Interview Guide for

Staff Accountant

This comprehensive interview guide for the Staff Accountant position equips hiring teams with structured questions, assessment criteria, and evaluation tools designed to identify candidates with the right technical skills, attention to detail, and analytical abilities. By using a combination of screening, technical assessment, and behavioral interviews, you'll be able to effectively evaluate candidates across key competencies critical to success in accounting roles.

How to Use This Guide

This interview guide provides a framework to help you conduct effective, consistent interviews for your Staff Accountant role. Here's how to get the most from it:

Customize for your needs: Adapt questions and competencies to align with your specific accounting systems, industry, and team culture.
Share with your team: Distribute to all interviewers to ensure consistency in evaluation criteria and reduce bias.
Follow the structure: Use the recommended interview sequence to thoroughly assess technical skills, experience, and behavioral competencies.
Utilize follow-up questions: Dig deeper into candidate responses to gain comprehensive insights beyond surface-level answers.
Score independently: Have each interviewer complete their scorecard before discussing the candidate to prevent group influence.

For more guidance on optimizing your interview process, check out Yardstick's interview guide resources or learn more about how to conduct effective job interviews.

Job Description

Staff Accountant

About [Company]

[Company] is a leading [Industry] company located in [Location]. We are committed to [Company Values]. We are a dynamic and growing organization seeking a highly motivated and detail-oriented Staff Accountant to join our Finance team.

The Role

As a Staff Accountant at [Company], you will play a vital role in ensuring the accuracy and integrity of our financial records. You'll work closely with the finance team to manage daily accounting functions, assist with month-end and year-end close processes, and provide critical financial support across the organization. This position offers excellent growth opportunities for accounting professionals who are detail-oriented, analytical, and passionate about maintaining financial accuracy.

Key Responsibilities

Perform daily, weekly, and monthly accounting functions including journal entries, account reconciliations, and general ledger maintenance
Assist with accounts payable and accounts receivable processes
Prepare and maintain accurate financial reports including income statements, balance sheets, and cash flow statements
Support month-end and year-end closing processes
Assist with audit preparation and external auditor support
Analyze financial data and identify discrepancies
Support the budgeting and forecasting process
Collaborate with other departments to gather and analyze financial data
Ensure compliance with accounting standards and regulations
Participate in special projects as assigned

What We're Looking For

Bachelor's degree in Accounting or related field
[Number] years of accounting experience, preferably in [Industry]
Strong understanding of Generally Accepted Accounting Principles (GAAP)
Proficiency in accounting software and Microsoft Excel
Excellent analytical thinking and problem-solving abilities
Strong attention to detail and commitment to accuracy
Ability to work independently while collaborating effectively with a team
Strong communication skills, both written and verbal
Adaptability to handle multiple tasks and changing priorities

Why Join [Company]

At [Company], we value our employees and foster an environment where growth and professional development are encouraged. We offer a collaborative workplace where your contributions will make a meaningful impact on our organization's success.

Competitive salary of [Pay Range]
Comprehensive benefits package including health, dental, and vision insurance
401(k) retirement plan with company match
Professional development opportunities
Work-life balance with flexible scheduling options
Collaborative and supportive team environment

Hiring Process

We've designed a streamlined hiring process to respect your time while allowing us to thoroughly evaluate your skills and experience:

Initial Phone Screen: A brief conversation with our recruiting team to discuss your experience and interest in the role.
Technical Assessment: A practical exercise to evaluate your accounting knowledge and skills.
Team Interview: Meet with members of the finance team to discuss your accounting experience and approach to typical scenarios.
Final Interview: A comprehensive discussion with the hiring manager about your career history and alignment with the role.

Ideal Candidate Profile (Internal)

Role Overview

The Staff Accountant is a critical role within our finance department, responsible for maintaining accurate financial records, supporting month-end and year-end close processes, and providing financial analysis. Success in this role requires exceptional attention to detail, strong analytical skills, and the ability to work both independently and collaboratively with cross-functional teams. The ideal candidate will demonstrate technical accounting proficiency while showing curiosity, adaptability, and a commitment to continuous improvement.

