Chief Financial Officer
Also known as: Finance Director · CFO
Sets the financial policy of the company, holds ultimate responsibility for reporting, financing and risk control and accounts to shareholders and supervisory bodies.
The chief financial officer sits on the board and connects financing, strategy and control with the commercial and operational agenda. Unlike the finance manager, this role deals with external parties such as banks, investors and regulators and with the capital structure of the company. Selection often leans too heavily on a controlling background, while the role depends on negotiating with financiers and correcting fellow directors when a plan is not financially sustainable.
Competencies to measure
These are the behavioural and ability constructs in this profile. Each one shows which hrmforce questionnaire measures it.
| Competencies to measure | Target level | hrmforce instrument | Assessment method | Behavioural anchor at target level |
|---|---|---|---|---|
| Accuracy and attention to detail Competency (50-framework): Accuracy | N5 | Big Fifty, 360 Feedback | Personality questionnaire | Sets the standards for completeness and correctness, has samples checked and addresses teams on structural sloppiness. |
| Numerical reasoning | N5 | Ability Scan | Cognitive ability test | Sees in complex number series which assumptions determine the outcome and sets the calculation logic that others in the organisation follow. |
| integrity and dependability Competency (50-framework): Integrity | N5 | Big Fifty (Integrity Scale), 360 Feedback, Structured interview | Personality questionnaire | Sets the organisation's integrity standards, enforces them also with influential parties and explains the resulting choices publicly. |
| Discipline and keeping commitments Competency (50-framework): Discipline | N4 | Big Fifty, 15PF, 360 Feedback | Personality questionnaire | Commits only to what is feasible, tracks own commitments and informs those involved as soon as a deadline comes under pressure. |
| Managing workload pressure Competency (50-framework): Stress resilience | N4 | Big Fifty, Competency Check, Pulse Survey | Structured interview | Cuts or shifts tasks independently when busy on the basis of importance, records this and discusses consequences with clients. |
Short profile
The ten heaviest skills in this profile. The full profile with every skill, behavioural anchor and assessment method is in the download.
| T | Skill | Target level | Weight | Knockout | Assessment method |
|---|---|---|---|---|---|
| V | Quantitative interpretation | N5 | 5 | yes | Work sample test |
| G | Accuracy and attention to detail | N5 | 5 | no | Personality questionnaire |
| V | Strategic thinking | N5 | 5 | no | Assessment centre |
| V | Accounting to supervisors and stakeholders | N5 | 5 | no | Assessment centre |
| V | Budgeting and cost control | N5 | 5 | yes | Work sample test |
| V | Controlling and management information | N5 | 5 | yes | Work sample test |
| V | Risk management | N4 | 5 | no | Knowledge test |
| A | Numerical reasoning | N5 | 4 | no | Cognitive ability test |
| G | integrity and dependability | N5 | 4 | no | Personality questionnaire |
| K | Governance and compliance | N5 | 4 | no | Knowledge test |
See all 26 skills in the full profile
Assessment instruments for this job
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Work sample test
Representative work sample under standardized conditions
Competency Check
Behavioral-Level Competency Assessment
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
360 Feedback
Multiple assessments based on behavioral anchors
Big Fifty
Personality questionnaire, 150 items, 25 factors
Portfolio
Evaluation of prior work against fixed criteria
Structured interview
Behavioral interview with a fixed structure
Big Fifty (Integrity Scale)
15PF
Personality Profile, a shorter alternative to the Big Fifty
Pulse Survey
Periodic measurement at the team and organizational levels
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