12 tips for employers hiring early career, finance candidates

Just about any organization of any size is happy to hire students and recent graduates with a strong background and perhaps even a degree in finance. The roles into which organizations hire finance candidates are many, including financial analyst, financial advisor, accountant, budget analyst, actuary, financial manager, loan officer, and investment banker.

Navigating the complex world of early career hiring in finance is no small feat. Yet, with the right strategies, organizations can attract and nurture top talent. We reached out to 12 hiring experts to get their insights on refining hiring practices, addressing critical skills, and structuring programs to build a robust financial workforce.

• Focus on Real-World Skills
• Create Structured Internship Programs
• Offer Annual Internships with Rotations
• Use Real-World Scenarios in Interviews
• Assess Ability to Learn and Adapt
• Develop Graduate Recruitment Programs
• Combine Skill Assessment with Cultural Fit
• Prioritize Critical Thinking and Problem-Solving
• Craft Engaging Job Descriptions
• Highlight Career Growth Opportunities
• Integrate Situational Challenges
• Implement Skills-First Assessment Ecosystem

Focus on Real-World Skills

If you’re hiring for early-career finance roles, one of the best things you can do is focus on real-world skills over just looking at degrees or résumés. Instead of sticking to traditional interviews, try adding a practical task, like having candidates analyze a small financial dataset or write a quick report on a hypothetical investment. It doesn’t have to be super complex. Just something that gives you a feel for how they think and work through problems.

This approach is great because it shows you who actually has the skills to succeed, not just who can talk the talk in an interview. Plus, candidates often appreciate the chance to show what they can do rather than being judged solely on experience. It’s a win-win. You get better insight into their abilities, and they get a more engaging hiring process.

Inge Von Aulock, Chief Wealth Builder, Invested Mom

Create Structured Internship Programs

One suggestion I would give employers looking to improve their early career hiring process for finance roles is to create a structured internship or rotational program tailored to this talent pool. These programs allow candidates to gain hands-on experience in various aspects of finance, such as accounting, financial planning and analysis, credit, collections, and risk management, while also offering exposure to different teams and leadership. This not only helps candidates develop the technical and soft skills needed for a successful finance career but also gives employers a better opportunity to assess long-term fit. Structured programs also improve retention by providing clear career advancement paths and developing a stronger sense of connection to the company’s culture, which is particularly important for attracting and retaining top early-career talent.

Grant Smith, Global Recruitment Marketing Specialist

Offer Annual Internships with Rotations

My suggestion is to partner with your local colleague and offer annual internships. Not one where you get the coffee or donuts but something more. You have a structured program that has plans for you. Big plans. Perhaps even an opportunity to have a career instead of a job. Many people in finance don’t mind even rotating in various departments to get to know more about various other departments and leaders. They can move into accounting, act like a controller and conduct some analysis. They would not get to have this wonderful buffet full of so many choices if they remained stagnant. 

Active managers who participate have to give it their all. End-of-the-year projects are good as they can wrap up the key learnings and demonstrate to everyone that the time was well spent. Interns should be able to reflect back and say this is where it all started for me to have a bit more direction and learn more about my craft. Those individuals wherever they go serve as great brand ambassadors.

Tanya Turner, MBA, SHRM-CP, PHR, HR Director, SALTO Systems, Inc

Use Real-World Scenarios in Interviews

Want to revolutionize entry-level finance hiring? Forget the GPAs and the fancy internships—throw them into the deep end with real-world bookkeeping scenarios during interviews. It only shines when candidates tackle real reconciliation challenges or analyze mock financial statements. I have seen a strong intuition that easily topped the list; one of our top performers had a modest GPA but was given a set of complex books to troubleshoot during the interview. This method effectively cuts through the noise of traditional credentials to create a level playing field. 

What this means for employers: You will invest some time upfront in developing practical assessments, but you will save countless hours hiring candidates who can actually perform and not just interview well. The result? Better hires, lower turnover, and a team that’s ready to hit the ground running.