Essential Behavioral Competencies

Attention to Detail: Demonstrates thoroughness, accuracy, and orderliness in work products; carefully reviews reports, documents, and data for errors; ensures all accounting entries and reconciliations are precise and well-documented.

Analytical Thinking: Approaches problems by breaking them down into components; identifies patterns and connections between situations that are not obviously related; determines key issues and underlying relationships in complex situations.

Organization & Planning: Effectively plans and organizes work to meet deadlines; manages multiple tasks simultaneously; establishes priorities appropriately; anticipates and adjusts for problems.

Communication: Articulates financial information clearly to both financial and non-financial stakeholders; creates accurate and understandable documentation; listens effectively and asks clarifying questions when needed.

Adaptability: Adjusts effectively to changing priorities and work requirements; maintains productivity during periods of high volume (month-end, year-end, audit periods); embraces new processes, systems, and technologies.

Desired Outcomes

Successfully manage monthly close process, completing all assigned reconciliations and journal entries with minimal errors and within established timeframes.
Provide timely and accurate financial reports and analysis that support business decision-making.
Identify and implement process improvements that increase efficiency and accuracy in accounting procedures.
Maintain compliance with accounting policies, GAAP standards, and applicable regulations.
Build effective working relationships with cross-functional partners to improve financial data collection and reporting.

Ideal Candidate Traits

Technical Proficiency: Strong foundation in accounting principles with hands-on experience in full-cycle accounting processes. Demonstrates comfort with accounting software systems and advanced Excel skills.
Problem-Solving Aptitude: Approaches financial discrepancies with curiosity and persistence. Identifies root causes of issues and develops practical solutions.
Detail-Oriented Mindset: Maintains exceptional accuracy in data entry and analysis. Verifies information before finalizing work and has systems for tracking details.
Self-Starter Approach: Works independently with minimal supervision while knowing when to escalate issues. Takes ownership of assigned tasks and follows through to completion.
Continuous Learner: Demonstrates interest in expanding accounting knowledge and staying current with evolving standards and regulations. Adapts quickly to new systems and processes.
Team Collaboration: Works effectively with colleagues across departments to gather information and provide financial support. Communicates technical concepts clearly to non-financial stakeholders.

Screening Interview

Directions for the Interviewer

This initial screening interview aims to assess the candidate's basic accounting knowledge, relevant experience, and fit for the Staff Accountant role. Focus on identifying candidates with strong accounting fundamentals, attention to detail, and the ability to manage multiple priorities. The screening should determine if the candidate's experience level aligns with the position requirements and if they demonstrate the essential technical skills needed for success.

During the interview, listen for specific examples that demonstrate the candidate's accounting knowledge, problem-solving abilities, and approach to ensuring accuracy. Note any red flags such as vague responses about accounting processes or inability to explain basic accounting concepts. Be sure to allocate 5-10 minutes at the end for the candidate to ask questions, as this can reveal their level of interest and understanding of the role.

Directions to Share with Candidate

During this conversation, I'll ask you about your accounting background, technical skills, and experience with key accounting processes. This helps us understand your qualifications for the Staff Accountant position. We'll have time at the end for you to ask any questions about the role or our company. Feel free to think through your answers - we're looking for specific examples that demonstrate your accounting knowledge and approach.

Interview Questions

Please walk me through your accounting experience and why you're interested in this Staff Accountant position.

Areas to Cover

Relevant accounting experience including years in the field
Types of industries or companies they've worked with
Specific accounting responsibilities they've managed
Alignment between their experience and our requirements
Motivation for applying to this specific position

Possible Follow-up Questions

What accounting systems or software are you proficient with?
What aspects of accounting do you find most interesting or rewarding?
How does this position fit into your career goals?
What size accounting team have you worked with previously?

Describe your experience with month-end close processes. What was your specific role and what steps did you take to ensure accuracy?

Areas to Cover

Understanding of month-end close procedures
Specific responsibilities they handled
Methods for maintaining accuracy
Ability to meet deadlines
Examples of reconciliations performed

Possible Follow-up Questions

What was the timeline for your month-end close?
What types of journal entries did you prepare?
How did you resolve discrepancies you encountered?
How did you coordinate with other departments during close?

