How To Hire for Accountants in 2022

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Hiring is the most demanding part of any business. Yet, it is also the crucial one. Therefore, the hiring process should be designed to uncover the perfect fit for your company.

It’s important to understand that hiring the right person will enhance your workflow and create better results for you and your team.

In this article, we’ll share some tips on hiring accountants in 2022. From understanding what skills are needed to interviewing candidates, we have answered all of your questions here:

Conduct a thorough job analysis

Before you even start your search, you must know what you’re looking for. The job analysis is a vital part of the hiring process. It can help you find the perfect person more quickly by clearly outlining what skills, qualifications, and experience are needed for each position.

Job analysis is a process by which the recruiters first collect the information about a job and then analyze it. The goal is to know what you have to look for. At the end of the job analysis process, you get a job description and specification.

Some methods to effectively conduct job analysis are as under:

  • Observation: you observe individuals performing a similar/same job somewhere and note their duties and tasks.
  • Interview: you interview individuals performing a similar/same job somewhere and ask about their responsibilities.
  • Questionnaires: you roll out questionnaire forms including the questions about their responsibilities to individuals performing a similar/same job somewhere.

 

Once you have chosen the job analysis methods, you can follow the following steps to conduct it thoroughly.

Step 1: Plan the job analysis

At this stage, you set the objectives of your job analysis process. As an HR person, you also involve the top management to ensure everyone’s on the same page.

Step 2: Introduce the job analysis

At this stage, you set the methodology for the job analysis. First, you have to choose either to observe or interview. You can also have a blend of multiple methods. Then, you need to communicate the preferred method(s) with the people involved.

Step 3: conduct the job analysis

At this stage, you perform the methods mentioned earlier. First, you compile the gathered data and then review it.

Step 4: create job descriptions and specifications

By utilizing the collected data in the previous step, you draft the job specifications and descriptions. The involved persons and top management then review this initial draft. At last, you finalize a job description and specification to be rolled out for the hiring process.

Step 5: maintain and update job descriptions and specifications

Creating a job description and specification is not the end. In this age of disruptive technologies, you need to keep them up-to-date as per the new changes. Hence, you must revise the job description and specifications continuously.

Once done with the job analysis process, you will have its product at hand—job description and specification.

This job description would highlight the need for accounting skills as well as expertise in managing a team or providing financial assistance.

Knowing precisely what you want before you start interviewing candidates will save both time and money—and help you find the best candidate.

 

Start your recruiting process

For hire image

After a thorough job analysis, you exactly know what you are looking for. Hence, now is the time to start your hunt for the right candidate. How do you find them? There are three common ways as under:

Internet Recruiting

The age of the internet has made it easier for employers to reach potential candidates. With the help of the internet, you can use the following ways to attract potential hires for application.

  • E-recruiting: You use internet recruiting tools, such as blogs, websites, or Twitter, to post your job description and specification.
  • Online job boards: There are special online job boards that facilitate the interaction of employers and their potential employees. The websites such as Indeed, Monster, LinkedIn, etc., allow you to post your job description and specification.
  • Employer website: You can also have a ‘hiring’ page on your website dedicated to this purpose. A good website will not only lure active job seekers but also passive job seekers.

 

Internal Recruiting

Employers can also find potential hires from the sources within their organization. Some of them are as under:

  • Employee-focused recruiting: you get suggestions from your current employees about the right accountant to hire.
  • Current-employee referrals: if the employees know the right accountant within their acquaintances, family, and friends, they refer it to the employer.
  • Re-recruiting former employees: if you had previously excluded a good accountant from their position, possibly because you were downsizing, you can now recall them for the vacant position.

 

External Recruiting

Another source to find potential hires is external recruiting. Some of its ways are as under:

  • Media: Media sources include newspapers, television, magazine, billboards, digital ads, videos, webinars, and more.
  • Employment Agencies: you can take the help of an employment agency within your region. They function to connect employers and employees.
  • Job Fairs: you can either organize a job fair yourself or participate in one. Oftentimes, organizations put their stalls in job fairs and conduct walk-in interviews of the potential candidates there.

 

Conduct an accounting test

After the potential hires have applied for the position, you must take them to the next significant step—testing their technical knowledge. The first condition of the right person is that they must have a thorough understanding of accounting.

To assess it, you must conduct a test. It can be online or on-site. If you go with the online testing option, we recommend TestGorilla’s accounting test. It is a predesigned test by accounting experts, so you don’t need to worry about creating a new one from scratch.

It assesses a candidate’s knowledge of the accounting process, terminologies, debit/credit calculations, the creation of financial statements, and more. Simply put, it would assess all of the necessary accounting skills of a candidate. 

Or, you can also go with the on-site testing option. However, it would be costly. You will have to set up an examination hall, purchase examination stationery, hire invigilators and checkers. 

Before all of it, you will have to design the test first. In a nutshell, the onsite testing option will cost you both money and time.

 

Design a perfect interview

The interview should be designed to get to know the candidate’s technical accounting knowledge, work ethic, communication skills, and other essential qualities.

It’s essential to ask specific questions about what they’ve done in their past that are relevant to your position. The questions you ask should relate to the job you’re hiring for. Make sure you pay attention to their body language as well as how they answer your questions.

Here are some examples of good questions:

  • What is your accounting background?
  • Which inventory valuation method should the businesses use: LIFO, FIFO, weighted average?
  • What is the Operating Profit Ratio?
  • Describe one time when you could improve efficiency at a previous job.

 

The right interview environment

If you want to find a great accountant, the interview environment is the key. In order to have a successful interview, it’s essential to understand some of the qualities of a good accountant. One way to start would be by looking for an accountant with a positive attitude.

In addition, you should also look for someone who is dependable and reliable as these skills will make them a better fit for your business.

The best way to assess these qualities is through an interview setting where both parties feel comfortable talking with each other.

If you’re hiring remotely over the phone or video chat, make sure you speak up and articulate what you need from them.

When you’re looking for an accountant, it’s important to understand what skills and abilities are needed. For example, if you’re looking for someone who specializes in auditing your company’s records and tracking numbers, you’re going to need a candidate who is detail-oriented and detail-driven.

To find such a candidate, you’ll want to make sure they have the following skills:

  • They can work on their own with minimal supervision
  • They ask questions when they don’t know something
  • They can follow directions well
  • They stay calm under pressure
  • They have good multitasking skills

 

Wrapping up

As your company grows and your accounting needs change, you’ll have to be prepared to hire a new accountant. But new skills and technologies will create a whole new set of challenges as you look for new talent.

Fortunately, there are some steps you can take today that will help ensure that your search for the perfect accountant is successful.

In this article, we’ve covered the key steps to hiring an accountant in 2022, including conducting a thorough job analysis, conducting an accounting test, designing a perfect interview, and preparing questions before the interview. 

Now it’s time to put these steps into action and find the best accountant for your business.