Taryn Pumphrey, President, Ledger Lift

Assess Ability to Learn and Adapt

If I could offer one piece of advice to employers looking to improve their early career hiring for finance roles, it would be to focus less on specific technical skills and more on assessing a candidate’s ability to learn and adapt. The reality is that the world of finance is constantly evolving, and the tools and techniques that are relevant today might be obsolete in a few years. Instead of looking for someone who already knows a specific software or methodology, look for someone who demonstrates a strong foundation in core financial principles and a genuine curiosity to learn.

In practical terms, this means structuring the hiring process to evaluate problem-solving skills, critical thinking, and a candidate’s capacity to grasp new concepts quickly. Instead of just grilling them on textbook definitions, present them with real-world scenarios or case studies that require them to apply their knowledge in a practical way. Look for candidates who can articulate their thought process clearly, even if they don’t arrive at the perfect answer. Ultimately, you want to hire someone who can grow with your organization and adapt to the ever-changing demands of the finance industry. This will ensure that your team is well-positioned to grow no matter what the future holds.

JJ Maxwell, CEO, Double Finance

Develop Graduate Recruitment Programs

Employers looking to improve their early career hiring process for finance roles should consider creating structured graduate recruitment programs. These programs can provide a clear pathway for recent graduates to transition into the industry while developing the skills they need to succeed. A well-designed program might include rotational opportunities across different departments, mentorship from experienced professionals, and hands-on training that is relevant to real-world finance scenarios. 

Offering a structured program gives candidates direction and shows them how their role fits into the bigger picture. It helps them build confidence while giving employers a chance to assess their long-term potential in various areas of the business. Programs like this attract top talents as well by showing a commitment to investing in their growth, which is a win for both the company and the employees.

Shaun Bettman, Chief Executive Officer, Eden Emerald Mortgages

Combine Skill Assessment with Cultural Fit

I’ve seen firsthand how critical it is to refine hiring processes for early-career finance roles. One suggestion I’d offer employers is to focus on practical skill assessment combined with cultural fit evaluation during the hiring process. This ensures that candidates not only have the technical knowledge but also align with your company’s values and work environment.

We incorporate a two-part assessment in our hiring process:

1. Case Studies or Simulated Tasks: Instead of relying solely on resumes or interviews, we ask candidates to complete a brief, realistic finance-related task. For instance, we might provide a sample dataset and ask them to create a basic financial report or identify trends. This not only tests their technical skills but also gives insight into their thought process and attention to detail.

2. Behavioral Interviews: Finance roles often require collaboration and strong communication. During interviews, we ask situational questions like, “Tell us about a time you analyzed data to solve a problem,” to gauge how they approach challenges and interact with teams.

Early-career candidates might lack extensive experience, so it’s essential to focus on their potential. We look for adaptability, eagerness to learn, and problem-solving skills. Sometimes, these traits outweigh specific technical expertise, as tools and systems can be taught, but a mindset and work ethic are harder to instill.

In one hiring round, we introduced a case study that involved analyzing a company’s cash flow. One candidate’s analysis was technically solid but, more importantly, they included actionable recommendations on improving cash reserves showing both critical thinking and initiative. That candidate is now a valuable member of our team, contributing insights that have enhanced our financial planning.

To attract top early-career talent, highlight growth opportunities in your job postings. Young professionals want to know how your organization will help them build their skills and advance their careers.

Improving your early-career hiring process for finance roles requires going beyond resumes and focusing on practical skills, growth potential, and cultural fit. With the right approach, you’ll build a team that’s both technically competent and eager to grow alongside your business.

Max Shak, Founder/CEO, Nerdigital

Prioritize Critical Thinking and Problem-Solving

One of the most important suggestions I would give employers looking to improve their early career hiring process for finance roles is to really focus on assessing a candidate’s critical thinking ability and problem-solving skills, rather than just their technical knowledge. In finance, things are constantly evolving—new regulations, market conditions, products, etc. An employee who can think critically, analyze information from multiple angles, and solve complex problems will be far more valuable in the long run than someone who simply has a lot of current technical knowledge that may become outdated.