Tell me about your experience with account reconciliations. What types of accounts have you reconciled and what process did you follow?

Areas to Cover

Types of accounts reconciled (bank, AR, AP, etc.)
Frequency of reconciliations
Process for identifying and resolving discrepancies
Documentation standards followed
Systems or tools used

Possible Follow-up Questions

How did you handle unexplained variances?
What was your approach when reconciliations didn't balance?
How did you prioritize which reconciliations to complete first?
What improvements did you make to reconciliation processes?

How would you describe your proficiency with Excel? Can you give examples of how you've used Excel in your accounting work?

Areas to Cover

Level of Excel proficiency (formulas, functions, pivot tables)
Specific examples of Excel use in accounting tasks
Experience with automation or improving processes using Excel
Comfort with complex spreadsheets and data analysis

Possible Follow-up Questions

Which Excel functions do you use most frequently?
Have you created any Excel templates or tools to improve efficiency?
How do you ensure accuracy in complex spreadsheets?
What's the most complex Excel project you've worked on?

Describe a situation where you identified an accounting error or discrepancy. How did you approach resolving it?

Areas to Cover

Analytical approach to identifying problems
Steps taken to investigate the issue
Communication with stakeholders about the error
Resolution and preventative measures implemented
Attention to detail and thoroughness

Possible Follow-up Questions

How did you discover the error initially?
Who did you need to involve in resolving the issue?
What systems or processes did you implement to prevent similar errors?
How did you document the resolution?

What accounting standards, regulations, or compliance requirements are you familiar with?

Areas to Cover

Knowledge of GAAP
Understanding of relevant tax regulations
Familiarity with industry-specific compliance requirements
Experience with audits or regulatory reporting

Possible Follow-up Questions

How do you stay current with changes to accounting standards or regulations?
Have you been involved in implementing new accounting standards?
What was your role during external audits?
How do you ensure compliance in your day-to-day accounting activities?

Interview Scorecard

Technical Accounting Knowledge

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of accounting principles or lacks experience with key accounting functions
2: Basic understanding of accounting principles but limited practical application
3: Solid understanding of accounting principles with demonstrated practical application
4: Comprehensive understanding of accounting principles with advanced practical application

Attention to Detail

0: Not Enough Information Gathered to Evaluate
1: Shows little concern for accuracy or verification of work
2: Recognizes importance of accuracy but provides limited examples of verification methods
3: Demonstrates methodical approach to ensuring accuracy with good examples
4: Exhibits exceptional commitment to precision with robust verification systems

Analytical Problem-Solving

0: Not Enough Information Gathered to Evaluate
1: Struggles to analyze financial discrepancies or identify underlying issues
2: Can analyze straightforward problems but may miss complex connections
3: Shows good analytical ability and can identify patterns and root causes
4: Demonstrates superior analytical skills with innovative approaches to complex problems

Successfully manage monthly close process

0: Not Enough Information Gathered to Evaluate
1: Unlikely to manage close responsibilities effectively or meet deadlines
2: Likely to handle basic close tasks but may struggle with complex issues or tight deadlines
3: Likely to manage close process efficiently and meet established timeframes
4: Likely to excel at close management and identify process improvements

Provide timely and accurate financial reports

0: Not Enough Information Gathered to Evaluate
1: Unlikely to produce reliable financial reports or meet deadlines
2: Likely to create basic reports but may lack analytical insight or struggle with timelines
3: Likely to deliver accurate, insightful reports within required timeframes
4: Likely to exceed expectations with exceptional reporting that enhances decision-making

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Technical Assessment

Directions for the Interviewer

This technical assessment evaluates the candidate's practical accounting skills and attention to detail. The exercise simulates real-world accounting tasks they would perform in the role. When administering this assessment, provide clear instructions and necessary materials. Allow the candidate approximately 45-60 minutes to complete the exercise.

Focus on assessing the candidate's technical accuracy, analytical approach, and ability to identify errors. Pay attention to how they organize their work and document their processes. The ideal candidate will demonstrate methodical problem-solving, exhibit attention to detail, and effectively communicate their findings. This assessment will reveal the candidate's practical accounting knowledge beyond what can be ascertained through conversation alone.

