15 tips for employers hiring a lot of finance majors, recent grads

When hiring dozens or even hundreds of candidates for finance roles, employers need a structured recruitment strategy that ensures both efficiency and quality. Finance positions often require strong analytical skills, attention to detail, and knowledge of financial regulations, accounting principles, or investment strategies. Employers can streamline the hiring process by using applicant tracking systems (ATS) to screen candidates for relevant degrees, certifications (such as CPA, CFA, or FINRA licenses), and experience with financial software like Excel, QuickBooks, or SAP. Posting job openings on platforms like College Recruiter, which connects early career talent with meaningful opportunities, can help attract a strong pipeline of entry-level candidates for roles in banking, accounting, financial analysis, and risk management. Pre-employment assessments, such as numerical reasoning tests and financial scenario evaluations, can further refine the candidate pool and ensure applicants meet essential job requirements.

To efficiently manage high-volume hiring, employers can organize finance-specific hiring events or virtual recruitment fairs to assess multiple candidates simultaneously. Structured interviews with competency-based and case study questions can evaluate candidates’ ability to analyze financial data, assess risk, or explain complex financial concepts. Employers can also implement panel interviews with finance managers to ensure candidates align with both technical requirements and company culture. Once hired, a well-structured onboarding program that includes financial compliance training, software onboarding, and mentorship opportunities ensures that new employees integrate smoothly into their roles and contribute effectively to the organization’s financial operations.

We recently reached out to 15 hiring experts to get their suggestions for employers who are hiring dozens or even hundreds of finance majors, recent graduates, and others early in their careers.

• Prioritize Human Touch
• Use Skill-Based Assessments
• Design Scenario-Based Tests
• Implement Structured Interviewing
• Prioritize Candidate Integrity
• Build a Strong Employer Brand
• Focus on Adaptability
• Maintain Assessment Quality
• Prioritize Behavioral Assessment
• Screen Candidates Properly
• Adopt a Systematic Approach
• Test for Decision-Making
• Rely on Trusted Referrals
• Prioritize Skills-Based Assessments
• Assess Soft Skills

Prioritize Human Touch

Hiring at scale for finance roles? Refuse to treat candidates like numbers. The worst mistake employers make is relying too much on automation and rigid screening tools. Finance requires sharp minds, ethical judgment, and attention to detail. These are qualities that do not always show up in keyword scans.

Instead, keep a human touch in the process. One of the best things we did when expanding our team was adding a structured, yet conversational, screening call. A five-minute chat often reveals more than a resume ever could. You catch insights on problem-solving, communication skills, and how someone thinks when exposed to any sort of pressure.

Hiring at volume should not mean sacrificing quality. People remember how they are treated during recruitment, and in finance, reputation is everything. The right hires will not just balance the books, but also help protect your business for years to come.

Austin Rulfs, Founder, SME Business Investor, Property & Finance Specialist, Zanda Wealth

Use Skill-Based Assessments

I think one of the biggest mistakes employers make when hiring for finance jobs in bulk is relying too much on résumés and traditional screening methods.

When dealing with a large candidate pool, it’s easy to default to keyword scanning or degree requirements, but that often filters out great candidates who might have the right skills but not the “perfect” background on paper.

What I’ve seen work best is using skill-based assessments early in the hiring process. Instead of spending hours reviewing CVs, I’d recommend implementing a short financial analysis test or a problem-solving exercise. This not only weeds out unqualified candidates fast but also gives you a real sense of their abilities–something a résumé just can’t do.

Another key thing is streamlining the interview process. I’ve seen companies lose excellent candidates because they dragged out hiring decisions.

When hiring in high volume, I’d suggest setting clear timelines, automating interview scheduling, and ensuring quick feedback loops. Finance professionals, especially top talent, often get multiple offers, so moving fast is crucial.

At the same time, don’t rush so much that you overlook cultural fit. I think employers should integrate at least one structured behavioral interview to ensure candidates align with the company’s values and work style.

