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What is the best way to implement testing?
You want to use pre-hire testing. But where do you use it during the process to get the best value? Too early and you might put candidates off, while spending more money than you’d like to. Too late and your interviews haven’t focused on the right things, and you’ve interviewed candidates you shouldn’t have. What’s the best option? There’s no right answer, but here’s two ways we’ve seen clients using testing that we like – using the example of hiring a Senior Tax Associate
Strategy A — Early Testing
Use when: You want objective data early, tests are worth the cost, speed to result is critical and you’d rather not spend time interviewing weaker candidates.
Implementation Plan
Stage 1 - Initial Screening
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Publish role and collect applications.
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HR reviews resumes and identify credible candidates (hopefully at least 3–4).
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HR conducts a short 10–15 minute phone screen with each credible candidate
Stage 2 - Early Testing for All Credible Candidates
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After the phone screen, invite all candidates to complete a full test suite:
- Personality Profile
- Critical Reasoning Test
- Technical/Work Skills Test
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Receive test results and score/rank objectively.
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HR + Tax Manager review results together and identify:
- Minimum technical threshold
- Reasoning score concerns
- Any personality red flags or team-fit issues
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Select 2–3 candidates for first interview based on combined resume + test performance.
Stage 3 — First-Round Interview (Tax Manager + HR)
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Conduct structured first-round interviews informed by test results.
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Probe specific areas:
- Strengths indicated by tests
- Weaknesses or gaps
- Situational judgement (using real tax-practice scenarios)
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Score candidates using a standard evaluation form.
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Hopefully have at least 2 finalists for second-round interview.
Stage 4 — Final Interview (Tax Partner + HR)
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Provide the Partner with a concise summary of test results + interview findings.
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Conduct second-round interview focused on:
- Technical depth
- Client handling
- Partner-level expectations
- Cultural alignment
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HR performs reference checks.
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Make offer to the strongest candidate.
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Document final rationale.
Advantages: Minimizes interview time with poor candidates. Makes interviews very meaningful and focused. Second interview can be used to ‘sell’ the reasons to work for the firm. Strong candidates are identified early and can be fast tracked.
Disadvantages: Cost. Upfront time commitment by candidates
Strategy B — Staged Testing
Use when: You want to minimise external costs, the role is less critical, and only want to fully test candidates who interview well.
Implementation Plan
Stage 1 - Initial Screening (no change from Strategy A)
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Publish role and collect applications.
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HR reviews resumes and identify credible candidates (hopefully at least 3–4).
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HR conducts a short 10–15 minute phone screen with each credible candidate
Stage 2 - Early Stage Limited Testing
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Have candidates complete one of the testing options – either Skills or Critical Reasoning, based on consideration of what is more important – current knowledge or ability to learn fast
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Receive test results and score/rank objectively.
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HR + Tax Manager review results together and identify:
- Minimum technical threshold OR
- Reasoning score concerns
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Select any or all of the credible candidates for first interview based on combined resume + test performance.
Stage 2 - First-Round Interview (Tax Manager + HR)
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Conduct structured interviews with selected candidates.
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Evaluate:
- Technical communication
- Real-world tax reasoning
- Work style
- Cultural fit
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Hopefully have at least 2 finalists for second-round interview.
Stage 3 - Remaining Testing for Finalists
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Invite the finalists to complete remaining tests:
- Personality Profile
- Critical Reasoning Test OR Technical/Work Skills (whichever missed before)
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HR + Tax Manager review results collaboratively.
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Map the results against:
- Minimum technical threshold
- Reasoning score concerns
- Any personality red flags or team-fit issues
Stage 4 - Final Interview (Tax Partner + HR)
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Partner reviews summary of interview + test results.
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Conduct final interview exploring:
- As per Strategy A but probe on areas newly tested
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HR conducts reference checks.
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Make offer to the strongest candidate.
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Document final rationale.
Advantages: Lower cost if candidates are eliminated after the first interview. Candidates more accepting of testing once it’s clear they have a chance.
Disadvantages: First interview may focus on wrong areas. Some of the more structured interview aspects are not covered until the final interview. Strong candidates might not be identified early. May end up covering the same issues twice after testing is completed.
Either one of these strategies can be used for a quick and focused hiring process. Well executed an offer could be out to a candidate within a week of receiving an application. There’s no doubt this will boost the chance of success.
Tell us what your hiring process looks like – complete my LinkedIn Poll so we get some data on what firms are doing.
If you want help to discuss how to use testing successfully in your company or firm contact us at help@accountests.com
Giles Pearson | After 18 years as a partner with a large public accounting firm, Giles founded Accountests to help those recruiting accountants make better hiring decisions