After they complete the exercise, review their work together and ask them to explain their approach and any challenges they encountered. This discussion will provide additional insights into their thought process and problem-solving abilities.

Directions to Share with Candidate

This technical assessment will evaluate your accounting skills through practical exercises similar to what you would encounter in this role. You'll be given materials to complete several accounting tasks including account reconciliation, journal entry preparation, and financial analysis. Don't hesitate to ask clarifying questions before beginning. We're assessing not only the accuracy of your work but also your approach to problem-solving and attention to detail. After completing the exercise, we'll discuss your process and any challenges you encountered.

Technical Assessment Exercise

Part 1: Bank Reconciliation

Provide the candidate with:

A bank statement for the month
A general ledger cash account detail
Several outstanding items and unrecorded transactions

Ask the candidate to:

Prepare a complete bank reconciliation
Identify any discrepancies or unusual items
Draft the necessary journal entries to correct any issues found

Part 2: Month-End Adjusting Entries

Provide the candidate with:

Trial balance data
Supporting documentation for prepaid expenses, accrued liabilities, and depreciation
Information about revenue recognition scenarios

Ask the candidate to:

Prepare the necessary adjusting journal entries
Explain the accounting principle behind each entry
Calculate the impact of these entries on the financial statements

Part 3: Financial Analysis

Provide the candidate with:

Comparative financial statements (balance sheet and income statement)
Key performance metrics for the industry

Ask the candidate to:

Calculate and interpret key financial ratios
Identify significant variances and possible causes
Prepare a brief analysis with recommendations

Interview Scorecard

Technical Accounting Accuracy

0: Not Enough Information Gathered to Evaluate
1: Multiple significant errors in calculations or journal entries
2: Some errors in calculations or misapplication of accounting principles
3: Generally accurate with minor errors that don't impact overall conclusions
4: Consistently accurate with proper application of accounting principles

Problem-Solving Approach

0: Not Enough Information Gathered to Evaluate
1: Unsystematic approach with little logical progression
2: Basic methodical approach but misses some key considerations
3: Systematic approach with good attention to relevant factors
4: Highly effective systematic approach with thorough consideration of all factors

Analytical Skills

0: Not Enough Information Gathered to Evaluate
1: Superficial analysis with little insight into financial implications
2: Basic analysis with some understanding of financial implications
3: Thorough analysis with clear understanding of financial implications
4: Exceptional analysis with insightful observations and connections

Identify and implement process improvements

0: Not Enough Information Gathered to Evaluate
1: Unlikely to identify inefficiencies or suggest improvements
2: Likely to recognize obvious inefficiencies but limited implementation ideas
3: Likely to identify meaningful improvements with practical implementation plans
4: Likely to excel at process analysis with innovative efficiency solutions

Maintain compliance with accounting standards

0: Not Enough Information Gathered to Evaluate
1: Unlikely to maintain compliance due to knowledge gaps
2: Likely to maintain basic compliance but may miss nuanced requirements
3: Likely to ensure consistent compliance with thorough understanding
4: Likely to excel at compliance management with proactive approach

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Competency Interview

Directions for the Interviewer

This interview focuses on assessing the candidate's behavioral competencies essential for success as a Staff Accountant. Your goal is to evaluate how the candidate has demonstrated attention to detail, analytical thinking, communication, and adaptability in past situations. The questions are designed to elicit specific examples that reveal the candidate's approach to common accounting challenges.

Use follow-up questions to probe for complete details about each situation. Listen for concrete examples rather than hypothetical responses or general statements. For each competency, assess whether the candidate's past behavior indicates they would be successful in your accounting environment. Pay attention to how they handled obstacles, collaborated with others, and what they learned from each experience.

Allow approximately 45-60 minutes for this interview, reserving 5-10 minutes at the end for candidate questions. Document specific examples the candidate shares to support your evaluation during the debrief meeting.

Directions to Share with Candidate

During this interview, I'll ask questions about specific situations you've encountered in your accounting career and how you handled them. I'm interested in hearing detailed examples rather than general approaches. For each question, please describe the situation, the actions you took, and the results. This helps us understand how you might approach similar situations in our organization. Feel free to take a moment to think before answering, and I'll ask follow-up questions to better understand your experiences.