Sam Hodgson, Finance Editor, Clifton Private Finance

Design Scenario-Based Tests

Design scenario-based tests that mimic the actual challenges your finance team faces daily. It’s the best way to go beyond basic interviews. Because while interviews are great for getting a feel for someone’s personality, they don’t always reflect real-world capability. A simulation test forces candidates to tackle the kind of challenges they’d face in your finance team—so you see how they handle real data, pressure, and unexpected twists in a controlled environment. It’s one thing to talk about how you’d solve a problem in an interview and another to actually do it. This method cuts through rehearsed answers and gives you tangible insights into their skills, analytical rigor, and even their work style.

Paul Carlson, CPA & Managing Partner, Law Firm Velocity

Implement Structured Interviewing

When hiring high-volume candidates for finance jobs, implementing structured interviewing is essential to ensure consistency, fairness, and effectiveness in the selection process. Standardized interview questions help maintain uniformity, reducing biases and ensuring that all candidates are assessed on the same criteria. However, finance roles require more than just textbook knowledge and technical skills. Employers must go beyond traditional Q&A formats and incorporate real-world problem-solving scenarios into their interviews to accurately gauge a candidate’s critical thinking, decision-making, and practical application skills.

By presenting candidates with realistic finance-related challenges, employers can evaluate their ability to analyze complex situations, apply financial principles under pressure, and make sound judgments based on data. For example, asking a candidate how they would handle a sudden market downturn, analyze risk factors in an investment portfolio, or detect financial discrepancies in a company’s records provides deeper insights than simply asking about theoretical knowledge. Structured interviews should include situational and behavioral questions that reveal a candidate’s approach to problem-solving, attention to detail, and ability to work within regulatory frameworks.

Structured interviews reduce the likelihood of subjective decision-making by hiring managers, ensuring that the best candidates are selected based on merit rather than personal impressions. This approach ultimately leads to better hiring outcomes, higher retention rates, and stronger finance teams.

Jonathan Orze, CFO, Ingeniusprep

Prioritize Candidate Integrity

When hiring at scale, it’s easy to fall into the trap of relying solely on credentials and experience. A strong résumé with impressive academic achievements and technical skills might seem like the best indicator of success, but in finance, integrity is everything. The foundation of any great finance professional isn’t just their knowledge of the industry, it’s their character. Employers should prioritize candidates who demonstrate strong ethics, accountability, and resilience, as these qualities are fundamental to maintaining trust and stability within financial institutions.

A solid skill set can be taught through training, mentorship, and experience, but character is far more difficult to instill. No amount of technical expertise can compensate for a lack of honesty, reliability, or ethical decision-making. Employers should look beyond a candidate’s ability to analyze financial statements or navigate complex models and instead assess their ability to take responsibility for their actions, admit mistakes, and uphold ethical standards under pressure.

Hiring in high volume can sometimes mean cutting corners in the evaluation process, but skipping character assessments can lead to significant long-term consequences. A single bad hire in a finance role, someone who lacks integrity or accountability, can result in compliance issues, reputational damage, and financial loss. Prioritizing character ensures not only the success of an individual hire but also the long-term health of the organization.

Brian Chasin, Chief Financial Officer, SOBA New Jersey

Build a Strong Employer Brand

When hiring high-volume candidates for finance jobs, one of the most effective yet often overlooked strategies is building a strong employer brand to attract top talent before recruitment even begins. In a competitive job market, candidates in finance—whether for roles in banking, financial analysis, or risk management—seek organizations that offer career growth, professional development, and stability. Companies that fail to communicate their value proposition effectively may struggle to attract qualified candidates, leading to high turnover, longer hiring cycles, and increased recruitment costs.

Employers should focus on creating a strong online presence, showcasing company culture, employee testimonials, and career growth opportunities through LinkedIn, company websites, and industry events. Leveraging finance-focused job fairs, networking events, and internship programs also helps establish a direct pipeline of qualified candidates. Additionally, offering mentorship programs and financial certifications sponsorships (such as CFA, CPA, or CFP) can set an employer apart as a company that invests in its employees’ long-term success.

Another critical factor is ensuring a smooth candidate experience throughout the hiring process. Overly complex application procedures, long response times, or unclear job descriptions can deter skilled finance professionals. Employers should streamline hiring with clear expectations, structured interview processes, and transparent timelines to keep candidates engaged.