For example, when I was interviewing candidates for an analyst role a few years back, we had one particularly impressive candidate who didn’t have the highest grades or most finance coursework. However, during the case study portion of the interview, she demonstrated remarkable poise in breaking down a complex business scenario, identifying key risks and opportunities, and proposing innovative solutions. We ended up hiring her, and she quickly became a star performer by continuously finding creative ways to add value beyond just her technical duties. That experience taught me that raw intellectual horsepower and problem-solving ability should be prized over mere technical knowledge in hiring for finance roles.

Jack Reamer, CEO, SalesBread

Craft Engaging Job Descriptions

As someone who’s worked extensively with government agencies on their early career finance recruitment, one key strategy I recommend is rethinking the traditional job description. Too often these descriptions read like a dry laundry list of requirements, which can be incredibly off-putting to young talent.

What we’ve found particularly effective is partnering with agencies to craft job descriptions that tell a story. Highlight the real-world impact of the role, the opportunities for growth and mentorship, and the unique benefits of public service. Use language that resonates with early career professionals.

For example, when working with the City of Austin’s finance department, we transformed their entry-level postings from generic lists of qualifications to compelling narratives about building a thriving city. As a result, they saw a 28% increase in qualified applicants.

My advice: Treat your job descriptions as a marketing tool. Sell the vision, not just the responsibilities. That’s how you’ll attract the finance stars of tomorrow to public service.

Michael Hurwitz, President/Co-Founder, Careers in Government

Highlight Career Growth Opportunities

In one of my previous roles, we completely overhauled our hiring strategy to put a spotlight on career growth, and the impact was incredible. Instead of just listing job responsibilities, we made sure to emphasize clear opportunities for advancement within the company. This included showcasing things like mentorship programs, chances for internal promotions, and skill-building workshops. 

It resonated deeply with early-career candidates who weren’t just looking for a paycheck—they wanted a role that could shape their future. By presenting ourselves as a true partner in their career journey, we built trust and genuine excitement. The results have been better-quality hires, stronger engagement, and improved retention. Emphasizing growth is essential for attracting ambitious and top-tier talent.

Brian Staver, CEO, NetPayAdvance.com

Integrate Situational Challenges

I believe employers should integrate situational challenges into the hiring process that reflect actual scenarios a candidate might encounter on the job. For example, presenting a case where candidates must analyze a financial report and recommend strategies to improve a company’s liquidity can provide deeper insights into their analytical and decision-making skills. This method goes beyond testing theoretical knowledge and shows how well a candidate can interpret data and communicate their findings. In my opinion, it also helps employers gauge whether a candidate can handle the pressure of making real-time decisions, which is often crucial in finance roles.

In my experience, situational challenges give both employers and candidates a clear sense of whether the role is a good fit. Candidates who perform well in these exercises tend to transition more smoothly into full-time positions, as they’ve already demonstrated the ability to apply their skills in practical settings. I’ve also found that this approach helps identify soft skills like collaboration and adaptability, which are harder to assess in traditional interviews.

Thomas Franklin, CEO, Swapped

Implement Skills-First Assessment Ecosystem

As a senior software engineer at LinkedIn who architected talent acquisition platforms processing over 3.7 million professional profiles annually, I’ve developed a nuanced perspective on transforming early career hiring in finance.

The most impactful strategy is implementing a holistic, skills-first assessment ecosystem that demolishes traditional resume-centric recruitment approaches.

Most finance employers are trapped in an antiquated hiring paradigm that overemphasizes academic credentials and undervalues practical problem-solving capabilities. The future of recruiting demands immersive, scenario-based evaluations that simulate real-world financial challenges.

Develop comprehensive assessment frameworks that test candidates through interactive case studies, data analysis challenges, and predictive modeling scenarios. These should mirror actual workplace complexities—requiring candidates to demonstrate critical thinking, technological adaptability, and strategic decision-making skills.

Our LinkedIn research indicates that organizations implementing competency-based evaluation protocols see a 52% improvement in candidate quality and a 38% reduction in early-career turnover rates. The key is creating evaluation mechanisms that reveal a candidate’s potential beyond traditional academic metrics.

Pro insight: Leverage AI-powered skill-matching technologies that can identify latent talents and potential, transforming early career recruitment from a screening process to a strategic talent discovery mechanism.

Harman Singh, Senior Software Engineer, LinkedIn