Interview Questions

Tell me about a time when you discovered an error in financial reporting or accounting records. How did you handle it? (Attention to Detail, Analytical Thinking)

Areas to Cover

How the error was discovered
Steps taken to investigate and understand the issue
Process for correcting the error
Communication with stakeholders
Measures implemented to prevent recurrence
Level of ownership demonstrated

Possible Follow-up Questions

What specific checks did you perform to verify your findings?
Who did you need to communicate with about the error?
What was the impact of this error on the financial statements?
How did you document the issue and its resolution?

Describe a situation where you had to manage multiple accounting tasks with competing deadlines. How did you approach this challenge? (Organization & Planning, Adaptability)

Areas to Cover

Prioritization method used
Time management strategies employed
Communication with stakeholders about deadlines
Ability to maintain quality under pressure
Flexibility in adjusting to changing priorities

Possible Follow-up Questions

How did you determine which tasks needed attention first?
Did you need to delegate any responsibilities? If so, how did you decide what to delegate?
What systems or tools did you use to track your progress?
How did you handle unexpected issues that arose during this busy period?

Give me an example of when you had to explain complex financial information to someone without an accounting background. (Communication)

Areas to Cover

Assessment of the audience's needs and knowledge level
Translation of technical concepts into understandable terms
Visual aids or examples used to enhance understanding
Checking for comprehension and addressing questions
Outcome of the communication

Possible Follow-up Questions

What specific techniques did you use to simplify the information?
How did you know whether they understood what you were explaining?
What feedback did you receive about your communication?
How has this experience influenced your approach to communication?

Interview Scorecard

Attention to Detail

0: Not Enough Information Gathered to Evaluate
1: Demonstrates limited concern for accuracy or quality verification
2: Shows basic attention to details but may miss significant issues
3: Consistently thorough with good systems for maintaining accuracy
4: Exceptionally meticulous with robust verification processes and error prevention

Analytical Thinking

0: Not Enough Information Gathered to Evaluate
1: Struggles to break down problems or identify patterns
2: Can analyze straightforward issues but may miss underlying connections
3: Effectively analyzes complex situations and identifies patterns
4: Demonstrates superior analytical capabilities with innovative problem-solving approaches

Organization & Planning

0: Not Enough Information Gathered to Evaluate
1: Disorganized approach with poor prioritization
2: Basic organization but may struggle with complex competing priorities
3: Well-organized with effective prioritization and deadline management
4: Exceptionally organized with sophisticated systems for managing complex workloads

Communication

0: Not Enough Information Gathered to Evaluate
1: Struggles to convey financial concepts clearly or adapt to audience needs
2: Basic communication skills but may over-complicate explanations
3: Effectively communicates complex information with good adaptation to audience
4: Exceptional communicator who makes complex financial concepts accessible and engaging

Adaptability

0: Not Enough Information Gathered to Evaluate
1: Resistant to change or struggles significantly when priorities shift
2: Accepts change but may take time to adjust effectively
3: Adapts well to changing circumstances with minimal disruption
4: Thrives in changing environments and helps others navigate transitions

Build effective working relationships

0: Not Enough Information Gathered to Evaluate
1: Unlikely to develop productive cross-functional relationships
2: Likely to maintain basic professional relationships but limited collaboration
3: Likely to build strong working relationships that facilitate effective collaboration
4: Likely to excel at relationship building, becoming a trusted finance partner

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Chronological Interview

Directions for the Interviewer

The chronological interview provides an in-depth review of the candidate's career progression and accounting experience. Your goal is to understand the context of their work, performance level, and growth over time. This interview is particularly important for verifying the depth of accounting expertise claimed on their resume and understanding how they've handled various accounting responsibilities throughout their career.

Start with their earliest relevant position and work forward chronologically. For each role, explore their responsibilities, accomplishments, challenges, and reasons for transitions. Listen for progression in complexity of accounting tasks, increased responsibility, and evidence of professional growth. Pay special attention to any gaps in employment or frequent job changes, seeking to understand the context behind these transitions.

Keep the conversation focused on accounting-related experiences while allowing the candidate to provide sufficient detail about each role. This interview should last approximately 60 minutes, with time reserved at the end for candidate questions.

