Candidate Assessments for Accountants and Bookkeepers - Recruit Better!
Test the technical knowledge, critical reasoning and review the personality profile of your candidates. Designed by accountants, for hiring accountants.BUY A TEST
Personality and Critical Reasoning Tests specifically for accountants
Have a look at our NEW Accountants Personality Profile Questionnaire (APPQ) and Critical Reasoning Test (Logiks). Built specifically for hiring accountantsHave A Look
Dedicated skills and knowledge tests for accountants and bookkeepers at all levels.
Certified Public Accountants (CPA)
Trainee or Graduate Accountants
Part Qualified Accountants
Bookkeepers / Assistant Accountants
Personality Questionnaires and Ability Tests
What our clients are saying
"Accountests fills the critical gap of testing candidates’ knowledge rather than relying on their interview performance. Nobody should hire an accounting staff member without giving them one of these tests first."
"I recently used Accountests as we were looking for a way to assess technical management accountant ability to supplement our interviews of shortlisted candidates. It helped inform our decision and would definitely use it again."
"Hiring professionals and vetting them is one of the most challenging and subjective areas of running a business. Accountests allowed us to gauge a candidates skills so that we made more informed decision which saved us both time and money."
"The tests were extremely valuable in providing an independent gauge of the skill level of the candidates, which played a key part in making a decision on who was right for the role.”
"The abilities being shown by the recruited candidate correlates with the outcome of their test, and they are progressing and delivering to expectations"
"The service offered by Accountests has been a game changer for our recruitment of professional staff. The ability to quickly assess the relevant technical skills of candidates has significantly improved our decision making process."
A good education and an outstanding performance during interview does not equate to a high performing individual. In order to gauge a candidate’s abilities, you need meaningful data. The following three tips will help to keep your recruitment process focused on the data that matters, reduce the effects of bias, and uncover each candidate’s true capabilities.
We’ve recently been hearing more and more about the topic of “candidate commitment” from clients who are dealing with candidates pulling out of final-stage selection processes. You know who I mean; the candidates that seem really interested in a role, say all of the right things and then at the last moment, when you offer them the job, they decide they’re not interested.
The last year of university is stressful, for the students… and their parents. Just a couple of years ago both my daughters, in their final year of studies, were applying for graduate positions. After dealing with late-night requests to read applications, tears, frustration and finally elation when they received an offer the process has gave me an insight into what works, and what doesn’t.