Wes Lewins, Chief Financial Officer, Networth

Focus on Adaptability

The finance industry is evolving at an unprecedented pace, driven by advancements in automation, artificial intelligence, and regulatory changes. Because of this, employers should focus on hiring candidates who not only possess strong technical skills but also demonstrate adaptability and a process-oriented mindset. In high-volume hiring, it’s tempting to prioritize experience alone, but the ability to navigate change is just as critical. A structured, efficient workflow is essential in finance roles, whether in risk assessment, data analysis, or compliance, and employees who can both follow and refine these processes will be the most valuable long-term. 

However, rigid adherence to outdated methods can hinder progress. The best candidates are those who can recognize when a process needs adjustment and proactively implement solutions without disrupting operational stability. This balance between structure and flexibility allows teams to maintain efficiency while embracing innovation. Employers should assess adaptability by incorporating scenario-based questions during interviews, asking candidates how they have responded to past industry shifts or unexpected challenges. Behavioral assessments can help identify individuals who are open to learning, growth, and continuous improvement. In a field where regulations and technologies frequently shift, hiring candidates who can seamlessly integrate new tools, pivot when necessary, and maintain process efficiency is essential for long-term success.

Peter Lai, CFO, Engage Wellness

Maintain Assessment Quality

An employer hiring a high volume of candidates for financial roles should avoid reducing the assessment quality of the interview process. While streamlining assessments may save time, doing so can lead to overlooking important qualities like technical expertise, problem-solving ability, and cultural fit, all of which are crucial in finance roles. Instead, employers can implement hiring technology such as automated pre-screening or standardized testing to filter candidates early while ensuring that later stages of the hiring process maintain the necessary depth of evaluation. This helps avoid making hasty hiring decisions and ensures the selection of well-qualified candidates.

Peter Reagan, Financial Market Strategist, Birch Gold Group

Prioritize Behavioral Assessment

One thing employers should not do when hiring high-volume candidates for finance jobs is prioritize technical skills while overlooking behavioral assessment. This common mistake leads to higher turnover despite candidates having impressive technical qualifications. In our work creating career portals for financial institutions, we’ve observed that successful finance professionals need both technical aptitude and specific behavioral attributes. Finance roles require meticulous attention to detail, ethical decision-making, and often the ability to explain complex concepts to non-experts. 

The most successful finance employers we’ve worked with implement scenario-based assessments that evaluate how candidates apply their knowledge in realistic situations. These reveal problem-solving approaches and alignment with compliance mindsets better than traditional interviews. For example, one credit union client shifted from standard interview questions to presenting candidates with ethical dilemmas and regulatory scenarios. This change reduced first-year employee turnover by 40%, as they identified candidates who not only knew financial concepts but could apply them appropriately. While technical qualifications create a baseline for consideration, behavioral assessment is what truly distinguishes candidates who will thrive in finance environments where precision, compliance, and trustworthiness are fundamental to success.

Harmanjit Singh, Founder & CEO, Website Design Brampton

Screen Candidates Properly

Failing to properly screen candidates for positions in finance, even at a very large scale, has the potential to have catastrophic consequences for employers as well as employees in the future. One classic blunder is not sifting through the resumes and placing too much focus on critical thinking skills present in the candidates under stress. 

While working for a client, their approach to us was very concerning. They had cut corners in interviews and assessments to streamline the hiring process. While the candidates were hired promptly, a substantial portion of them were unable to cope with various aspects of the fast-paced finance workplace. Consequences resulted in high attrition rates and spending a fortune on gaps that could have been fixed during the initial training. 

To ensure that the candidates are deemed fit, companies need to check their practical experience, analytical skills, and reasoning ability. In the long run, making such checks leads to fostering an individual who can withstand the pressure and intense competition. For employers, this initiative comes with the guarantee of reduced employee turnover along with better-engaged employees.

Ollie Smith, CEO, VATcalculators

Adopt a Systematic Approach

Scaling hiring in finance needs to be precise. Speed at the expense of accuracy results in expensive errors—high turnover, compliance issues, and lower-performing teams. Employers need to adopt a systematic approach: defined job specifications, strict screening, and uniform interviews. A well-structured process guarantees efficiency without compromising quality.

One of the biggest errors is over-reliance on automation. AI-powered resume screening and testing make hiring more efficient, but finance positions require more than keyword alignment. A candidate may possess the correct technical qualifications but be lacking in integrity, problem-solving skills, or flexibility—critical qualities in an industry driven by regulatory updates and economic uncertainty. Human judgment is required to evaluate actual decision-making.