Directions to Share with Candidate

In this conversation, we'll review your career history chronologically to understand your accounting experience and professional growth. I'll ask you to walk me through each of your relevant positions, starting with the earliest and moving forward to your current or most recent role. For each position, I'll ask about your responsibilities, key accomplishments, challenges you faced, and what you learned. This helps us understand how your experience has prepared you for the Staff Accountant position. Feel free to provide detailed examples that showcase your accounting skills and development.

Interview Questions

Let's start with an overview of your career. What initially attracted you to accounting, and how has your career evolved?

Areas to Cover

Motivation for pursuing accounting
Career progression and development
Key inflection points or decisions
Long-term career aspirations
Self-awareness about strengths and growth areas

Possible Follow-up Questions

What aspects of accounting do you find most engaging?
How have your career goals evolved over time?
What professional development have you pursued to enhance your accounting skills?
How do you stay current with accounting standards and regulations?

Starting with your first accounting role at [Previous Company], tell me about your responsibilities and accomplishments.

Areas to Cover

Specific accounting functions performed
Level of responsibility and autonomy
Key achievements or improvements implemented
Challenges faced and how they were addressed
Skills developed in this role
Reason for leaving

Possible Follow-up Questions

What accounting systems did you use in this role?
How large was the accounting team and what was your position within it?
What types of financial reports did you prepare?
What was the most significant accounting challenge you faced in this role?
How did your responsibilities change during your time there?

In your role at [Next Company], how did your responsibilities expand, and what new skills did you develop?

Areas to Cover

Progression in accounting responsibilities
New accounting areas or functions managed
Technical skills acquired or enhanced
Accomplishments and contributions
Relationship with managers and team members
Reason for transition to next role

Possible Follow-up Questions

How did the accounting operations differ from your previous company?
What process improvements did you implement?
Tell me about a specific accounting issue you resolved.
What was the month-end close process like?
How did you interact with other departments?

Thinking about your most recent position at [Current/Recent Company], what were your core responsibilities, and how did they align with the company's financial objectives?

Areas to Cover

Detailed accounting functions performed
Complexity of accounting tasks managed
Involvement in financial reporting and analysis
Contribution to strategic financial decisions
Leadership or mentoring responsibilities
Professional growth during this period

Possible Follow-up Questions

What financial metrics were most important to your team?
How did you contribute to improving financial processes?
What has been your proudest professional accomplishment in this role?
How would your manager describe your strengths and areas for development?
What aspects of this role prepared you for the Staff Accountant position you're applying for?

Which of your previous accounting roles do you think has best prepared you for this Staff Accountant position, and why?

Areas to Cover

Understanding of the Staff Accountant role requirements
Self-awareness about relevant experience and skills
Connection between past experience and current opportunity
Recognition of transferable skills
Motivation for seeking this specific position

Possible Follow-up Questions

What aspects of the Staff Accountant role most interest you?
What new challenges are you looking forward to in this role?
How would your experience benefit our accounting team?
What skills or knowledge areas might you need to develop further for this role?

Interview Scorecard

Accounting Experience Progression

0: Not Enough Information Gathered to Evaluate
1: Limited progression with minimal growth in responsibilities or complexity
2: Some progression but with significant gaps in key accounting areas
3: Clear progression with increasing responsibility and accounting complexity
4: Exceptional progression demonstrating mastery of increasingly complex accounting functions

Technical Accounting Knowledge

0: Not Enough Information Gathered to Evaluate
1: Basic accounting knowledge with significant gaps in important areas
2: Adequate knowledge but limited depth in some key areas
3: Strong technical knowledge across core accounting functions
4: Comprehensive technical expertise with advanced knowledge in multiple areas

Problem-Solving and Critical Thinking

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of effective problem-solving in accounting contexts
2: Some problem-solving ability but may lack sophistication
3: Strong critical thinking skills with good examples of accounting problem resolution
4: Exceptional problem-solving capabilities with innovative approaches to complex accounting issues

