Financial Controller
Znane również jako: Group Financial Controller · Reporting Controller
Is responsible for the accuracy and timeliness of financial reporting, the period close, the annual accounts and the internal controls around them.
The financial controller safeguards the reliability of the figures and is the counterpart of the business controller within finance. Unlike the business controller, this role looks backwards and at compliance, with reporting standards, reconciliations and the external auditor as fixed references. Selection often tests only reporting knowledge, while the bottleneck is that the close depends on input from other departments that this role must enforce without managing them.
Kompetencje, które należy oceniać
Oto konstrukty behawioralne i kompetencyjne zawarte w tym profilu. Przy każdym z nich podano, który kwestionariusz hrmforce służy do jego pomiaru.
| Kompetencje, które należy oceniać | Poziom docelowy | hrmforce narzędzie | Metoda oceny | Kotwica behawioralna na poziomie docelowym |
|---|---|---|---|---|
| Accuracy and attention to detail Kompetencje (50-ramowe): 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 Kompetencje (50-ramowe): 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 Kompetencje (50-ramowe): 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 Kompetencje (50-ramowe): 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. |
Krótki profil
Dziesięć najważniejszych umiejętności w tym profilu. Pełny profil zawierający wszystkie umiejętności, punkty odniesienia behawioralne i metody oceny znajduje się w pliku do pobrania.
| T | Umiejętności | Poziom docelowy | Waga | Knockout | Metoda oceny |
|---|---|---|---|---|---|
| V | Quantitative interpretation | N5 | 5 | tak | Work sample test |
| G | Accuracy and attention to detail | N5 | 5 | nie | Personality questionnaire |
| V | Budgeting and cost control | N5 | 5 | tak | Work sample test |
| V | Financial administration | N5 | 5 | tak | Work sample test |
| V | Controlling and management information | N5 | 5 | tak | Work sample test |
| V | Preparing annual accounts | N4 | 5 | tak | Knowledge test |
| A | Numerical reasoning | N5 | 4 | nie | Cognitive ability test |
| G | integrity and dependability | N5 | 4 | nie | Personality questionnaire |
| T | Spreadsheets and worksheets | N5 | 4 | tak | Work sample test |
| V | Business reporting | N4 | 4 | nie | Work sample test |
Zobacz wszystkie 26 umiejętności w pełnym profilu
Narzędzia oceny dla tego stanowiska
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
Big Fifty
Personality questionnaire, 150 items, 25 factors
360 Feedback
Multiple assessments based on behavioral anchors
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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