Knowledge and ability are key factors to assess when hiring bookkeeping personnel. If the company is primarily looking for a data entry person, that person’s bookkeeping knowledge may be less extensive.  However, if a company is seeking a full-cycle “professional” bookkeeper, that individual must grasp all aspects of the bookkeeping function which does include payroll.

Matching the company’s needs with the applicant’s skills and experience will greatly improve the success of the hiring process.

Applicants are identified through various sources, including referrals from employees, customers, suppliers, and business associates; unsolicited applications; employment agencies; advertisements; professional organizations and the Internet. The sources used depend on how quickly the position must be filled and the company’s past success in attracting applicants.

Once applicants have been screened and interviewed, their past experience and skills, as presented on their resumes and disclosed during the interview process, should be verified. Two common techniques for verifying and evaluating skill levels include:

• Reference checking.
• Pre-employment testing.

The CBA would recommend, if you are in need of a “professional bookkeeper” vs a “data entry clerk”, that the Pre-employment Testing be a must on your check list for new hires.