Testing Part-Qualified Accountants in an Interview- What are the Benefits?
Following on from our last blog, we’ll now discuss different types of testing that companies use to interview Part-Qualified Candidates. These tests differ to tests given to Qualified candidates as they are usually used as an initial screen at the beginning of a hiring process.
Presentations
A great example of testing used by one of our clients is creating a presentation about a specific topic. This is usually used on the more senior level of Part-Qualified accountants, and is a great way to determine how well a candidate would be able to communicate to key stakeholders in the business.
In this clients interview process, each candidate was asked to create a presentation on the below:
- Outline a business challenge which you have identified, and then quantity the risks/opportunities for the business
- Identify the actions taken, and measures put in place to either mitigate the risk, or maximise opportunities
- Summarise the value added to the business, what lessons have been learned and what next steps would be
Another client has also asked candidates to create a presentation which outlines what they expect from their first 30 days in the business, and asks them to set any objectives they’d like to achieve in this time. This is a really useful test to do early in the interview process, as it tests candidates on their understanding of the role, and eliminates anyone who may not be suited to the company.
SHL Tests
An SHL test is a type of psychometric assessment used by employers to test a candidate’s cognitive abilities, personality traits and behavioural traits. It includes tests on numerical reasoning, verbal reasoning, and problem-solving.
This can be used throughout an interview process, but works well as an initial screening stage before moving onto more formal interviews. This test would eliminate any candidates who may not have the right technical skills for the role, or who may not be the right personality fit for the company early on, rather than later down the interview process. It is also a great way to eliminate bias from your process.
JasperRose has a number of clients who use this test during interviews- the majority of them will send the test link out to their candidates before inviting them to interview, but some also choose to send candidates practice links to do before they actually complete the test.
Excel Tests
Excel testing is one of the more common tests used in part-qualified interviews, as it’s an easy way to assess a candidates technical skills, and also gives them a better understanding of what their day to day work on excel would look like. This can be split into two different types:
Seen
In this format, clients will send candidates the Excel test in advance (usually an hour or so before the actual interview time. The candidate will complete the test, which is usually a sample of what they would have to work through if they were successful in getting this role, and were then expected to talk through their findings/any errors they found during the interview.
The key benefit of sending a test over to a candidate beforehand is it makes an interview process accessible to everyone, which will then reflect well on the company, and will also give a better representation of how a candidate will work in the company, rather than only showing how they work in a high-pressure environment such as an interview
Unseen
In this format, candidates are not shown the test beforehand, and are expected to utilise their knowledge of excel with little to no preparation. While some companies will suggest various practice tests that can be completed, the majority will expect candidates to be able to adapt to what the test is about quickly.
As an example, a client of ours will invite the candidate to interview in person, where they will be given a laptop with a spreadsheet open. They will then be expected to complete the test (usually something like populating data, working out formulas or extrapolating data from one place to another). After they’ve completed the test, they will then talk through their findings with the hiring manager. Another client does a similar format as this, but on a Teams call.
Testing candidates during an interview process has a number of benefits, including eliminating candidate not right for the role early on, and ensuring that each candidate being moved forward to interview has the technical skills needed to excel in this role. It is however important to use the right test for the right level of vacancy, and ensure that your process is as unbiased as possible. If you need help creating a test for candidates, or you have any other questions, please contact the JasperRose team, and we would be happy to help.
