Accounting interview questions are more important than ever right now. The hiring process for accounting roles is challenging, especially when you need to find, interview and hire skilled talent remotely. And the hiring market is competitive, with a high demand and limited supply of candidates.
Whether you’re hiring to fill openings in your accounting department or for mission-critical projects and cyclical needs like tax season and year-end close, you’ll want to be prepared for the interview.
Hiring accounting professionals is a high-stakes endeavor. Bringing aboard the wrong job applicant is a costly mistake that wastes time, money and resources. That’s why it’s so important to have a list of good accounting interview questions to ask and make sure all of them count when you’re trying to fill accounting jobs in your organization.
Your interview questions will help you assess accounting candidates’ problem-solving abilities, technical knowledge, critical thinking skills, leadership potential, motivation and values.
Don’t be afraid to ask deeper accounting questions, because when you do, you’ll get a more complete picture of the candidates and a better sense of how they’ll work with your team. Their answers can reveal key insights into both hard skills and soft skills that will help you pinpoint the right applicant for the job.
Here are 21 accounting interview questions you should consider asking your top candidates to cover their skills, experience and suitability for entry-level positions on up.
When you’re interviewing job candidates for bookkeeping or accounting clerk openings, you want to test for basic skills. Questions like this one will reveal whether potential hires understand accounting fundamentals.
This is another relatively simple question. Job candidates with some accounting training or experience should have no trouble with their answer. As with the question above, how applicants reply will show whether they’re ready for an entry-level job at your company.
This is another basic question, but you could also present a few journal samples for the applicant to read and explain as a skills test. How a candidate responds will help reveal their ability in identifying mistakes or omissions.
Use this question to explore a candidate’s knowledge of ledgers and as a launch pad for further discussion of skills related to the available position. A good response will reveal that the applicant has thought through how accounts relate to lines of business and generally accepted accounting principles (GAAP).
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Accounting interview questions like this one can help bring to light how the applicant has approached a routine process with previous employers. For recent grads, this line of inquiry allows them to apply theoretical knowledge in venturing educated guesses, which could open a dialogue about how your company handles this issue.
Accounting professionals, particularly those who have managed ledgers or had jobs as full-charge bookkeepers for more than a couple of years, should be able to speculate on this scenario. A candidate with more formal training specific to auditing or fraud analysis will likely explain this thoroughly and be able to provide examples.
Candidate answers should not be vague here; either they have direct experience with an ERP system or not. Candidates should describe the brand or system they used, which tends to vary depending on company size.
Applicants who worked with smaller companies may describe a more customized or hybrid ERP solution they used. The more specificity they can give around the ERP system, the better. The way applicants answer this interview question will reveal how much training they would need on your system. (For entry-level candidates, you might turn this into a discussion of future training possibilities.)
Answers should include specifics about how candidates were involved in business metrics, such as helping to determine and monitor a business’s gross margin or the cost of finding new customers. This question will give you assurance that the candidate clearly understands business metrics and help you evaluate entry-level business or financial analyst candidates all the way up to midcareer professionals who aspire to roles that come with budget and staff oversight responsibilities.
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You want to hire someone with numerical abilities but not necessarily a mathematician. You also need someone with analytical know-how who can communicate effectively with others. Accounting skills will vary by specific job title. Look for responses that show a recognition of the importance of general business knowledge, technology expertise, customer service orientation and specialized experience that might apply to the role.
This is an example of a situational interview question. Here, you’d be gauging an applicant’s ability to think through a scenario like one that might be faced in a more senior finance role.
As with the previous interview question, the answers to this inquiry will give you a hint as to the candidate’s critical thinking skills. It will also elicit a better picture of their leadership aptitude.
Look for answers to this interview question that include actual situations the accountant handled. The solution they describe will tell you something about their thought process, problem solving skills, customer service orientation and ability to think on their feet.
Here’s where you’ll learn about a candidate’s communication skills. Look for an ability to simplify and present information to people who may not speak the language of “FIFO” (First In First Out, a method of valuing inventory) or “EBITDA margins” (Earnings Before Interest, Taxes, Depreciation and Amortization).
This is another basic accounting question that lets you assess a potential hire’s understanding of cash flow statements, balance sheets and income statements. Before they reply, the best interviewees will have threshold questions for you, such as, should they answer for the time of acquisition or for some time in the future, and how is the equipment financed?
You may not need big data experts right now, but hiring someone who has knowledge of data retrieval, interpretation and analysis will be useful down the line when you decide to upskill your team and build their expertise in this area.
Rather than making a judgment on the mistake, look for the lessons learned. Did the candidate take responsibility for the error? How did they manage the situation? Were they proactive in making things right?
Answers should cover not only the failure in an accounting project but also offer a view into the mind of the candidate and how he or she might have learned something substantive as a result.
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This is the second part of the previous question. The best responses will shed light on the candidate’s process for reviewing their work and minimizing miscalculations.
If you’re interviewing recent graduates, you’re looking to see how well they paid attention in class, rather than a deep level of expertise. Look for an ability to explain the fundamentals of key roles and processes in finance and accounting.
While it may be ideal to find expertise in the same accounting programs you use at your company — Excel, Hyperion, IBM Cognos, QuickBooks, ERP and so on — it’s even more valuable to find someone who is software savvy and able to get up to speed with a variety of programs.
Many companies have embraced cloud financial solutions, and while experience in online-based software and services is valuable, the ability to get comfortable with the new technologies is worthwhile, too. And, of course, the ability to work effectively with, or quickly learn, collaboration tools is a big plus, particularly in remote work environments.
Look for answers that show high performance standards. Perhaps the candidate has designed methods to check for bookkeeping errors or quality control in the data entry process. What you’re looking for are answers that help you evaluate attention to detail and accuracy.
No job candidate could remain completely up to date on all of these, but the most promising applicants will answer this interview question by describing the methods they use to keep as current as possible with notable industry developments. These may include having attended a recent professional conference or seminar, membership in professional organizations such as the American Institute of Certified Public Accountants (AICPA) or subscriptions to an impressive variety of industry publications.
Remote workers must be self-starters and work with little supervision. They need strong communication skills, and they have to be comfortable with your team’s technology (or show they can quickly pick it up). This is an important consideration if your team is working from home or in a hybrid environment.
Once you’re comfortable with their remote readiness and get through all the accounting interview questions and answers, reflect on what you’ve learned about the candidate’s soft skills. Do you have a good sense of the potential hire’s level of empathy, tact and diplomacy, for example? What about their verbal skills? Even if you’ve conducted a phone interview, you should have an impression of their personality and their ability to express themselves.
Consider, too, today’s unpredictable work environment. Of all the hard and soft skills you interview for, adaptability and a willingness to embrace new challenges may be two of the most critical ingredients for an accounting professional’s success.
You might be asked that question in the interview, so you should be prepared with an answer. Keep in mind that employers are finding they must increase salaries to attract and retain skilled professionals.
You can see starting salaries and the trends shaping the finance and accounting sector’s hiring market in the latest Robert Half Salary Guide. Localize your insights by selecting the city nearest you to automatically adjust salaries for regional cost of living, talent availability and other factors.
