Recruitment and Selection: Budget Analyst

Recruitment and Selection: Budget Analyst

What is your relevant labor market for this position? Based on this, what recruitment source(s) are appropriate?

The immediate labor market for the budget analyst position in question consists of accounting or finance majors with a bachelors or masters degree, with the latter degree being preferred. The recruitment sources for this position would include local and regional colleges and universities offering finance and/or accounting majors, as well as more experienced professionals seeking a better job (Davidson & Fielden, 2003). As a last resort, employment agencies would be used. This approach is congruent with the guidance provided by Arthur (2006) who advises that it is important to "continue exploring various recruitment sources until you find the right employee. Resist pressure to settle or compromise your standards if you're unable to fill an opening right away. Rather, reexamine the sources and adjust as needed" (p. 6).

What information would you include in your position announcement/advertisement given the recruitment source(s) you chose?

The following minimal information would be included in the position announcement:

1.

BS in Accounting or Finance, MBA preferred

2.

2-3 years of progressively responsible experience that included the preparation, analysis, and administration of a budget or fiscal system

3.

PC proficiency is essential (Windows environment) and strong working knowledge in a.

Excel

b.

Word

c.

PowerPoint

Establish a selection process in order to establish a candidate pool and make your hiring decision.

Applicants who most closely satisfy all of the requirements for the position would comprise the candidate pool. In this regard, Arthur emphasizes the need for pragmatism: "It is one thing to seek out the best possible applicant for a job and to be persistent about it, yet quite another to hold out for the ideal employee who may only exist on paper. Adhering to job-specific competencies will enable you to remain realistic" (2006, p. 6).

In your job description you developed a list of competencies (i.e., KSAs) that are required to be successful in the job. From this list, identify those that you will be using as selection criteria for the position and whether you will be focusing on traits, behaviors, or outcomes to determine if they've met the criteria.

The following list of key competencies would represent the initial selection criteria:

1.

Assist in developing and monitoring the Department's budget.

2.

Work with all levels of management to develop budgetary needs of existing and new activities, including analysis and forecast of revenue and expenditure trends and program modifications.

3.

Prepare written and oral summaries of base budget increases and/or reduction options and summarize into required budget format.

4.

Assist in the development of budget packages, current service level exceptions, fund shifts, narratives and program option package detail reports.

Would you use any employment tests? Which ones? For which KSAs? Why?

Because this is a degreed position, no employment tests would be administered.

Develop a set of 6-8 interview questions (e.g., behavioral, situational, etc.) to ask so you can determine if the candidate has the KSAs required to perform the job and if they would be a good fit for the organization.