Successfully manage monthly close process

0: Not Enough Information Gathered to Evaluate
1: Unlikely to manage close process effectively based on past experience
2: Likely to manage basic aspects of close but may struggle with complex issues
3: Likely to successfully manage entire close process based on demonstrated experience
4: Likely to excel at close management with potential to improve existing processes

Maintain compliance with accounting standards

0: Not Enough Information Gathered to Evaluate
1: Limited understanding or experience with compliance requirements
2: Basic compliance knowledge but may lack depth in complex areas
3: Strong compliance experience with good understanding of relevant standards
4: Expert-level understanding of compliance with history of ensuring regulatory adherence

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Debrief Meeting

Directions for Conducting the Debrief Meeting

The Debrief Meeting is an open discussion for the hiring team members to share the information learned during the candidate interviews. Use the questions below to guide the discussion.Start the meeting by reviewing the requirements for the role and the key competencies and goals to succeed.

The meeting leader should strive to create an environment where it is okay to express opinions about the candidate that differ from the consensus or from leadership's opinions.

Scores and interview notes are important data points but should not be the sole factor in making the final decision.

Any hiring team member should feel free to change their recommendation as they learn new information and reflect on what they've learned.

Questions to Guide the Debrief Meeting

Question: Does anyone have any questions for the other interviewers about the candidate?Guidance: The meeting facilitator should initially present themselves as neutral and try not to sway the conversation before others have a chance to speak up.

Question: Are there any additional comments about the Candidate?Guidance: This is an opportunity for all the interviewers to share anything they learned that is important for the other interviewers to know.

Question: Is there anything further we need to investigate before making a decision?Guidance: Based on this discussion, you may decide to probe further on certain issues with the candidate or explore specific issues in the reference calls.

Question: Has anyone changed their hire/no-hire recommendation?Guidance: This is an opportunity for the interviewers to change their recommendation from the new information they learned in this meeting.

Question: If the consensus is no hire, should the candidate be considered for other roles? If so, what roles?Guidance: Discuss whether engaging with the candidate about a different role would be worthwhile.

Question: What are the next steps?Guidance: If there is no consensus, follow the process for that situation (e.g., it is the hiring manager's decision). Further investigation may be needed before making the decision. If there is a consensus on hiring, reference checks could be the next step.

Reference Checks

Directions for Conducting Reference Checks

Reference checks are a critical final step in validating the candidate's accounting skills, work ethic, and interpersonal abilities. This process helps verify information provided during interviews and uncover additional insights about the candidate's performance in previous roles. When conducting reference checks for a Staff Accountant, focus on gathering specific examples that demonstrate technical accounting competence, attention to detail, and ability to meet deadlines.

Contact at least 2-3 professional references, preferably direct supervisors or finance team leaders who have closely observed the candidate's accounting work. Ask the candidate to inform their references in advance that you will be contacting them. Prepare by reviewing the candidate's resume and interview notes to identify any areas that warrant further verification or exploration. The same questions can be used for multiple reference checks to maintain consistency in your evaluation.

Document responses thoroughly and listen for both explicit feedback and subtle cues that might reveal additional information about the candidate's strengths or potential concerns. Compare feedback across multiple references to identify patterns and consistencies in the candidate's performance history.

Questions for Reference Checks

In what capacity did you work with [Candidate], and for how long?

Guidance: Establish the nature and duration of the professional relationship. Determine whether the reference directly supervised the candidate's accounting work and how recently they worked together. This context helps weigh the relevance of their feedback.

What were [Candidate]'s primary accounting responsibilities while working with you?

Guidance: Verify that the candidate's described responsibilities align with what they shared during interviews. Listen for specifics about the complexity and scope of accounting tasks handled.

How would you rate [Candidate]'s technical accounting skills? Can you provide specific examples of their strengths in this area?

Guidance: Probe for concrete examples of technical accounting competence. Listen for mentions of specific accounting principles, software proficiency, or complex accounting problems the candidate resolved.

Can you describe [Candidate]'s attention to detail and accuracy in their accounting work?

Guidance: Ask for examples of how the candidate maintained accuracy and quality control in their work. Inquire about any significant errors or issues with their work and how they responded to them.

How did [Candidate] perform during busy periods like month-end or year-end close? How did they manage deadlines and pressure?