Robust hiring processes blend scenario testing and behavioral interviews to challenge critical thinking in situations of stress. Hurried recruitment raises the probability of bringing on board those who may not have the mindset to survive in complex financial environments. Proper efforts bring on board professionals who not only meet the specs but also help add to long-term stability and growth.

Paul Littler, Director of Business Development, WR Partners

Test for Decision-Making

One thing employers get completely wrong when hiring finance candidates is over-relying on generic behavioral interviews instead of testing for real-world decision-making under pressure.

Finance is a high-stakes field. Success does not come from reciting well-rehearsed answers about teamwork or leadership. It comes from being able to analyze complex data, spot patterns, and make sound decisions when the numbers do not give you a clear answer. The problem is that most hiring processes do not test for this at all.

I have worked with thousands of job seekers, and I have seen incredible candidates get rejected because they did not tell a good story in an interview, even though they had the technical skills and mental agility to excel. At the same time, I have seen candidates who knew how to game the system sail through interviews—only to struggle when they actually had to do the job.

Employers hiring at scale should skip the cookie-cutter behavioral questions and focus on dynamic, real-world simulations. Give candidates a messy financial dataset and ask them to identify trends. Present a scenario where they have to explain financial risk to a non-financial executive. See how they think on their feet, not just how well they rehearse answers. That is how you find people who will thrive in the fast-paced, unpredictable world of finance.

Stephen Greet, CEO & Co-Founder, BeamJobs

Rely on Trusted Referrals

When hiring a large pool of finance candidates, there is one key step employers should take: Rely heavily on REFERRALS from trusted contacts in the industry. In finance jobs, sensitive information is often involved—such as future investment strategies or client information, so an extra layer of personal vetting can help you FILTER OUT the good leads from the bad ones.

If your colleague at the competitor describes a specific analyst as trustworthy, that clears a lot of noise. Referrals also have the added bonus of identifying cultural fit; a current employee who knows your company’s values inside out can generally recognize a candidate who’s going to gel with the rest of the team. Instead of just relying on a resume, you’re leveraging firsthand knowledge of a candidate’s work ethic and discretion.

However, avoid putting all your eggs in one basket by confining your practice solely to referrals. Though referrals can be golden, you don’t want to miss out on emerging talent that could bring new insights and varied perspectives!

Marc Hardgrove, CEO, The Hoth

Prioritize Skills-Based Assessments

One thing employers should do when hiring high-volume candidates for finance jobs is prioritize skills-based assessments early in the process. In a field where technical proficiency and analytical thinking are critical, relying solely on résumés can lead to misaligned hires. Implementing standardized financial modeling tests, case studies, or problem-solving exercises upfront helps filter candidates efficiently while ensuring they meet the necessary skill level. 

One thing employers should NOT do is overlook cultural fit and long-term growth potential just to fill positions quickly. Finance roles, especially in high-volume hiring, often have high turnover when candidates feel disconnected from company values or lack career progression. A quick video Q&A or structured behavioral interview can go a long way in identifying candidates who align with the firm’s culture and goals. 

By balancing efficiency with strategic vetting, employers can scale their hiring process without sacrificing quality—ultimately reducing churn and improving team performance.

Patric Edwards, Founder & Principal Software Architect, Cirrus Bridge

Assess Soft Skills

Focusing too much on technical skills while overlooking soft skills can be a big mistake when hiring for finance roles at scale. Yes, candidates need to understand numbers, but strong communication, problem-solving, and adaptability are just as critical—especially in client-facing or fast-paced environments. Hiring solely based on degrees, certifications, or test scores can lead to a workforce that’s technically skilled but struggles with collaboration or handling real-world financial challenges.

One finance firm I knew started incorporating situational interviews and group assessments into their high-volume hiring process. They put candidates through realistic financial scenarios where they had to explain their reasoning and work with others to solve a problem. This helped them identify who could not only crunch numbers but also think on their feet and communicate effectively. A well-rounded hiring process ensures that finance teams are both technically sharp and capable of working under pressure.

Hamzah Khadim, CEO & Co-Founder, Patient Logik