuals, from whom you will be able to learn and grow. Leveraging your industry expertise to share valuable insights Sharing your knowledge and expertise on LinkedIn is a great way to grow your network. Contributing to conversations will boost your profile across the platform, allowing you to become discoverable by potential employers. Keep reading for more advice on growing your personal branding. Have regular meetings and conversations The world of finance moves fast, and so should your networking efforts. Be open to regular meetings with both industry peers and professionals from diverse sectors. Regular conversations will ensure you stay in the loop about market shifts and may lead to unexpected opportunities. Focus on areas you’re passionate about When networking, focus on topics that fuel your passion or areas you need to be educated on. Not only does genuine enthusiasm set you apart and resonate with fellow professionals but will also keep you motivated in your networking journey. Attend specialised events and join exclusive groups that align with your financial interests. Craft a successful personal brand C-suite finance professionals are in a unique position to craft a strong personal brand. With your extensive knowledge and experience of the industry, professionals should certainly be able to build a credible brand that employers will take notice of. Ensure your LinkedIn profile, CV, and professional platforms are not just up to date but also showcasing your expertise. Develop a weekly posting schedule and stay consistent with content creation to build a successful personal brand. Leverage LinkedIn groups Leverage the power of LinkedIn to amplify your networking efforts. Join high-calibre groups within your niche, actively contribute to discussions, and connect with senior professionals who share your ambitions. A robust online presence is vital for establishing your influence within the financial domain. Networking is key to career development Networking is a strategic investment in your professional future. These tips should allow you to start growing and developing your network of finance professionals. Remember, it’s not about quantity but the quality of connections that can influence high-level decisions and happy networking! For more support with your career development, contact Tenzing Search! Tenzing Search is a specialist Finance and Accountancy Search business. We specialise in Senior Qualified appointments across the UK and USA, focusing on both Interim and Permanent appointments across all sectors.

As we draw to the end of 2024, one trend that has been increasingly noticeable in the world of finance recruitment is the high turnover of CFOs and Finance Directors (FDs). Many of these senior leaders are being recruited only to leave within months, often without a new role lined up. This raises an important question: Why is this happening? Role Mismatch: Often, the role described in the interview doesn’t align with the actual job. This can occur when founders or owners aren’t entirely sure what they need, or when the role is exaggerated beyond what the business requires. Unexpected Financial Challenges: In many cases, businesses are less liquid than advertised, meaning what was sold as a “growth” opportunity quickly turns into a crisis management or turnaround role. Resistance to Change: Founders or owners can sometimes be unwilling to adapt or hear what needs to be done to achieve the goals they’ve set. For finance leaders, this becomes untenable. Volatility in private equity: Throughout 2023 and the first half of 2024, we saw substantial volatility in the private equity CFO talent market, with unprecedented numbers of CFOs leaving their positions midway through the investment cycle – 75% of our appointments in 2023 were mid-cycle. According to Bronzegate Unclear Business Objectives: If a business isn’t clear on its goals or direction, hiring a CFO or FD may occur prematurely, further complicating things. How can businesses avoid these pitfalls when hiring finance leaders? Here are a few key strategies: Be Transparent About Your Business’s Financial Health Ensure that all stakeholders, including founders, owners, and investors, are on the same page about the current state of the business—especially cash flow and growth trajectory. Misleading a candidate will only result in a quick departure once they see the true picture. Align on Expectations for the Role Before hiring a CFO or FD, make sure all decision-makers agree on the scope and purpose of the role. Is it a full-time role, or could it be handled by someone part-time or fractionally? Is this person expected to lead growth initiatives or fix existing problems? Defining these expectations upfront can prevent future disappointment. Leverage a Fractional CFO for Guidance Hiring a fractional CFO can be an excellent way to assess your true needs before committing to a full-time hire. Fractional CFOs can provide insight into whether you should outsource certain finance functions or bring someone in-house. Since you only pay for the time they work, it’s a cost-effective way to ensure you’re making the right long-term decision. Consult a Specialised Recruiter Recruiters who specialise in finance roles, like Tenzing Search, that can help you better understand what level of expertise is truly needed for your business. We work with companies of all sizes and can provide tailored advice to ensure you’re hiring the right person, for the long-term not just filling a vacancy. Ensure a Rigorous Recruitment Process A recruiter can offer a more in-depth hiring process, often meeting with candidates’ multiple times and conducting thorough interviews. At Tenzing Search, we map the market extensively to find the best talent—far beyond just posting an ad. We cover all bases to ensure you attract the right candidates and reduce the risk of a costly mis-hire. The Cost of Mis-Hiring: Can You Afford It? Hiring a finance director or CFO is a critical investment. Research suggests that hiring directly can cost between £7,000 and £17,000 in terms of advertising, time, and other associated expenses. More alarmingly, the cost of a mis-hire can range from £50,000 to £150,000. This includes lost productivity, missed business opportunities, and the potential cost of terminating the employment early. If a hire underperforms, businesses stand to lose between 30%-50% of the individual’s salary due to decreased productivity. These figures highlight just how crucial it is to get your hiring decisions right. How Tenzing Search Can Help At Tenzing Search, we offer a range of solutions to help businesses avoid costly hiring mistakes: Fractional CFO Placements: We can place a fractional CFO in your business to help guide your finance strategy, ensuring the right long-term structure and hire. Free Advice and Recruitment Support: We also provide free advice on how to advertise and market your finance roles effectively, ensuring you attract the best talent. We can even provide benchmark candidates to guarantee you’re seeing the most qualified professionals for your needs. Time Saver: Replacing a CFO can typically take six to nine months. At Tenzing, we know who is immediately available and pride ourselves on supplying candidates that we have met and qualified properly. Hiring a CFO or FD is one of the most important decisions a business can make. Given the high stakes, can you really afford to get it wrong? If you need guidance or advice on finding the right finance leadership for your business, reach out to us at Tenzing Search. It costs nothing to have a conversation, and it could save you from the significant costs of a mis-hire.