Guidance: Listen for insights about the candidate's organization, time management, and ability to maintain quality under pressure. These periods often reveal a person's work ethic and resilience.

How would you describe [Candidate]'s ability to work with others, particularly with non-finance team members?

Guidance: Accounting roles require collaboration with various departments. Assess the candidate's communication style and effectiveness in cross-functional interactions.

On a scale of 1-10, how likely would you be to rehire [Candidate] if you had an appropriate position available? Why?

Guidance: This question often elicits candid overall assessments. Pay attention to both the numerical rating and the explanation behind it. A hesitation or qualification can be as revealing as the number itself.

Reference Check Scorecard

Technical Accounting Competence

0: Not Enough Information Gathered to Evaluate
1: Reference indicates significant gaps in accounting knowledge or skills
2: Reference suggests adequate but not exceptional technical abilities
3: Reference confirms strong technical accounting competence
4: Reference enthusiastically endorses exceptional technical skills with specific examples

Attention to Detail & Accuracy

0: Not Enough Information Gathered to Evaluate
1: Reference mentions concerns about accuracy or error frequency
2: Reference indicates acceptable attention to detail with occasional lapses
3: Reference confirms consistent accuracy and thoroughness
4: Reference highlights exceptional precision with systems for ensuring accuracy

Meeting Deadlines & Managing Priorities

0: Not Enough Information Gathered to Evaluate
1: Reference expresses concerns about missed deadlines or poor prioritization
2: Reference indicates generally reliable but occasional issues with time management
3: Reference confirms consistent ability to meet deadlines and manage priorities
4: Reference enthusiastically describes exceptional time management even under pressure

Successfully manage monthly close process

0: Not Enough Information Gathered to Evaluate
1: Reference indicates candidate struggled with close responsibilities
2: Reference suggests candidate managed basic close tasks but needed supervision
3: Reference confirms candidate effectively managed close processes independently
4: Reference highlights candidate's exceptional close management with process improvements

Provide timely and accurate financial reports

0: Not Enough Information Gathered to Evaluate
1: Reference mentions issues with report quality or timeliness
2: Reference indicates acceptable reporting with occasional quality concerns
3: Reference confirms consistent delivery of quality reports on schedule
4: Reference emphasizes exceptional reporting that enhanced decision-making

Frequently Asked Questions

How should I adapt this interview guide for a more senior accounting position?

For senior accounting roles like Senior Accountant or Accounting Manager, increase the focus on leadership abilities, strategic thinking, and advanced technical knowledge. Add questions about managing accounting teams, implementing accounting policies, and contributing to financial strategy. The technical assessment should include more complex scenarios involving judgment and interpretation of accounting standards.

What if a candidate has strong technical skills but seems to lack communication abilities?

Communication skills are essential for accounting roles since they must explain financial information to non-financial colleagues. Consider whether the communication challenges might be nervousness rather than a skill deficit. You could conduct an additional assessment specifically focused on communication or consider whether the role could be structured to minimize this weakness while leveraging their technical strengths. Check out our blog on evaluating communication skills for more insights.

How should we evaluate candidates coming from different industries?

Focus on transferable accounting skills and adaptability rather than specific industry experience. Ask how they've applied accounting principles in different contexts and how they've learned new systems or regulations. Their approach to learning and problem-solving is often more important than specific industry knowledge, which can be acquired. However, do assess if there are critical industry-specific accounting requirements that would require significant training.

What are the key indicators that a candidate might struggle with month-end close processes?

Look for candidates who demonstrate poor time management, become flustered when discussing deadline pressure, provide vague answers about close procedures, or lack experience with reconciliations and journal entries. During the technical assessment, errors in basic accounting entries or inability to identify discrepancies might indicate potential problems. Reference checks should specifically probe past performance during busy periods.

How should we weigh technical accounting skills versus cultural fit?

Both are important but prioritize according to your team's specific needs. A candidate with excellent technical skills but poor fit might disrupt team dynamics, while someone with great fit but technical gaps might require significant training. Consider whether your team can provide mentoring for technical skills development or if the role requires immediate technical proficiency. The ideal candidate demonstrates both strong accounting skills and alignment with your team's working style and values.