Most hiring authorities use an extensive list of criteria such as: certifications, years of experience, responsibilities, education, etc. I have known managers to have more than 15 separate criteria. Having such rigid criteria often will eliminate professionals that may be the best fit.

A more effective approach to hiring is to develop three or four non-negotiable “must haves” that represent success in the job. Example: I worked with one of my clients to develop a list of non-negotiables for a Tax Partner and we came up with the following:

• Technical proficiency in corporate income tax
• Ability to teach, coach, mentor subordinates
• Ability to generate new business

Defining a small number of attributes and experiences is a challenging task but it is time well spent. It is a process that causes you to narrow down what makes for a successful employee.

The success and satisfaction you derive from your network is in direct proportion to the time and effort you apply to it. Key ingredients include:

1) RECIPROCITY- Both parties must have their needs met…you give; you get. Give value to your network colleagues; do a favor for them and make a note on how they may help you.

2) SHARE INFORMATION – Make note of a person’s personal and professional interests. As you become aware of information that’s “on target”, pass it on.

3) STAY IN TOUCH – Acknowledging important dates like birthdays, anniversaries, promotions and articles authored is a great way of expressing that you care.

4) DIVERSITY – Since a primary reason to network is to develop contacts that will benefit you, you need a variety of professionals in your network. These may include a real estate broker, banker, attorney, doctor, and executive recruiter.

Remember, the key to developing a strong network is to give value first and maintain consistent contact with your colleagues.

Who would you want on your basketball team taking the game-winning shot with two seconds left? Would you want a confident and relaxed teammate like Michael Jordan, or a stressed out teammate? The answer is obvious.


Let’s apply this in our business environment. You, as a manager, will perform better when you stay relaxed and confident. If you stress out, you loose your ideal performance state. There is also the residual effect you have on your staff and your customers by staying calm and in control. They will admire your spiritual strength and feel that they can learn and perform better when around you. The more tranquil a person becomes, the greater is his/her success and power for good.

1. Your CAE should meet with senior executives monthly to promote the department and stay on top of the business.
2. Use 6 Sigma to identify process improvements in the internal audit activity.
3. Hire the best auditors who are capable of assuming successful roles in corporate management.
4. Continuously train the audit staff.
5. Constantly strive for excellence in adopting best practices and providing great customer service.
6. Use internal Quality Control Questionnaires to obtain feedback from clients.
7. Have Quality Assessments performed every 5 years by an independent source so you can assert that your audits are conducted “in accordance with the international standards for the professional practice of internal auditing.”
8. Conduct a presentation at the start of an engagement to educate the client on the audit process.
9. Circulate your IA Department’s success stories throughout the company.

Why brand your audit department?

1. To show your customers how your department positively affects the company
2. To set expectations for your customers on consistency and quality of the internal auditing experience
3. To help recruit top employee prospects from within and outside the company
4. To build strong and trusting relationships with your customers
5. To build loyalty and pride among the audit staff for retention purposes
6. To provide confidence for the audit committee and investors
7. To provide confidence for the external auditors for placing reliance upon your IA’s work papers

Next month’s ETip will consist of specific steps to take to develop your IA brand.

Your brand should be reflected in a 15 to 30 second introduction of yourself that tells someone:

1.    Who you are
2.    What is your area of expertise
3.    Where is the value your expertise adds to your company

For example, here’s my introduction:

“My name is Maurice Gilbert of Conselium, a search firm specializing in financial services professionals. I help companies hire the best financial professionals in the audit, accounting, finance and IT security fields faster and cheaper than they could do it on their own.”

Successful managers are strong mentors to their staff members. This is done by:

1. Being a positive role model and identifying other managers that can do the same.
2. Supporting your staff in calculated risk-taking that is essential for their growth.
3. Working with your staff individually to understand and help them develop their unique skills.
4. Supporting continuing education efforts that are available through professional organizations.

Your involvement in mentoring will make it possible for your staff to develop to their fullest potential which will make them of greater benefit to your department.

Know How to Evaluate a New Job:

Ask these 4 questions to evaluate whether a new job may enhance your career:

1. Is the company well established in their field?

2. Will the position meet my immediate career and lifestyle goals?

3. Will there be continued options for career growth within the company?

4. Will my immediate manager be a good teacher/mentor?